Neurodiverse Applicant Screening, Interviewing, and Selection

Saleh, Matthew C.; Chang, Hsiao-Ying; Bruyère, Susanne M; Vogus, Timothy J.

doi:10.4324/9781003023616-4

Cited by 5 publications

(4 citation statements)

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“…Overall, neurodiverse individuals tend to be incredibly detail-oriented and good at process-driven work. They are typically thought of as dependable, routinized, focused, and passionate about their work (Saleh et al 2022). Those on the spectrum can have impressive talents of enhanced perceptual functioning, high levels of concentration, targeted thought patterns and often find solutions outside of conventional options.…”

Section: Workplace and Neurodiversitymentioning

confidence: 99%

Neurodiversity and Inclusivity in the Workplace: Biopsychosocial Interventions for Promoting Competitive Advantage

2023

JOP

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Research has demonstrated that diverse teams perform better and are more creative and innovative. As such, many firms in industry have established DEI programs, especially those where forward-thinking design cognition are competitive advantages. These efforts correspond with a global talent and worker shortage and align with the realization that neurodiverse populations are eight times as likely to be unemployed, while most actively desire and seek work opportunities. The technology sector has been the first to consistently identify, build, and promote programs supporting the neurodiverse population, leveraging a largely untapped resource. With an estimated 15-20% of the global population considered to be neurodiverse, greater attention is being paid to the different needs and skills of this growing and diverse. To promote a potential competitive advantage, and address the needs of a neurodiverse workforce, certain firms are adopting biopsychosocial interventions in the workplace, including integration of behavioral education, redesigning hiring, resource training for managers, and environmental adaptations.

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Section: Workplace and Neurodiversitymentioning

confidence: 99%

Neurodiversity and Inclusivity in the Workplace: Biopsychosocial Interventions for Promoting Competitive Advantage

2023

JOP

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“…Best practice states that sharing some of the interview questions ahead of time, or at least a good idea of the themes and standards that will be covered, significantly reduces interview anxiety and, in particular, can support neurodiverse candidates (Saleh and others 2022). Any process that you can put in place to allow applicants to relax and be more themselves, will in turn allow you to make a more realistic evaluation of them, and will also be a more positive experience for the candidate.…”

Section: Information Gathering: Finding Out About the Candidatementioning

confidence: 99%

Evidence‐based recruitment. Part 2: best practice for interviewing and selection

Perrin¹

2022

In Practice

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In the current recruitment climate, interviewing candidates for a vacancy in your practice is a two‐way process. Are they the right fit for you, and are you the right fit for them? This article is the second in a three‐part series on evidence‐based recruitment. The first part, published in the March 2022 issue of In Practice, discussed evidence‐based recruitment advertising. This article focuses on best practice for interviewing and selection, to help you ensure that your practice makes the best impression to potential new hires.

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“…Additionally, professionals should know that the neurodivergent community also faces profound economic disadvantages: Research indicates that 56% of children with autism reside in low‐income households (Anderson et al, 2020), 50% of employers would not hire a neurodivergent person (Neil, 2021), and unemployment rates are high—up to 80% of neurodivergent people are unemployed, despite possessing work‐related skills and the desire to be employed (Saleh et al, 2022). Additionally, neurodivergent workers were disproportionately affected during the COVID‐19 pandemic, finding it even more challenging to get a job than others (Neil, 2021).…”

Section: Introductionmentioning

confidence: 99%

“…Overall, professionals need to recognize that neurodivergent people experience higher levels of discrimination (Brotman et al, 2021), social exclusion (Brotman et al, 2021), suicidal ideation (Kõlves et al, 2021), co‐occurring neurodevelopmental disorders (Mosner et al, 2019), mental and physical illness (Quadt et al, 2020), and poverty/unemployment (Anderson et al, 2020; Saleh et al, 2022) than neurotypical people. People who are neurodivergent often have social challenges and struggle with co‐occurring conditions that can negatively impact their quality of life (Robertson, 2009).…”

Section: Introductionmentioning

confidence: 99%

Increasing multidisciplinary professionals' capacity to support neurodiverse families

Oehme,

Bradley,

Cameron

et al. 2023

Diversity & Inclusion Research

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Persistent stigma surrounding neurodivergent people still exists. This article advocates for changes to societal systems to improve the well‐being of neurodivergent individuals and families, beginning with widespread awareness and support. Our suggested approach to improve societal infrastructure includes large‐scale online educational training of multidisciplinary professionals who operate within these systems to increase understanding, awareness, support, and accommodations for neurodivergent people. Multidisciplinary professionals who have received neurodiversity training can advocate for their respective systems to improve services for neurodivergent clients. We describe the 2023 development of Florida State University's (FSU) new online Professional Certification in the Fundamentals of Neurodiversity. The asynchronous psychoeducational training provides continuing education credit to a wide range of professionals. The framework for this training and curriculum content are described. Such training, along with a set of accompanying open‐access resources, can be replicated by institutions in many languages and cultures to improve professionals' knowledge and skills across the globe.

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Neurodiverse Applicant Screening, Interviewing, and Selection

Cited by 5 publications

References 0 publications

Neurodiversity and Inclusivity in the Workplace: Biopsychosocial Interventions for Promoting Competitive Advantage

Neurodiversity and Inclusivity in the Workplace: Biopsychosocial Interventions for Promoting Competitive Advantage

Evidence‐based recruitment. Part 2: best practice for interviewing and selection

Increasing multidisciplinary professionals' capacity to support neurodiverse families

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