Companies could well benefit from the many strengths that people with autism and Asperger’s syndrom have – to recruit an individual who’s likely to have a good eye for detail, high accuracy and who’s reliable with routine tasks is certainly a desirable option.
Of course, it’s also important to acknowledge that an autistic employee may struggle to understand vague communication like small talk, and will have difficulty thinking in a non-linear fashion.
Autism is included in the Disability Discrimination Act, so employers must ensure that the workplace is suitably adjusted to accommodate someone with the condition.
Similarly, it’s important to follow some advice when interviewing people with autism or Asperger’s, according to the National Autistic Society (NAS). Candidates may be encouraged to answer more productively if you tailor your interview technique slightly.
Firstly, avoid open questions. The candidate will better understand what you want to know if you’re to the point and precise.
Also avoid hypothetical scenarios. Ask directly what they’ve done in the past when a certain situation has arisen, not what they would do in the future.
Further to the interview, you should also tailor your job advert. Make sure it’s concise and without excess, vague job descriptions. It’s also best not to advertise the position for someone with ‘good interpersonal skills’, as someone with autism will be less likely to apply.
Employment agencies are there to help with all stages of the recruitment process. They can offer you valuable advice and tips on how to interview any candidate that you think may add value to your company.
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