Research shows that diverse teams outperform industry averages, generating up to <a href="https://www.mckinsey.com/capabilities/people-and-organizational-performance/our-insights/why-diversity-matters" style="color: #000000;">35% more revenue</a> than less diverse competitors. The average hiring manager is likely to consider race, gender, culture and different life perspectives. However, one area they may inadvertently overlook is neurodiversity. Seeking individuals with autism, ADHD or other neurocomplicities expands the abilities of the entire team.
People think in different ways, so including those who are neurodivergent can bring fresh ideas to the table that the team might not have considered. The result is a more rounded decision-making process. The team will likely become more productive as a wider variety of ideas allows the team to settle on the best solutions. Finding unconventional methods of dealing with problems can also give a brand an edge over similar companies.
<h2>What Is Neurodiversity Hiring?&nbsp;</h2>
When prioritizing neurodiverse hiring, human resources (HR) staff and company leadership make concerted efforts to recruit individuals with neurocognitive differences. Spend time adapting your processes to ensure descriptions and expectations are clear. Make changes to create a positive interview experience by customizing your methods to meet the needs of all types of individuals.
Let candidates know what to expect. People with neurodiversity can prepare accordingly for the interview process. These individuals then go on to develop a work culture that allows them to share who they are rather than having to mask their thinking to fit in.
Adopting better hiring and retention strategies for neurodivergent individuals can change your organization for the good. Neurodivergent individuals thrive in a welcoming environment and excel in problem-solving and creativity.
Researchers estimate around <a href="https://www2.deloitte.com/content/dam/insights/articles/us164891_cir-career-paths-and-critical-success-factors-for-neurodivergent-workforce/DI_CIR_Career-paths-and-critical-success-factors-for-neurodivergent-workforce.pdf" style="color: #000000;">25% of chief executive officers</a> may be dyslexic. However, they often cover the fact to fit in with the masses. When leaders share their struggles, they can pave the way for an organization that embraces thought diversity.&nbsp;
Bill Gates, who has ADHD and dyslexia, frequently speaks about his struggles with a traditional education. His strengths helped him build a net worth of $113 billion and a company that's a household name. Microsoft is filled with people who think outside the box and thrive in a company culture that embraces diversity.&nbsp;
If you want to create a company that edges out the competition, hire a wide range of individuals with varied abilities and backgrounds.&nbsp;
Adopt these best hiring practices for neurodiversity in the workplace:
<h2>1. Rework Your Job Descriptions</h2>
Keep language simple so those considering applying understand the role&rsquo;s responsibilities. Look for skills the job doesn&rsquo;t require and remove them.&nbsp;
For example, a job posting for a software developer includes &ldquo;outstanding verbal presentation skills&rdquo; as a required qualification. While a candidate with autism might have exceptional coding abilities and problem-solving skills, they may pass over the role, assuming they don&rsquo;t meet that communication standard&mdash;even though the job itself rarely involves presentations.&nbsp;
By reassessing your job descriptions, you can remove barriers like this. Instead, focus on the skills that directly impact success in the role, like &ldquo;proficiency in Java or Python&rdquo; or &ldquo;ability to debug complex systems.&rdquo; Removing vague or irrelevant requirements ensures you&rsquo;re attracting the talent your team truly needs. HR should <a href="https://go.careercircle.com/skills-centric-job-descriptions-download" style="color: #000000;">identify the specific skills needed</a> for the role by talking to those already working in the same or similar position and revamping descriptions.
Think about where creative types excel and rework those position descriptions first. Where would your team benefit the most from adding neurodiverse individuals? Include anyone on your team who is neurodiverse and get their input about what turns them off in the job description so you can fix it.
<h2>2. Contact Neurodiverse Organizations</h2>
Let local organizations and chapters know you seek people who think differently to foster a more creative and inclusive work environment. Some groups you can work with include groups like, <a href="https://www.autismspeaks.org/" style="color: #000000;">Autism Speaks</a>, <a href="https://www.s4nd.org/" style="color: #000000;">Society for Neurodiversity</a> and <a href="https://thendalliance.org/" style="color: #000000;">The Neurodiversity Alliance</a> help connect candidates with companies seeking neurodiverse talent.
Around <a href="https://dceg.cancer.gov/about/diversity-inclusion/inclusivity-minute/2022/neurodiversity" style="color: #000000;">15%-20% of people are neurodivergent</a>, so you'll open your doors to a bigger pool of job candidates. Your website should explain that you're open to working with individuals with autism, ADHD, dyspraxia, dyslexia, dyscalculia and dysgraphia, to name a few. Highlight the work environment and how the company culture adapts to each individual&rsquo;s needs.&nbsp;
<h2>3. Customize Interviews to Individuals</h2>
