7. Conclusion

To recruit Dyslexic Thinking talent, you need a hiring process that will attract, assess and retain Dyslexic Thinkers, rather than filter them out.

Many aspects of the current recruitment process, such as job descriptions, psychometric tests and application pathways, disadvantage Dyslexic Thinkers rather than support them. They have evolved in response to drives for efficiency and scale.

But these one-size-fits-all approaches filter out the unconventional minds that organisations need to navigate today’s dynamic work environment. Research from the world’s biggest recruitment company (Randstad, 2024) and the World Economic Forum (2023) tells us that dyslexics are hard wired with the skills that every workplace needs, and AI cannot replace.

So, if your recruitment process is currently filtering them out, this means a huge and vital talent pool is being missed.

But every company has the power to evolve their process to attract and empower Dyslexic Thinkers by integrating a skills-first approach throughout.

And this course will have shown you how to do exactly that.

   Key takeaways

Timing: 3 minutes

Watch this video in which Kate summarises the six steps to evaluate when hiring Dyslexic Thinking talent.

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Transcript

KATE GRIGGS

So there you have it. The six steps to evaluate when hiring dyslexic thinking talent are, one, attraction – attracting the diverse minds you need. Two, application – offering different ways to apply. Three, screening – filtering in dyslexic talent, not filtering them out.

Four, interviewing – allowing dyslexic thinkers to show their best selves. Five, assessing and testing – taking a skills-first approach to assessment. And finally, six, decision-making and onboarding – setting dyslexic thinkers up to thrive.

To recruit dyslexic thinking talent, you need a hiring process that will attract, assess, and retain dyslexic thinkers rather than filtering them out. Many aspects of the current recruitment process, such as job descriptions, psychometric tests, and application pathways disadvantage dyslexic thinkers rather than support them.

They have evolved in response to drives for efficiency and scale. But these "one size fits all" approaches filter out the unconventional minds that organisations need to navigate today's dynamic work environment.

Research from the world's biggest recruitment company and the World Economic Forum tells us that dyslexics are hardwired with the skills that every workplace needs and AI cannot replace. So if your recruitment process is currently filtering them out, this means a huge and vital talent pool is being missed.

But every company has the power to evolve their process to attract and empower dyslexic thinkers by integrating a skills-first approach throughout. And this course will have shown you exactly how to do that.

Thanks so much for taking the course. Please share the DyslexicU courses with your network and your organisation. Because each ripple, however small, will lead to a sea change in how dyslexic thinking is understood and harnessed across the world.

Be sure to check out the links and resources on the DyslexicU course page. You'll find lots more useful info to help you on your journey to hire dyslexic thinking talent.

End transcript

 

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Now that you’ve completed this course, you should be able to:

 

• Understand the six Dyslexic Thinking skills: now the most sought-after skills in every job.

• Understand the potential barriers to hiring Dyslexic Thinkers in current recruitment processes.

• Evaluate and evolve your recruitment process to filter Dyslexic Thinking talent in, rather than filtering it out.

• Find links to useful resources to help you further.

Next, test your understanding of all that you've learnt in this short course by doing the knowledge check.