Course: Module 5: Recruitment process for people with ASD, creating an autistic-friendly recruitment process

Recruitment process for people with ASD, creating an autistic-friendly recruitment process

Overview

Course Description

The objective of Module 5 is to show and explain some autism-friendly adjustments to the standard recruitment process. The material is intended to be used for professional training of recruiters, HR managers, diversity managers and other professionals from the field of human resources who are responsible for recruitment and selection of personnel. The trainees need a good knowledge of HR work fundamentals.

Objectives

At the end of this module, you will be able to:

analyse the company’s recruitment processes, identify and adjust practices potentially impeding people with ASD to apply and being fairly valued.
prepare and conduct the recruitment and selection process all round, involving candidates with ASD while ensuring equal opportunities.
set proper communication with candidates with ASD to facilitate mutual understanding.

Main Points

Our discovery process starts from how an organisation presents itself to the public. We then provide tips on how to adjust your hiring processes to accommodate needs of people with ASD and allow them to have a better application and selection process where you can focus on their potential and better estimate if they match your job vacancy. Along the way you can test your understanding of the topic.

Duration

1 hour

Course Content

Category: English

Topic outline

General

Collapse all Expand all
Presentation of the module
- Presentation of the module Page
- Hiring autistic workers Page
Unit 1: Introduzion to the topic
Unit 2: Employer’s external communication and presentation
- Presentation: Employer’s external communication and presentation Page
- Quiz Employer’s external communication and presentation
Unit 3: Job advertisement
- Presentation: Job advertisement Page
- Quiz Job advertisement
Unit 4: Selection process
Unit 5: Follow up
- Presentation Follow up Page
Quiz
- Final Evaluation Quiz
Forum
- Module 5: Forum

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Skip [Cocoon] FAQs

Frequently Asked Questions

How to get to know the strengths of the candidates/employees with ASD?

First, by gaining an understanding of autism. Then by paying close attention to the recruitment and selection process, asking the right questions. And by giving autistic team members opportunities to share their ideas.

If people with ASD struggle with social communication and interaction, how should we support their integration ?

People with autism may be disturbed by close proximity to other workers, and stressed by the expectation to socialize. → On this account, the awareness raising among the team members and managers seems necessary to ensure that the needs of the employee with ASD are understood and respected. → To facilitate communication with the employee with ASD, clear, concrete and complete language should be preferred, avoiding double senses, irony, metaphors or unnecessary gestures. → A tutor acting as an intermediary between the autistic person and their collaborators can strongly support the communication and promote the appreciation of diversity in the workplace.

How to cope with the employee’s stress ?

The employer should provide as much flexibility and autonomy in work planning as possible. The employer should avoid as much as possible unexpected tasks, multiple tasks and variations in work priorities.

Should I planify regular meetings with the employee with ASD ?

Plan regular meetings : It is indeed necessary to check that she/he has understood and applied the instructions by going to see her/him because she/he will not ask for help. Value their successes and explain their mistakes in a logic of improvement.

My company hasn’t developed an autism-friendly strategy yet, could we hire people with ASD ?

It’s a great starting point to learn more about autism at work and search for information. Awareness is the first step of growth. After completing the Opportunities4autism training (6 modules), employers (HR managers, directors, recruiters and other key staff) should be able to set the company processes and practices in order to build an autism-friendly environment. Even though the company hasn’t developed an autism-friendly strategy yet, communication to the potential candidates that you are open to welcome people with special needs is extremely important.

How if the candidate with ASD doesn’t have work experience ?

Consider that there may be reasons behind the inconsistent work history and lack of education that has nothing to do with the autistic person’s ability and intellect and everything to do with barriers and insufficient support they have experienced.

What are the qualities in the job description that could discourage people with ASD to apply ?

Qualities such as 'excellent communication skills' or 'good team player' will probably discourage many autistic people from applying for jobs. Try to be really objective about what abilities and experiences are genuinely necessary for the job, and leave out any that are not.

How to encourage people with ASD to apply ?

