Smart Recruitment Is Making Legal Hiring Easier
Danielle Meakin - 6 Comments - 29 Sep 2019

The legal profession is a rapidly growing one, both in-person and online. According to The Global Legal Post, there has been a 22% rise in British legal professionals working entirely online, with more and more agencies devoting time to their online presence. With this greater focus on digital working, the digital skills of legal professionals have come into sharp focus. Now, more than ever, recruitment agencies are adapting their methods to make sense of what legal firms need when recruiting and how to meet that need. Ultimately, it’s making hiring easier.

 

The international market

First and foremost, law is now an international profession. While laws are still directly applicable to their host states, people can practice from anywhere in the world with the right knowledge. Recruitment must be international, then, and law firms are adapting their approach to suit. Much of this lies in how they approach search engine optimisation (SEO), both to match Google’s algorithms and those of recriminate websites. Essentially, they are needing to refocus what they can offer candidates to appeal to any corner of the planet. This tweaking is done in combination with cutting-edge legal recruitment outlets; as noted by legal experts Thomson Reuters, newer more flexible services are being preferred over more localised old-school websites.

 

Talent attraction

 

A focus on qualifications

Nepotism has historically been rife in the legal profession. As far back as 2009, the Financial Times (amongst others) was calling for an end to the sponsorship system that reigned in many British law chambers. With firms noting the potential and skills of international candidates, it may be that the system of patronage that exists in some law firms comes to an end and a truly skills and qualifications based system comes into play. With many better quality recruitment platforms now offering validation systems for diplomas and the like, it will become more streamlined and straightforward for law firms to look at what a candidate has to offer.

 

Digitally native to the fore

All of this comes down to digital technology, and law firms will be looking to recruit people who are digitally native. This will be especially useful as more and more lawsuits become focused on digital matters. The Guardian reported in early April that UK councils were facing complex lawsuits over the provision of education during lockdown, and noted the complexity posed by the digital nature of this provision. Legal professionals will have to contend with more and more of these cases as society becomes, by nature, more online. As a result, recruiters will need to see evidence and demonstration of digital skills, creating a matrix in which legal qualifications and skills are mixed with an inherent understanding of the digital world.

As the world becomes more digitalised, industry will move to reflect this. This is true for the legal profession and the recruitment that it will require in the coming years. For recruiters, adapting will be important in riding the new wave of modern legal professionals and finding those roles in the job market.

 

Are you considering a fresh approach to your hiring strategy? To discuss what we can to for your recruitment process, and find out more about our fully integrated screening tools, book a demo by clicking here.

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Lucy Wyndham


Lucy Wyndham is a freelance writer and editor.


The Impact Of Coronavirus On Recruitment In The Travel Industry
Danielle Meakin - 6 Comments - 29 Sep 2019

Depending on where you get your data from you will see that jobs in the travel industry have recently fallen.  By as much as 60-85% across the UK, as coronavirus lockdown measures force people to stay at home. Yahoo Finance reports estimate a 61% reduction in job vacancies, while the major UK job boards paint a more accurate and far gloomier picture.

Unsurprisingly, the pandemic is having massive ramifications across the travel industry, which in turn affects the recruitment industry. Businesses and recruiters are quickly finding themselves having to adapt to how they operate. As they prepare for changes that may end up being permanent.

 

Dramatic drop in vacancies

The latest job board data details just how dramatically recruitment has dropped in the UK across all industries. As firms stop hiring in the wake of the coronavirus pandemic. In particular, recruitment in the travel industry is down by more than 60%. Recruitment in the hospitality and catering sectors meanwhile have dropped by as much as 85%.

In total, job adverts in the UK have declined by more than 70% in the last 10 weeks.

It’s thought the country can expect to see a significant increase in unemployment as the lockdown continues to impact the business economy.

Recruiters should, therefore, expect to be working in an entirely different landscape with much fewer vacancies and far more competition in the Post-COVID world, with many turning to online recruitment tools and services in order to adapt. Agency recruiters will potentially need to reinvent themselves and diversify, in order to survive.

