Thomas (pictured) explained, “For every position we advertise, we encourage each candidate to apply via whatever platform they feel most comfortable – an email, a chat on the phone, or a LinkedIn direct message, for example. From there, we come to a mutual decision on how best to take things forward – whether it be a task for the candidate to complete at home or an informal chat over a coffee. The key is that the candidate feels relaxed. That way we can get to know the real person and make an informed decision about how they will perform in the role.”
It’s a flexible approach that takes the needs of each individual into account. For some employers, this may sound like a more complicated and time-consuming process than the traditional method of shortlisting CVs. But Thomas said this opens up the recruitment process to include a whole pool of talent that would otherwise have been overlooked. It also pro-actively challenges any preconceived stigma of neurodivergence and empowers individuals to apply for jobs they might otherwise have felt unable to.
He added that applying for a job can be a highly intimidating process, causing stress and anxiety for many candidates, particularly the neurodivergent. As a result, the way a person writes their CV, fills in an application form, or performs in an interview or test can leave the employer with an inaccurate or unfairly negative impression of the individual’s skills set.
Thomas said he hopes this approach will go some way to ensuring the future of his company is more inclusive, whilst encouraging other businesses to recognise the important contributions neurodivergent individuals can bring to the table.