ABSTRACT
In Neurodiverse Applicant Screening, Interviewing, and Selection, the authors point out that there are a range of modifications to screening and application procedures (e.g., the job interview) that can help ensure hiring practices avoid implicit biases and are more equitable for Autistic individuals. This especially includes factors that affect hiring decisions (e.g., non-verbal and verbal cues, self-presentation and promotion), which may not actually be meaningfully related to actual future job performance in any way. In exploring how to effectively address potentially problematic processes for neurodiverse populations, Saleh et al. provide a brief overview of traditional and emerging screening and selection methods and summarize what is known about affirmative screening/selection approaches from other underrepresented labor force populations that may be relevant for Autistic candidates. They finally discuss the disparate impact (for neurodivergent applicants) and other risks stemming from relying on selection criteria (e.g., social behavior) that does not predict job performance and share recommendations for approaches that will promote fairer processes not only for neurodiverse job candidates, but also for more diverse talent pools generally.