 

Talent attraction

 

Online communication tools

Some recruiters are implementing the use of modern online communication tools. Allowing them to hire talent in the travel industry safely while avoiding unnecessary travel and adhering to social distancing guidelines. In particular, a range of video conferencing tools, such as Skype, Zoom, and Microsoft Teams are now allowing recruiters to talk with clients and conduct interviews with job applicants remotely with no in-person contact. In fact, Zoom was downloaded 2.13 million times on March 23, the day the government announced the lockdown — up from 56,000 a day two months earlier. It’s therefore advised for recruiters to download these conferencing tools and learn how to use them. So you’re able to work in this kind of online capacity if necessary.

 

The future of the travel industry

Airline and cruise ship staff are currently focusing on providing customers with support to navigate cancellations and refunds. Customers are being encouraged to postpone trips rather than outright cancel their travel plans. A recent report found people are even using their time in lockdown to plan future holidays. Good news for the recruitment industry. 55% of people who travel five or more times every year say they will likely book a future holiday during the coronavirus pandemic, while this number increases to 61% for business travellers.

Once lockdown measures are lifted, demand for travel will increase, along with the need for staff industry-wide. Of course, people will naturally be more concerned about staying safe and healthy while travelling than ever before. Recruiters who travel for work will need to take steps to strengthen their immune system to avoid falling ill.

However, online recruitment may continue to become the norm for many businesses moving forward even beyond when people are confident that the threat of coronavirus has passed. 

The travel industry has undoubtedly been hit hard by the coronavirus pandemic. By working with online video conferencing tools, recruiters will be able to fill available vacancies while following safety guidelines. It’s hoped these uncertain times will be followed by an eventual boom in travel and a brighter future.

 

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Lucy Wyndham


Lucy Wyndham is a freelance writer and editor.


Ways You Can Help Your Employees Working From Home Succeed In Their Roles 
Danielle Meakin - 6 Comments - 29 Sep 2019

Around 8.7 million people of the United Kingdom workforce said they have worked from home, according to data from the Office of National Statistics. That is just below 30 percent of the UK workforce and by the end of 2020, it is estimated that 50 percent of the workforce will be working from home. Many firms are discovering the benefits of offering work from home policies such as increased employee productivity and heightened employee morale. However, these benefits are not automatic. From keeping your remote workers connected to ensuring their productivity remains at the optimal level, it is only with the right employee setup and management that businesses can experience the true success of having work-from-home employees.

 

Create Remote Working Employee Evaluation Markers

Work-from-home arrangements do not necessarily suit every employee or every job. Creative careers such as writing or software design are seen as some of the most suitable roles for work-from-home employees. Besides assessing job-specific skills like their ability to sketch anatomy diagrams using directions, The Association of Taxation Technicians also lists some of the skills needed for home working employees such as self-motivation, self-sufficiency, time management, and IT knowledge. For example, an artist may possess good human anatomy drawing skills but may need constant supervision to produce high-quality work. These qualities can be pinpointed using previous on-site work performance. Does the individual constantly miss work deadlines? Do they need supervision and direction throughout the day? If the answer is yes, a transition to working from home may not be a good fit.

Be sure to make scenario questions a part of your evaluation package when considering work-from-home employees. Many employees working from home do so with their own set of distractions such as young children or home emergencies. Knowing how they will handle these situations and whether it will affect their work is key in gauging their ability to work under pressure and maintain the standard that is expected of them.

You may also want to break up the day to day working schedule with project-related work, or Online Training Courses. These can help upskill and increase the diversity of their working capabilities.

 

Smart Recruit Online

 

Build A Comprehensive Remote Working Support Package

Another key part of ensuring the success of work-from-home employees is equipping them with the right tools to do their work remotely. These include company-specific software such as accounting or design software programs alongside standard time management and communication tools to keep track of productivity. These tools will also help you as their leader effectively manage your remote team while they are not on-site. Something that often proves to be an issue in remote working.

For time management and attendance monitoring, a mobile time attendance program can be useful. Some examples of time management tools used by remote workers include Roadmap App, Time Doctor, and HiveDesk. Other tools that may be included in a remote working package include file-sharing programs for collaboration like Dropbox, cybersecurity software including firewalls, and video conferencing tools such as Skype for Business or Zoom.

 

Craft Effective Communication Policies

A common complaint of work-from-home employees is poor communication. The Institute of Leadership and Management found that poor communication and working practices are increasing amongst remote working, with 88 percent of workers struggling with miscommunication. Inadequate/ unclear communication plus a lack of shared identity have been reported as some of the leading barriers. This leads to ineffective working for employees working remotely, including those working from home.

