Attracting autistic candidates

Things to consider to make the recruitment process inclusive.

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Making your recruitment process inclusive

Your job ad

Autistic persons tend to interpret job criteria and advertisements literally. They may want to know if the workplace is inclusive before they decide to apply for a job.

  • Don’t list a skill as ‘must have’ unless it’s impossible to do the job without it
  • Include information about diversity and inclusion at your organisation

For more on this topic read How to be inclusive of autism in your recruitment practices.


Interviews rely heavily on social skills that people with autism can struggle with. To increase the chance of correctly identifying a suitable candidate at interview.

  • Manage unconscious bias in your recruitment team
  • Consider using an alternative interview format

For more on this topic read Interviewing autistic candidates.


‘Disclosure’ is when a person on the autism spectrum decides to tell other people about their autism.

Each autistic person will make different choices about disclosure in different contexts.

To learn more about the topic of disclosure read Reveal or conceal? The pros and cons of disclosure in the workplace.