{"id":69335,"date":"2026-11-03T16:58:22","date_gmt":"2026-11-03T15:58:22","guid":{"rendered":"https:\/\/isarta.fr\/infos\/?p=69335"},"modified":"2026-11-12T17:05:53","modified_gmt":"2026-11-12T16:05:53","slug":"comment-aborder-un-candidat-neurodivergent-qui-signore","status":"publish","type":"post","link":"https:\/\/isarta.fr\/infos\/comment-aborder-un-candidat-neurodivergent-qui-signore\/","title":{"rendered":"Comment aborder un candidat neurodivergent qui s\u2019ignore"},"content":{"rendered":"\n
\"\"
Sophie Maignan, conseill\u00e8re strat\u00e9gique en neurodiversit\u00e9 et fondatrice de Sophistik Carri\u00e8re (source : LinkedIn)<\/figcaption><\/figure>\n\n\n\n

La \u00ab non-conf\u00e9rence \u00bb TruMontr\u00e9al a la r\u00e9putation d\u2019aborder les enjeux \u00e0 visi\u00e8re d\u00e9couverte, sans langue de bois. Le sujet propos\u00e9 par Sophie Maignan, \u00ab Neurodivergence : et si nos processus excluaient les bons candidats ? \u00bb, a soulev\u00e9 une question fort int\u00e9ressante que personne ne semblait avoir vu venir : que faire, en tant que recruteur, face \u00e0 un candidat qui pr\u00e9sente des signes de neurodivergence<\/a>? Peut-on lui poser la question s\u2019il ne s\u2019est pas lui-m\u00eame d\u00e9clar\u00e9? Comment l\u2019aider malgr\u00e9 tout? Les r\u00e9ponses, tout en nuance<\/strong>.<\/p>\n\n\n\n

La question a \u00e9t\u00e9 soulev\u00e9e par une recruteuse pr\u00e9sente dans l\u2019audience.<\/p>\n\n\n\n

\n

\u00abEst-ce que vous vous permettez d\u2019ouvrir la discussion avec un candidat qui donne des signes de neurodivergence, mais qui s\u2019ignore? Est-ce que vous vous permettez de mettre le sujet sur la table pour voir comment l\u2019accompagner.\u00bb<\/p>\n<\/blockquote>\n\n\n\n

La premi\u00e8re r\u00e9ponse a \u00e9t\u00e9 unanime et spontan\u00e9e : \u00ab non \u00bb. Ce n\u2019est pas le r\u00f4le du recruteur de diagnostiquer un candidat.<\/p>\n\n\n\n

\u201cNous ne sommes pas m\u00e9decins, mais\u2026\u201d<\/strong><\/p>\n\n\n\n

Les participants ne sont toutefois pas rest\u00e9s sur une fin de non-recevoir. Il y a quand m\u00eame moyen d\u2019accompagner des personnes ayant des profils neurodivergents, sans leur faire porter le fardeau de s\u2019autod\u00e9clarer. Et, par le fait m\u00eame, risquer de se faire \u00e9tiqueter et d\u2019\u00eatre per\u00e7ues uniquement par ce prisme.<\/p>\n\n\n\n

\n

C\u2019est \u00e0 nous de nous \u00e9duquer, lance R\u00e9mi Villeneuve, CRHA, sp\u00e9cialiste en formation et d\u00e9veloppement du leadership. Nous ne sommes pas m\u00e9decins, non, mais il existe tout de m\u00eame des comportements observables, distinctifs, document\u00e9s, scientifiquement d\u00e9montr\u00e9s.\u00bb<\/p>\n<\/blockquote>\n\n\n\n

Le CRHA est parent d\u2019un enfant sur le spectre de l\u2019autisme. En se renseignant sur cette condition neurocomportementale, il a d\u00e9velopp\u00e9 des strat\u00e9gies de communication aussi bien pour son enfant que pour les employ\u00e9s qu\u2019il c\u00f4toie et les candidats qu\u2019il re\u00e7oit en entrevue.<\/p>\n\n\n\n

\n

On d\u00e9veloppe une empathie et une sensibilit\u00e9 faisant qu\u2019on pose les bonnes questions.\u00bb<\/p>\n<\/blockquote>\n\n\n\n

L\u2019une des questions qu\u2019il aime particuli\u00e8rement poser en entrevue concerne l\u2019environnement de travail. Le CRHA demande d\u00e9sormais aux candidats dans quel type d\u2019environnement de travail ceux-ci se sentent le plus \u00ab\u00e9panouis\u00bb et le plus \u00abperformants\u00bb.<\/p>\n\n\n\n