To overcome this, you must implement clear communication policies for work-from-home employees. This will help them feel included and improve feedback should they need it. According to the ILM’s recommendations, scheduling regular team meetings using audio or video conferencing software can greatly reduce this conflict. In addition, try to replace email communications with video or audio where you can. You can also encourage the use of team collaboration tools like Slack to ensure instantaneous communication.

Working from home is not for every employee or manager. However, with the right team and policies in place, you can have great success with this type of working arrangement.

 

Are you prepared for the recruitment upturn? Take a look at our guide to planning your post-pandemic recruitment strategy, by CEO of Smart Recruit Online, Mark Stephens.

 

Smart Recruit Online offers an award-winning talent attraction software that will streamline and revolutionise your recruitment strategy.

We offer a customisable software platform integrated with multiple selection and screening tools, enabling you to make well-informed recruitment decisions. 

To find out what we can to for your recruitment strategy, book a demo by clicking here.

Book A Demo

Lucy Wyndham


Lucy Wyndham is a freelance writer and editor.


The Ideal Driver: How To Recruit A High-End Delivery Driver For Your Business
Danielle Meakin - 6 Comments - 29 Sep 2019

Amazon have announced a temporary pay increase of £2 an hour for UK delivery drivers, and they’re currently hiring thousands of new employees in the US to cover the increase in demand for deliveries. Small retail businesses looking to keep up with the competition in the current climate may be considering how they can branch out into home deliveries. With pressure on existing courier services, it may not seem like the best time to offer home delivery, but local businesses could navigate the issue by recruiting in-house drivers. If you’re looking to hire only the best talent for your business, here’s what skills you need to look for when you’re recruiting a delivery driver.

 

Talent Attraction

 

The Basics: Driving And Vehicle Maintenance Knowledge

Any driver you hire for your business should be able to prove a clean driving licence, so make sure they bring this with them to interview. You can check their licence information online using a check code from the candidate and the last eight characters in their licence number. Prepare a checklist for the interview to ensure that candidates have no positive substance tests and no history of traffic violations. As well as a valid driving licence and no record of having had a suspended licence, they should also have no record of operating a vehicle without permission and no criminal record.

The ideal candidate will also know the basics of the vehicle they will be driving and be confident about carrying out minor repairs if necessary. If you will be providing them with an older vehicle, this is particularly important, as older cars and vans are more likely to run into problems, such as oil on their spark plug threads. If your driver spots this, for example, and knows that it can be a sign of something serious like faulty compression rings, the vehicle should be taken to a mechanic immediately. This will protect the efficiency of your deliveries and minimise the financial burden of repair. While this level of knowledge is not essential in a driver, recruiting someone with this skill can give your business the edge.

 

The Cutting Edge: Good Physical Shape

Any driver you employee will need good energy levels and focus in order to make deliveries both promptly and safely. Your business cannot afford time lost through unnecessary delays, and it’s important that the driver is safe at all times. Additionally, as they will be making deliveries as well as driving, they should be physically capable of lifting the deliveries and bending and carrying safely. Once you have hired your driver, you can provide them with training on safe lifting, but it’s important that they’re fit and healthy before they begin. Be mindful, however, of the fact that you are only legally allowed to ask a successful candidate to complete a health check if it’s a legal or insurance requirement. Make sure you include information about health checks in your offer letter and do not contact the candidate’s GP without their consent.

 

The Icing On The Cake: Good Customer Service Skills

An Ombudsman Services report estimated that UK businesses lose approximately £37 billion each year because of poor customer service. Customer care is vital to your business, so your new recruit should be courteous, personable, and willing to go the extra mile when interacting with a customer. To help you find this person, include interview questions about how they would appease an irate customer and how they would respond to a question they don’t know the answer to. Ask them to provide anecdotal evidence of times they’ve delivered good customer service.

Branching out into delivery is a big step for any small business, so finding the right driver is essential. However, in a world where home delivery is playing an ever-bigger role, investing the time and energy in doing this can make your business stand out above the rest.

 

Smart Recruit Online offers an award-winning talent attraction software that will streamline and revolutionise your recruitment strategy.

