Inclusive Hiring Process
Autistic candidates often have more to offer than a traditional job interview reveals. With small adjustments, you won't miss talent.
Why this matters
Traditional hiring methods often select for social skills that aren't relevant to the job. Autistic candidates may excel at their work but "interview poorly" due to stress, difficulty with small talk, or answering vague questions too literally.
Tips by phase
1
Job Posting & Recruitment
- Write concrete, clear requirements (avoid 'stress-resistant' or 'team player')
- Explicitly mention openness to neurodivergent candidates
- Describe the work environment honestly (open office? many meetings?)
- Offer alternative application methods (written, portfolio)
- Avoid assessments that aren't relevant to the job
2
Before the interview
- Send clear info beforehand: who, what, where, how long
- Share the questions or topics in advance
- Indicate the dress code
- Offer the option of video interview or written questions
- Mention if there will be a tour or team introduction
3
During the interview
- Start by outlining what you'll discuss (provide structure)
- Ask concrete questions, not 'tell me about yourself'
- Allow time to think, silences are okay
- Evaluate content, not eye contact or 'enthusiasm'
- Be explicit about next steps and timing
4
After the interview
- Give clear, concrete feedback (also when rejecting)
- Stick to promised timelines
- Offer space for questions via email
- Ask if the process could be improved
What to avoid
Don't do in job posting
- • 'Stress-resistant' (often code for chaotic work environment)
- • 'Flexible' without explaining what that means
- • 'Team player' as core requirement (usually not essential)
- • Vague about tasks or responsibilities
Don't do in interview
- • Vague, open questions ('tell me about...')
- • Judging based on small talk or 'chemistry'
- • Interrupting or rapid-fire questions without pauses
- • Weighing non-verbal signals heavily
- • Panel interviews without advance notice
Don't do in process
- • Being unclear about number of rounds or timeline
- • Ghosting after an interview
- • Group assessments as selection method
- • Unexpected changes without explanation
Better interview questions
Tell me about yourself
What excites you about this role?
Where do you see yourself in 5 years?
What would you like to learn in this position?
Name a weakness
What work conditions help you perform at your best?
How do you handle stress?
Can you give an example of a challenging project and how you approached it?
What's next?
A good start doesn't end at hiring. Check our onboarding checklist for tips on helping new autistic employees settle in well.
View onboarding checklist