New Zealand’s employment rate is now the third highest in the OECD.
Too many organizations are lazy by assuming their recruitment problem is a skills shortage.
The most common reasons for a slow uptake in roles were a low number of applications and a lack of qualified applicants. Of course, this is problematic for all sectors, as it has a knock-on effect on an ability to meet demand – which impacts profitability.
Yes, unemployment rates are low, meaning there is a smaller pool of readily available people to fill roles, but sitting back and doing the same thing over and over is as Albert Einstein said
“The definition of Insanity.”
The problem usually stems from one of two issues: either an internal recruitment problem or a factor that’s out of your control, such as location.
We are here to tell you looking at your internal recruitment is definitely worth doing when you consider the cost of recruiting… because we can assure you local talent is out there!
Learning how to attract and recognise the untapped talent in New Zealand that will make a difference for your business is key. We know for a fact identifying the cognitive thinking that will best suit different roles and teams is crucial to the success of your businesses profitability.
Writing job descriptions, job advertisements to match them and interview questions that will bring out the best during the interview process are important to the success of the individual, team and business.
Then we need to challenge the unconscious biases we all have so we see the true potential and opportunities when reviewing applications and meeting candidates.
For example would you employ this person?
- Poor eye contact
- Limp handshake
- Avoids answering questions
- Goes off on a tangent
- Poorly presented
- Visibly looks uncomfortable
Note: You just turned down Steve Wozniak!!
Neurodiverse people can provide key insights, skills and unique ways of thinking to a business who typically employees people for culture fit i.e. they are like me so assume we will get on. However, employing people who think the same i.e. ‘normal’ or neurotypical creates group think and lack cognitive or neurodiversity Small changes to recruitment processes will make all the difference.
Alternatively, some applicants may not have the experience you think you need, however international research shows when we know what type of thinking you need i.e., neurodiversity, you understand how they can learn best and what motivates them. Then when you put the systems and processes in place they can learn in half the time and be 40 – 138% more productive than the your neurotypical recruit.
While other neurodiversity’s ability i.e. ADHD for big picture thinking and dyslexia for big picture system design is phenomenal and can create opportunities for growth you may never have dreamed of.
So, what do you need to do?
Your recruiters and interviewing managers need to learn how to build ‘true’ psychological safety, learn how different brain types respond in different interview situations and adapt your attraction and interviewing processes to enable the best candidates for the role bring their authentic best selves to the interview.
Interview process and recruiter skills are key to hiring for any role. We all have diverse brains and having a neurodiverse approach to hiring can result in finding incredible employees.
So until you can say hand on heart you know your recruitment process is not the problem, stop being lazy and assuming it isn’t.
If you would like to find out how to improve your recruitment process to attract cognitive/neurodiversity check out our Getting RECRUITMENT workshop next month and come and learn how to improve your businesses profitability.