We offer a customisable software platform integrated with multiple selection and screening tools, enabling you to make well-informed recruitment decisions. 

To find out what we can to for your recruitment strategy, book a demo by clicking here.

Book a demo

Lucy Wyndham


Lucy Wyndham is a freelance writer and editor.


How To Prepare Your Business To Recruit Service Leavers
Danielle Meakin - 6 Comments - 29 Sep 2019

Between 12,000 and 20,000 veterans leave the armed services each year and venture into the civilian workforce. Yet a large percentage of them are struggling to find their perfect job role. Thanks to 31% of recruiters being reluctant to hire ex-military personnel, according to reports by SSAFA. The number one reason? Many of them worry about being adequately prepared to provide the right support for veterans. However, employing ex-military personnel can benefit your organisation in so many ways, like adding all-important diversity to your workplace, a great work ethic and providing your business with highly skilled employees.

 

Educate Your Recruitment Team To See Past The Differences On A Veteran CV

One of the barriers stopping the recruitment of ex-armed forces employees is the recruitment process. They don’t always take into account the unique skill set that ex-military candidates may possess. Many of them do apply for jobs and end up never getting past the first stage of selection. Simply because their CV does not look like that of a standard traditionally trained professional. Yet, the skills they can bring to the job can be easily transferable and extremely useful. To combat this, focus on training your recruitment team to identify and understand the transferable skills that an armed forces CV can offer.

Research by SAAS showed that some of the positive skills possessed by service leavers include being a strong team player, resilience and being good problem solvers. However, there remains a gap between recognising these qualities and employment practices, according to Jessica Rose at Business in the Community. You can also run regular workshops in your business covering topics such as CV preparation and assessment of employability skills.

 

Build A Support Package Specifically With Ex-Military Employees In Mind

Offering personalised benefits can attract the right talent, including military personnel. To do this, you must first understand the needs of your workforce. If you are going to be adding ex-military personnel to your workforce, it may be a good idea to do research on the key benefits that matter to them. For example, recent research has shown that levels of PTSD are on the increase for veterans. This indicates the need to prioritise mental health benefits, including psychotherapy, hypnotherapy and family therapy.

In addition to prioritising mental health benefits, you will want to focus on other benefits, such as disability and health insurance. A large percentage of the military population retire or leave the armed forces with an injury or disability that may affect their job performance. Securing cover means they feel better having a safety net, and your business is also covered for the possibility.

Most online compensation calculators offer disability and veteran considerations to help you accurately estimate veteran impairment ratings and compensation categories. Another suggestion is to offer direct links to organisations focused on supporting veterans with PTSD and their families. The more uniques support you can provide, the better you will look in their eyes.

 

mental health

 

 

Publicise Your Dedication To Supporting Veterans

The United Kingdom is littered with employers all doing their best to support ex-armed forces. They do this by either offering veteran recruitment programs, retraining or other recruitment initiatives. The one thing they all seem to have in common? They publicise their efforts and willingness to employ military personnel.

Whether it is creating a dedicated careers section for military applicants, offering a veterans employment program, or announcing your vacancies on the social networks of military support organisations, this can ensure your business is noticed by the right people – the veterans.

As a business and employer, this is a responsibility to secure the best talent you can for your organisation. This usually means striking the right mix and balance of differently skilled employees and should include service leavers.

However, you must be prepared to adequately support ex-military personnel, just as you would for any other class of employees. Whether you are just launching your veteran recruitment program or are already an employer of service leavers, it is certainly worthwhile taking the time to design your HR function with them in mind.

 

Smart Recruit Online offers an award-winning talent attraction software that will streamline and revolutionise your recruitment strategy.

We offer a customisable software platform integrated with multiple selection and screening tools, enabling you to make well-informed recruitment decisions. 

To find out what we can to for your recruitment strategy, book a demo by clicking here.

Book a demo

Lucy Wyndham


Lucy Wyndham is a freelance writer and editor.


