Let’s be honest. Job interviews, to most of us, are pretty stressful. You are bombarded with questions from an absolute stranger who supposedly hold the future of your career. Those who have been unemployed for some time in their lives, will understand how much the pressure to succeed actually is. Getting a job is often a make or break situation for most people.
But imagine what’s the situation is like for those having autism spectrum disorder. That is, those who have not been exposed to communicative apps like “What’s the Expression” and “Make Sentences”, and lack social interaction. Friends and family of an autistic person may understand the circumstances. On top of their condition, is the pressure to answer the questions honestly.
But autistic persons are not sure how much honesty during job interviews is enough. Can an autistic person say that he/she was relieved of the job because of social and communication difficulties, and that they were not considered as a team player? Besides, there’s likely to be big gaps in the CV regarding unhindered employment and the autistic person may have a tough time explaining why they are there.
Most autistic persons have to undergo several job interviews where they face ignorant managers who lack empathy and understanding about the challenges such people face in a typical work environment.
Researches on autism employment have thrown up some startling numbers. Only 16% of all autistic adults are engaged in full-time work. Only about 32% are employed in some sort of paid work.
But not everything looks bleak and negative. While people with autism spectrum disorder struggle with many workplace interactions and activities, an increasing number of companies have finally begun to incorporate “neuro-divergent” hiring in their human resource (HR) policy. They are now actively looking for people whose brains are tuned differently. They can bring with them a range of abilities and skills to the workforce.
Some companies have started to nurture special needs employees and have put in place programs that recognize people with autism spectrum disorder, dyspraxia, Asperger’s syndrome, and dyslexia. Companies have started to look at these conditions as qualities and not drawbacks. Strengths of autistic people may include anything from mathematics to logical skills and an almost photographic memory. Many autistic people take the “tunnel vision” approach to solve problems and other intermediary talents.
It’s the responsibility of companies to make the hiring process more conducive and induct more autistic people.
Source by Kevin Carter
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