Recruiting practices are critical to developing a diverse talent pool in the industry; however, neurodiverse professionals can handle standard hiring processes that rely on rigorous screening, formal Q&A-style interviews, and standard social media measures.
Precisionists works to close the neurodiversity career gap by providing training, career opportunities and guidance to employers. It has changed hiring processes to help people with disabilities feel more comfortable and remove some barriers to demonstrating their skills and strengths.
Chief executive Ernie Dianastasis says the support programs are making a big difference in raising the unemployment rate for people with dementia, which can be very high. The organization has done away with the traditional HR interview and the expectation that potential candidates will have some educational background. “One of the things that has killed these people has been traditional employee interviews, so we’re not interviewing,” Dianastasis said.
As well as passing the interview, they don’t need resumes or degrees to get in the door. Instead, the focus is on knowing the person and what they are good at and if they can do the types of business and IT services the organization provides to its customers. “We are interested in understanding how a person is wired and what they are good at,” he tells CSO.
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