Finding Jobs for Autistic People: A Complete Guide to Autism and Employment

Finding jobs for autistic people is never easy. Heck, finding a job in general isn’t easy either. It’s tough for those just getting started, it’s tough for veteran job seekers and, when it comes to searching for a new role after recent global events, well, let’s just say that finding opportunities can be like finding hay in a needlestack (and it can be just as painful).

Nevertheless, with so many benefits to hiring autistic people, you would think that potential employers would be able to see around this and give our community a fair shot. However, all too often the success of an applicant rests on their ability to communicate through the many unwritten rules of C.V.s, cover letters and interviews – something which, for all the strengths autistic people do have, these are not.

This all changes today however as, in this article, I have made it my job to create a comprehensive list of all the tips autistic people may need to launch and improve their careers. Many of these tips come recommended by a professional recruiter (who I will be introducing shortly) and, to save you time, and get you on the road to autistic employment faster, I have created a skip-to menu which can be found below:

• Before you take your First Steps
• Creating a C.V.
• Writing a Cover Letter
• Joining/Updating Linkedin
• Finding Jobs for Autistic People
• When to Disclose
• Autistic Interview Advice

(For less independent autists or members requiring supported/voluntary work, I intend to write a separate article at a future date but, for now, please contact your local autism charity for better-tailored recommendations)

Before you take your First Steps:

Imagine going to a restaurant, having never tried any of their cuisine before. The chances are you wouldn’t start by ordering everything, in the hope that things would work out for the best. Instead, you would be more likely to ask the staff for recommendations, based on what you like and dislike (or, for people in the autism community, you would probably Google suggestions under the table).

This is exactly the same as job hunting where, if you don’t know yourself, you could wind up in the wrong field and, so, before we get to today’s main course, it’s important any applicant knows their strengths and weaknesses.

Luckily for autistic people, this is actually where we shine most in the job hunting process as, despite our genetic code hiding more secrets than El Dorado, our traits make our interests and passions as easy to read as a book. Keeping this knowledge to hand when looking at the overwhelming number of job opportunities can be a great way to avoid any positions which turn out to be duds in the long run – and what better way to do this than by jotting down a list of your pros and cons. For example:

With that said, this kind of self-reflection isn’t easy for all autistic people and so, for those who might find this first step a little tricky, I would advise completing a career test online (like the one found at gov.uk).

Of course, this isn’t because I believe the career tests can provide actual career guidance (I mean when I did the test above it suggested I become a professional boxer!). However, I do believe that in filling out these tests the questions themselves are a good opportunity for self-reflection and that can make it easier to complete the strengths and weaknesses list, when you are ready to have a second go.

Once you know what makes you tick, it’s then about matching these traits with why you want a role in the first place and pairing the two to make a goal. A great resource at this time is the University of Indiana’s autistic job recommendations, which actually does match autistic strengths with possible careers.

For autistic people, a unique challenge can often appear at this time in that, while we may have certain strengths we are aware of, we may try to avoid harnessing them, to avoid becoming the autistic stereotype OR we may choose to overcompensate for our weaknesses, as though we have something to prove. This is something I know all too well. However, as someone who started in Fashion Marketing only to end up in the clichéd autistic field of Web Design, believe me when I say that you are only causing yourself distress by sailing against the wind.

Getting Started (C.V.s, Cover Letters, Linkedin):

One look at figures for how often autistic people get to the interview stage will show that, when it comes to applying for jobs, many autistic people are missing out.

In many cases, this is due to hundreds of unspoken rules and secret tricks that are assumed as common knowledge in applicants and so, for this next section, I brought in a friend of mine: professional recruiter and keeper of these secrets, Jordan, who can share advice on how to optimise any application:

How to Write a Curriculum Vitae (C.V.):

Writing a curriculum vitae (or C.V.) can seem daunting (especially when you consider that curriculum vitae is Latin for “course of life” – so you are literally condensing your entire life into 1 or 2 pages. Nevertheless, daunting doesn’t have to mean difficult as, according to Jordan, when it comes to writing your C.V. it’s best to keep things clean and concise.

This is because, while you may have all the time in the world to pad out the varying sections on a C.V., employers only have a short allotted period to get through candidates and so, it’s better to be pithy and memorable rather than thorough and lengthy.

