IT Solutions Blog

Why employers should be embracing neurodiversity

by Holly Burnett 19 April 2021

Neurodiversity refers to the natural differences within human brain function. Depending on our thinking style, our brain will process information differently. Dyslexia, Dyspraxia, Autism, and ADHD are just a few examples of alternative thinking styles. Around 1 in 7 of us are neurodivergent, meaning we have some unique strengths such as processing information quickly, spotting patterns and Lateral thinking. Shockingly, approximately 84 percent of adults with autism suffer from unemployment. Many individuals are not diagnosed until adulthood which means there could be people within your organisation that want support from their employer.

Workplaces are typically designed for neurotypicals. When thinking about attracting and retaining a diverse talent pool, we need to understand what adjustments we can make in areas such as candidate selection and within the working environment. We’re not talking about radical changes; there are simple, cost-effective solutions that benefit all employees. Besides helping neurodivergent individuals thrive, inclusive employers will also benefit from increased employee engagement, job satisfaction, and overall success brought on by a team with different viewpoints and approaches to solving a problem.

Neurodiverse teams are at least 30 percent more productive. However, 9 out of 10 organisations do not have plans that support variation in neurocognitive functioning. Early adopters such as Microsoft and Dell have autism hiring programmes that enable them to nurture an untapped talent pool.

However, one in three people say they’re disappointed with how their employer approached their neurological condition, so what can we do to ensure we attract and retain neurodivergents?

Watch the video about Neurodiversity from HSBC.

Topics: Employee Engagement, Hiring, Job Interviews, Diversity, neurodiversity

9 reasons why virtual interviews will reduce your time-to-hire

by Holly Burnett 11 March 2021

According to CV-Library, the average time-to-hire (advert to offer) an IT professional is around 41 days. In comparison, 27.5 days is the median across all industries, according to Glassdoor. The larger the company, the quicker the recruitment process, and if you use a recruitment agency like Crimson, you are more likely to reduce your time-to-hire and the average cost-to-hire.

CV-Library research also indicates that over 80 percent of recruitment professionals do not recommend application forms; instead, CV’s and quick apply buttons are favoured. Advertising in the right place and the strength of your advert will help you attract more candidates. Advertisements that fail to pinpoint salaries and convey the company culture will not attract as much attention.

Similarly, a lengthy hiring process will also deter candidates. CV-Library state that over 49 percent of candidates believe there should be no more than two stages in the hiring process. A recent poll by Crimson’s Senior Appointments Practice revealed that over 90 percent of applicants for a senior IT role would not expect any more than two to three interviews. CV-Library also found that 71 percent of candidates will turn down a job offer if they have a bad interview experience.

Introducing video screening into the hiring process can drastically improve the candidate's experience and reduce the time-to-hire. Crimson recommends using video after you have shortlisted candidates via their CV and before their face-to-face interview.

Topics: IT Jobs, IT recruitment agency, Remote Working, Employee Engagement, Virtual Interviews, Hiring, Job Interviews, Video Interviews