Neurodiversity - how can leaders embrace it? and talent acquisition technology in professional search

In this week's Hanover Talent Insights:

?? Neurodiversity - How can leaders embrace it?

?? Talent acquisition technology in professional search

?? 'Mastering Allyship' - online learning program with Hanover & DEI Club

Neurodiversity - How can leaders embrace it?

Diversity is a key driver of innovation. Businesses thrive when they have a variety of voices, backgrounds and perspectives shaping strategies and ideas - according to McKinsey , diverse companies outperform the competition by up to 35%.

However, there’s a facet of diversity that remains underrepresented and undervalued in many workplaces: neurodiversity.?

Despite the evidence of the benefits of a neurodiverse workforce, many leaders remain sceptical, often requiring proof of its value. Research now suggests that teams including neurodiverse people can be 30% more productive. Given this, investing time and resources to create a workplace in which neurodiverse individuals can prosper is critical. It’s like the goose that lays the golden egg fable. To get the riches out of your talent, you need to put some work in.

This isn't just about corporate responsibility; it's about business innovation. This inclusivity should mirror other adjustments we’ve made in our workplaces, such as accommodating parental leave or supporting employees through personal transitions like menopause. With the advent of remote and hybrid working models post-pandemic, we've seen that change isn't just possible, but essential.?

Continue reading to understand the unique strengths neurodiverse individuals bring to the table and how to foster an environment in which they - and your business - can succeed.

What can neurodiverse people bring to your workforce?

Neurodiversity, broadly speaking, refers to variations in the human brain regarding sociability, learning, attention, mood and other mental functions. This unique wiring often equips neurodiverse individuals with specific skills and insights. They approach problems differently, offering fresh perspectives that drive innovation.?

There are many examples of neurodiverse people who are exceptionally talented in areas such as maths, analytics and data , and have the ability to see details, patterns and connections that non-neurodiverse people might miss. Many talented website developers, for example, are on the autistic spectrum and there are more people with dyslexia taking art at university than there are amongst the general student population; neurodiverse individuals are often very creative .

Their out-of-the-box thinking can lead to more efficient solutions and processes, and their heightened abilities in certain areas can provide teams with specialised expertise. Embracing neurodiversity is about inclusivity, of course - and it’s also a strategic advantage.

So, how can businesses ensure that neurodiverse people can thrive in both their workplace and their culture? Continue reading here

How has talent acquisition technology driven the world of recruitment and professional search?

Technology has revolutionized the approach to talent acquisition, transforming the landscape of recruitment and executive search .?

Gone are the days when job fairs and paper resumes dominated the industry. Today, talent acquisition technology leads the charge, driving progress and shaping futures.?

Continue reading to explore the many ways in which technology has influenced and redefined (and will continue to redefine) the talent acquisition process, how it has affected professional search across industries and talent acquisition trends to look out for.

The evolution of professional search and talent acquisition technology

Recruitment was once a linear and less dynamic space, where the bridges connecting talent to organizations were print ads, cold calls and job boards.?

Fast-forward to today, and talent acquisition technology has propelled us into a more efficient and precise world. The journey from traditional methods to the current state of high-tech professional search has been driven in large part by digital innovation.

What are the traditional recruitment limitations?

Traditional recruitment is synonymous with posting vacancies on company websites or job boards. These methods, while still in use, have significant constraints:

• Access to talent is limited by the reach of the platforms used
• Conscious and unconscious biases can skew hiring decisions, affecting diversity
• Brand recognition plays a crucial role, often favoring established organizations
• Passive candidate sourcing lacks the effectiveness it once had
• The emphasis is often skewed towards skills, leaving out the important behavioral aspects a candidate brings to a role

What is the current landscape of talent acquisition technology? Find out here

Hanover Talent Solutions have partnered with DEI Club and there is a great opportunity to get involved with their 'Mastering Allyship', a 6 week online learning program designed for employees at every level.

Brent Herman , Direct of Hanover Talent Solutions will be alongside DEI Club with the delivery of this impactful learning program.

Why should you join?

? Gain a clear understanding of the pivotal role allies play in achieving genuine inclusivity

? Master the core principles of allyship, creating a foundation for integrating DEI practices seamlessly into your organisation

? Learn effective strategies to address and overcome resistance and hesitations surrounding DEI

??Acquire comprehensive knowledge about various dimensions of DEI, covering diversity, equity, bias, and more within the framework of allyship

Want to learn more? Check-out their website:?https://lnkd.in/dTWQia7x