Recruiting Mature Workers For Your Business: The Why And How Behind This Trend
Danielle Meakin - 6 Comments - 29 Sep 2019

In 2019, 19% of Americans 65 and older were in the workforce — a 7% increase from 1996. By 2026, that number is predicted to grow to 22%, according to estimates from the U.S Bureau Of Labour Statistics. Interestingly, this wasn’t always the case. In fact, a 2019 research by Deloitte showed that 67% of companies still consider older age to be a competitive disadvantage. However, as a business and workforce, you stand to gain a lot from attracting senior employees to your organisation. With the right jobs and the right support from their employers, older workers can add a wealth of experience, innovation, and add needed diversity to your business.

Why You Need To Include Older Workers In Your Workforce

Older workers are known to be more loyal which means your employee turnover rate is diminished. In the Pew Research Center’s Social & Demographic Trends project, 54% of workers aged 65 and older are employed because they want to be and not because of need or money. Their desire to be employed means they are driven by passion and career fulfilment and are less likely to be constantly on the hunt for a better paying job.

Older workers also come with years of experience in the workforce and a pre-built professional network. With such experience behind them, your business can utilise their acquired skills and past experiences to launch new, reinforced strategies. They also tend to be better in customer-facing and high pressured roles thanks to improved communication and leadership skills, giving you just another reason to consider older workers for jobs. Once you realise the immense benefits of including older workers in their workforce, you must then focus on how to attract such talent. As an employer, the message, method, and channels you use in recruitment will determine the quality and demographics of your potential candidates.

 

Talent Attraction

 

Implement And Publicize Senior Specific Recruitment Program

Many companies across America now offer innovative programs aimed at mature workers in the market including fellowships and return schemes. To use this as inspiration, employers must be prepared to amend the terms of employment to suit older candidates such as offering reduced work hours, emphasized medical and wellness benefits and paid training opportunities for older workers looking to switch professional paths at a later stage. This way companies can still access the merits of hiring an older worker, while senior workers can achieve a work-life balance in retirement.

 

Tap Into Non-Profits And Volunteer Organizations Around You

Another way to attract workers from a mature age pool would be to work in conjunction with local and national organizations — such as community volunteer organizations— to become a point of recruitment. One glance at community programs and volunteer effort shows that a majority of people running these groups are often retired and looking to occupy their time.

 

Include Phased Retirement And Working Options

Employers must also focus on the employment packages offered to their current workers as well. Many older job seekers that are close to retirement age or those not wanting to commit to a full-time job after 65 feel discouraged to even apply to open vacancies since they only have a few years left or seek amended terms. Offering a phased retirement can address this and encourage more seniors to apply for an opening in your business. It can include a gradual reduction in hours and responsibilities or the option of switching to part-time employment or moving into a consulting role.

You can also work with recruitment agencies and online talent platforms that cater just for mater workers like Operation A.B.L.E that works with those aged 55 and older. Above all, rethink your strategy to recruitment and the benefits lesser employed groups such as mature workers can add to your business and beyond. Doing so will not benefit your bottom line and brand, but impact the economy, the wellbeing and the lives of the workforce at large.

 

Smart Recruit Online offers a low cost multi-award winning online recruitment service with a 98% independent customer satisfaction rating and the highest direct-hire fill rate in the UK.

To book a demo with us and learn more about how our technology can transform your recruiting process, click here.

Book a demo

Lucy Wyndham


Lucy Wyndham is a freelance writer and editor.


Simple Tips For Successful Senior Care Recruitment
Danielle Meakin - 6 Comments - 29 Sep 2019

Simple Tips For Successful Senior Care Recruitment by Lucy Wyndham.

It’s no secret the care sector has a high turnover rate — 128,000 new staff members need to be hired every year to meet increasing demand and replace those who leave or retire. Increased demand alone means a whopping 500,000 new employees need to be recruited this decade. That means the pressure is now on for recruiters to attract and win over the most qualified individuals.

 

Use a Multi-media approach

There are more than 500,000 job related searches performed that relate to the care sector every single month and most prospective candidates will start their job search in a search engine. However, the diversity of results means that posting your jobs to just one or two channels will significantly reduce the number of job advert views and subsequently applications. The major job boards such as Reed, CV-Library, Monster, Indeed and Totaljobs certainly dominate the search engine results and according to statistics provided by Smart Recruit Online, will provide the majority of online applications.

Talent Attraction

Social media 

Social media is one of the most useful recruitment tools in the modern age. Senior living providers should ensure they have a strong web presence and advertise vacancies on popular social media sites like Facebook, Twitter, and LinkedIn (the latter is visited by 25 million job seekers each week).

