Deirdre Parker’s Post

We are passionate about coming alongside autistic and neurodivergent job seekers to assist them on their employment journeys. Whether you have a formal diagnosis or not, if you’re interested in improving your job prospects, consider joining us for FREE Drop-in Employment Support sessions in October. These sessions are open to residents across the province. Our next session is this Wednesday, October 25 from 1:00 – 2:30 p.m. at The Ability Hub (300, 3820 24 Avenue NW) or Online via Sinneave Connects, our online learning hub. Connect with experienced professionals who understand neurodiversity and will help identify strengths, interests and potential career paths. Participants are invited to bring their curiosity and questions, resumes and cover letters. Our employment specialists will focus on helping you to develop essential pre-employment skills, including: -creating an effective resume -learning and practicing interview techniques -workplace communication -and more! Receive personalized guidance and learn more about how to successfully navigate the job search journey and the world of work. Our goal is to create an inclusive and supportive environment where neurodivergent individuals can access resources, gain valuable insights and enhance their employability, confidence and career prospects. There is no cost for these sessions and you don't need to register in advance. Just drop in. You will need a FREE account to access Sinneave Connects. For more info and to access the online link, visit: https://lnkd.in/g4REA9wv #Employment #EmploymentSupport #EmploymentResources #DropInWorkshops #FreeWorkshops #Neurodiversity #Autism #Autistic #JobSeekers

Hey Australian Grad Recruiters! 👋 Want to fill all of your Grad Jobs this season? (of course you do!) Then make sure you are hiring from the FULL talent pool! 😍 ⬇ Below are some quick and easy ways to make it easier for you to attract, spot, assess and hopefully hire talented neurodivergent graduates during your Graduate Recruitment process based on my years as a Grad Recruiter AND experience in developing inclusive recruitment processes. You're welcome! 😎 1. Expect and plan for diversity of thought! 15-20% of your talent pool are Neurodiverse, even if they don't share that with you! They are likely to have specific talents and skills that surpass the average in certain areas (see my recent post about strengths) BUT they may well not present in the same way as your 'cookie cutter' average grad. These are the people who may well be your most amazing innovators and problem solvers if you treat them properly so plan how you are going to spot and secure them through your recruitment process!! Prep your hiring managers to expect them and how to run an inclusive hiring process!! 2. Understand how and when to ask about Workplace Adjustments! Neurodivergent candidates have the right to ask for adjustments in a recruitment process and in the workplace in order to meet the key requirements of the role. Do you know how to confidently have those conversations? If not, plan and practice so you can create a welcoming environment. 3. Ensure your Onboarding process is fit for purpose! Recruitment is one thing but creating an environment where everyone feels included and that they belong is quite another. Whether you are onboarding interns or graduate hires, make sure you ask about adjustments before someone starts, provide your new starter with a mentor who 'gets Neurodiversity', consider providing specialised coaching and finally, ensure your managers and teams are trained and confident working in inclusive ways. Want more insights and tips? A little while ago Sophie Zdenkowski and I made a podcast for Strivin talking about Neurodiversity in Graduate Recruitment so please enjoy the below 💗 Have an awesome recruitment season and see you all at Australian Association of Graduate Employers (AAGE) soon.  🚀 Want an experienced Graduate Recruitment Manager to support your process to be more inclusive or coach your new starters? I'm happy to help! 🤝 Connect with and direct message me here on Linkedin . 📺Book a free exploratory15 minute zoom call https://lnkd.in/gYW2RbfM 👩💻 Visit https://lnkd.in/gB22P2b 📩 Email me - samantha@theneurodivergentcoach.org 📲 Instagram https://lnkd.in/g9u-Du3P for more on my life as Neurodivergent professional, mum and business owner ❤️

🌟 Exciting Update! Advocating for #Neurodivergents Through Video CVs! 🚀 Yesterday, I was honored to contribute to the Commission for the Rights of Persons with Disability (CRPD) Malta Conference and the University of Malta project on #VideoCVs, aligning with my consultancy and advocacy for Neurodivergents. 🎥 What are Video CVs? Video CVs offer a dynamic way to present qualifications, skills, and personality to potential employers, revolutionizing traditional #resume submissions. 🌐 Why are Video CVs Crucial for Neurodivergents? In my role as a #consultant and #advocate for #Neurodivergents, I've been actively discussing and training #HR and #recruitmentagencies on implementing better #recruitment practices, including the introduction of Video CVs. 🤝 How Can I Help You? For Neurodivergent Individuals: If you're Neurodivergent and interested in developing a Video CV, contact me! I can guide you through the process, including presentation skills. For Employers and HR Professionals: Book a discovery call to inquire about my recruitment workshop. Let's enhance your recruitment practices together! Embrace inclusive recruitment practices! #VideoCV #NeurodiversityInclusion #RecruitmentAdvancement #Neurodiversity #InclusiveWorkplace #HRDevelopment #personaldevelopment #personaldevelopmentcoach #executivefunction #skillsdevelopment #professionaldevelopment #careerdevelopment

