Knowledge Hub

Here's an uncomfortable truth for the recruitment industry: we're systematically excluding some of the most talented individuals from our candidate pools. While neurodiversity-related job postings have nearly quadrupled from 1% to 3.8% in recent years, the stark reality remains that just 31% of people with autism are in employment compared to 54.7% of disabled people overall. In a UK market where employers are struggling with talent shortages and the fight for skilled professionals has never been fiercer, this represents a monumental waste of human potential. The recruitment industry has a problem, and it's one of our own making. Traditional recruitment processes are designed by neurotypical minds for neurotypical candidates, creating barriers that systematically filter out neurodivergent talent. But here's the kicker: teams with neurodivergent professionals are 30% more productive than those without and boast a 90% employee retention rate. If you're not implementing neurodiversity recruitment strategies, you're not just missing out—you're actively disadvantaging your clients and your business in an increasingly competitive market.

Here's a hard truth that might sting: your CV isn't enough anymore. In today's hypercompetitive UK job market, where unemployment has reached 4.6% and over 100,000 jobs were lost between April and May 2025, standing out isn't just advantageous—it's essential for survival. With 52% of working-age adults unable to complete all 20 basic digital tasks that industry and government agree are essential for work, the candidates who can demonstrate their digital competency through a professional portfolio will have a significant advantage. But here's the controversial bit: most professionals are creating portfolios completely wrong. They're either treating them as glorified CV extensions or cramming them with irrelevant work that dilutes their impact. If you're serious about career advancement, it's time to master professional digital portfolio creation properly.