Hiring veterans can feel like going through uncharted territory, especially if you&rsquo;re unfamiliar with military job titles and career paths. Veteran recruitment comes with unique challenges. These include a structured experience that doesn&rsquo;t always align with civilian job titles and highly valuable skills that often go unnoticed. 
However, military professionals bring more than technical know-how. They&rsquo;re natural problem-solvers and team players who thrive under pressure. Looking beyond rank and jargon, you&rsquo;ll find candidates with unmatched discipline, adaptability and a mission-driven mindset. These are qualities that can elevate your team and strengthen your organization.
<h2 style="text-indent: -18pt; margin-top: 18pt; margin-bottom: 6pt; padding-left: 18pt;">Common Misconceptions About Military Experience</h2>
Many assume military experience is all about combat or technical skills, but that&rsquo;s far from the truth. In 2023, there were <a style="text-decoration: none;" href="https://www.census.gov/newsroom/facts-for-features/2024/veterans-day.html">15.8 million military veterans</a> in the U.S., and the vast majority held roles beyond frontline operations. From logistics and cybersecurity to health care and project management, veterans bring a diverse skill set that often gets overlooked. 
However, one major challenge is military jargon. Resumes filled with terms like &ldquo;NCOIC&rdquo; (non-commissioned officer in charge) or &ldquo;OPSEC&rdquo; (operational security) can confuse recruiters. These terms make it more difficult to see how these roles translate into corporate settings.&nbsp; 
In addition, many veterans understate their skills because teamwork and mission success are prioritized over individual achievements in the military. Suppose you skim past these candidates due to unfamiliar language. You&rsquo;re likely missing out on highly skilled professionals who can make a real impact.
<h2 style="text-indent: -18pt; margin-top: 18pt; margin-bottom: 6pt; padding-left: 18pt;">Top Skills Veterans Bring to the Civilian Workforce</h2>
Veterans bring battle-tested leadership and a <a style="text-decoration: none;" href="https://www.dol.gov/agencies/vets/employers/hire">mission-first mindset that can drive real results</a> in your organization. You&rsquo;re hiring someone who has led teams through high-pressure situations where quick decisions and strategic execution matter. That kind of leadership translates directly into corporate environments, where managing people and keeping teams focused under stress are daily challenges. 
Beyond leadership, veterans have hands-on experience in supply chain management, inventory control and operational efficiency. These skills help businesses run smoothly and maximize resources. Their ability to execute projects with precision and adaptability makes them natural problem-solvers who thrive in fast-moving industries. 
If you invest in cybersecurity, veterans can be one of your biggest assets. With <a style="text-decoration: none;" href="https://designerly.com/website-management-cost/">62% of U.S. companies</a> ramping up cybersecurity efforts, hiring someone trained in cybersecurity and data analysis is wise. Many veterans have hands-on experience securing networks and mitigating cyberthreats, which is the kind of expertise businesses need in a digital era. Their ability to assess risks and respond quickly to evolving challenges gives them an edge in safeguarding your company&rsquo;s most valuable information.
<h2 style="text-indent: -18pt; margin-top: 18pt; margin-bottom: 6pt; padding-left: 18pt;">The Overlooked Soft Skills That Set Veterans Apart</h2>
Veterans thrive in fast-paced, high-stakes environments, making them perfect for roles demanding quick thinking and adaptability. You need people who can develop solutions on the fly and react with precision as new challenges emerge. 
Their training <a style="text-decoration: none;" href="https://www.shrm.org/mena/topics-tools/tools/toolkits/employing-military-veterans">prepares them to process information quickly</a>, make decisive moves under pressure and stay focused no matter how unpredictable the situation. This structured, excellence-driven approach ensures team members meet deadlines and make critical decisions confidently. 
Collaboration is another area where veterans bring serious value. With <a style="text-decoration: none;" href="https://www.janek.com/blog/sales-leadership-in-2024/">29% of sales leaders prioritizing teamwork</a> and research proving that collaboration boosts sales by 27%, strong teams drive better results. They are natural team players, having worked in diverse, high-stakes environments where communication and shared success are nonnegotiable. 
They know how to work seamlessly across departments, adapt to different personalities and keep everyone focused on a common goal. Suppose you want employees with discipline and a team-first mentality. Skills-based recruiting solutions should be on your list.
<h2 style="text-indent: -18pt; margin-top: 18pt; margin-bottom: 6pt; padding-left: 18pt;">Best Practices for Veteran Recruitment in 2025</h2>
Many HR professionals struggle to translate military roles into corporate positions, meaning great candidates are often overlooked. Using the right approach lets you assess veteran talent more accurately and identify transferable skills that add value to your organization. Here are some best practices to help you evaluate military experience effectively: 
<ul style="margin-top: 0px; margin-bottom: 0px; padding-inline-start: 48px;">
<li style="font-size: 11pt; font-family: Arial, sans-serif; color: #000000;">
Use military skills translators: Online tools can help you decode and match military job titles to civilian roles.
</li>
<li style="font-size: 11pt; font-family: Arial, sans-serif; color: #000000;">
Focus on competencies, not job titles: Military ranks and job descriptions don&rsquo;t always align with corporate structures, so look at the skills and experiences behind the titles.
</li>
<li style="font-size: 11pt; font-family: Arial, sans-serif; color: #000000;">
Ask behavioral-based interview questions: Use STAR (situation, task, action, result) questions to uncover how veterans have applied leadership, problem-solving and teamwork in past roles.
</li>
<li style="font-size: 11pt; font-family: Arial, sans-serif; color: #000000;">
Recognize leadership at all levels: Junior enlisted members often manage teams and resources, so don&rsquo;t assume leadership experience is limited to officers.
</li>
<li style="font-size: 11pt; font-family: Arial, sans-serif; color: #000000;">
Look for adaptability and resilience: Veterans can handle unpredictable situations and fast-changing environments.
</li>
<li style="font-size: 11pt; font-family: Arial, sans-serif; color: #000000;">
Leverage veteran hiring programs and resources: Organizations like Hiring Our Heroes and the Department of Labor&rsquo;s VETS program offer tools and partnerships to support veteran hiring programs.
</li>
</ul>
<h2 style="text-indent: -18pt; margin-top: 18pt; margin-bottom: 6pt; padding-left: 18pt;">Why Hiring Veterans Strengthens Organizations</h2>
Veterans bring a unique problem-solving mindset that can give your business a competitive edge. You need employees who can think fast, adapt to new challenges and deliver results under pressure. They can analyze situations, make quick decisions and find effective solutions based on years of high-stakes training.

