Traditional job interviews can be difficult for neurodivergent people
Interviews often focus on social skills rather than practical abilities, making it hard for neurodivergent candidates to show what they can do. To address this, many companies have created new hiring processes that focus on skills and potential. This case study looks at different approaches’ businesses are using to be more inclusive and how these methods benefit both employers and employees.
Informal hangouts and skill demonstrations
Some companies have moved away from formal job interviews and instead use informal “hangouts.” For example, Specialisterne holds casual gatherings where neurodivergent candidates take part in group tasks or activities in a relaxed setting. This approach allows candidates to show their skills without the pressure of a formal interview.
Benefits: Informal hangouts reduce anxiety and help candidates feel more comfortable, allowing them to show what they can really do. This leads to fairer hiring decisions and better job matches.
Hands-on workshops and extended training programs
Companies like DXC Technology and Microsoft use hands-on workshops as part of their recruitment process. DXC Technology’s Dandelion Program runs a three-week workshop where candidates work on practical tasks related to the job. Microsoft’s Autism Hiring Program offers a multi-day workshop where candidates collaborate on real projects, giving them a chance to show their skills in a supportive setting.
Benefits: These programs allow neurodivergent candidates to demonstrate their strengths in real-world situations. The extended training and support help them transition smoothly into the job and ensure long-term success.
Job auditions and skill building
Some companies, like Rising Tide Car Wash, use job auditions where candidates show their abilities in a real work environment. During these auditions, candidates are assessed on how they perform the tasks needed for the job. If they do well, they receive additional training and support.
Benefits: This method focuses on the practical skills needed to do the actual job, instead of how well someone does in an interview. It gives neurodivergent candidates a better chance to succeed by showing what they can do in a real job setting.
Tailored recruitment programs
Some businesses have designed recruitment programs specifically for neurodivergent candidates. Westpac, for example, has replaced traditional interviews with workshops where candidates work on tasks like problem-solving and teamwork. This allows hiring managers to see how candidates perform in real work situations.
Benefits: Tailored recruitment programs allow neurodivergent individuals to demonstrate their abilities in a way that suits them. This leads to more accurate hiring decisions, focusing on skills rather than social interactions.
Supported onboarding and mentorship programs
In addition to alternative hiring processes, companies like JP Morgan and Dell offer supported onboarding programs with mentorship and job coaching. These programs provide ongoing support to help neurodivergent employees adjust to their new roles and workplace.
Benefits: Supported onboarding and mentorship programs help neurodivergent employees settle into their roles more easily. With continuous guidance, they can succeed in the workplace and stay in their jobs longer.
This case study shows the importance of neuro-inclusive hiring practices. By changing traditional interviews and focusing on practical skills, businesses can tap into a wider pool of talent and create more inclusive workplaces. These approaches benefit neurodivergent individuals by giving them the support they need to succeed and help companies build stronger, more diverse teams.
By adapting recruitment and onboarding processes, businesses can create a fairer and more inclusive future where everyone’s skills and abilities are valued. This leads to better outcomes for employees and employers alike.