Certain assessments that are commonly used within recruitment selection processes can be very effective at filtering out candidates. The question is, how often are they filtering out candidates that might actually be ideally suited to the role?

Are these tests causing you to not only miss out on quality but diversity in your team as a result?

In this article, I’ll discuss some thoughts on why psychometric testing could be causing you to miss out on talented candidates.

Many people who identify as being neurodivergent, which covers neurological conditions such Aspergers, Autism, ADHD and Dyslexia, are reported as being under supported at work.

Australian and international statistics also indicate that between 52% and 60% of people with a disability or neurodiverse are unemployed. This does not include the large numbers that are underemployed (employed less than 32 hours a week) where they have the capacity and desire to work more.

With the often highly valuable workplace strengths that neurodivergent people possess, this represents a significant opportunity for organisations to access a capable and willing pool of talent.

The first and typically the last hurdle that most neurodivergent job candidates face is the recruitment process. From sometimes long, repetitive and occasionally ambiguous application forms to panel interviews and assessment centres that generally only serve to highlight the challenges these candidates may have with social interactions, there are a number of stages where job candidates will stumble.

However, there are many minor adjustments that organisations can make to their processes that will allow neurodivergent candidates to demonstrate their strengths and character.