Living independently on the Autism Spectrum by Lynne Soraya

Author:Lynne Soraya [Soraya, Lynne]
Language: eng
Format: epub
ISBN: 9781440557651
Publisher: Adams Media
Published: 2013-07-15T00:00:00+00:00

Referrals and Networking

As discussed earlier in this chapter, statistics show that most jobs are not found via searching through job listings or classified ads. For us, this particular technique might seem easier on the surface because it doesn’t initially require social contact. Unfortunately, when you go through a job site or apply to an ad, this usually forces you into a hiring infrastructure that is typically stacked against people on the spectrum.

Most job applications and resumes received through such a process will be directed straight to HR (human resources). HR professionals are trained specifically to screen resumes and applicants. Unfortunately, many of the typical ways that they screen might have a disparate effect on someone on the spectrum. For example, they may exclude a candidate who doesn’t appear to be enthusiastic on the telephone. This could lead to candidates being excluded who have an unusual speaking style, or who might sound “monotone,” regardless of their real level of enthusiasm regarding the job.

For better or for worse, hiring an employee is often a social process. Employers want to know the person they are hiring. They want to understand not only the person’s skill set, but how he goes about doing their job. In most of the places I’ve worked in, the majority of people who are successfully hired were people who were referred to the hiring manager directly by someone who had worked with before or who knew that person personally. Employers want to know that what you have represented in your marketing materials (your resume and cover letter) are really as advertised.

Because of this, one of the very important tools you’ll need to have at your disposal in your job search process is a list of references and their contact information. These are people who know you and can provide perspective on the type of person you are. Ideally, a reference should be someone who is not related to you, who can appear at least somewhat objective. If you give references such as family members or a boyfriend or girlfriend, they will have less weight with the employer, because the employer will be concerned that they will be biased toward saying positive things about you.

Always make sure that you have a person’s permission prior to using him or her as a reference and ask about giving out personal information, such as an e-mail or phone number. Some people prefer not to give this information to people they don’t know. If you give out such information without their approval, they will likely be very unhappy and thus will not give you a good reference.

You’ll also want to make sure that the people serving as your reference are aware that they will be receiving a call from the prospective employer. You’ll want them to be prepared when the potential employer calls, and it’s always a good idea to give them some idea of the job and the things that the employer has stated, either in the interview or in the job description, as being important.

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