The strategy titled "Sourcing Neurodiverse Talent" seeks to recruit and integrate neurodiverse individuals effectively into the workforce. This involves partnering with organisations like Autism Speaks to leverage their expertise and resources, fostering relationships through joint workshops and webinars. By collaborating, the aim is to share job specifications, request access to talent pools, and continuously assess partnership effectiveness to enhance candidate recruitment.
Another strategic focus is the direct engagement of candidates via innovative programs like neurodiversity-focused job fairs and interactive problem-solving events. These events should be inclusive while providing a platform for candidates to showcase their skills. Feedback from these events will help tailor future engagements and follow-ups are crucial to maintaining candidate interest.
Implementing an internship-to-hire pipeline is another vital component, wherein neurodiverse candidates participate in well-designed internships with mentorship support. Through this pipeline, organisations can identify candidates' strengths and prepare them for full-time roles, ensuring a smooth transition into the workplace.
The strategies
⛳️ Strategy 1: Partner with specialised organisations
- Identify key organisations focusing on neurodiversity employment, like Autism Speaks and Integrate Autism Employment Advisors
- Establish contact and build relationships with these organisations
- Organise joint workshops and webinars to understand best practices
- Create a formal agreement outlining collaboration terms and benefits
- Share job specifications and requirements with partner agencies
- Request access to their talent pool for potential candidates
- Set up regular meetings to discuss candidate progress and feedback
- Develop joint marketing materials for outreach programmes
- Invite partners to participate in company career events
- Continuously evaluate partnership effectiveness and seek feedback
⛳️ Strategy 2: Engage candidates directly through innovative programs
- Organise neurodiversity-focused job fairs
- Develop interactive problem-solving events and challenges
- Advertise events within neurodiverse communities and networks
- Utilise feedback from events to improve future engagement
- Ensure events are accessible and inclusive for all participants
- Gather data on candidate performance in challenges for assessment
- Invite industry experts to speak at events and share insights
- Create a supportive environment during events to ease candidate anxiety
- Follow up with participants post-event to maintain engagement
- Make offers to candidates showcasing the desired skills and potential
⛳️ Strategy 3: Implement an internship-to-hire pipeline
- Design an internship programme targeting neurodiverse candidates
- Collaborate with partners to set objectives and selection criteria
- Advertise internships through specialised agencies
- Ensure the programme accommodates diverse learning styles
- Provide mentors to support interns throughout their placement
- Evaluate intern performance with a focus on strengths and growth areas
- Offer training sessions focusing on workplace adaptation
- Identify appropriate full-time roles for successful interns
- Prepare transitioning interns with necessary resources and support
- Review the internship programme annually for improvements
Bringing accountability to your strategy
It's one thing to have a plan, it's another to stick to it. We hope that the examples above will help you get started with your own strategy, but we also know that it's easy to get lost in the day-to-day effort.
That's why we built Tability: to help you track your progress, keep your team aligned, and make sure you're always moving in the right direction.
Give it a try and see how it can help you bring accountability to your strategy.