Plus, the economic opportunity of skills-based hiring for veterans <a style="text-decoration: none;" href="https://www.mckinsey.com/capabilities/people-and-organizational-performance/our-insights/from-the-military-to-the-workforce-how-to-leverage-veterans-skills">could reach nearly $15 billion</a> over the next decade, which proves tapping into this talent pool benefits your team. Beyond problem-solving, they bring strong integrity and a mission-driven work ethic, ensuring they stay focused on company goals and team success. If you want reliable, adaptable and high-performing employees, hiring veterans is a move that pays off.
<h2 style="text-indent: -18pt; margin-top: 18pt; margin-bottom: 6pt; padding-left: 18pt;">Maximizing Veteran Recruitment Starts With a Deeper Look</h2>
Don&rsquo;t let unfamiliar job titles or military jargon keep you from recognizing top talent. Look beyond the surface, and you&rsquo;ll find veterans bring invaluable skills like leadership, adaptability and problem-solving. Attracting veteran talent in a competitive market will help you build stronger, more resilient teams that drive success.

Ready to start recruiting veterans into your organization? Check out <a style="text-decoration: none;" href="https://www.careercircle.com/employer-solutions/talent-sourcing">CareerCircle&rsquo;s TalentConnect platform</a> for recruitment support and an expanded talent pool, which provides you with the tools you need to support veteran recruitment into your business and start enjoying the skills offered by this often-overlooked segment of the 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">
&nbsp;

Hiring veterans unlocks leadership, problem-solving, and adaptability—learn how to translate military skills into corporate success.

Unlocking Veteran Skills: What You Might Be Missing

Hiring veterans means gaining disciplined, adaptable professionals with strong leadership and problem-solving skills, yet many are overlooked due to military jargon and job title mismatches. By focusing on skills over titles, companies can tap into a talent pool that thrives under pressure and drives real results.

