5 steps to harnessing the potential of Dyslexic thinking your recruitment process
Dyslexic individuals have long been misunderstood, with the focus being on their challenges rather than their strengths. I recently read an article by Randstad posted by Nikki Brain (FREC) on my network - it really got me thinking with the figure that stated 96% of dyslexics say the recruitment process doesn’t identify their skills. I agree so much - so what can we do about it…
This unique neurological difference, however, often gifts dyslexic’s with exceptional problem-solving abilities, creativity, and an intuitive understanding of complex systems. The potential for innovation in their thinking is vast and untapped in many professional environments. By understanding and adapting our recruitment process, we can unlock this potential and foster diversity and innovation in our organisations.
1. Enhancing Awareness and Understanding:
To harness the power of dyslexic thinking, we must first foster an understanding of what dyslexia truly is. Dyslexia, a common learning difficulty that affects reading and writing skills, is not a reflection of an individual's intelligence or potential. On the contrary, the unique wiring of a dyslexic brain often leads to exceptional abilities in problem-solving, creativity, and big-picture thinking. Recognising and promoting this understanding within our organisations is the first step towards unlocking the power of dyslexic thinking.
2. Training the Hiring Team:
Organisations looking to tap into the benefits of dyslexic thinking should provide training to their hiring teams. This training should aim to dispel common myths surrounding dyslexia, highlight the benefits that dyslexic thinkers can bring to a company, and equip hiring teams with the tools to identify and attract dyslexic talent. By doing this, we can create an atmosphere of acceptance and understanding where dyslexic applicants are valued for their unique skills.
3. Revamping the Screening Processes:
Traditional recruitment methods, heavily reliant on written assessments, may disadvantage dyslexic candidates. To create a fair and inclusive recruitment process, we need to reconsider these methods. Practical and experiential tasks can be more suitable to evaluate dyslexic thinkers, as they highlight their creative problem-solving abilities and innovative approach. Introducing these changes in the recruitment process can ensure we provide dyslexic thinkers an equal opportunity to showcase their potential.
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4. Crafting Inclusive Job Descriptions:
Job descriptions are often the first point of contact between a potential candidate and an organisation. To attract dyslexic thinkers, job descriptions should be clear, concise, and highlight the essential skills for the role. While mentioning requirements, it's crucial to highlight skills where dyslexic individuals often excel, like leadership, problem-solving, creativity, and big-picture thinking, whenever they are relevant.
5. Providing Post-Hiring Support:
Recruiting dyslexic thinkers is just the beginning. Once they are part of the organisation, it's important to ensure they have the necessary support to perform their best. This can include assistive technologies, further training, or a flexible working environment that plays to their strengths. Offering such support not only helps dyslexic employees to excel but also sends a powerful message of inclusion and diversity to all employees.
In conclusion, by redefining our perception of dyslexia and modifying our recruitment practices, we can create an inclusive and innovative workplace. Dyslexic thinkers bring a wealth of creativity, problem-solving skills, and unique perspectives that can significantly benefit our organisations. Let's tap into this underutilised talent pool and unlock the power of dyslexic thinking.