Nearly half of 25-year-old adults who are autistic have never held a paying job, according to the nonprofit organization Autism Speaks. Employers are missing out on an opportunity because rigid recruiting processes aren’t conducive to recruiting autistic candidates.
“Most autistic people are desperate to find a job that reflects their talents, but the recruitment process, with unpredictable questions, is often a huge barrier,” writes Emma Kearns, head of enterprise and employment at the National Autistic Society in London.
To give these potential employees a chance, organizations should be making changes in their recruiting processes to not only encourage neurodiverse candidates to apply but to also pave the way for their success. The benefits of doing so cannot be understated.
Hiring neurodiverse candidates “is absolutely a business imperative, and it makes great sense from a business perspective,” says Kelly Grier, U.S. chair and managing partner and Americas managing partner at EY. Neurodiverse people often have abilities such as excellent focus and memory plus attention to detail, qualities of value to employers.
To make your hiring processes more inclusive, incorporate the following approaches.
Customize Interview Processes to Make Recruiting Autistic Candidates More Comfortable
One of the biggest challenges in the recruiting process