Interviews

Key considerations for employers

To assess if the interviewee is a good match for the job
To gain insight into the experiences and abilities of the applicant.

Via phone, email or video conferencing discussions
A practical demonstration of skills in an informal interview context
Assess a work portfolio
An informal interview in a place that is comfortable for the applicant
Offer a work trial or placement to enable the applicant to demonstrate their skills in context. Information about work trials can be found at the Australian Government Fair Work website

An interview is a conversation between representative(s) of an employer and a potential employee. Interviews usually use verbal communication to decide whether an applicant is suitable for the job. Interviews can have different formats for different jobs but usually involve the interviewer asking questions for the applicant to answer. There is usually an opportunity for the applicant to ask any questions they may have as well.

Autistic people may communicate differently to social norms. Interviews that rely on communication skills and social interaction to demonstrate their skills and abilities can often pose barriers to Autistic people due to the different communication styles between Autistic and non-Autistic people.

Because of this, for instance, an Autistic person who has strengths in practical, hands-on work, may not be set up for success in traditional interviews that rely mostly on verbal communication. Employers can then miss out on excellent Autistic employees.

To help with this, employers can make some simple adjustments to their interview processes to make them more inclusive for Autistic employees.

We have developed a downloadable factsheet to guide and support you in this journey towards more inclusive employment practises. Use this free information guide so that you can make a meaningful start in supporting Autistic strengths and recognise all the ways that autism works.

Disclosure of Autism

Applicants have no obligation to disclose a disability, unless the disability affects their ability to perform the inherent requirements of the job; affects the safety of themselves or others; or requires workplace modifications to support them to perform their job effectively.

For many people, autism is not seen as a disability and Autistic people may not be comfortable with disclosing.

If an applicant elects to make a disclosure, this must be kept confidential unless the applicant wants to share this information.

It may be useful for employers to modify questions about autism or disability to be applicable to all candidates. A general approach can then cover potential adjustments like hours worked, flexible work hours and workplace adjustments.

Employers might want to consider asking "What adjustments in the workplace will enable you to do this job to the best of your ability?"