For people in the autism community, this can be a challenge as, due to the limited opportunities we have received, we may feel we need to elaborate to avoid the page looking bare. Nevertheless, stretching something which can be condensed to a bullet point is ill-advised, as it often has the adverse effect; drawing attention to any shortcomings and making them look even shorter than the Hulk’s temper.

Thankfully, with some creative structuring you can more than make up for a lack of experience, which is why I highly recommend tailoring your C.V. to the layout outlined below – and, remember, while a couple of years ago writing in third person was the norm, it’s now a no-go, as most potential employers want to hear from you and not the weird disconnected voice of your imaginary narrator.

A Small Personal Blurb:

In most cases, every C.V. should start with a small personal blurb which, depending on where you are in your career will differ e.g for those who are looking to jump on the job path, this is an opportunity to explain who you want to be and how you plan to get there. However, for those more seasoned professionals, it’s an opportunity to celebrate all you have achieved. 

Regardless of which camp you fall into, the important thing here is to give a true reflection of yourself, locking on to 3-4 words that describe you and explaining why you believe this will make/has made you an asset in your chosen field. This should be no longer than one paragraph (roughly 25-30 words) and can be inspired by that list of strengths created earlier.

Contact information:

This one is fairly self-explanatory. Just ensure that you have included the following information below and you will be good to go:

• Name
• Email
• Phone number
• A link to any relevant portfolios (this isn’t always required)
• Social media (once again, only include this if relevant i.e. for a job in marketing)

Skills:

For the skills section, a bullet point list should more than suffice but, if you’re light on past experience, consider giving short examples of when you have displayed these skills in life (and be sure to back this information with figures i.e. ‘Innovative thinker – I raised £X for a local charity by hosting a sale at the local town hall’).

Experience:

It’s unquestionable that, when it comes to the dread associated with creating a C.V., most people are worried about how to represent their job experience to make themselves stand out. In truth, there are lots of extravagant ways to do this, but this doesn’t change the fact that keeping things brief and factual will still be best received. As such, try keeping to the following structure for each past role and list your roles from the most recent position and work backwards:

• Job title
• Company
• Dates you worked there (make sure to include the years AND months)
• 5-6 bullet points of activities the role included (don’t just give one-word responses, particularly where the job role isn’t self-explanatory, but say how the role helped the organisation and, once again, provide figures if possible)

Education:

Last but not least, it’s time to share your history during the hardest years of our lives: school. Keeping to the format outline so far, this one should be a cinch and just remember to work from your most recent experience backwards (although don’t go so far back that you’re listing the grades you got for finger painting in nursery).

• Name of the school/college/university
• Subjects studied (with grade if you scored highly)
• Years studied
• Additional certifications and relevant achievements you may hold

When you have finished your C.V., it is crucial that you have a trusted friend/family member read it over before submitting it. This will help to spot any areas which might need further clarification or, more importantly, the spotting and removal of any spelling or grammatical errors.

Writing a Cover Letter:

Okay, so cards on the table, nobody likes cover letters. They are long, cumbersome and, according to surveys created by Jordan, both employers and candidates have come to view them as nothing more than a fluffed-up version of a CV. However, whilst mostly everyone in the interview process wishes they could do without these tedious timewasters, they are often viewed as a necessary evil to weed out those who are applying for the sake of applying, from those who really want that particular role.

This is important to keep in mind when writing a cover letter, as it serves as a reminder to format it as though you are speaking directly to a possible interviewer; wherein the final output should respond to the question ‘What makes you think you’re right for this job?’ – a question which can be answered in roughly 4 sections:

Section 1: Although some places will state that the first section of a cover letter is your opportunity to write a gripping introduction that sweeps the reader off their feet, it’s more accepted (and thankfully a lot easier) to instead use this starting block to lay the groundwork; stating who you are, what you are applying for and how you found out about the job listing.

Section 2: Remember when you jotted down all those strengths which you had in the first section? Well, section 2 is when you bust these out, as you explain what skills and experiences you have that make you perfect for the role. Just like the C.V., it’s always great here if you can provide examples with facts and don’t forget to include the outcomes of your work and how their business could similarly benefit.

