Tips for recruiting autistic people

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It’s likely that as employers you have already thought about the different access needs someone with a physically disability might have when advertising your roles. In fact, there is often a box on the application form that asks if there is a disability and if there are any special requirements the organisation needs to make. When advertising job roles, you may have given some thought to producing information in large print, creating braille adverts for applicants with a visual impairment or making it clear that your workplace is fully accessible. But, what about for those who are neurodiverse?

Despite research showing the vast majority want to be working, there are many reasons why those with autism can't. The application process can be the first hurdle for autistic adults. Here’s my thoughts on how organisations can adapt their recruitment processes to encourage more neurodiverse people to apply!

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Communication

The first thing to consider is around how to communicate the role and writing a job advert that is as jargon free as possible. Understandably, some organisations might need to use specific language to explain the role. However, plain English makes it easier for everyone to understand, not just for autistic people or people with other disabilities.

Explaining acronyms, removing large words, using smaller sentences that are concise are all ways in which this can be achieved. The clearer the job advert, the more people know about the job, and the greater chance that those with a neurodiversity will apply.

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reasonable adjustments

It would be good to mention in the advert how willing you are to make reasonable adjustments. For us, reasonable adjustments make the difference on our experience of being in a workplace. Knowing that an organisation will make those without us needing to ask, makes us feel valued, but also provides reassurance that you as an employer are willing to work with us to get the best from us. Just as you would ask for access needs for someone with a physical disability, it makes sense to ask what those reasonable adjustments would be for those who are neurodiverse.

Stating your ability to make those adjustments indicate that you are open as an organisation to working with and supporting someone who is neurodiverse.

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layout and format

Sometimes if there is too much graphic detail in the advert, this can be visually overwhelming. Sticking to a plain, easy to read advert design is better than something that might look professional but is visually overwhelming.
It could that you provide the application form or advert in different forms, possibly including large print or easy read and maybe a simplified form with clear sections outlined so you are tailoring to those who can be visually overwhelmed with graphics.

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the interview

Just as you would consider changing the location of the interview to a downstairs room for someone with mobility difficulties, there are things that could make an interview more accessible for an autistic or neurodiverse person.

• Some of the adjustments you may already be doing such as dimming the lights for someone with epilepsy or making sure the sound doesn’t vibrate for someone with a hearing impairment can also help an autistic person not become overwhelmed.
• Allowng someone to attend the interview with a neurodiverse person could help. In fact, this can aid communication between you and the applicant and may help show the applicant at their best.

• It might be that the autistic person asks for the interview questions in advance. This is to minimise the amount of stress they may experience on the day. For example, it’s likely they will try to mask their disability in the interview whilst trying to process the differing sensory input of a strange surrounding, new people and situation. Having to then think about answers to questions on the spot may cause them to become overwhelmed on the day. Having an idea of what the interview questions will be in advance, allows the question to be answered fully and more cohesively. In addition, it may be that the person needs a little longer to process the question. By having it in advance, they can properly process and understand what you are asking. ​
• Another way round this could be to enable extra time for their interview slot. This will allow the candidate enough processing time to understand the question and to provide their answer. Questions using plain English that are clear are easier to understand and process. It’s worth bearing this in mind when preparing the questions to ask candidates.

• If there is a written skills aptitude assessment as part of the interview process then many of the adjustments to think about would also benefit people with other disabilities too. For example, having extra time to complete the assement, having it in larger print, adaptations to the computer or allowing answers to be given verbally should be offered
  
• If you have the opportunity to, having a candidate undertake a work trial rather than a traditional interview may provide the candidate the chance to show their ability to do the job in a real situation in real time. For an autistic person, this allows them to show their skills which may not be captured as well in an interview.