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www.randstadsourceright.com is different. Some have an amazing ability to retain information, while others think at a high level of detail and depth, or excel in mathematics or coding." Companies outside of the US recognize the working virtues of autistic candidates as well. Vodafone Germany has hired an autistic worker who they say is "highly intelligent and adept at dealing with patterns and numbers, which is a skill Vodafone finds very useful." Among the more ambitious efforts of this kind is an initiative launched by SAP. The company recently announced that it is embarking on a global program to hire people with autism as software testers, programmers, and data quality assurance specialists. Employing people with autism can offer competitive advantages according to SAP, while helping the individuals secure ongoing, meaningful employment. special talents underutilized The common perception of workers with autism is they have strong science, technology, engineering, and mathematical (STEM) skills, but not everyone is the same! Simply put, if you know one person with autism, you know one person with autism. There's just as much variety within the group of people on the spectrum as there is among non-autistic people. If you focus on individual talents, you will soon be able to see some great employment opportunities in many different professional fields. Yet, despite this, adults with autism are struggling to find work. So why aren't we tapping this high-potential talent pool? why not hire autistic workers? OK, so the case is clear. But why do employers remain hesitant to hire people on the spectrum? One reason is the misunderstanding that hiring people with autism can be costly. But if you consider that staff members with disabilities stay with a company an average of seven years, compared with 1.3 years for other workers, the cost of accommodating employees with a disability is a minor concern. Another problem is that some companies don't know how to undertake the right approach to recruiting those with disabilities. When it comes to people with autism, they need to rethink their job descriptions. People on the spectrum tend to take requirements very literally, and they might not apply for a job asking for three years' experience if they only have 2.9. The interview process also needs to be redesigned to support different social skills. You could consider using aptitude tests and assessments instead. In addition, you need to promote a culture of inclusion. Employees with a disability need to feel safe and welcome. (They often endure bullying at a depressing rate.) Finally, you may need to adapt your workplace because some people with autism will find it hard to focus if their environment is crowded and over-stimulating. For instance, some may feel more comfortable working somewhere quiet, away from noise and humming overhead lights. There are estimates that the number of people with autism is growing, but this trend is not certain. Unfortunately, this highly intelligent workforce faces an unemployment crisis, even as many employers face a talent shortage. Fortunately, a number of businesses are recognizing the win-win potential. Companies such as OfficeMax, Marriott Hotels, and Walgreens recently launched a simulated work environment to train and support people with a disability or disabilities, including those with autism. Their efforts make perfect sense. Studies show that 92% of consumers have a more positive attitude towards companies that hire people with disabilities. It's not just for filling their talent needs but is also good for business. get ready for the future I predict that 45% of the jobs that employers say are difficult to fill could potentially be staffed by people with autism. Not only are they highly intelligent but they're also hungry to work. They can be employed in a wide variety of occupations as long as we take their workplace needs into account and provide a supportive culture and environment. If you need support and would like to know how to tap into this valuable talent pool, there are several specialized organizations you can contact. So what are you waiting for? To help you get started, here are some useful autism advice links: • Advancing Futures for Adults with Autism • The Global Autism Project: • The National Autism Association about the author Jim Stroud is Senior Director, RPO Recruitment Strategies & Support, for Randstad Sourceright. A globally renowned sourcing expert, he has recently been recognized in Glassdoor's 2015 HR and Recruiting Thought Leaders to Follow and The 100 Most Influential People in HR and Recruiting on Twitter. Passionate about all things sourcing and social media, he keeps a blog full of insights and practical examples. further reading The Autism Job Club: The Neurodiverse Workforce in the New Normal of Employment by Michael S. Bernick and Richard Holden

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