Moreover, it’s useful to create an entirely separate careers pages for recruitment. Not only will this look more professional to families and seniors (they won’t have to see job ads when they check out your site), but you’ll also look more organised to job applicants as well. On the other hand, it’s also important to monitor company review sites for opinions posted by current and former employees. If an interviewee brings up a negative review in an interview, you want to be ready and able to address their concerns.

 

Help prevent elderly abuse

Abuse is taking place in 99% of care homes across the UK, the Independent reports. It’s commonly found homes with high levels of abuse also have high levels of staff burnout. Care Home staff are often under pressure without adequate support or training, which leads to various types of abuse. Financial abuse, in particular, is a huge problem for the elderly. Seniors are often vulnerable to theft and extortion, which is carried out by people close to them like caregivers.

Although pressure is on the government to solve the root causes of elder abuse, recruiters can also act to help keep care home residents safe. In particular, recruiters should look for staff with the right values to fill care roles. It’s also essential to check credentials and references and run background checks for all potential hires since elderly people are at such a high risk of abuse.

 

Promote the positive aspects of the job

It’s commonly thought working in the care industry is an emotionally and physically draining job with little relief. Recruiters should work to combat this myth by promoting the positive benefits of the job on social media channels.

In particular, you can play up the social aspects, such as outings and activities with the senior residents. Highlight the close relationships formed between elderly residents and their carers. Moreover, many people — particularly those in the Millennial generation — are now looking for jobs that allow them to make a positive difference in the world. So, recruiters should also highlight the positive impact carers make in the lives of the elderly.

It’s true that jobs in senior care aren’t for everyone; it takes a special kind of person.

 

Care Lucy Wyndham is a Freelance Writer and Editor.

 

Smart Recruit Online offers an award-winning talent attraction software that will streamline and revolutionise your recruitment strategy.

We offer a customisable software platform integrated with multiple selection and screening tools, enabling you to make well-informed recruitment decisions. 

To find out what we can to for your recruitment strategy, book a demo by clicking here.

Book a demo

 

 

Lucy Wyndham


Lucy Wyndham is a freelance writer and editor.


Insights into remote working in 2019
Danielle Meakin - 6 Comments - 29 Sep 2019

Globally, the latest figures show that an estimated 70% of people now work remotely at least once per week. Another 53% are said to work location independent at least half of the week. With each year that passes, more individuals and businesses than ever before are transitioning to full-time remote work roles. When it comes to finding the best workers for a company, one of the top incentives to provide is a healthy work-life balance. Alongside this, the pay is still of top importance for nearly all job seekers. As both the number of remote positions and total wages continue to increase, there will be even greater competition for work-from-home roles. Explore what recruiters are now offering remote workers in terms of pay in 2019.

 

A look at the latest averages

Currently, about 35.4% of the world’s remote workers live in Europe (the highest of any continent). This should come as no surprise, as 51% of all companies that hire remote workers are located in European countries. With such a booming market for location independent positions, it is crucial to know how much remote job seekers are being offered in terms of salary. In early 2019, the global average across industries equates to approximately £15.57/hour (as reported by Remote-How). However, this average does not show much, since wages are so heavily dependent on geographical location and the type of work performed.

 

Company Culture

 

Exact figures vary significantly by field

Depending on the job role one seeks, and how many hours an individual wants to work, the pay can vary significantly. For example, stay-at-home mothers who want to work remotely can pick up part-time remote positions, such as being a virtual assistant, customer service representative, or a bookkeeper. These positions typically offer the highest level of flexibility (which is necessary for mums) and provide a wage around the previously stated global average. However, for those looking to work full-time in their chosen career field, remote workers can make a great deal of money. As another example, remote managers, writers, IT, and legal professionals can earn anywhere between £18 per hour all the way up to £50 per hour. The actual pay that recruiters are offering remote workers depends largely on the company’s budget, the experience level of the candidates, and the actual work that needs to be performed.

 

More companies are beginning to offer benefits

While many remote positions still do not include a benefits package, more companies are starting to offer their virtual workforce traditional job perks. Benefits such as paid time off, childcare, productivity tools, and health & wellness resources are now being extended to remote employees. As more and more organisations shift from standard offices to virtual workplaces, it will soon become essential for companies to offer all workers (remote and in-person) the benefits they most desire.

