ABSTRACT
While much research has historically focused on recruitment activities from the organization’s perspective (Breaugh, 2008), research examining the efficacy of recruitment strategies for generating a neurodiverse workforce is in its infancy (Sexton-Brown, 2018). Austin and Pisano (2017), in their much-cited Harvard Business Review article, detail the numerous advantages that neurodivergent individuals bring to the workplace. The authors suggest that neurodivergent applicants, particularly individuals with Autism Spectrum Disorder (ASD), represent an enormous pool of untapped talent that could increase companies’ productivity. As much of the neurodiversity literature and research focuses on ASD, this chapter will primarily focus on recruitment strategies targeted at this population of applicants. With forty percent of global corporations having trouble recruiting the talent they need (Manpower Group, 2018), these individuals represent a rich, yet at times, untapped segment of the labor force.
