Ensuring that every neurodiverse person who wants a meaningful career, gets a meaningful career.
Successful organizations realize standardized recruitment processes leave neurodiverse talent behind. They know tapping into neurodiversity will bring new solutions to their teams, enhanced productivity and an increased bottom line. But understanding how to best access, recruit, onboard and manage neurodiverse talent can seem like an overwhelming endeavor.
Specialisterne pioneered the Autism Advantage movement in 2004. We are here to help companies maximize their neurodiverse talent acquisition efforts.
By helping companies transform their traditional recruiting and talent acquisition models, and training managers to welcome and embrace neurodiversity, Specialisterne is helping systems across the globe to utilize the inherent skills of autistic and neurodiverse talent to create value for all.
AS A COMPETITIVE ADVANTAGE
• Leadership in your industry
• Productivity gains
• Quality Improvement
• Access to an untapped talent pool
• Better management practices
• Reputational enhancement
• Increased innovative capabilities
• Broad increases in employee engagement
As seen in the Harvard Business Review
“It’s becoming a part of our DNA as a company. We’re looking to make the program go from extraordinary to ordinary.”
– José Velasco, HEAD, SAP Autism At Work, U.S.
Some of the success stories
Computer Support Specialist at Specialisterne, USA
Despite having a BS from City College of New York, Eric spent several years unemployed, when he finally found an exciting job at Lanser Insurance. Although undiagnosed at the time, Eric had an understanding manager who he worked well with. When that manager left, the new one did not understand how to work with Eric and fired him. Eric was unemployed for several years when he gave up looking for meaningful employment and took work watching surveillance videos and as a messenger.
Lab Engineer, Microsoft
Katie Hart, a candidate referred by DVR, participated in the first class at Microsoft. Today, Microsoft have 50 hires through their first 10 hiring cohorts.
Katie began the Specialisterne and Microsoft program in May 2015. Over the next month the Employment Services Manager for PROVAIL introduced Katie and other candidates to the Specialisterne recruitment model utilizing business concepts including The SCRUM Agile Methodology, programing techniques, quality assurance testing, and presentation skills. Katie had an opportunity to work with LEGO Education Mindstorm Robots and Visual Studios doing programming and coding for various projects. Hiring managers from Microsoft visited demonstrations at the end of each week. In her off hours, Katie learned more about Agile Business Models and Scrum Meetings/Project Management.