Not all people thrive in a one-on-one, face-to-face interview. Be open to meeting with candidates in different ways, including phone interviews, virtual meetings and simulated work situations. A person who has trouble gathering their thoughts when challenged with a question may excel when they can show off their skills.
Someone who&rsquo;s neurodivergent might freeze when asked a direct question. Imagine your brain coming up with a dozen answers and trying to sort through them while someone waits for your response. The entire process produces extreme anxiety for some neurodiverse individuals. One thing you can do to make them more comfortable is provide questions in advance, so they can think through their responses.
<h2>4. Create a Welcoming Work Environment</h2>
Neurodiverse people often face challenges in the workplace related to sensory overload. They may have trouble managing their tasks because of difficulty prioritizing. Some things you can do to improve the environment include:&nbsp;
<ul>
<li style="color: #000000;">
Create a prioritized list of tasks. Make priorities clear &mdash; for example, label crucial items as &ldquo;A&rdquo; and less important tasks that can wait as &ldquo;B&rdquo; or &ldquo;C.&rdquo; This lets someone having trouble narrowing their focus know what to work on first.&nbsp;
</li>
<li style="color: #000000;">
Reduce clutter. Around <a href="https://answerhero.com/elements-of-success/" style="color: #000000;">77% of workers</a> say clutter harms their productivity, though for a neurodiverse staff member in particular, a plethora of stuff can immobilize them. Provide trash cans, drawers and cubbies beside employees&rsquo; desks for easy organization.
</li>
<li style="color: #000000;">
Create a welcome kit. A welcome kit that includes a handbook and information on the company and the employee&rsquo;s specific team will help them understand company policies and feel appreciated.
</li>
</ul>
Companies can implement many different programs to make all new employees feel welcome no matter what their unique traits might be. For example, you might add a quiet/medication room for when people become overwhelmed by the noise and activity in an office setting and need a break.
Allowing neurodiverse individuals to work remotely can allow them to thrive. Many feel most comfortable in their houses, where things are set up to meet their needs. Offering work-from-home or hybrid options can be a good hiring and retention strategy for brands wanting to acquire and retain neurodiverse talent.&nbsp;
<h2>5. Help Employees Develop Emotional Intelligence (EQ)</h2>
HR can create programs to foster a sense of inclusion and acceptance in the workplace. One of the biggest issues many neurodiverse people face at work is bias and prejudice. They may have a different communication style that turns others off. Without empathy and understanding, they may struggle to find their place and make work friends.&nbsp;
Studies show around <a href="https://designerly.com/why-is-emotional-intelligence-important/" style="color: #000000;">90% of top staff score high</a> in emotional intelligence. At the same time, EQ can impact 58% of workplace performance. EQ is something people can learn by working to understand those around them and put themselves in another&rsquo;s shoes. The better the EQ in your organization, the more neurodivergent new hires will feel heard and welcomed.&nbsp;
<h2>6. Tweak Training Programs</h2>
Company leadership must learn to focus on improving and adding to individual strengths, which can vary from one employee to the next. Rather than offering a single workshop or training session, HR should find programs that best meet the needs of each employee in each department.
Career Circle offers <a href="https://www.careercircle.com/employer-solutions/dei-training" style="color: #000000;">targeted DEI training</a> to create an inclusive workplace. Diverse perspectives drive innovation and improve team performance.&nbsp;
Talk to your staff about how they absorb information best and what scenarios stress them out. For everyone to thrive, their personal needs must be taken into consideration.&nbsp;
<h2>A Future of Inclusiveness</h2>
Expanding your employees to include more neurodiverse individuals brings advantages such as better problem-solving sessions. By tailoring roles to meet the skills of each employee, you'll see increased productivity. When the team comes up with solutions more rapidly and implements them through a diverse workforce, where each person applies their top skills to the project, you&rsquo;ll see increased profits and happier clients.
Companies can scale their neurodiversity inclusion by using <a href="https://www.careercircle.com/employer-solutions/talent-sourcing" rel="follow" style="color: #000000;">CareerCircle's TalentConnect</a>, which allows <a href="https://www.careercircle.com/blog/post/introducing-careercircle-talentconnect-enhancing-your-recruitment-journey" rel="follow" style="color: #000000;">bulk resume downloads, community partner sourcing, multi location search, customizable search cards</a>, and more.&nbsp;
Written by Content Contributor:&nbsp;
Eleanor Hecks is a business writer and researcher with a passion for bringing awareness to neurodiversity inclusion in the workplace. You can find her work as Editor-in-Chief of&nbsp;<a rel="follow" href="https://designerly.com/">Designerly Magazine</a>&nbsp;or as a staff writer at sites such as HR.com and Clutch.co.
<img src="https://cdn.buttercms.com/6dfeyYJZTnOKgwHa65Br" alt="Eleanor Hecks headshot.webp">