🌟 Exciting Update! Advocating for #Neurodivergents Through Video CVs! 🚀 Yesterday, I was honored to contribute to the Commission for the Rights of Persons with Disability (CRPD) Malta Conference and the University of Malta project on #VideoCVs, aligning with my consultancy and advocacy for Neurodivergents. 🎥 What are Video CVs? Video CVs offer a dynamic way to present qualifications, skills, and personality to potential employers, revolutionizing traditional #resume submissions. 🌐 Why are Video CVs Crucial for Neurodivergents? In my role as a #consultant and #advocate for #Neurodivergents, I've been actively discussing and training #HR and #recruitmentagencies on implementing better #recruitment practices, including the introduction of Video CVs. 🤝 How Can I Help You? For Neurodivergent Individuals: If you're Neurodivergent and interested in developing a Video CV, contact me! I can guide you through the process, including presentation skills. For Employers and HR Professionals: Book a discovery call to inquire about my recruitment workshop. Let's enhance your recruitment practices together! Embrace inclusive recruitment practices! #VideoCV #NeurodiversityInclusion #RecruitmentAdvancement #Neurodiversity #InclusiveWorkplace #HRDevelopment #personaldevelopment #personaldevelopmentcoach #executivefunction #skillsdevelopment #professionaldevelopment #careerdevelopment

I was doing my weekly Wednesday recruitment news sweep this morning, and it just seemed like bad news was pouring out from every side. Today I am determined to share some GOOD news. Apparently there has been a rise in the number of neurodivergent recruitment agencies and job centres in the UK! Did you know that 1 in 7 people are neurodivergent - meaning they process information differently? These services offers 'impartial workplace needs assessments, mentorships, neurodiversity career programmes and a jobs listing board for common types of neurodivergence such as dyslexia, dyspraxia, ADHD and autism.' This also highlights how important it is for recruiters and organisations to get to know potential hires, understand their working and learning styles, and work alongside them reach the best outcomes for both candidate and client. #goodnews #linkedinconversations #recruitment #neurodiversity

For anyone who feels like they are hitting a glass ceiling due to neurodiversity challenges Chrysalis Talent Solutions are here to help. Whether you are a business struggling to accommodate employees and candidates or a employee/candidate struggling with the interview process, this article will give you insight into obstacles and how to overcome them. https://lnkd.in/es-VZ8eX #aimhigh #neurodiversity #overcomingobstacles

It is essential that employers and recruiters prioritise neurodiversity inclusion. Standard interview techniques don’t always help an ADHDer showcase their skills and capabilities. Fast Company shares different ways you can make job interviews more accessible for neurodivergent candidates: https://lnkd.in/e7sGn6Vz #adhd #adhdatwork #neurodiversity #recruitment

His reasonable adjustments to be able to attend the interview were dismissed by the NHS, who say that they couldn’t do it. Neurodiverse applicants need the ability to prepare, so providing this candiate with the questions up front would have meant he was able to answer them fully and with context. Changing the way the interviewer asked the questions so that they weren’t open ended would have enabled the candidate to give an exact answer rather than being confused and lacking context to the question. The better option would have been to set him a project/task/ work trial to show what he is capable of rather than seeing if he can “perform” at interview. I see these issues time and time again, small adjustments and thinking about your recruitment process in a different way can make a huge impact. Thoughts? #equalityanddiversity #neurodiversity #recruitment

" #Recruitment should be conducted with #neurodiversity in mind across the board. One consideration when using conventional #interviews : - offer adjustments for the interview such as longer answering time, or providing the outline of any tasks or questions in advance.   #Neuroinclusive interview training helps interviewers to enable an #applicant to perform at their best in this form of #assessment . There is a substantial risk that ill-informed, unempathetic interviewers could make negative judgements on an applicant’s suitability for a role.    Beyond interviews, consider alternative assessment methods, for example work trials, practical assessments (either in person or remote) and mini apprenticeships. These all have the benefit of focusing on the applicant’s ability to perform the job role. " #autism #autistic #dyslexia #dyslexic #adhd #neurodivergent Read the full CIPD Guide here https://lnkd.in/e_kZMwU3

For anyone who feels like they are hitting a glass ceiling due to neurodiversity challenges Chrysalis Talent Solutions are here to help. Whether you are a business struggling to accommodate employees and candidates or a employee/candidate struggling with the interview process, this article will give you insight into obstacles and how to overcome them. https://lnkd.in/es-VZ8eX #aimhigh #neurodiversity #overcomingobstacles