I am applying for work

When you apply for a job, you are beginning a process that will enable you and the employer to decide whether you want to work together. They will be trying to establish whether you can do the job and you will want to establish both whether you can do the job and be happy working there. There are numerous opportunities for you and them to decide if this is or isn’t going to work out as you go through subsequent stages of the recruitment process.

Getting a job in a small company could be as simple as speaking to someone you know who is willing to give you a try. Bigger companies usually have longer, multi-stage processes taking months without a guarantee of a job at any stage.

Take good care of yourself throughout the job search process

The job search process may be stressful. You may get support from family, friends, your GP.

You can find information about organisations offering support with health and wellbeing at this link

You can look for jobs in lots of different ways. It is important to look for multiple job opportunities as it’s unusual to succeed at your first attempt

Most people use a combination of methods in the following list to find suitable opportunities to apply for:

Word of Mouth: Not all jobs are advertised and open to competition, so it is always worth asking people who know you well if they know of anyone who has a job that would suit you.

Government website: The government lists jobs on a website where you can create and account and look for suitable jobs. There are different websites for  England, Scotland and Wales and Northern Ireland.

Sector specific publications: if you are looking for a job in line with your special interest, skill or qualification, look at any published newspapers, magazines, online forums or websites in that area which carry details of jobs. For example, the Times Education Supplement (TES) includes details of teaching jobs.

Register with an employment agency: There are many agencies available. They tend to specialise in particular types of job or sector. You could ask them whether they have experience of placing autistic candidates and if helpful, provide them with some information about autism, or show them our agency case study.

Jobsites: Most online job sites will help you to find jobs, store your CV and keep a record of any jobs you have applied for. There can be an overwhelming amount so it is important to use the filters which allows you to find the opportunities you are most interested in. Filters can include:

  • Job sector such as healthcare and nursing, creative and design, property job
  • Location by region, county, town and even areas within a town, sometimes allowing you to specify how far you’re happy to travel for work and then identifying all jobs within that distance of your home postcode
  • Salary Range – set your minimum and maximum
  • Types of contract
    • Permanent – where there is no defined end date
    • Contract – where there is a specific start and end date operating under specific terms
    • Temporary – where the opportunity has a defined end date
    • Apprenticeship – training while working

Social Media: Employers are increasingly aware that people spend a lot of time looking at social media and are developing new ways to advertise to prospective candidates via Twitter, Facebook and Linkedin. Setting up accounts on social media and following organisations that you’re interested in working for will help you research what you want to do and may also help identify opportunities you can apply for too.

Jobcentre / employability program: If you have registered for Jobseekers Allowance or Universal Credit you will be expected to work with your local Jobcentre or employability provider to find job opportunities. They may have access to guaranteed interview schemes, but you may well be obliged to consider and apply for roles which they select in order to maintain your benefits.

The Disability Confident scheme

Some employers are attempting to offer a more supportive environment so that they can benefit from the skills in a more diverse workforce, you can therefore expect them to be receptive to applications from those with a disability including those with autism

The Disability Confident Employer Scheme is a voluntary scheme set up to help employers make the most of the opportunities offered by employing people with disabilities. There are 3 levels in the scheme which must be completed in order:

  • Disability Confident Committed (Level 1)
  • Disability Confident Employer (Level 2)
  • Disability Confident Leader (Level 3)

Under the self-assessed scheme, employers work to develop their confidence in exchange for inclusion in the register of Disability Confident Employers Disability Confident Employers and the right to use the disability confident logo.

Find out about a company or organisation before you apply.

Why THIS company?

There are lots of reasons to apply for a job, but your job application will be more effective if you can describe why you want to do THIS job for THIS company

Sometimes it’s good to be prepared to tell your prospective employer why you want to work there. However, see the table below for some examples of what would be good things to say as part of your application, and also some things that wouldn’t be as effective:

Reasons you can say that will help you get the job

  • They are your dream company because they work in or with your special interest. (This is not usually the case)
  • You know someone who works there, and they say they love it
  • You like what they do
  • You like their values and want to contribute
  • They have a great reputation
  • You have always wanted to be a (insert job title here) because….

Reasons that you should not say (even if they are true)

  • It is better to be employed than unemployed and they have a vacancy
  • You know someone who works there, and they say it’s mostly ok
  • You know how to get there
  • You need the money

You are looking for compelling reasons that particular company and you are a good match. Think of a problem they have that you can solve. Your research on the company will help you.

For example: they are looking for more warehouse staff as their business is growing, you are methodical and loyal, so they won’t have to worry about you turning up late and making expensive mistakes.

What research should you consider doing?

Your research will help you understand what skills and experience you can offer to the organisation, as well as think about whether you would enjoy working for them

Your research will vary according to the size of the organisation you are interested in working for and the type of role you are applying for.