As 2019 starts to wrap up, one thing should be clear for all recruiters: Remote work opportunities are continuing to increase, and pay is also on the rise. In order to keep top-tier individuals working at an organisation, it will be increasingly important for businesses to evaluate how they pay their remote staff and make changes to keep up with the rest of the world.

 

Lucy Wyndham is a Freelance Writer and Editor.

 

Smart Recruit Online offers a low cost multi-award winning online recruitment service with a 98% independent customer satisfaction rating and the highest direct-hire fill rate in the UK.

To book a demo with us and learn more about how our technology can transform your recruiting process, click here.

Book a demo

Lucy Wyndham


Lucy Wyndham is a freelance writer and editor.


Wired Differently: Talented Neurodiverse Employees Improve a Company’s Productivity
Danielle Meakin - 6 Comments - 29 Sep 2019

Hiring neurodiverse employees can help improve a company’s productivity and assist in its growth. Today, more and more firms are employing a diverse pool of talents including those with neurological limitations such as Autism, Asperger’s, ADHD, Tourette’s Syndrome, Dyspraxia and Dyslexia, among others. The growing interest by companies and employers for neurodiversity is driven by the need to look for a pool of highly talented individuals that can fill skilled positions.

 

Neurodiverse individuals are under hired

There is an immense capacity for individuals with neuro disabilities to perform a variety of functions. Studies suggest that these people think, perceive and process their thoughts differently. Each person is exceptionally gifted paying attention to detail and can concentrate intensely on the job at hand. A highly functioning individual with ASD, the broad term used to describe those with neuro disabilities excel or outperform those who are neuro able individuals. Research by the University of Montreal indicates that people with autism are 40% better at problem-solving compared to those who do not fall in the neurodiversity category.  And prospective employers know this and are eager to use the talents of neurodiverse individuals.

Although the trend is growing in the US and to some extent the UK to employ neurodiverse individuals, there is a largely untapped labour market that could fill gaps in skilled jobs.  According to the UK National Autistic Society, a mere 16% of individuals with autism are in a full-time job compared to 57% of non-disabled people. In the US, individuals on the autism spectrum have above average IQs yet there are many who are unemployed.

Big names such as Microsoft, Google, SAP, Ford and Hewlett Packard Enterprises have modified their hiring processes to accommodate neurodiversity. To attract neurodiversity, they must change the way they hire people including the creation of job descriptions, providing soft skills training and trial jobs.

Talent Attraction

 

Improving productivity and growth

Although most available data is anecdotal, it suggests that neurodiverse employees increase the productivity of a company by nearly as much as 50%. This was said by Siemens who hired Auticon IT specialists for product testing efficiency.

Employers say that people with ASD are highly skilled in special competencies. And when put in a specific job category where they perform the best, it contributes to company output and productivity. They do their jobs well and are likely to develop loyalty to the company contributing to a high retention..

 

Accommodating neurodiversity

Parents of neurodiverse children often adjust their situation such as designing a home for a child with ADHD. The principle works the same with employers. Some minor adjustments might be required such as modification of work hours, provision of headphones or quiet office spaces.

Remember, people with Autism Spectrum Disorder (ASD) function differently, process thoughts and reactions in a different manner and so on. Adjustments to accommodate their diversity is a small sacrifice, if you can call it that way, in exchange for the benefits they bring to the company. And it works both ways, companies get their talents while neurodiverse individuals are employed and feel a sense of belonging to society.

The practice of ‘neurodiversity is a competitive advantage’ for a business or company (Austin and Pisano, 2017). It would be a disservice to overlook this group of people who can contribute to a company’s growth and output. And if a business or organisation can help these talents get recognised, then it is a win-win situation for both sides.

 

About The Author

 

Lucy Wyndham is a freelance writer and editor.

 

Offering support for both recruiters and on-site HR workforces, Smart Recruit Online helps businesses find and hire the best talent more efficiently. To see how SRO can improve your talent acquisition, campaign management, and candidate screening workflows, book a demo today. 

Book a demo

Lucy Wyndham


Lucy Wyndham is a freelance writer and editor.


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