Simple changes to recruitment and onboarding help you tap into neurodiverse talent.
Traditional interviews can disadvantage autistic candidates. Consider offering questions in advance, using practical skills assessments or allowing a short work trial.
Write job advertisements in plain language and focus on the essential duties. Avoid vague requirements such as being a good culture fit, which can screen out capable people.
During onboarding, provide clear written instructions, a predictable schedule and a named contact person. Employers may also be eligible for incentives when hiring persons with disabilities, so check with the Inland Revenue Board (LHDN) and relevant agencies for current details.
For general information only; not medical or legal advice.