\n

Quand un candidat [neurodivergent] se sent \u00e9cout\u00e9, souvent, il va se confier naturellement. Il va dire \u201cAh moi, \u00eatre au bureau, \u00e7a me stresse beaucoup\u201d. Il m\u2019est arriv\u00e9 que des candidats me r\u00e9pondent : \u00ab Moi, je suis sur le spectre de l\u2019autisme, donc, si tu veux que je performe, il faudrait adapter votre politique. \u00bb L\u00e0, il y a un moment magique o\u00f9 on peut d\u00e9cider de prendre son courage \u00e0 deux mains et d\u00e9fendre une candidature plus audacieuse aupr\u00e8s de l\u2019employeur.\u00bb<\/p>\n<\/blockquote>\n\n\n\n

Revoir ses pratiques pour l\u2019ensemble des employ\u00e9s<\/strong><\/p>\n\n\n\n

Plus largement, l\u2019animatrice de la discussion, Sophie Maignan, a rappel\u00e9 que les pratiques inclusives qui facilitent la vie des personnes neurodivergentes sont la plupart du temps \u00e9galement b\u00e9n\u00e9fiques pour l\u2019ensemble des employ\u00e9s.<\/p>\n\n\n\n

Des recruteurs ont confirm\u00e9 qu\u2019ils avaient eux-m\u00eames adapt\u00e9 leur processus de recrutement dans cet esprit, \u00e0 commencer par la Ville de Montr\u00e9al.<\/p>\n\n\n\n

\n

Pour s\u2019assurer que le processus est \u00e9quitable, nous donnerons \u00e0 l\u2019avance, non pas les questions d\u2019entrevue, mais certaines pistes de discussion. Le but est de mettre \u00e0 l\u2019aise le candidat.\u00bb<\/p>\n<\/blockquote>\n\n\n\n

Parmi les autres conseils \u00e9manant des recruteurs eux-m\u00eames : se montrer ouvert aux demandes d\u2019accommodements, \u00e9viter les questions vagues ou trop ouvertes du genre \u00ab parlez-moi de vous \u00bb et surtout, coacher les gestionnaires pour qu\u2019ils soient attentifs aux signes de neurodivergence, et sachent adapter leurs comportements.<\/p>\n\n\n","protected":false},"excerpt":{"rendered":"

La \u00ab\u00a0non-conf\u00e9rence\u00a0\u00bb TruMontr\u00e9al a la r\u00e9putation d\u2019aborder les enjeux \u00e0 visi\u00e8re d\u00e9couverte, sans langue de bois. Le sujet propos\u00e9 par Sophie Maignan, \u00ab\u00a0Neurodivergence : et si nos processus excluaient les bons candidats ?\u00a0\u00bb, a soulev\u00e9 une question fort int\u00e9ressante que personne ne semblait avoir vu venir\u00a0: que faire, en tant que recruteur, face \u00e0 un candidat qui pr\u00e9sente des signes de neurodivergence? La r\u00e9ponse, tout en nuance.<\/p>\n","protected":false},"author":64,"featured_media":69340,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[264,265,159],"tags":[],"class_list":["post-69335","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-caroussel","category-en-avant-isarta-emplois","category-rh"],"yoast_head":"\nComment aborder un candidat neurodivergent qui s\u2019ignore - Isarta Infos<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/isarta.fr\/infos\/comment-aborder-un-candidat-neurodivergent-qui-signore\/\" \/>\n<meta property=\"og:locale\" content=\"fr_FR\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Comment aborder un candidat neurodivergent qui s\u2019ignore - Isarta Infos\" \/>\n<meta property=\"og:description\" content=\"La \u00ab\u00a0non-conf\u00e9rence\u00a0\u00bb TruMontr\u00e9al a la r\u00e9putation d\u2019aborder les enjeux \u00e0 visi\u00e8re d\u00e9couverte, sans langue de bois. 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Le sujet propos\u00e9 par Sophie Maignan, \u00ab\u00a0Neurodivergence : et si nos processus excluaient les bons candidats ?\u00a0\u00bb, a soulev\u00e9 une question fort int\u00e9ressante que personne ne semblait avoir vu venir\u00a0: que faire, en tant que recruteur, face \u00e0 un candidat qui pr\u00e9sente des signes de neurodivergence? 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