A fifteen-minute conversation, recorded [month year], between Colin Minto, recruitment expert and neurodiversity advocate, and Anthony Butler, Managing Director of Vermelo, on how recruitment processes screen out neurodivergent candidates without meaning to, and what to change.
Colin and Anthony discuss the misconceptions about neurodiversity that lead to bias at screening and interview, and get in the way of a fair assessment of skills and potential; how standard assessments lean on standardised tests that may not measure what a candidate can actually do; the different communication styles that trip up interviews, including social cues and rapport-building; what accessible application processes and interview settings look like in practice; and how to build awareness inside the business, including training for recruiters and hiring managers.
If you want the practical version in writing, our post is your recruitment process losing one in six? sets out the adjustments that make a process work for neurodivergent candidates, with the evidence behind them. How the rest of an inclusive process fits together is in building an inclusive workplace begins with your hiring, and the case for assessing the work rather than the CV is in CV-less hiring.
Watch now:
Talk to us if you would like help making your process work for every candidate.
The reciprocal link for the neurodiversity post is the sentence I gave you earlier, now with the address filled in: "We talked through what that looks like in practice in a short video on levelling the playing field for neurodivergent candidates." Both are in the tracker and the by-page list.