Section 3: If section 2 is considered as your explanation of what makes you great for the role, then section 3 is what makes you great for the organisation. This is where you explain how, out of all the jobs in that field, their organisation is where you want to be – something which will need a little research and a lot of brown-nosing. Nevertheless, remember that this is your cover letter, so don’t get lost talking about the business without referencing it back to yourself i.e. if you start talking about how you admire their values, relate it back to your own.

Section 4: While the last part of the cover letter should always be the easiest (as you are essentially just rounding up what came before), for me, it’s always exceptionally tough, as the bravado and grandiose statements which it requires go against every fibre of my autistic DNA.

Of course, trying to overcome this is never easy especially when we live in a community plagued by imposter syndrome. However, autistic people are also pretty good at imitation, so use this to your advantage and put your self in the shoes of another version of you; one who knows that this is the role you were born for and completely deserve.

With all that said, if an application doesn’t ask for a cover letter or it says that a cover letter is optional, it is often advised to go without, to save everyone involved many a wasted moment.

LinkedIn Profile:

Once upon a time, anyone could find a position if they had a well-tailored C.V. and an even better-tailored suit. However, the world has evolved now and how you present yourself digitally is inarguably more important than any label you bought off the shelf.

For autistic people, this is an absolute blessing, as with the right attention to detail we can subsequently have employers coming to us which, although from my experience can result in some truly bizarre offers, does give us the much-needed confidence to shake the aforementioned imposter syndrome that weighs us down.

So, how do you make the virtual you shine? Well, in truth, it all starts with LinkedIn: a somewhat social media platform aimed at professionals looking to explore and excel in their field (although it also isn’t opposed to the occasional cat meme). Hopefully, most of you will be aware of LinkedIn by now and some of you may already have an account but, if you haven’t got around to it yet, all it takes is your name and email and you should be up and running.

However, not everything about LinkedIn is quite as simple as setting up the account as, once on, you will find that running your page can be quite the balancing game – in which, while LinkedIn should be treated as a virtual resume, it’s also worth considering that, at its very core, its status as a social media platform means you’re going to want to leave some wiggle room for personality – i.e. while the professional/ personal ratio of your C.V. was about 80:20, LinkedIn should be a solid 50:50 split.

With that said, knowing when to be personal and when to be professional on your LinkedIn profile isn’t as clean-cut as that last statement would have you believe, so here is a quick breakdown of things to consider when creating your profile:

About:

Starting at your intro summary, this is probably where the above statement can be read in its most literal sense, in which you’ll want to write a quick 2 sentence summary about who you are; with the first sentence reflecting who you are as a person (your skills and interests) and the second part describing you as a professional i.e. what has driven you to the field you are in/pursuing.

If you want to really get yourself noticed, don’t be afraid to throw in an emoji or two, just make sure they are appropriate to the field you are pursuing and that they always make sense and aren’t, you know, the poop one.

Profile Picture:

It’s not hard to take a good profile picture for your LinkedIn profile but, if you looked at the state of the images some ‘professionals’ are using, you wouldn’t think it! Whilst having common sense is an easy solution here (and not using a picture of you on holiday, half-dressed or with other people – beer in hand), the second simplest option is to go outside when there is good natural light, wear something smart like a shirt and then take a close up shot clearly showing your shoulders and face.

As someone from Manchester, I understand that getting good natural light isn’t always easy, so, if you just can’t get Mr Sunshine to send you some rays, instead go to a well-lit room and then turn the picture to black and white. Remember a picture can say 1000 words so make sure none of those words are ‘scruffy’, ‘unprofessional or ‘sluggish’.

Experience & Education:

If you’ve been chronologically following this guide so far, then this is where you’ll want to breathe a sigh of relief as, when it comes to updating your experience on Linkedin, it’s as easy as copy and pasting what appears on your C.V. However, if you have been Spider-Man-ing up and down the page, click here to go back to that advice.

Skills & Endorsements:

Okay, so this is where things get really funky on LinkedIn as, while your first instinct might be to copy and paste your skills from your C.V. into the LinkedIn skill section, what you really need here are 30 traits that appeal to both employers and recruiters.

Finding these traits isn’t complicated though (especially when you can just Google your industry and then follow it up by ‘buzzwords’). However, LinkedIn also encourages you to get endorsement for these skills from other LinkedIn users and that’s when things can get tricky.