Decoding Military Experience: The Soft & Hard Skills You’re Probably Overlooking

For as long as there has been business competition, employer branding has been crucial in attracting top candidates and retaining current employees. A company&rsquo;s excellent reputation can entice a wider talent pool with more diverse prospects and experiences &mdash; that&rsquo;s precisely why promoting diversity, equity and inclusion (DEI) is critical for employer branding.
<h2 style="margin-top: 18pt; margin-bottom: 6pt;">The Business Case for Visible Diversity Measures</h2>
Companies that showcase their commitment to diversity are shown to outperform their competitors. A company is <a style="text-decoration: none;" href="https://www.mckinsey.com/featured-insights/diversity-and-inclusion/diversity-matters-even-more-the-case-for-holistic-impact">39% more likely</a> to surpass its competition financially if it is ethnically diverse.&nbsp; 
Another research study shows <a style="text-decoration: none;" href="https://paulbramson.com/blog/what-is-cultural-intelligence/">a staggering 750% difference in profits</a> between companies with mature cultures and those that neglect cultural cultivation. The challenge now lies in making it an integral, visible and authentic part of their reputation. Here&rsquo;s how your employer branding can move beyond lip service.
<h3 style="margin-top: 16pt; margin-bottom: 4pt;">1. Share Employee Stories That Reflect Diversity</h3>
Storytelling is a powerful way to connect with an audience. It <a style="text-decoration: none;" href="https://medium.com/@mybrandpost/the-power-of-storytelling-in-marketing-key-statistics-you-need-to-know-a5f6190bf263">creates a more lasting impression</a> than any amount of facts or numbers. The human brain is hardwired for a compelling narrative, and using stories helps humanize your brand. 
Instead of cookie-cutter statements about diversity, highlight your employees&rsquo; unique experiences. Feature stories that showcase their career journey and achievements within the organization. Make these narratives public by posting them on the company website, social media platforms and even during recruitment events. This puts a face to diversity claims and makes them more relatable and real. 
For instance, you can create a series of blog articles or video interviews wherein the spotlight is on team members from underrepresented who have excelled in their roles. Highlight how the company&rsquo;s inclusive culture was able to support worker growth. This strengthens the sense of belonging within the current workforce while signaling to potential hires that the organization values and uplifts diverse talents.&nbsp;
<h3 style="margin-top: 16pt; margin-bottom: 4pt;">2. Use Visual Content to Reflect Your Commitment</h3>
Images and videos are powerful. There will be prospective employees who will scrutinize your company&rsquo;s diversity claims to gauge its alignment with reality. This is where you ensure your visuals authentically represent the diverse talent within your organization. 
Avoid the trap of performative inclusivity, where staged or tokenistic photos attempt to convey diversity but fail. Tokenism is not the goal, as it can<a style="text-decoration: none;" href="https://pmc.ncbi.nlm.nih.gov/articles/PMC10837049/"> </a>have <a style="text-decoration: none;" href="https://pmc.ncbi.nlm.nih.gov/articles/PMC10837049/">detrimental effects on the tokenized individual</a> and can lead to workplace-related depression and anxiety. 
Instead, showcase genuine moments &mdash; team celebrations, collaborative work sessions and employee-led events that reflect your workforce&rsquo;s unique makeup. Infographics and data visualizations can also be used to communicate your progress on diversity metrics and goals transparently.
<h3 style="margin-top: 16pt; margin-bottom: 4pt;">3. Leverage Employee Testimonials</h3>
Nothing resonates more than hearing directly from employees. From a candidate&rsquo;s perspective, they <a style="text-decoration: none;" href="https://business.linkedin.com/content/dam/business/talent-solutions/global/en_us/c/pdfs/ultimate-list-of-employer-brand-stats.pdf">tend to trust an employee three times more</a> than the company to provide veritable information about what it&rsquo;s like to work there. Testimonials offer an authentic peek into your work culture and how the company supports its employees and embraces unique perspectives. 
Record a video testimonial to get more impact &mdash; it&rsquo;s so effective that <a style="text-decoration: none;" href="https://explodingtopics.com/blog/social-proof-stats">37% believe they&rsquo;re more authentic</a> than any written statement. Make these testimonials prominent on your website&rsquo;s careers page and recruitment materials. When paired with tangible efforts, such as mentorship programs, employee resource groups or leadership development opportunities, they will allow potential hires to envision themselves and their success within the company.&nbsp;
<h3 style="margin-top: 16pt; margin-bottom: 4pt;">4. Incorporate Diversity and Inclusion Metrics</h3>
Transparency builds trust and fosters accountability. Making your diversity and inclusion metrics public &mdash; both successes and areas for improvement &mdash; demonstrates how committed you are to improving. 
A report on the percentage of diverse hires, promotions and leadership representation offers valuable information to track the organization&rsquo;s efforts toward inclusivity. Complement these statistics with your ongoing measures to build credibility and boost employee confidence in your commitment to diversity.&nbsp;
<h3 style="margin-top: 16pt; margin-bottom: 4pt;">5. Provide Equal Opportunities for Growth and Development&nbsp;</h3>
