Suggestions
Zoe Donovan
Senior Talent Acquisition Specialist
Zoe Donovan is a Senior Talent Partner at Nova Talent Ltd.2 She has over 20 years of experience in recruitment, working on both agency and client sides.1 Zoe started her position as Senior Talent Partner at Nova Talent Ltd in September 2021.2 She can be contacted at 07728 507295 or [email protected] for professional inquiries.2 Zoe's LinkedIn profile indicates that she attended The Kings School for her education.1
Highlights
I have been thinking a lot about the interview processes and how they impact those that are neuro diverse, both diagnosed and undiagnosed. Having been on the other side of the recruitment process, I myself have found that some processes are complex and sometimes too complex, does that mean I am not the right person for the role? Or does that mean a lot of the interview process is a one size fits all?
Could companies be missing out on potential because they operate a points base system that doesn’t take neuro diversity into consideration?
Have you hired someone that smashed it out of the park at interview stage only to find that once in situ they didn’t excel, therefore has it always worked for you, and would you be open to change?
I wanted to be a little vulnerable and explain some of the difficulties I have found with interviews, and even pre-screen psychometric testing techniques.
· Competency based - For me working within TA I have used this method myself, however being the interviewee, I find that my mind can sometimes work too fast and coming up with just 1 example can get then get jumbled into multiple this can impact the structure of my answer’s, I do work better when I am aware of the questions ahead of time but most companies do not supply this so we rely on googling general “competency based questions”, then when a curve ball comes we don’t have the correct example and are left scrambling – Does this mean I do not have examples NO, it just means within that short space of time I need to come up with an example my mind is processing many examples and trying to provide the “best” one sometimes this then is not structured enough to score highly, this has affected me even when interviewing internally.
· Psychometric testing – Overall I have not necessarily had a bad outcome with these however when discussing these with previous clients I have found that its shaped to identify a mirror image of what is believed to be the best, again one size fits all, knowing that those that are neuro diverse potentially do not fit within a singular category it got me thinking that again talent even at pre-screening stage could be missed.
Neuro Diverse individuals are not always diagnosed therefore are not always able to provide businesses with information ahead of time, with diversity at the forefront of businesses minds, I would love to know how my fellow TA/HR professionals are combating this?
#Interview #neurodiverse #neurodiversity #HR #recruitment #Talent #Interviewprocess #compentencybased
I’m happy to share that I’m starting a new position as Senior Talent Partner at Nova Talent Ltd!
