Recruiters & talent acquisition

Neuro-inclusion and neurodiversity training

Less than 25% of neurodivergent adults are employed, despite being fully capable and motivated. This is mainly due to exclusionary practices. As gatekeepers, it's imperative for recruiters and talent acquisition professionals to enact changes to ensure equal opportunities for every individual who is willing and able to work.

No one should be left behind.

https://commonslibrary.parliament.uk/research-briefings/cbp-7540/

Overview

We explore the whole process of candidate attraction, candidate management, and onboarding. We delve into each area and share with you practical guidance to support you in being neuro-inclusive, from writing a job specification to supporting a neurodivergent candidate within their first few months.

Course content

Neurodiversity and neuro-inclusion training for recruiters and talent acquisition, by Neuro Tide

Part 1: Candidate attraction

  • To put the learning into context, in this unit we briefly explore the common neurodivergent conditions, their challenges and strengths. This will give you a good grounding for this session. Why not add on the ‘understanding neurodiversity’ training session for an even deeper understanding.

  • We explore various aspects of communication with neurodivergent applicants and candidates, including communicating the skills and qualities we are looking for, providing information about the interview process, and conducting the actual interview. We also delve into communication even before applying and offering an interview, and continue to emphasise its importance throughout the recruitment and onboarding process.

  • We share with you how to make all of your communications neuro-inclusive, at all stages, including clarity of expectations for what to wear at the interview, and what not to wear. Also pre-application and pre-interview communication and information is explored, giving you practical guidance, and more.

  • Here we explore the language as well as what is and isn’t necessary. An important factor in making a decision to apply is whether or not the role ‘feels’ right. The language as well as skills required, in addition to the encouragement of those with low confidence is addressed.

  • It is essential that multiple methods are offered to ensure inclusivity, and we explore these here. There also may be too many steps in a process, and also with ‘white label’ adverts multiple applications may be received, so here we share with you some practical steps to be neuro-inclusive, including question types and styles.

  • Neurodivergent people often have gaps and so low-confidence with such areas, so we explore how you can make this element neuro-inclusive.

  • Many neurodivergent people are isolated or have been self-employed, making the finding of referees difficult. Additionally many may be unable to afford a passport, nor do many drive. so this is difficult too. We explore this area and share with you some practical alternatives.

  • We share with you the common policies and procedures, including guiding you on how to share these with potential neurodivergent candidates.

  • We share with you the practical tools you can use, including communication and interaction techniques to build trust and encourage candidates to open up and share with you their adjustment needs.

  • These are a great way for lots of people to come and see you in-person and have conversations, but they can be overwhelming for many neurodivergent applicants. So we share with you some great guidance on how to make these neuro-inclusive.

Course content

Neurodiversity and neuro-inclusion training for recruiters and talent acquisition, by Neuro Tide

Part 2: Candidate management

  • Discover how to create neuro-inclusive selection and evaluation processes. Learn how to make the process neuro-inclusive from the first contact and beyond while exploring psychometric and other relevant tests and evaluations.

  • The neurodivergent individual might be the most suitable candidate for the position, but due to their neurodivergence, there are certain challenges they may face while filling out forms or writing a CV. It's important to understand these challenges and make the process more inclusive in order to give them an equal opportunity. Here, we will discuss what to be mindful of in order to create a positive, neuro-inclusive experience and provide practical advice to ensure that neurodivergent applicants are not disadvantaged.

  • Depending on the specific challenges and requirements of each applicant, the approach will need to be tailored accordingly. It is crucial to understand the diverse nature of these challenges and needs, and to determine the optimal timing for addressing them, in order to consistently provide the most suitable communication. We share these with you and how to ensure this is neuro-inclusive.

  • Delving into pre-interview information sent to the candidate, as well as the interview room being neuro-inclusive, we also explore the questions and other style elements of the interview. Also explored is body language such as stimming and eye contact, and more. We also delve into an exploration of work-trials, conversations, practical tests and more so you can enhance a neuro-inclusive application process.

