Autism Awareness Month – How to create a more accessible and inclusive interview process

April is Autism Awareness Month – a time to celebrate neurodiversity and foster greater understanding of autism, particularly in the workplace.

Autism is a spectrum condition that affects how individuals perceive and interact with the world. No two autistic individuals are the same, but many possess valuable strengths that can be an asset in the workplace, such as:

✔️ Strong attention to detail
✔️ Logical and analytical thinking
✔️ Ability to notice patterns others may overlook
✔️ Establishing routines that enhance efficiency

However, traditional job interviews can be challenging for autistic candidates due to difficulties with:

🔹 Making or maintaining eye contact
🔹 Social interactions and verbal communication
🔹 Interpreting open-ended or abstract questions
🔹 Navigating unspoken social expectations

To ensure a more accessible and inclusive interview process, here are some key adjustments employers can make:

✅ Offer a pre-interview visit – Allowing candidates to visit the interview location in advance can help reduce anxiety and familiarise them with the setting.
✅ Set clear expectations – Providing a structured agenda, including details of the process and what to expect, can help autistic candidates feel more prepared.
✅ Share interview questions in advance – Processing verbal information in real-time can be challenging. Offering questions ahead of time allows candidates to prepare more thoughtful responses.
✅ Minimise sensory distractions – Adjust lighting, reduce background noise, and schedule the interview at a quieter time to create a comfortable environment.
✅ Use direct and clear language – Avoid abstract or vague questions. Instead of “Tell me about yourself,” try: “Please describe your key strengths, work experience, and education.”
✅ Be mindful of body language differences – Lack of eye contact or repetitive movements (stimming) does not indicate disinterest. Understanding these differences fosters a more inclusive experience.

By implementing these small but impactful changes, we can create a hiring process that values neurodiversity and allows autistic candidates to showcase their true potential. Let’s work together to make workplaces more accessible and inclusive for all.

Want to read more? Check out Exceptional Individuals website to read their fantastic blogs, advice and articles on how to ensure your Neurodiverse employees can thrive!