This guide aims to help you think about changes you can make before, during and after an interview to help autistic candidates. If you interview someone who is autistic they may find the interaction difficult, struggle with the uncertainty of going somewhere new or have added sensory differences. By taking away these barriers you can find the best candidates.

These recommendations are based on research carried out by Autistica and UCL. 1, 2

Think about everything a person might need to know when they attend an interview. More information can reduce any anxiety about the uncertain elements of visiting your office and the interview process. It is good to ask if there is anything in particular they would like to know before they attend.

For example: you could provide information such as biographies of the interview panel, travel routes, who to ask for at reception, where to wait, where the toilets are.

Candidates may be extra sensitive to the sensory environment, especially if it’s new place and they are nervous. Help them to be comfortable before, during and after an interview.

For example: you could offer a quiet room to wait in rather than a busy reception. A remote video interview may work better for some people.

Ask yourself - is a standard interview format necessary for the job? Could a trial or task tell you more about a person’s ability? If you want to know more about them, can you find a less formal way to talk that might help the candidate to feel more relaxed? Some candidates may prefer a face to face interview, whilst others may prefer to meet over the phone or on video chat. Could you offer different options?

Providing the questions for an interview a week in advance allows candidates to fully prepare. It can relieve a lot of anxiety, enabling them to perform to their best. Like many adjustments, this benefits all candidates – whether they are neurodivergent or not.

Too many standard interview questions are unclear. We expect candidates to know how to answer them but often they are very vague. Instead of launching into a question, set the scene first. Then break down the question into the different elements you want the candidate to talk about.

For example: Instead of asking 'What experience do you have of managing high workloads?' Say: Think of an example of when you’ve had lots of tasks to complete in a limited amount of time. Please tell me: What was the situation? What management strategies did you use? Were these strategies effective?

Ask each of these questions separately, not all at once.

Every autistic and neurodivergent person is different. Mention before an interview that you are happy to make reasonable adjustments. It is helpful if you provide some suggestions. Be clear that this will not disadvantage the candidate. These small adjustments could make a big difference to their performance. See our resource on Making your workplace accessible for suggestions.