Unlock innovation and productivity: Embrace neurodiverse hiring with inclusive practices to fuel fresh ideas, smarter solutions, and stronger teams.

Neurodiversity Hiring: Drives Creativity and Innovation

Embrace neurodiverse hiring with tailored job descriptions, inclusive interviews, and welcoming environments to fuel fresh ideas and smarter problem-solving.

Neurodiversity Hiring: How Inclusion Drives Creativity and Innovation

Artificial intelligence (AI) changes how you search for jobs, making the process faster and more effective. As companies increasingly use AI to screen resumes and rank candidates, you can also use these tools to boost your job search.
 From optimizing your resume to customizing cover letters, AI helps you standard out in a competitive market. It can even assist with interview prep and give you an edge by crafting better responses and practicing key questions. Incorporating AI into your strategy saves time and improves your chances of landing your desired job.
<ol style="margin-top: 0px; margin-bottom: 0px; padding-inline-start: 48px;">
<li style="font-size: 16pt; font-family: Arial, sans-serif; color: #000000; font-weight: bold; margin-left: -18pt;">
<h2 role="presentation" style="margin-top: 18pt; margin-bottom: 6pt;">Optimize Your Resume for an ATS</h2>
</li>
</ol>
Around <a style="text-decoration: none;" href="https://www.forbes.com/sites/robinryan/2021/05/25/recruiter-and-ats-expert-shares-resume-dos-donts--and-ats-myths/">90% of large employers</a> use applicant tracking systems (ATS) to help streamline their hiring process. These programs scan resumes for specific keywords, skills and qualifications that match the job description, ranking candidates based on how well they align with the role. If your resume isn&rsquo;t optimized for ATS, it could get filtered out before a human sees it, regardless of your qualifications. Ensuring your resume is formatted correctly and includes the right keywords to pass through the system is important. 
AI-powered tools can make this easier by analyzing job descriptions and suggesting the best keywords to include in your resume. These AI scanners can also provide feedback on the formatting to ensure it&rsquo;s ATS-friendly. 
For example, you can prompt an AI tool by saying, &ldquo;Analyze this job description and provide relevant keywords I should add to my resume to improve my chances with ATS systems.&rdquo; With the proper tweaks, you&rsquo;ll have a better chance of your resume getting noticed and moving to the next stage of the hiring process.
<ol start="2" style="margin-top: 0px; margin-bottom: 0px; padding-inline-start: 48px;">
<li style="font-size: 16pt; font-family: Arial, sans-serif; color: #000000; font-weight: bold; margin-left: -18pt;">
<h2 role="presentation" style="margin-top: 18pt; margin-bottom: 6pt;">Customize Your Cover Letter</h2>
</li>
</ol>
Personalized cover letters are your opportunity to make a strong impression. Unlike generic templates that can feel robotic or irrelevant, a customized letter shows you&rsquo;ve tried to align your experience with the specific role. It demonstrates your genuine interest in the company and highlights how your skills fit their needs. On the other hand, relying on a generic template can make you seem less engaged or even out of touch with the right requirements, which may hurt your chances of standing out. 
AI tools can make tailoring your cover letter easier by analyzing the job description and identifying the essential qualifications you should focus on. For example, you could use a prompt like &ldquo;Create a tailored cover letter for the following job description, focusing on my qualifications and experience in [specific area].&rdquo; This way, you&rsquo;re not just recycling the same cover letter but creating something that speaks to the recruiter. 
Note that when using AI in actual communication such as in your cover letter, it&rsquo;s important to be upfront about any AI use if asked. Most people today want to know up front when someone is using generative AI &mdash; for example, one survey showed <a style="text-decoration: none;" href="https://orrgroup.com/i-used-ai-on-this-how-to-clear-the-air-on-ai-usage/">68% of respondents believe</a> companies should voluntarily disclose all AI use. This sentiment emphasizes the value of openness on both sides of the hiring equation. If a recruiter asks, it&rsquo;s important to disclose that you&rsquo;ve used AI for resume enhancements, which can serve to build trust and show you&rsquo;re open and honest in your communication.
<ol start="3" style="margin-top: 0px; margin-bottom: 0px; padding-inline-start: 48px;">
<li style="font-size: 16pt; font-family: Arial, sans-serif; color: #000000; font-weight: bold; margin-left: -18pt;">
<h2 role="presentation" style="margin-top: 18pt; margin-bottom: 6pt;">Perform Research on Companies</h2>
</li>
</ol>
Knowing a company&rsquo;s mission and values can help you tailor your application to show you&rsquo;re a great fit for the role and the company culture. When you understand what the business stands for, you can reflect those values in your resume and cover letter, which makes a strong impression.&nbsp; 