One easy solution to get endorsements is by dishing them out yourself (in the hope that people will return the favour) but, if that doesn’t work, there’s nothing wrong with outright asking people to endorse you – especially when most people are happy to oblige if you tell them that their opinion matters to you and could make a big difference.

Finding Jobs for Autistic People:

When it comes to actually looking for a job, it’s fairly safe to say that most job hunters will immediately head to sites like Indeed, Reed or Total Jobs – pages that often contain thousands of roles for each field. The problem here, however, is that these spots aren’t always the best for people on the spectrum.

That’s not because they demonstrate any anti-autistic practices though, it’s just that, when it does come to applying through these channels, it’s not uncommon for the application process to be tailored by the site and not the company you are applying for. This often results in applicants having to jump through multiple, unnecessary, hoops before they can even submit a C.V., a process which, 9 times out of 10, rarely results in a response (let alone an interview).

For autistic people who usually want answers the moment a question is asked, this can be an anxiety minefield and that’s why, instead of going out and searching for roles, investing time in LinkedIn can make the roles come to you. According to Jordan, this is because LinkedIn is the first stop for recruiters and, subsequently, because of the way the site is structured, candidates are being chosen not solely on what they do best but under what circumstances they perform best in.

In my personal experience, this has resulted in awesome opportunities when, after seeing my engagement with the neurodiverse community, I have been contacted to help organisations improve their accessibility. Whilst, in other examples, I have seen viral messages about making Human Resources departments more neurodiverse, resulting in the creation of roles specifically for that very issue.

Disclosing Autism:

I think the biggest question anyone in our community will ask themselves during the hiring process is when and when not to disclose. For example, you could disclose at the interview, but then fear that everything you say will be clouded by prejudgements, or you could disclose in your application, but then personally worry that the many new disability employment guidelines mean that, if you are selected, it was because you had to be and not because you deserved it (yes, this is a very real concern).

As someone who has ‘founder of an autistic site’ situated front and centre on his C.V., choosing when and when not to disclose isn’t exactly a luxury I can have. However, if I did, I think it would be that at this stage that I would make the choice: right between the interview and application (so when you have received an offer to interview).

This is because, while the interview stage is tough for the best of us, it can be a lot more challenging for autistic people; where a lack of eye to eye contact can be misconstrued or harsh office lights can make what is already a stressful situation even tenser. That’s why when the offer of an interview comes with the question ‘Are there any measures which may need to be taken to improve your experience’ (or something similar)?’, it’s best that we speak out to level the playing field.

This is also a great opportunity to see how the company is making adjustments for its neurodivergent colleagues as, if a company doesn’t even ask if you require any adjustments, then you should certainly see that as a red flag and speak up.

Nevertheless, if you choose not to disclose your autism at this time, that doesn’t mean you have to live your entire career behind a mask, as there are always plenty of opportunities to make your diagnosis known as explained in this post: Should I tell my boss I’m autistic?

Autistic Interview Advice:

Picture this, you’re out and about doing whatever you do with your day and then, bang, you’re hit with an email, text or call asking you to interview for that role you really, really want. What do you do next? In truth, there’s no right answer for what to do in the moment but, what comes after, is concrete. It’s time to prepare.

Before the Interview:

In most cases, when it comes to the actual interview stage, you will already know a fair bit about the company in question. However, given that most interviews usually start with the question ‘What do you know about the business?’ now is not the time to stop.

As with everything so far, having solid facts, statistics and evidence will put you in good standing here. So, when researching about the business try learning things such as:

• The company’s values
• The company’s products
• The size of the company
• Important dates for the company e.g. when it was founded and who by
• Recent news relating to the company e.g. have they recently made any charitable donations?

But research shouldn’t stop at the company as, in most circumstances, an offer to interview will contain the names of those who will be interviewing you and, guess what? It’s time to research them too.

Now I know what you’re thinking and, yes, this does seem creepy and borderline-stalking at first. Yet, to make yourself memorable it always helps to know your interviewer and be prepared with facts that you can relate to them. However, be warned, it may not be appropriate to mention any/all of them, depending on the style of the interview.

