Engage with New Talent

When we recruit, it's important to check we are not overlooking other talent pools that can really help us to grow. Read on to learn about 3 talent groups you may be missing.

Open the company to new talent

While we are all aware of the protected characteristics, there are other areas of diversity which are often overlooked when we come to recruit externally.

We can also engage with

  • Neurodiversity

  • Linguistic diversity

  • Diversity of thought

Neurodiversity includes all kinds of different ways of thinking, and people with dyslexia, ADHD, Tourette syndrome and autism spectrum conditions fall into this category. The many, many benefits that people in this group can bring and resilience, complete honesty, creativity, hyperfocus, sensory awareness and innovative thinking. People in this group are often overlooked because they may lack some of the social interaction that enables people to perform well at interview.

Lingustic diversity is another area we need to keep in the fore of our minds when recruiting. Having the ability to communicate in other mother tongues is an excellent force when learning to see things through new eyes, consider new ideas and perspectives, and evaluate ideas through a different cultural lense. It also opens the organisation up to another supply chain and/or market, with first-hand knowledge of that language. Again, it’s easy to dismiss people with first languages other than English at interview because of small errors in their spoken or written English. We often underestimate people’s intelligence due to accents or other linguistic nuances.

Diversity of thought. We like people who are similar to us, who we see ourselves reflected in. But is an organisation going to be at its most resilient and creative if everyone is the same? We know that it won’t. By having teams of people who think differently, people with opposing ideas, both introverts and extroverts, we are building a more varied and therefore more diverse (and thus stronger) team. Don’t be distracted by those you feel an affinity with – you are doing both the candidate and the organisation a disservice.


Building your team out in these ways can start to engage with more levels that are needed for both Silver and Gold levels of accreditation. Think outside the box, and never stop progressing.

To learn more about obtaining an Accreditation for Inclusive Recruitment, contact AIR.

5 views0 comments