How small changes to recruitment practices can have big results
Recruiting for potential, the Investment20/20 ethos, is about forgetting a tick box approach to recruitment and understanding that talent can appear in ways that may not always fit a standardised selection checklist.
Identifying hidden talent requires a shake-up of the tried-and-tested recruitment process and recognising that a formulaic approach may not always enable candidates to be their authentic selves. Organisations that fully commit to this ethos benefit from recruiting untapped talent whose strengths may not have been evidenced using traditional selection methods.
According to the Office for National Statistics, only 21.7% of autistic people are in any kind of paid employment. (Office for National Statistics (2021), Outcomes for disabled people in the UK: 2020). That means that the talents of almost 80% of autistic people are not being tapped into by employers.
Yet people with autism bring many strengths to the workplace as shown in this research from York St John University (as discussed in our section about autism). All firms benefit from a workforce with these strengths making a strong business case for reforming recruitment processes.
However, recruiters can face challenges when it comes to changing processes. If an organisation has historically found great talent using a well-tested process, why change it? We have to ask ourselves whether the sector is providing equity in the recruitment process for all candidates. There has been an increased narrative on the attraction of diverse talent, but has the recruitment infrastructure shifted significantly enough to enable broader pools of talent to shine?
Investment20/20 has been driving change in the recruitment infrastructure for eight years, with over 2,000 people beginning their career in the sector through the trainee programme. All our member firms sign up to our principles of recruiting for potential, and consequently have recruited some awe-inspiring individuals who have the potential to go on to be empathetic change makers in the sector. But these individuals may not have been selected using a standardised recruitment approach because they may not have ‘fit.’
Over recent years we have seen employers (Does it matter what degree grade you get? - BBC News) and universities (Contextualised admissions – how it works in practice | Undergraduate | UCAS) adopt contextualised recruitment, recognising the impact of socio-economic status on achievement. We’ve seen large global employers remove grade requirements for graduate programmes. These are important and much needed strides that begin to address entry requirements, but not necessarily the holistic process of recruitment.
For candidates with autism, it’s the culture of recruitment that has to change. We risk letting down a diverse pool of talented people by rigidly sticking to a process that benefits the few rather than the many. The recruitment process has to enable equity for all at each stage. All employers offer adaptions and support for those who declare a need for it – but remember the statistic on diagnosis of autism, (refer back to ‘Understanding Autism’ section). By not adjusting the recruitment process, a status quo is maintained, rather than taking steps to proactively diversify the workforce.
Adapting The Process And Culture Of Recruitment
Adapting the process and culture of recruitment benefits ALL candidates, allowing them to be their authentic selves. Small tweaks that aren’t expensive nor time-intense can achieve amazing results.
1. Job Descriptions
Job descriptions are meant to engage and provide insight but can be confusing and filled with industry jargon and ambiguity.
For autistic candidates, language can at times be a barrier to communication. Terms such as ‘candidates need to be able to collaborate and have excellent communication skills’ are common on job descriptions. Jade Fuller, Programme Manager - Employ Autism, Ambitious About Autism, suggests that employers should write using clear language and literal sentences, being specific about the tasks that need to be undertaken. All candidates benefit from more specificity and the use of examples. Instead of using ‘excellent written communication skills’ say:
Making language on job descriptions more accessible is simple and can make a substantial difference to all candidates. Ultimately, it will help to drive more inclusive recruitment and a more diverse workforce.
2. Assessment Centres
Navigating assessment centres can be anxiety inducing especially so for those with autism. Having as much information as possible in advance about the process, the venue and the tasks can help reduce anxiety and ultimately improve performance during this stage of recruitment. This is particularly the case for people with autism who can at times experience heightened levels of anxiety in unfamiliar situations. Here are a few tips on making the candidate experience easier:
Provide a timed agenda for the day with details of the process and exercises using clear precise language.
Use a film to introduce the assessment centre facilitators with a visual of the venue and overview of what to expect.
Have a quiet space for candidates to arrive early and adjust to the venue surroundings. The journey to the venue may have been overloaded with sensory stimuli such as being on the tube or bus.
Provide sufficient scheduled breaks allowing candidates time to themselves.
Consider alternatives to an assessment centre such as a job trial or work experience.
3. Interviews
Most of us feel slightly nervous in the lead up to an interview. Making simple adjustments to the interview process can make a huge difference to candidates such as:
Jade Fuller from Ambitious About Autism suggests asking the applicants to complete a task that showcases their skills as part of the selection process. If you decide to interview then consider sharing the questions in advance to allow for proper preparation, resulting in a more effective discussion. Jade also recommends that during an interview make sure to allow time for candidates to process information, “many autistic people will benefit from a pause, giving them time to consider the question and their response. The tendency to want to fill the silence can have a detrimental effect on the autistic person. Instead try leaving at least a 5 second gap before speaking again to avoid ‘information overload.”
The messages are clear: adapting recruitment and selection processes increases inclusivity and leads to a more diverse workforce with broader skills and experiences.
In early 2021, Investment20/20 delivered a virtual work experience project for an autistic school in London. We learnt a lot about approaches and how to make the experience impactful. As a result, the students provided new insights, new perspectives and new strengths. Ultimately, differentiating our approach to be more inclusive brought results.
Helpful Links And Further Information
Training for employers Investment20/20 is partnering with Ambitious About Autism to deliver employer training sessions, and deepen understanding about autism and learn from experts on how to recruit, develop and retain this talent.
Date: Thursday 4 October
Time: 9.30am–12.30pm
To find out more and register, email Jenny Barber, Director of Careers and Talent.