As is to be expected by now, LinkedIn will be your best friend here but if the company website has a ‘Meet The Team’ section, then this is always a good spot t0o (as most organisations love to make these personal and, therefore, there may be more information you can relate to).

Finally, as any commute to and from a location brings with it a whole slew of variable autism hazards, for many people in our community, testing the journey out before the day of the interview is a must. This will let you know if any precautions are needed i.e. including a 10min retox if the journey involves a particularly busy bus route and it can also mean that, on the day, you can focus on what’s to come rather than what’s currently going on.

Now, all you need is a good night’s sleep and you’ll be ready to get going

On The Day of The Interview:

When it comes to the day of the interview, there are many classic tips that you will want to act on before getting to the main event. These range from the standard ‘Making sure to have a full meal beforehand’ to ensuring that you arrive early with your clothes ironed and looking presentable. Yet, one thing that I think is crucial for autistic people to know is that superstitions mean nothing.

I know this may sound odd to those outside looking in but, in times of stress, autistic people can really cling to ideas as our overloaded minds replay everything to make sense out of every action. This can present problems for our community though as, if we just miss a train or even walk under a ladder we may consider that our whole day is tainted and this negative mindset follows us into the day.

The solution to this is easier said than done but, if you can prepare props in advance which can shake this mindset then you should be good to go. Packing a fidget toy, headphones or any other anxiety-relieving device can be the step forward here but, if you do spot a black cat along the way then quickly find something else to lock your mind onto before you become obsessed and wind up smashing into a mirror, after crossing the stairs with someone and inadvertently spilling all the salt shakers on a table.

During the Interview:

When it comes to the actual interview, there are very few pieces of advice that don’t sound clichéd and patronising. However, while this usually makes me want to stick to the standard ‘Just do your best’, there is something oddly soothing and exceptionally true in the classic comment ‘it’s just as much about you selecting them as it is them selecting you’.

This is because, while you may see the interviewers as arbiters of your fate, at this stage of the process it’s safe to say you have got most of the skills for the role and so all that is left to find out is how your values and personality gel with theirs. By its very nature, this isn’t a one-way process either and, so, if you find the interviewer unkind and unpleasant, then they are likely to be a representation of the bigger business behind them (and you should take note of these alarm bells, as your gut feeling is usually right).

Furthermore, for those who are worried that they might not have everything required for a position, it’s important to consider that any opportunity you are looking at is a step on your career path and not the whole pavement. As such, if you don’t know the answer to a question, be honest but demonstrate how eager you are to learn with examples. If they are a good company, who want to see their employees grow with them, this will be seen in a positive.

Of course, even if a company is good, sometimes it can be quite difficult to make a connection with an interviewer, especially when, in our community, it is particularly tough to gauge responses. Thankfully, there is a solution. When it comes to the questions try to get them to share the story of their involvement with the business (and maybe pull from your LinkedIn research of them earlier).

As Jordan states, people love to talk about themselves and, somewhat ironically, that can make you more memorable by showing an interest in them. It can subsequently result in special connections, and makes you seem like someone they could envision on their team. Obviously, don’t bring up every iota of their lives though and, for the love of the Lord, do not mention salaries.

As most of us know too well, sometimes these things don’t always work out, through no fault of our own. So, if you do find yourself at the end of this process still without a new role, then take a step back, consider what you’ve learnt from the experience and then get ready to throw yourself back in it until you find the success you deserve.

Carry on the Conversation:

I’m sure you’ll agree that this topic is far too vast to be covered by just two people so, if you have any tips or advice on finding jobs for autistic people, then please let them be known in the comments below. And, if you would like to read more about the challenges of being autistic and finding employment then check out this article: Solving the autism employment gap.

As always, I can also be found on Twitter @AutismRevised, on Instagram @autisticandunapologetic and via my email: AutisticandUnapologetic@gmail.com.

If you like what you have seen on the site today, then show your support by liking the Autistic & Unapologetic Facebook page. Also, don’t forget to sign up to the Autistic & Unapologetic newsletter (found on the sidebar on laptops and underneath if you are reading this via mobile) where I share weekly updates as well as a fascinating fact I have found throughout the week.

Thank you for reading and I will see you next time for more thoughts from across the spectrum.