A: For all jobs (especially those with small local companies):

  • Ask someone who works at the company:
    • What do they do
    • What they are like to work for
    • What they think is important
    • Will they offer the flexibility and the reasonable adjustments you need
  • Look at the company website: Look for:
    • The company careers page (if they have one) to find jobs they have available and what they are looking for in an employee
    • Mission, vision and values. These will tell you what the company values are. These should mostly be values you find important. Avoid companies doing things you don’t agree with as it will dramatically increase your stress level. If you are vegan, you are unlikely to be comfortable working in a butcher’s shop, for example. If in doubt, talk them through with family, friends or an advisor.
    • What the company does, produces, creates, or sells
    • How the company describes itself and if that will meet your needs. For example, if they talk about teamworking constantly in their documentation and you prefer to work alone, you might not like it there
  • Ask someone who uses their product or service what they’re like

B: For jobs with medium sized / less formal companies:

Research using the suggestions for small companies PLUS:

  • Look at company reviews on Glassdoor. Many companies have the same job advertised on a number of sites. They prefer applications through Glassdoor because it includes company research which shows you have made more of an effort.
  • Twitter and Facebook are good for news about the company which is useful for the application and interview. Interacting with a company through their social media page can sometimes help them to feel they know you when they receive your application. Make sure it is relevant and positive to create a good impression.
  • LinkedIn has company pages and can help you find people who work there. If you have an interviewer’s name, you can often find a photo, so you recognise them in the interview. Check their profile to see what they find important. Also look at the “other companies viewed” section of a company page to give you an idea of what their competition is doing.

C: For large, formal and international companies:

Research using suggestions for A: small companies and B: medium sized companies PLUS:

  • Annual Report – Gives you the company’s strategy and financial position as well as its strategic direction. May also include information on new products and how they are dealing with key challenges facing the company.
  • Wider Industry – Find out about what issues affect the whole industry and what the most successful players in that industry are doing. Provides useful background for the application and interview.

Job adverts are the way that a company will let people know that there is an opportunity to work for them. It can be helpful to be aware of what companies are trying to achieve at different parts of their recruitment process.

Employers want to get lots of potential applicants to read their advertisement. They will be positive about the company and the role, in order to encourage you to read more!

Adverts are unlikely to contain all the information you will want or need to help you decide whether you want to apply – for more details you will need to review a Job Description, where duties are described in more detail

When reading job adverts, you will often come across phrases that may need explanation. Here  are a few of the most common ones:

About you – This is the bit where they describe the type of person they are looking for. It may include skills, experience and/or personality traits. The more their description sounds like you, then the more likely they want people like you to apply.

Essential – If a skill, experience or qualification is listed as essential and you don’t have it, think hard about whether you should apply, as your chances of success are low.

Desirable / Optional /Preferred – If a skill, experience or qualification is listed as desirable, optional, or is preferred, this means that people with those skills are more likely to get the job, but it is still worth applying. You may still be the best person for the job even without them.

Competitive salary – The amount you would be paid is similar to similar roles in other organisations. It might mean they haven’t decided what the salary will be. It might depend on your skills and experience. Find out what other similar roles are paying by doing an online search for a salary checker.

DBS Check – A Disclosure and Barring Service (DBS) check is a certificate you apply for to show that you do not have a criminal record. You will need an enhanced DBS check for some roles working in health care, with children or with vulnerable adults. If you need a DBS Check for the job (but don’t currently have one), your employer will handle the application for you, and your job may depend on having it.

Fixed Term – The job is only for a limited period of time. This is usually the term of your contract.

OTE (On Target Earnings) – For many sales jobs, there is a basic salary which is topped up with the commission you earned, based on how much you sell. There is no guarantee you will get the higher figure. If you are not comfortable and fluent in speaking and selling face to face, avoid these types of jobs. For example, it might say £20,000 salary £40,000 OTE.

Pro-rata – For part time jobs, this is where the salary you see (which is usually the Full-time equivalent) will be divided in proportion to the number of hours you work. For example, a £37,000 job, which is part time over 21 hours (if their standard work week is 37 hours) would pay you £21,000 a year pro-rata. Your annual leave (holiday leave) is worked out the same way.

Proven Track Record – They are looking for someone who has done a very similar job before (or has the same skills in a different sector or environment). For example, if you have managed complex IT database projects and the job is in app development, that might not matter as much as the project management skills you have.

Adverts may also have a description of the type of person they are looking for

The following are some of the words that may be used to describe the attributes or skills they want an applicant to have:

Dynamic – You are energetic and creative, energetic and ambitious for the company and yourself.

Attention to detail – They will be looking for good accuracy, and evidence that are good at spotting mistakes, so be sure to proof-read your CV and covering letter very carefully.

Self-Starter / Driven / Proactive – You will decide what you need to do to get the job done and manage your own workload. The organisation will expect you to get on with the work and keep yourself motivated.

Team Player – You will be working a lot with other people, sharing ideas and helping out. This might suit some very sociable autistic people, others would need to balance social time with alone time.

Read through the whole advert once and then if it helps you, consider completing our Job Advert Analysis to help you think about the requirements of the job and whether you want to apply for it.

