Reed Specialist Recruitment

What does finding the next James Bond have in common with hiring for your business? More than you might think…

There has been a key shift in hiring mindset - moving beyond skills and experience, and focusing on impact, potential, and long-term fit.

It’s not about finding someone who can just ‘do the job,’ but someone who can shape it, evolve with it, and bring something new.

In our latest article, Collette Huckle, Managing Director (South), explores why the best hiring decisions go beyond the CV - and how focusing on mindset, adaptability and ‘culture add’ can unlock truly exceptional talent.

🔗 Read more: https://bit.ly/3Q2RTpH

This neurodiversity pride day, we want to honour the beauty of every neurodivergent mind, challenge outdated stereotypes, and push for genuine inclusion - particularly in our workplaces and communities.

However, these findings point to a shared understanding that stigma around neurodiversity hasn’t gone away.

When 80% of neurodivergent employees say stigma still exists, it reflects lived experience - from concerns about being judged, to hesitation around disclosing, or feeling misunderstood at work.

The fact that 75% of employers agree is significant. It shows organisations are not unaware of the issue, they recognise that stigma is still present in workplace culture.

But this is what makes the gap more important.

If both employees and employers can see the problem, it suggests the challenge is no longer generating awareness… it’s turning it into action.

Without consistent practices and visible commitment, stigma can continue to shape everyday experiences, even in organisations that believe they are supportive.

Download our free guide ‘Work that works for everyone: your guide to building a neuroinclusive workplace’: https://bit.ly/4g0Lbuy

Most workplace friction isn’t really about performance, it’s about misunderstanding.

The way we communicate, give feedback, focus, and think about work can vary hugely from person to person.

But in many teams, those differences go unspoken, which can lead to confusion, frustration, and missed potential.

Our free work style manual template is designed to change that.

It gives people a simple, structured way to share how they work best - from communication preferences and feedback styles to working patterns and the conditions that help them focus.

Instead of leaving these things open to interpretation, it makes them clear, visible, and easy to act on.

And importantly, it’s for everyone. Not just those who feel they need to ask for support.

When teams have a better understanding of each other’s working styles, everything starts to click into place.

Conversations become clearer, collaboration feels easier, and managers are better equipped to support their people consistently and fairly 🤝

👉 Download the free work style manual template and try it with your team: https://bit.ly/4fXuZdD

65% of employers think they have adequate resources to support neurodivergent employees…

But 64% of neurodivergent employees have considered leaving because they don’t feel supported.

That gap is where change needs to happen.

Our eBook, ‘Work that works for everyone: your guide to building a neuroinclusive workplace’, explores what it really takes to create environments where different ways of thinking can thrive. Not through awareness alone, but by rethinking how work is designed, managed and experienced.

📘 Inside, you’ll learn:
· What neuroinclusion looks like in practice
· How to remove common workplace barriers
· Ways to create more flexible, psychologically safe environments
· The role of managers in supporting progression
· Practical tools and actions you can start using now

Backed by research with 500 UK employers and 1,000 neurodivergent employees, plus leading experts in the field, this guide is designed to help you turn good intentions into real impact.

Because when work works for different ways of thinking, it works better for everyone.

👉 Download the guide: https://bit.ly/4g0Lbuy

This Pride month, we celebrate the strength, diversity and talent of the LGBTQ+ community. 🌈

This month is a celebration of identity, community and progress, but also a reminder of the importance of continuing to build workplaces where everyone feels they belong.

At Reed, our theme for Pride this year is unity. Throughout the month, to bring this theme to life, we’re hosting a Pride-themed day where co-members are encouraged to dress bright and bold.

Offices will also take part in creating a ‘wall of unity’, where colleagues can share what unity means to them, recognise and thank others for their support, and express what it truly means to be themselves at work.

We’re proud to support an environment where individuality is valued and everyone has the confidence to show up as their true selves - this month and every month.

How is your organisation celebrating Pride this year?

As mental health awareness month draws to a close, we ask the question: are mental health days the next step in employee wellbeing? 🧠

With more organisations embracing flexible working, wellbeing allowances, and people-first benefits, it’s clear the workplace is evolving. However, when it comes to mental health days, are we going far enough?

In the UK, mental ill-health has already led to millions of lost working days this year, and while adoption of mental health days is rising, they’re still far from standard practice.

In this article, we explore what mental health days are, the benefits they offer, and how organisations can introduce them as part of a proactive wellbeing strategy.

🔗 https://bit.ly/4u7IhYu