Moreover, discussing this information during your interview is also a great way to stand out. It shows you&rsquo;ve done your research and are genuinely interested in contributing to the company&rsquo;s goals, helping you <a style="text-decoration: none;" href="https://www.careercircle.com/blog/post/5-ways-you-can-make-a-lasting-positive-impression">build a stronger connection</a> with the interviewer from the start.
 AI makes this research easier by gathering and summarizing company information, including mission, values and employee reviews. A simple prompt like &ldquo;Summarize the key values and culture of [company name] based on online reviews and their website&rdquo; can give you all the details you need in minutes. This allows you to go into an interview feeling well-prepared and ready to discuss how your values align with theirs, which can leave a lasting impression and set you up for success.
<ol start="4" style="margin-top: 0px; margin-bottom: 0px; padding-inline-start: 48px;">
<li style="font-size: 16pt; font-family: Arial, sans-serif; color: #000000; font-weight: bold; margin-left: -18pt;">
<h2 role="presentation" style="margin-top: 18pt; margin-bottom: 6pt;">Prepare for an Interview</h2>
</li>
</ol>
Preparing answers for typical interview questions is one of the best ways to boost your confidence and ensure a smooth experience. You can take this preparation further with AI tools by creating personalized mock interview sessions. A well-crafted AI prompt <a style="text-decoration: none;" href="https://designerly.com/prompt-engineering/">can provide accurate and relevant</a> responses with just a few inputs.&nbsp;
 This can save you time and help you focus on what matters most &mdash; your answers. In addition, it allows you to go into your interview feeling more confident and ready to tackle any question that comes your way. 
AI tools can also generate interview questions tailored to the job description you&rsquo;re applying for and help you refine your responses. For instance, you could use a prompt like &ldquo;Generate a list of common interview questions based on this job description and suggest ideal responses for my background in [specific industry].&rdquo;&nbsp; 
This method will get you relevant questions and feedback that can help you polish your answers and ensure they resonate with the hiring manager. With the right prep, you&rsquo;ll feel more in control and ready to impress.
<ol start="5" style="margin-top: 0px; margin-bottom: 0px; padding-inline-start: 48px;">
<li style="font-size: 16pt; font-family: Arial, sans-serif; color: #000000; font-weight: bold; margin-left: -18pt;">
<h2 role="presentation" style="margin-top: 18pt; margin-bottom: 6pt;">Craft Communication with Recruiters</h2>
</li>
</ol>
Clear, personalized communication is crucial to standing out when reaching out to hiring managers. A targeted approach is critical since <a style="text-decoration: none;" href="https://hbr.org/2021/12/how-to-reach-out-to-a-recruiter">most recruiters manage over 50 candidates</a> at any given time. Crafting a message showing you&rsquo;ve done your homework and are genuinely interested in the specific role can set you apart from candidates relying on generic outreach. Personalized communication demonstrates your professionalism and makes it easier for recruiters to see why you&rsquo;re a good fit for the job. 
AI can help you draft or refine your email, ensuring they are professional, concise and relevant to the role. A targeted message can highlight your qualifications in a way that resonates with busy recruiters, increasing your chances of getting noticed.&nbsp; 
You can use an AI prompt like &ldquo;Write a professional and concise message to a recruiter expressing interest in [specific job role]&rdquo; to quickly generate a polished message. This approach saves time while maintaining the personalized touch recruiters appreciate, which gives you an edge in hiring.
<h2 style="text-indent: -18pt; margin-top: 18pt; margin-bottom: 6pt; padding-left: 18pt;">Boost Your Job Search with AI Tools</h2>
Incorporating AI into your job search can streamline the process and give you a competitive edge by helping you tailor resumes, cover letters and interview prep more effectively. Likewise, it can boost your chances of landing the right role and make a lasting impression on recruiters.
Written by Content Contributor:&nbsp;
Eleanor Hecks is a business writer and researcher with a passion for bringing awareness to neurodiversity inclusion in the workplace. You can find her work as Editor-in-Chief of&nbsp;<a data-uw-original-href="https://designerly.com/" data-uw-rm-brl="PR" href="https://designerly.com/" rel="follow" style="color: #000000;">Designerly Magazine</a>&nbsp;or as a staff writer at sites such as HR.com and Clutch.co.
<img style="height: auto;" data-uw-rm-alt="CT" data-uw-rm-alt-original="Eleanor Hecks headshot.webp" alt="Eleanor Hecks is a business writer and researcher with a passion for bringing awareness to neurodiversity inclusion in the workplace. You can find her work as Editor-in-Chief of" src="https://cdn.buttercms.com/6dfeyYJZTnOKgwHa65Br">

