NEURODIVERSITY AND THE SELECTION PROCESS IN CONTEMPORARY ORGANIZATION: A PRELIMINARY. STUDY ON THE USE OF VIDEO CURRICULUM

Traditional and standardised conversational type job interviews are a barrier for neuroatypical candidates, such as autistics, dyslexics and persons with ADHD (attention deficit hyperactivity disorder). Those types of job interviews are hindering the opportunities of this vulnerable group to access the labour market because they heavily rely on social and communication skills. This exploratory study aims to advocate for the adoption of video curriculum, overturning the recruiting process point of view from a neurotypical perspective to a neurodivergent one and thus enhancing the inclusiveness of the studied group of people. This paper is based on an epistemological statement where the bio-psycho-social approach is the model of reference, and the Neurodiversity movement is the inspirational concept. Thanks to this approach and the utilization of the World Health Organization’s ICF (International Classification of Functioning and Health) the video curriculum is considered as a “reasonable accommodation”. The video CV creative process can lead to the development of two fundamental dimensions such as the enhancement of personal image and the awareness and the enhancement of the subjective experiential figure. The systemic use of tools and methodologies, aimed at fostering skills narratives, can promote the job orientation of neuroatypical people.