A commitment to diversity means ensuring each employee has access to equitable growth and promotion opportunities. This includes clear career progression and training and mentorship programs to hone skills. 
Your organization can establish leadership development programs targeting well-performing employees from underrepresented groups to prepare them for higher responsibilities. You can also offer continuing education opportunities such as workshops, certifications or tuition reimbursements and ensure they are accessible to all employees.
<h3 style="margin-top: 16pt; margin-bottom: 4pt;">6. Highlight Diverse Leaders</h3>
Diversity in higher leadership positions positively affects employees by giving them a visual of their potential career progression. Business leaders set the tone for company culture, and seeing a leader of color speaks louder than any diversity statement.&nbsp; 
Give the spotlight to diverse leaders through speaking engagements and events. This positions them as role models within the company while demonstrating the organization&rsquo;s dedication to equitable leadership representation.&nbsp;
<h3 style="margin-top: 16pt; margin-bottom: 4pt;">7. Celebrate Cultural Holidays and Events</h3>
A diverse talent pool means your workforce celebrates different holidays and traditions outside your own. Do not just acknowledge these cultural events on a surface level. It&rsquo;s crucial to educate teams about them, encourage active participation and allow employees to avail of holiday leaves to celebrate these events. 
For example, your company can host Black History Month, Pride Month or International Women&rsquo;s Day events, where employees can participate in planning and execution. Share these moments through social media campaigns. This demonstrates cultural appreciation and reflects a truly inclusive and accepting work environment.
<h3 style="margin-top: 16pt; margin-bottom: 4pt;">8. Align Policies With Diversity Values</h3>
Action must back your words. Your workplace policies should reflect your views and values toward diversity and inclusion. This includes implementing a zero-tolerance policy for discrimination, offering flexible work arrangements and providing equitable access to career progression. To do this, a company must listen empathetically to its employees and their needs. This <a style="text-decoration: none;" href="https://designerly.com/empathic-listening/">makes workers feel valued</a> and improves deeper working relationships within the organization. 
For example, employees who are also working parents and individuals with disabilities can benefit from policies that support their circumstances. Highlighting these policies in your branding efforts reinforces your company&rsquo;s commitment to becoming inclusive and will also attract top talent.
<h3 style="margin-top: 16pt; margin-bottom: 4pt;">9. Inclusivity Training and Raising Awareness</h3>
Building a truly inclusive workplace requires ongoing education about diversity and inclusivity. Training programs help employees understand their unconscious biases toward others. They also encourage cultural competence and build skills for effective cross-cultural communication. 
Workshops should include topics such as microaggressions and inclusive leadership. Encourage open discussions and forums where employees can share their experiences and ask questions without judgment.
<h3 style="margin-top: 16pt; margin-bottom: 4pt;">10. Engage in Community Outreach</h3>
Your diversity efforts should extend beyond the four walls of the office. You can partner with community organizations and attend career fairs at historically underrepresented institutions to bring the company closer to excellent but underserved talents. Supporting initiatives that promote equity also serves as a loud affirmation of your employer brand&rsquo;s reputation. 
Document these efforts through case studies and social media posts to exemplify your active role in pursuing diversity inside and outside the organization. This will paint the company in a positive light and position you as a leader in DEI.
<h2 style="margin-top: 18pt; margin-bottom: 6pt;">Walk the Talk: Make Diversity More Than Just a Statement</h2>
Positioning your company as a leader in diversity and inclusion requires clear, well-thought-out strategies that present the organization in a credible light. Businesses mustn&rsquo;t just say that they support diversity. It must be evident in their company culture, efforts and policies. By showcasing measures toward diversity, your brand benefits from a diverse, talented workforce and a healthy, supportive work culture.&nbsp; 
To start taking the next steps towards creating an inclusive brand for your organization, consider CareerCircle&rsquo;s <a style="text-decoration: none;" href="https://www.careercircle.com/employer-solutions/dei-training">InclusiveU DEI training program</a>, giving your team the tools they need to foster an environment of inclusivity that extends across your whole brand.

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">

Boost employer branding by showcasing diversity, sharing real employee stories, and promoting inclusion authentically.

Make Diversity a Visible Part of Your Employer Brand

Build a brand that stands out: Showcase diversity, celebrate inclusion, and foster equitable growth.

Show, Don’t Tell: How to Make Diversity a Visible Part of Your Employer Brand

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

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144 Articles

Decoding Military Experience: The Soft & Hard Skills You’re Probably Overlooking

Show, Don’t Tell: How to Make Diversity a Visible Part of Your Employer Brand

Neurodiversity Hiring: How Inclusion Drives Creativity and Innovation

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