During a recent interview, my 19-year-old daughter was asked about her long-term career aspirations. Her response: “I don’t know.” Clearly looking for a better answer, the interviewer turned to me for insight, asking what she had shared with me about her future.
My response:
“It depends on what organizations are willing to let her try. Until they answer with something meaningful, her choices will always be limited by the assumptions and narrow views of her potential.”
You see, my daughter is neurodivergent, and for many people, that label is limiting. The default reaction is often one of pity, a sense that her opportunities in life are inherently narrow. Yet, I know she is innovative and has infinite potential. The problem isn’t with her, but with the boxes society has created boxes that are especially stifling for those who don’t fit neatly into them.
This same mindset often dominates the workplace, especially when it comes to hiring and team building. We have constructed a narrow view of what an ideal employee or leader looks like. Neurodivergent individuals—those with ADHD, autism, or dyslexia, for example—are often overlooked because they don’t fit the conventional mold. Yet, these individuals bring something special to the table in the way they think and approach problems.
But there are ways to overcome this, and one of the most effective ways companies can build truly dynamic teams is through Recruitment Process Outsourcing (RPO).
While Recruitment Process Outsourcing (RPO) has long been known for helping companies reduce hiring costs and improve efficiency, it can also be a powerful tool for creating diverse teams.
RPO providers can reshape the recruitment process to not only focus on the typical qualifications but to look beyond them. By partnering with an RPO provider that prioritizes neurodiversity, the ripple effect can be profound. It’s not just about filling seats; it’s about shifting the organizational culture toward one of inclusion and innovation.
When a company actively seeks out neurodivergent talent, it sends a clear message: we value differences. This cultural shift, facilitated by RPO, doesn’t just lead to a more diverse workforce; it creates an environment where everyone feels empowered to contribute their strengths.
Strategies for Choosing the Right RPO
It’s essential to find an RPO partner that understands the unique value of neurodivergent talent. Here are key strategies to ensure your RPO provider aligns with your goals for fostering neurodiversity:
- Look for Experience with Diversity and Inclusion Initiatives
Ask potential RPO providers about their experience in implementing diversity and inclusion hiring strategies, specifically around neurodiversity. Do they have a proven track record of recruiting neurodivergent candidates? Look for case studies or references from companies that have successfully built diverse teams through their services. - Evaluate Their Understanding of Neurodivergent Strengths
A successful RPO partner should have a deep understanding of the unique skills neurodivergent individuals bring to the table. During your selection process, ask how they screen for traits like quick decision-making and creative problem-solving, which are often strengths of neurodivergent candidates. - Ensure They Use Inclusive Job Descriptions and Screening Tools
Rigid job descriptions and screening processes can unnecessarily filter out neurodivergent candidates. Work with your RPO provider to craft job descriptions that emphasize the essential skills needed for the role while being open to different ways people might meet those requirements. Ask about the tools used to screen candidates and if they are designed with inclusivity in mind. - Assess Their Cultural Fit with Your Organization’s Recruitment Goals
Make sure your RPO provider demonstrates a commitment to a neurodiverse workforce in both their internal practices and the strategies they implement for your organization. Ask how they measure success in creating more diverse and inclusive teams, including neurodiversity.
RPO providers can help companies broaden their view of talent, identifying candidates who may have been overlooked in a more conventional hiring process, ensuring that a company doesn’t miss out on the unique strengths these individuals bring.
By incorporating neurodiversity into teams, companies can solve problems faster, think outside the box, and navigate challenges with greater agility. But this is only possible if we move past traditional recruitment processes that only focus on standardized skills and qualifications.
This is where RPO can be a game-changer. Partnering with an RPO can offer companies a powerful way to build teams that are both diverse in background and thought.
It’s time we rethink how we recruit talent, build teams, and recognize potential.
Paula Shepherd is a Team Dynamics Coach, Trainer, and Speaker empowering organizations to diversify thinking and encourage bold communication in the workpla