Boost your job search with AI: optimize resumes, personalize cover letters, prep for interviews, and stand out to recruiters effortlessly

8 Tips and Tricks for Using AI in Your Job Search

Use AI to supercharge your job search: optimize resumes for ATS, create tailored cover letters, prep for interviews, research companies, and communicate effectively with recruiters to stand out.

5 Tips and Tricks for Using AI in Your Job Search

Military service teaches people critical thinking skills that translate well into many civilian roles after service. Veterans may take a bit of time to figure out their next steps or use their GI Bill benefits to pursue training or higher education.&nbsp;
Many veterans entered the military because they loved their country and their fellow citizens. They want to do more than clock in and out for eight hours daily. They may want a job where they can make a difference in the community or the world. They are loyal, hard-working and highly skilled at a variety of tasks.
<h2>Do Veterans Need a Degree?</h2>
Those who entered military service out of high school may lack a degree. For those with families or living on their own, going directly into the workforce may be necessary to make enough money to pay expenses. Others may prefer to avoid sitting in a classroom for hours and want something more hands-on.
The good news is that the U.S. Bureau of Labor Statistics reports the <a href="https://www.bls.gov/news.release/pdf/vet.pdf">unemployment rate for veterans is at 2.8%</a>, which is 3.6% lower than the rate for nonveterans. Employers understand that veterans <a href="https://www.careercircle.com/blog/post/9-essential-job-skills-to-help-you-excel">leave their posts with skills</a> that transfer to civilian jobs. Companies also understand that former military members may have delayed their education with plans to utilize the G.I. Bill after their military service obligation ends.
<h2>Top Qualities Veterans Bring to the Workforce</h2>
Regardless of education status, veterans bring incredible strengths into the workplace from their time in the military that provide significant benefit to businesses. Many qualities that veterans learn through valuable lived experience during their time in the military make them a top choice for many career fields.&nbsp;
Some of the most important transferable skills that many veterans bring to the table include:
<ul>
<li>
Leadership and team management
</li>
<li>
Technical and problem-solving skills
</li>
<li>
Communication and interpersonal skills
</li>
<li>
Adaptability and quick learning
</li>
<li>
Stress management
</li>
<li>
Integrity, courage and a sense of duty
</li>
<li>
Organization and discipline
</li>
<li>
Strong work ethic&nbsp;
</li>
</ul>
<h2>5 Transferable Jobs for Veterans</h2>
Many employers understand former military people develop these vital on-the-job skills they can transfer to civilian jobs. Through these, veterans have a wide range of <a href="https://www.careercircle.com/jobs">options available for job openings</a> that match their skill sets. Here are some interesting options:
<h3>1. IT/Cybersecurity</h3>
With so many people shopping and conducting financial business online, cybercrime incidents are rising dramatically. A hacking attack now occurs every 39 seconds, making a company or person a victim of cybercrime.
Some veterans worked on computers and already have a firm grasp of information technology (IT) services. Getting a certification in IT or cybersecurity may be a quick path to a well-paying career.&nbsp;
<h3>2. Project Manager</h3>
Did you enter the military with a business degree or are you interested in gaining one? Veterans have skills that translate to project management, such as leadership <a href="https://designerly.com/time-management-skills-for-designers-and-creatives/">and excellent time management</a>.&nbsp;
