Every organization is on the hunt for innovative ideas and new perspectives that give them a competitive edge. Yet neurodiverse people—whose brains, by definition, process information differently than how society expects—often have difficulty getting past the standard interview process. Of all the variations in the human genome that are considered neurodiverse, people on the autism spectrum have the highest unemployment rate, estimated at over 80%, even in countries where awareness is the greatest.
We generally accept that people’s brains are wired differently. Still, many hiring managers and even HR professionals fall short when understanding autism and miss out on tremendous candidates. Every person with autism is unique, but individuals in this group tend to excel in various areas, such as problem-solving, creative thinking, mathematics, long-term memory recall, and pattern recognition. They’re also honest, loyal, reliable, punctual, and highly detail-oriented. Yet, 85% of college graduates with autism are unemployed.
One of the biggest issues is that most individuals have a narrow view of what makes a good employee or interview, shaped solely by interactions with neurotypical people. It’s time for organizations to educate themselves and remove barriers, so candidates with autism and other neuro-differences can enter the workforce and share their gifts.
1. Educate yourself and hiring managers
As a recruiter, you likely ask candidates how you can accommodate them well before the day of the interview. However, some people may choose not to disclose a diagnosis of autism, even if they have a more severe form. Organizations should educate themselves now on autistic behaviors and interview tips to expand their criteria for what a good interview looks like.
For example, if a person doesn’t make eye contact, hiring managers and recruiters may misinterpret this as disinterest or rudeness—unless they recognize that this is a natural way that individuals with autism act. People on the spectrum have difficulty maintaining eye contact because it causes anxiety, and it’s not a sign of disrespect.
Interviewers need to be aware of their own biases and be wary of hiring for fit. Subconsciously, managers tend to prefer candidates who are like them. This can put people with autism at a disadvantage. Additionally, because they function differently in social interaction and communication, people with autism may not laugh at a joke or pick up on sarcasm because they took the statement literally or don’t understand unwritten social rules. They also often don’t engage in small talk. Some managers may think this means the candidate won’t fit with the culture, but that’s not a fair assessment. Interviewers must focus on skills relevant to the role to find the best candidate.
2. Create a welcoming environment
Interviews themselves can be uncomfortable, which is why creating a welcoming, relaxed environment is essential. Several things can help ease an autistic person’s tension, such as giving a tour of the facility in advance, providing interview questions early, and choosing a meeting space with limited sensory triggers. Flickering lights, the constant buzz of a copy machine, and other distractions bother everyone but can be especially disruptive for people with autism. Candidates should also know what to expect in advance.
On interview day, interviewers should invite the candidate to make themselves comfortable and ask if they need anything, such as water, a specific chair, or a pen and paper. If you find the room is unexpectedly distracting, offer to move to a new location.
3. Consider an assessment depending on the job
Skills-based assessments relevant to the position are an excellent and equitable way to evaluate candidates as long as they have the necessary accommodations and advanced knowledge. Some companies have replaced formal interviews to level the playing field and better assess people on the autism spectrum.
Specialisterne, a firm that helps companies learn effective methods for recruiting neurodiverse employees, uses several non-interview methods to evaluate talent. They’ve found that creating hangout spaces where candidates can casually show their skills by completing projects alone and in groups allows for a more accurate assessment of abilities than a formal interview. However, never ask for unexpected demonstrations, which can be distressing.
Homework assignments or short projects are a great alternative to observational assessments. These let candidates demonstrate their skills in a less pressuring situation.
4. Adapt questions
No one looks forward to being asked: Where do you see yourself in five years? Abstract questions like these can be difficult for people with autism to conceptualize. Dr. Lawrence Fung, who leads the Stanford Neurodiversity Project, says managers and others conducting interviews should stick to direct questions specifically related to the job and necessary skills.
It’s also important to give the candidate enough time to answer questions. People with autism may have delayed processing, meaning it takes them longer to consider your question and respond. For this reason, ask one question at a time.
5. Pay attention to body language and adjust as needed
In stressful situations, all people have ways they soothe themselves, such as fidgeting or twirling their hair. For autistic people, these repetitive behaviors are usually more pronounced such as hand flapping or rocking back and forth and can signal that the person is overwhelmed. If you notice these actions as an interviewer, be respectful and adjust your approach. If you’re not relaxed, your candidate probably won’t be either. Consider a different line of questioning to try to calm the person. For example, you could ask about their hobbies and interests.
Conclusion
Every industry can benefit from hiring people with autism, but as many as 85% of people on the spectrum are unemployed in America. In Europe, the employment rate is estimated at less than 10%. Companies need to rethink their hiring practices to remove barriers to employment. Fortunately, many non-profits and government agencies can help your organization create a work culture that welcomes and accommodates people with autism and other members of the neurodiverse community.
Read the ebook “Create a Culture Built on DE&I to Attract and Retain Your Workers” and view the accompanying infographic to learn how your organization can leverage your commitment to diversity, equity, and inclusion to strengthen your pipeline of candidates and keep high-performing employees.
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