Selecting candidates

Traditional employee selection processes will only attract to you traditional employees.  Whilst non-autistic job applicants are able to reframe their experience and package it in the best possible light for the benefit of being selected for interview (and some even lie), autistic people will not. Automated selection of online submissions based on the competency frameworks used in most job descriptions is likely to screen out anyone who does not know how that process works. It will exclude people unable to generalise their knowledge to meet the employment profile if the terminology used isn’t identical or doesn’t reflect a completely accurate representation of their skills.

Work experience is a way for autistic people to prove their capabilities

You might like to consider the following:

  1. Think about the portfolio of skills, abilities and personal values you need
  2. Look at potential employee’s CV to see if it matches a vacancy you have
  3. Use a technical assessment to review skills which can be completed online
  4. Do not screen out applicants with a patchy employment history. It may be because their previous employer was not making reasonable adjustments, or they may not have had a supportive employment environment in the past.

Employers need to be actually aware of what autism can entail- rather