In the job ad, make sure you’re sending the right message welcoming neurodiversity. You can specify that the working environment is calm or that the employer can make adjustments to the work environment, provide flexible working hours or smart working options. Inform applicants of their right to request reasonable accommodation to ensure full access to the interview. Invite them to contact the recruiter in case of need for support.

How should the interview venue be ?

Choose a suitable quiet space free from distractions. Seat the candidate at a spot from where he/she can have a good overview of the space, get rid of visual distractions such as blinking lights, noisy air conditioning or strong air fresheners. Asking about specific sensory hypersensitivity in advance may help you set the venue accordingly and avoid distractions hindering the candidate’s performance.

How to make the candidate comfortable while inviting experts who can support the recruiter to the interview ?

You may prefer to involve other people in the preparatory process or invite them to participate in later stages of the selection in order to not make the first contact overwhelming. Allow the candidate to bring a supporter to their interview.

I am used to counting on the first impression, how should I change it ?

Don’t count so much on the first impression in case of a job interview with candidates with autism. Autism affects the ability of social communication and interaction, and people suffering from ASD may have difficulties to understand non-verbal communication and adapt to new social situations. It is necessary to be trained to read and decode non-verbal communication and to “read between the lines” when interviewing job applicants. Use your non-verbal reading skill to empathize with the candidate, and provide support to facilitate the interview process.

Could you give us examples of behavior-oriented questions ?

"Give me an example of a time you faced a central Wi-Fi failure. How did you handle that?" "Tell me about a time you were developing a new client database?" "Describe a time when you saw a problem and took the initiative to correct it rather than waiting for someone else to do it."

How should I talk about autism and related challenges with the candidate ?

As an employer, you can make it much easier for applicants to open up about their condition by making it clear that your company appreciates diversity and is willing to welcome neurodiverse members to their team. Many autistic people prefer to be open about their condition. If the candidate is comfortable with talking about their condition, don’t be afraid to ask about the specific needs, adjustments and reasonable accommodations (e.g. adjustment of the job environment, organization of work, home office etc.) Unacceptable : Do you have any disabilities ? Acceptable : Can you perform the duties of the job you are applying for ? Never ask directly. (Firstly, it’s rude. Secondly, it’s against the law.)

What can I and cannot ask at a job interview about mental health ? (legally)

Generally, it is not legal to ask employees about their mental health during a job interview. You have to do further research on the national law concerning mental health in a job place.

What are unintentional discriminations ?

Unintentional discrimination can occur when employers’ policies adversely affect employees based on race, color, gender, age, pregnancy, or any other protected classification. These policies can seem like they are neutral, but end up having an outcome that negatively impacts members of different protected classes. Even if the employer did not mean to discriminate intentionally, they can still be held liable for policies that have a “disparate impact” or “adverse impact”.

If it’s difficult for people with ASD to be social, how will they integrate in the workplace?

Many adults with autism can learn to understand the social norms, improve their social skills and manage the challenges, allowing them to integrate successfully into the workplace. But it’s important to focus on professional expertise and skills.

Should the employee with ASD have a specific schedule ?

Not necessary but you should provide the employee with a timetable and schedules mentioned with precision for the week or the month to which she/he can refer. It is important to clearly specify the time he has to complete a task and to make sure that she/he respects the meridian breaks and leaves at the same time as the others. Changes to the schedule must be prepared and explained well in advance in order to that the employee manages it.

How to make sure an employee with ASD understood her/his tasks ?

Do not hesitate to ask her/him to reformulate the task to be sure that they are understood.

Is it possible for an employee with ASD to work in a team ?

Yes but it needs to be structured. To work as a team, we need to know who does what, when, how… It’s more true for people with ASD who need a very structured environment. They may have relevant ideas without knowing how to share them. When a colleague stays silent in a meeting, it is not necessarily because she/he has nothing to say. She/he may simply wait to be asked to speak on the subject. Do not hesitate to request her/his opinion or schedule a time of expression for everyone at the end of the meeting.