What is imposter syndrome; Benefits of hiring neurodiverse talent; How executives can harness the power of LinkedIn
In this week's Hanover Talent Insights:
📝 Learn all about imposter syndrome - why does it exist, how do you recognise it and how do you deal with it?
📢 Benefits of hiring neurodiverse talent, how to ensure an inclusive hiring process and how to ensure inclusion of that talent in the long term
🥇 Join our FREE webinar 'how executives can harness the power of LinkedIn'
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Don’t let imposter syndrome stifle your career (with tips)
Imposter syndrome is something that about 70% of people reading this article have experienced or will experience at some point in their lives.
It’s common, it’s prevalent…and we don’t talk about it as much as we should.
The term ‘imposter syndrome’ was first coined in 1978, when psychologists Pauline Rose Clance and Suzanne Imes discovered that intelligent, high-achieving women commonly experienced internal emotions of feeling ‘phoney’ or that their success was mostly down to external factors and not their own efforts or abilities. (We now know that men experience imposter syndrome, too, but they’re 10% less likely to experience it than women.)
So it can be a real hindrance in the workplace - but why does it exist, how do you recognise it and how do you deal with imposter syndrome?
Read the rest of the 'Don’t let imposter syndrome stifle your career (with tips)' article by Victoria McLean - CEO, Talent Solutions at Hanover, on the Hanover website.
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Recommended by LinkedIn
Inclusive Recruitment: A Focus on Neurodiverse Talent
When we meet someone for the first time, we mainly focus on what we can see, and we sometimes process those cues unhelpfully if our unconscious bias gets in the way. We typically assume many things from what we see or from our physical dimensions of diversity, but we also ‘don’t know what we don’t know’ - and often this pertains to hidden disabilities.
It’s also interesting to note that an estimated 15% of the population are neurodivergent - and 50% of those people are unaware that they are neurodivergent.
Hiring neurodiverse talent allows us to access and appreciate the differences that people bring to our business, which works to both their advantage and to the benefit of the organization…as long as we are open to differences and supporting our neurodiverse talent to be the best they can be at work.
It’s one thing to hire neurodiverse talent (and this links to the diversity part of DE&I), but another thing altogether to retain that talent (the inclusion part), and do so through necessary workplace adjustments (the equity part).
This article focuses on the benefits of hiring neurodiverse talent, how to ensure an inclusive hiring process and how to ensure inclusion of that talent in the long term.
Keep reading this article to find out what is neurodiversity and what are the benefits of hiring neurodiverse talent by Brent Herman on the Hanover website: CLICK HERE.
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LinkedIn is the #1 business networking site for hiring professionals. An incredible 97% of headhunters use LinkedIn as their candidate source, especially for senior hires. Plus, potential clients and valuable internal and external stakeholders will all look at your LinkedIn profile and activity so it’s vital you PUT YOUR BEST FOOT FORWARD.
Join our practical live training session for details on how to use LinkedIn to refine your executive brand, showcase your expertise, and expand your network in a competitive market.
Tailored for Executives, we will provide workable tips on how to create AND ACTIVATE a compelling Executive LinkedIn profile that will drive your executive career forward.
Join Victoria McLean on December 6th at 1pm for a FREE City CV (part of Hanover) masterclass.