Finding a position may require gaining experience in a particular industry you&rsquo;d like to work in. Consider taking an internship to polish your resume and get your foot in the door of a company you&rsquo;d like to work at.&nbsp;
They also know how to complete paperwork and follow directions. Because they may have taken a leadership role in projects during their military service, they work well as managers who collaborate effectively as part of a team. A job as a department leader could be an excellent fit.
<h3>3. Human Resources</h3>
Human resource (HR) professionals direct administrative functions such as hiring within a business, as well as act as a go-between employees and organizational managers. If you&rsquo;re a veteran with experience in leadership and management throughout your military career, you may feel right at home in an HR-type position.
HR professionals are currently in high demand &mdash; job outlook for the profession is set to grow <a href="https://www.franklin.edu/blog/human-resources-degree-salary">faster than average at 7%</a> from 2021 to 2031. Many HR employees enjoy competitive salaries, though your experience and skills will play a role in your projected income.
Articulating details in the military is crucial to get the troops where they need to go and give them commands. Because of this, many veterans have communication skills that translate well to HR and customer service roles.
<h3>4. Engineering</h3>
Veterans often leave the military with strong technical skills. They've learned how to troubleshoot problems and solve them with few resources. Such knowledge is relevant in engineering roles within factories. Positions such as repair person or supervisor could be a good match.&nbsp;
<h3>5. Consulting and Marketing</h3>
Soldiers never know where they might be called to serve. Veterans can adapt to new environments. They learn new skills rapidly, making them valuable as business consultants or in fields such as marketing and analysis.&nbsp;

With advances in artificial intelligence (AI) and machine learning, jobs in marketing are changing rapidly. Opportunities to build on key skills and learn new technology abound.
<h2>Finding Veteran-Friendly Jobs</h2>
Once you&rsquo;ve considered your preference for a job type, spend time researching different companies and whether they hire veterans and celebrate service. While you have many options for turning your military knowledge into workable skills, some places are more open to training veterans and appreciating the mindset they bring to the table.
Many companies make a commitment to hiring veterans, so the options for civilian jobs after military service are numerous. If you&rsquo;re looking for a position that&rsquo;s ideal for veterans, browse <a href="https://www.careercircle.com/companies/category/getting-hired-bc1fd430-19a1-49dd-80ea-0f118e9b01da">our partner companies</a> to learn more about businesses with a commitment to fostering an inclusive workforce.
Written by Content Contributor:&nbsp;
Eleanor Hecks is a business writer and researcher with a passion for bringing awareness to neurodiversity inclusion in the workplace. You can find her work as Editor-in-Chief of&nbsp;<a rel="follow" href="https://designerly.com/">Designerly Magazine</a>&nbsp;or as a staff writer at sites such as HR.com and Clutch.co.
<img src="https://cdn.buttercms.com/6dfeyYJZTnOKgwHa65Br" alt="Eleanor Hecks headshot.webp">

Military service teaches people critical thinking skills that translate well into many civilian roles after service.

5 Transferable Civilian Jobs for Veterans After Military Service

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142 Articles

Neurodiversity Hiring: How Inclusion Drives Creativity and Innovation

5 Tips and Tricks for Using AI in Your Job Search

5 Transferable Civilian Jobs for Veterans After Military Service