Course content

Neurodiversity and neuro-inclusion training for recruiters and talent acquisition, by Neuro Tide

Part 3: Onboarding and beyond

  • We discussed communication in earlier units but here we explore some elements you need to think about and apply for neurodivergent colleagues, especially as a new starter. We explore written, verbal, email, navigation and more to conclude with some best practice.

  • We explore that whatever the project and task we all need clarity, but neurodivergent people especially need to be clear on what is and isn’t expected of them. We share what you need to do and how to ensure clarity and reduce overwhelm. This clarity has a positive affect upon wellbeing and performance.

  • Everyone is capable of giving their 100%, and we need to consider how performance evaluations should include objective measurements while also taking into account and accommodating the strengths and challenges of neurodivergent individuals. We explore how to make sure that performance evaluations and Key Performance Indicators (KPIs) are inclusive of neurodiverse individuals and free from subjectivity.

  • We provide practical guidance on learning styles and neuro-inclusive learning differences as well as the necessary tools to be neuro-inclusive. We also discuss the physical layout and sensory elements of the onboarding and training rooms, explore learning materials, delivery methods, and techniques for remembering topics, names, faces and much more. We share techniques that make the onboarding and the learning process neuro-inclusive so that everyone has a great chance to thrive and be successful.

  • We explore why for some neurodivergent colleagues a particular material is a challenge and for others it may be small buttons. There are many different reasons that neurodivergent colleagues may either be comfortable, uncomfortable, or be unable to use, a particular piece of clothing. We share with you the changes you can make to ensure you are being neuro-inclusive.

  • We examine the ways in which a policy or handbook may present challenges, not only in the act of reading, but also in how it might put a neurodivergent colleague at a disadvantage in it’s application and use. We delve into strategies for recognising these disadvantages, and we offer practical guidance on how to create an environment that is inclusive of neurodiverse individuals.

  • We explore how line managers can be the best leaders for the neurodivergent colleagues they support We delve into action planning, communication, coaching, question styles and techniques, building trust, and more. We share plenty of practical guidance for line managers, taken from our dedicated neurodiversity for line managers training session.

  • It varies between each neurodivergence, but some thrive using printed materials, whilst others have a preference for digital documents, so we explore what these are and why neurodivergent colleagues rely, more than a ‘nice to have’ on IT, printing and software. We share with you what the importance is and practical guidance on how to make sure these elements have a positive affect on the neuro-inclusion of your new colleague.

Woven throughout all sections

Practical guidance and reasonable adjustments

It's essential to deepen your understanding of neurodiversity as a recruiter or talent acquisition professional, and so we also explore reasonable adjustments and new approaches to tasks, all of which will be shared during the session, woven throughout. You will also hear case studies to support your learning and application of knowledge.

Questions and answers

Depending on the session and your needs, these can be throughout or at the end. But there is always time during the session, and you can ask us anytime later anything you need to help your understanding and application of what you learn.

Learning outcomes

  • A greater practical awareness of neurodiversity within a recruitment and talent acquisition context.

  • A greater ability to enhance the inclusion of neurodivergent applicants by making adjustments throughout the process. Very importantly, you will be able to encourage neurodivergent applicants thus widening the talent pool. This also enables your business to leverage the strengths and talents neurodivergent candidates bring.

  • A greater ability to ensure people with neurodivergent conditions thrive during the application process, achieving on merit the role they applied for.

Technology, timings & availability

  • For webinars, client will host on their virtual meeting tool. Neuro Tide can host if required.

  • Session length is three hours including Q&A and conversations. Can be delivered in three separate one hour sessions.

  • The training is available on demand upon request. Webinar, in-person talk, or in-person workshop.

Recruiters and talent acquisition professionals are the gatekeepers and so it is really important that, for the success of the organisation you are recruiting for, as well as neurodivergent people, the applicant can be part of a truly neuro-inclusive process.

We have plenty of suitable neurodiversity training sessions

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