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Want To Recruit A Genius For A Job? - WalkWater Talent Advisors

 The genius names that we know of today, who ever thought they would become such icons in their fields one day!? So, how is it possible, that when you recruit someone, you know that he will prove to be a genius for your company? Not possible, right? 

Yet, when we hire top retained executivesearch firms in India, we always want them to recruit genius candidates for our organization. How is that possible then!?

It’s difficult, but not impossible, to find a genius

We won’t say it’s impossible to find a genius, but it’s certainly difficult. One clue that can help find a genius candidate is to find one who “thinks differently”. But, to be able to find one, you need to set a strategy to ensure the inclusion of neurodiversity and neurodiverse candidates. Neurodiversity is the term that refers to neurological differences that are the result of natural variation, similar to biodiversity. These differences could be dyslexia, dyspraxia, Autism Spectrum Disorder, or Attention Deficit Hyperactivity Disorder. These disorders may be a result of heredity, but is independent of intelligence. But, the sad part is that we all don’t want to believe this!

Why do we eliminate neurodiverse candidates?

The general rule about recruitment that is in practice is eliminating those candidates from the list who avoid eye contact, fidget in their seat, or fumble while communicating. But, have you ever thought that doing so may also eliminate the opportunity of hiring some great candidates? Isn’t it possible that the candidates who aren’t able to communicate well or are uncomfortable during the interview, are actually great at their work?

How neurodiverse candidates can prove fruitful

Traditional recruiting doesn’t allow neurodiverse individuals to demonstrate their strengths and qualifications; and this is what needs to be amended. In reality, neurodiversity can give companies a competitive advantage. Many people with neurological conditions have extraordinary skills, like great memory, inimitable mathematical skills, and pattern recognition. Many companies are now understanding such advantages of recruiting neurodiversity and neurodiverse talent. And it’s time that we all stop underestimating neurodiverse people’s superpowers. Some examples that might clear your doubts include Albert Einstein, Sir Isaac Newton, and Charles Darwin, who were all autistic; and Steven Spielberg, Jamie Oliver, and Richard Branson who are all dyslexic. But, each one has their own success story in creativity and innovation; and we all know that.

Not every neurodiverse individual is a genius

Obviously, we don’t say that every neurodiverse individual is a genius; in fact, a third of them are intellectually impaired. But yet, there are a good many geniuses among the neurodiverse group. So, don’t just neglect neurodiverse candidates in a jiffy; take your time to consider and assess them before taking a decision. Many icons have achieved success because their brains have thought differently; and if your recruitment strategy isn’t inclusive to recruiting neurodiversity and neurodiverse candidates, you may be accidently excluding a future genius executive. To be on the safer side, you could partner with WalkWater Talent Advisors, one of the top retainedexecutive search firms in India, who are well-versed with picking out the finest candidates from a large pool suitable for the job; and you never know when you may have another Einstein, Edison, Steve Jobs, or Bill Gates working in your company, taking it towards remarkable success!

 

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