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Forbes
5 days ago
- Business
- Forbes
What Employers Still Get Wrong About Hiring Neurodivergent Talent
Miriam Groom, CEO and Founder of Mindful Career, an award-winning career counseling firm. In today's workforce, companies are investing heavily in DEI strategies. However, in my work as a career counselor, I've found that neurodivergent professionals remain chronically misunderstood and under-supported. People with ADHD, autism, dyslexia, OCD and other forms of neurodivergence are still being placed in roles that suppress, rather than leverage, their strengths. Many mask their differences, burn out silently or exit companies that claim to be inclusive. But here's the truth: In many cases, the problem isn't the person. It's the process. Common Issues Around Hiring Neurodivergent Talent In most cases, hiring practices still favor neurotypical traits: verbal fluency, multitasking under pressure, comfort in social ambiguity, etc. These traits are not neutral—they're cognitive biases in disguise. A 2024 study by Pearn Kandola found that 48% of neurodivergent job seekers viewed hiring practices as unfair to neurodivergent candidates. Standard interviews often penalize those with alternative communication styles or sensory processing differences, while vague job descriptions often fail to clarify what success in the role actually looks like. Offering accommodations—such as flex hours, noise-cancelling headphones or work-from-home options—without matching individuals to jobs that align with their core behavioral traits and cognitive strengths is like giving someone a life vest and then pushing them into white water rapids. This is where many companies fail: They're inclusive in theory but structurally misaligned in practice. Neurodivergent masking—the act of suppressing natural behaviors to appear 'normal'—has been linked to chronic anxiety, reduced job satisfaction and loss of trust in the workplace. Research indicates that employees who mask frequently experience burnout and disengagement, which can lead to leaving their jobs. What this means for business is that even if you manage to hire top neurodivergent talent, they may not stay—unless you build systems around how they naturally operate. Behavioral Profiling And Strengths-Based Career Design One tool that can help with building these systems is behavioral profiling. This methodology is more than just personality quizzes; when rooted in psychological science, it uses validated assessments—like the Big Five, Holland Codes, cognitive processing theory and emotional regulation styles—to uncover how someone thinks, decides, learns and thrives. Rather than asking, 'Is this person qualified?' behavioral profiling asks questions like: • How does this person process information? • Do they excel in deep work or high-stimulation environments? • Is their strength in strategy, systems, empathy or invention? • What sensory, emotional or communication patterns support their best performance? In my experience, this methodology works best when applied in a structured way. It starts by assessing the candidate's cognitive fit across roles. Next, behavioral interviews and assessments can be used to identify core strengths and natural preferences in order to find or design a role where the candidate's unique wiring becomes their greatest asset, not their liability. I've found this process to be especially powerful for ADHD and autistic professionals who may underperform in traditional metrics but excel in nonlinear thinking, hyperfocus, pattern recognition or systems design when placed in the right role. Real-World Applications In Business Major companies like SAP and JPMorgan have begun integrating similar principles into hiring and team design. SAP's Autism at Work program reports a 90% retention rate, and JPMorgan Chase found that "new employees on the autism spectrum can be 90% to 140% more productive than employees who had been there five-to-ten years." These aren't exceptions—they're proof that when job design meets neurodivergent cognition, the results can be extraordinary. But many companies are still missing an important step: using behavioral and psychological data up front, before roles are filled. Finding The Right Fit In Neuroinclusive Workplaces True neuroinclusion isn't just about hiring people who are different; it's about building systems that recognize and utilize those differences as strengths. Here are a few ways to get started: • Redesign job descriptions to reflect task structure, processing demands and communication expectations. • Replace vague interviews with structured, task-based assessments. • Train managers to interpret behavior through a lens of cognitive difference—not as performance flaws. • Map roles to processing strengths, not just hard skills. By investing in this level of alignment, you can not only improve retention and engagement but also unlock innovation, resilience and long-term loyalty. The key to accessing the full potential of the neurodivergent workforce is not trying to 'fix' people; instead, focus on fixing how your jobs are matched, designed and measured. Forbes Business Council is the foremost growth and networking organization for business owners and leaders. Do I qualify?
