- Neurodiversity is slated to be the human resources and talent recruiting buzzword of 2019.
- Hiring practices appear to be shifting to hiring candidates with cognitive disabilities who have been historically overlooked.
- Finance and tech companies are at the forefront of the movement.
An alternative approach to talent hiring is predicted to bloom in 2019.
The recruiting practice of hiring candidates based on cultural fit — that is, the hiring manager’s predictive abilities to assess whether a candidate’s personality and professional goals will align with the company’s mission and the personalities of other employees — has been a longstanding and overvalued hiring trend that might be on its way out.
As some now realize that hiring based on cultural fit has the ability to be discriminatory and marginalizing toward certain populations of people, the inclusionary practice of hiring candidates with neurodiverse disorders is a growing trend among employers.
Neurological Disorders Might No Longer Be a Hiring Hindrance
More employers are open to hiring employees who have disorders such as ADHD, autism, obsessive-compulsive disorder, social anxiety, dyslexia, dyspraxia or communication challenges.
Many people with these disorders have higher-than-average abilities, yet their personality eccentricities disqualify them and their credentials because their personalities don’t fit perfectly into predetermined profile boxes created by talent and recruiting professionals.
Given that many of those with neurological disorders aren’t the strongest when it comes to selling themselves or communicating their experience or skills during job interviews, the population has historically experienced high unemployment rates. It’s estimated that one in 59 children have been diagnosed with autism spectrum disorder, according to the Centers for Disease Control and Prevention.
Companies Hiring for Neurodiversity
Tech, finance and other companies like SAP, Microsoft, IBM, EY and Willis Towers Watson are at the forefront of neurodiversity, namely for the preponderance of rote or highly technical and precise job functions.
SAP is lauded as the shining example of a neurodiverse company for providing soft skills training for those with cognitive disabilities and providing autism awareness training to the greater population of SAP employees.
The movement hopes to be the answer to addressing the tight job market and tapping into a wider demographic of job candidates.
Keep reading to learn about the new jobs robots are creating for us.
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