Here are our five top tips for autism recruitment

 
  • Avoid idioms and abstract language: Be aware that the candidate may interpret language literally. Asking, "How did you find your last job?" may result in an answer of "I looked on Google." Think of how you use language and be explicitly clear.
  • Avoid hypothetical or abstract questions: Many autistic people struggle to imagine the unknown or things that they have not experienced before. Questions such as “How do you think you'll cope with lots of interruptions?" may be hard to imagine. A better question would be, "Think back to your last job. Can you tell us how you coped with your work when people interrupted you?"
  • Ask closed questions: Open-ended questions can be problematic for autistic candidates. Some people find it difficult to talk about their experiences or know how much detail to go into. Asking an autistic candidate to “Tell me about yourself” could lead to information not relating to the role and they may not understand that this is an opportunity to sell themselves.
  • Consider a work trial: Some autistic candidates may not come across to the best of their ability and different forms of interview such as a working interview should be considered. Asking for clear examples, together with a work trial or test may be a better way to see a potential employee’s skills and suitability for the job.
  • Allow for support at the interview: You could allow the autistic candidate to be accompanied by someone who can rephrase questions or duties to make them easier to understand. This could also be a huge boost to moral support and help you see the best in your candidate.