Do you feel you have reached a point in your career, where there are barriers to progress due to diagnosed or undiagnosed neurodiversity? As a business leader, but more importantly a mother with personal experience of neurodiverse challenges, helping you navigate the recruitment process and indeed providing continued support when you secure your role is of upmost importance to me personally, and integral to Chrysalis’ value system.
How can you leverage your strengths (We prefer superpowers) to help you secure your next role?
For individuals with Autism, ADHD, Dyslexia, Dyspraxia, or another type of learning disability, navigating the job market can feel daunting. Yet neurodiverse candidates can bring a unique set of talents. These can include creativity, enthusiasm, innovation, “hyperfocus”, and the ability to build in-depth knowledge. We can offer 1-1 Guidance Sessions to undertake mock interview practice if you have an upcoming interview.
Here’s some helpful tips to point you in the right direction.
Recognise your strengths
Sometimes it can be a struggle to articulate the unique set of skills you can bring to the job. Using Strengths Tools such as Surveys can be a great way to identify your strengths. You can compile evidence of your experience and the skills you needed for these.
Do your research
Lack of information on an organisation’s approach to recruiting and developing diverse talent. Chrysalis can help you identify Inclusive Employers. Many employers value diversity and inclusion and think carefully about how they can attract and recruit the best talent.
Support is available, leverage it!
It can be difficult to know how to approach employers about disclosing your neurodivergence, as well as what, when and how you can ask for reasonable adjustments in a recruitment process. For example, you may be able to request application forms in different formats.
UoB partners with EmployAbility, an organisation which can provide free confidential, 1-1 personalised advice, advocacy and informative videos covering topics such as Mental Health Disclosure.
Get curious
Investigate specialised support available to you. Change 100, Creative Access, Aspiring Solicitors and Ambitious About Autism are just some examples of organisations that promote inclusive opportunities.
Practice
Lack of confidence when undertaking the recruitment process. It can be helpful to practice interviewing before you have been offered an interview.
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