Recruitment practices are critical to improving the proportion of neurodiverse talent in the industry; however, neurodiverse professionals can struggle with conventional recruitment processes that rely on rigid assessments, formal Q&A-style interviews, and conventional measures of social interaction.
The Precisionists is working to bridge the neurodiversity employment divide by offering training, job opportunities and guidance for employers. It has adapted recruitment processes to help neurodiverse candidates feel more comfortable and remove some of the barriers to demonstrating their skills and potential.
CEO Ernie Dianastasis says support programs make a huge difference in lifting the under- and unemployment rate for neurodiverse people, which can be very high. The organization has done away with the traditional HR interview and the expectation that potential candidates will have a certain educational background. “One of the things that’s been a career killer for these individuals has been the traditional HR interview, so we don’t interview,” says Dianastasis.
Along with discarding the interview, they don’t require resumes or degrees to get in the door. Instead, the focus is on someone’s aptitude and what they’re good at and if they can do the sorts of business and IT services the organization provides to its clients. “We’re interested in understanding how someone is wired and what they’re good at,” he tells CSO.
