Once the team is in place, it is generally up to the managers to continue to monitor members' development. They seek to identify those individuals likely to contribute most to the company. Especially in a smaller startup, it is helpful to recognize exceptional competency while the operation is still in its early stages. With an eye on the future, management can lay the groundwork for optimal performance later.
PsychCentral defines neurodiversity as a "nonmedical term used to describe anyone living with brain function outside of what's typical for the majority (those known as neurotypical)." Additionally, the Neurodiversity Hub says neurodiversity is "an approach to learning and disabilit[ies] that argues diverse neurological conditions are a result of normal variations in the human genome."
Offering workers the opportunity to have flexible hours gives your business an edge in recruitment, staying ahead of the competition. Flexible hours tend to vary by job requirement, how your business operates in its industry and workers' preferences and needs.
The science of onboarding is much more elaborate today. It should not be confused with orientation, which is basically a crash course where you find out where the nearest restroom is and other essential information. Onboarding is an extended process that can last from about three months to a year and is intended to introduce the company's policies, culture, business processes and systems to a new employee.
If qualified people aren't responding to your job postings, it's probably because they don't find them compelling enough. Remember, other employers are vying for the same talent as you. Therefore, your job ads need to capture the attention of the people you're trying to reach.
People with arrest or conviction records attached to their names often face steep if not insurmountable barriers when seeking employment. As such, re-entering the workforce post incarceration can be brutal and seemingly impossible.
It may happen that job candidates show up with more skills and experience than you expected. They may have attained a higher level of education or been around the block an extra few times in the industry. As a manager, would you be enthusiastic about hiring a new source of talent like that? Or would you be nervous about rocking the boat by introducing new performance criteria or creating resentment from other team members?
Lawmakers and regulators are increasingly scrutinizing whether AI hiring tools unintentionally perpetuate bias. While these tools can streamline hiring processes, they may pose a compliance risk if they discriminate against certain candidates.