Forbes
02-06-2025
- Business
- Forbes
What Do You Actually Do In This Job Market?
Miriam Groom, (M.A. Psyc.) Organizational Therapist, CEO of Mindful Career, and Leader, Human Capital at KPMG. Let's be honest—today's job market is unpredictable. Despite widespread layoffs and hiring freezes in some sectors, others are quietly booming. But for job seekers, especially mid-career professionals or those in transition, the dominant feeling is confusion. Every week, I speak with professionals who ask: 'What am I doing wrong?' 'Do I need to rebrand myself?' 'Should I pivot, freelance or go back to school?' Here's the truth: The market is complex, but with the right mindset and tools, it's not impossible. Below is a roadmap I share with my clients—and now with you. It's tempting to apply to every opening that vaguely fits. But that strategy can lead to burnout and low response rates. What to do instead: • Pick three to five companies a week you genuinely want to work for. • Research their recent press, product launches and leadership changes (try Crunchbase or their LinkedIn page). • Tailor your resume and outreach based on how you can solve a current business problem for them. Resource: You can use JobScan to optimize your resume against a specific job description. It improves keyword alignment, which helps with applicant tracking systems (ATS). Your resume isn't just a list—it's a narrative. In today's market, your ability to communicate your career story can be just as important as your qualifications. Try this: Craft a 'Career Positioning Statement.' One or two lines that answer: • Who are you professionally? • What unique value do you bring? • What kind of opportunity are you pursuing now? Here's an example: 'I'm a purpose-driven marketing strategist with 10+ years in B2B SaaS, passionate about helping early-stage companies grow through brand clarity and demand generation. I'm now exploring mission-led startups or consulting opportunities.' Resource: Try Teal HQ to build your career tracker and craft a positioning statement with structure. If full-time roles are elusive, it doesn't mean you're stuck. Consider a portfolio career—a combination of short-term gigs, freelance work or contract roles. Why this works: • Keeps income flowing • Fills resume gaps • Broadens your skill set and network • Sometimes leads to full-time opportunities How to get started: • Set up a profile on Upwork, Contra or Toptal • Join Slack communities or Substacks for your niche (design, HR, product management, etc.) • Offer project-based help in your network with a clear one-pager This job market is also a mirror. If you're not getting traction, it might not be your fault—it might be misalignment. Ask yourself: • Do I still want this role or am I doing it because I 'should'? • Do my current strengths align with where the market is going? • Is it time to rebrand, upskill or reposition? Resource: Use the O*NET Interest Profiler to explore roles based on your preferences and skills. It's backed by the U.S. Department of Labor and surprisingly insightful. And if you're thinking of a career change, platforms like CareerOneStop or LinkedIn Learning offer guided paths that help you reskill strategically—without enrolling in a costly degree. It's often said that up to 80% of jobs are filled through networking. In a market this noisy, relationships cut through the clutter. Actionable steps: • Reconnect with five former colleagues or classmates this month—without asking for anything. • Post thought leadership or insights on LinkedIn once a week to build your digital presence. • Attend industry-specific webinars or virtual meetups and follow up with speakers or attendees on LinkedIn. Resource: Try Lunchclub or Shapr to connect with professionals in your target industries without the awkward small talk. When things feel uncertain, it's easy to go into overdrive—sending out endless resumes, jumping on every job board or doubting your worth. But this market doesn't reward hustle alone. It rewards strategy, clarity and alignment. If you're feeling stuck, try this: • Reflect on what energizes you (not just what you've done) • Tighten your personal brand • Diversify your income streams • Stay curious—and stay connected Your next opportunity might not come from the path you planned, but it may be even better. Forbes Business Council is the foremost growth and networking organization for business owners and leaders. Do I qualify?