Having attracted lots of applicants to their opportunity through advertising, some employers then describe the role and skills required to undertake it using Job Descriptions and Person Specifications. Most Job Descriptions, Person Specifications and adverts describe the skills or competencies required to do a role.

Employers use these documents to ensure that only qualified applicants submit applications. Job Descriptions, Person Specifications or adverts may use words or phrases which are unclear or relate to the role – if you can, ask someone you know who works for a similar company if they can understand them.

A Job Description (JD) outlines the scope, duties, responsibilities and tasks of the role. If written well, it can help you visualise what it would be like to do that job. It also often forms part of your employment contract.

Job Descriptions are sometimes vague – the words “anything else that is reasonably requested” is often included in job descriptions as employers can’t always predict what might need to be done and don’t want to limit themselves

A Person Specification describes the qualifications, skills and experience needed to do the role. It will help recruiters to write job advertisements, and like advertisements can help you decide whether to apply or not.

Skills tend to be learnt e.g. use of a software package, whereas competencies are knowledge and behaviours. You will have competencies whether you’ve worked before or not.

The ability to learn is one of the most desired competencies in today’s workplace:
Showing that you can master new tasks, skills and techniques might negate the need to show that you can do everything today, as you’ve proven you can learn how to in the future

Some of the common competencies that employers look for are:

  • Teamwork: Can be one of those competencies that causes autistic jobseekers to worry, as they can quite often be introverted and don’t always understand the many social dynamics that can go on in team environments. However, teamwork is also a competency that we can all relate to and know something about – even if you have no prior work experience, you have probably been in a team or group at school, or in a social or sport activity. We may have been in teams that have worked well, and we have probably been in teams that haven’t! The key here is to think about your role in the team and how you helped the team perform more effectively than it would have done without you.
  • Decision Making: Key to thinking about this competency, is to think about the process of decision-making, rather than the result of it. Do you evaluate multiple alternatives, do you consult with others, do you take your time or make instinctive judgements? Everything you do every day is determined by decisions – what shall I do today, how well shall I do it, how long shall I spend doing it etc. so you should have plenty to draw upon.
  • Communication: Depending upon the role you’re applying for; it may be more important to illustrate written or verbal communication skills. Things that are often overlooked are listening and clarifying understanding, which are essential to effective communication.
  • Leadership: Doesn’t just mean having authority or being in charge. It might also mean taking responsibility to ensure things happen effectively or helping others to achieve their objectives.
  • Problem Solving: This is similar to decision making but infers that the decision is difficult – perhaps it needs a little research, or some creative thinking to identify an alternative option that isn’t immediately obvious?
  • Ability to Learn: We tend to learn through education – formal classroom training, exposure – observing how others do things, or experience – trying stuff out and learning from our successes and failures.
  • Initiative / Independence: One thing that is true abut many workplaces is that people working there are often busy. They don’t want to have to constantly show people what to do, or how to do things. When might you have been resourceful and either worked out how to do something for yourself or solved a problem that no one asked you to solve?
  • Creativity and Innovation: Sometimes autistic people feel they think differently to others around them. This can be a great source of creativity and innovation. Coming up with ideas and designs that make things better will always be something that employers value.
  • Influencing Others: Sometimes we need to change people’s minds or get them to believe in our idea. How we go about persuading them to think differently might sound manipulative, but often it can be to their advantage. It’s a competency that lies at the heart of many sales and marketing roles. People often forget that influencing isn’t simply about presenting a well-rounded argument, it’s also about understanding your audience.
  • Adaptability. As well as the ability to learn, this also relates to our ability to cope with change. Change can feel daunting for autistic people, but you will have developed ways to navigate changes. Preparedness and planning are often key skills that autistic individuals have that actually make them good at adapting, despite not necessarily liking it very much!

Where listed in Job Descriptions, Person Specifications and adverts, these skills and competencies are likely to form the basis for the upcoming recruitment and selection process.

Remember, you have experiences from all aspects of your life that are relevant to the workplace and that you can draw upon to show how you might perform against a job description

There are a number of different ways to apply for work. The process will vary depending on the job you are applying for.

If there is an application process, you will usually be one of a number of people applying for the same opportunity. Whether you submit your application on paper or using an online process, they will all be received by someone who has to go through the pile of applications. There may be just a few, or there could be hundreds.

Your application won’t always be successful – that’s often simply down to how many other good applicants they had, rather than a reflection on you or your application

There are lots of different ways to apply for work. Usually, the bigger the company, or the more senior the role, the more complicated the appointment process will be.

How you apply for a job differs based on whether you’re responding to a role that has been advertised or submitting a speculative application. A speculative application involves applying for a job in an organisation without having seen one advertised.

Responding to advertisements

The advert should contain instructions regarding how to apply, or a website link to more information. Typically, you might be asked to:

  • Provide contact details so that they can post or email you an application form
  • Download an application form to complete and submit by post or hand in (a Curriculum Vitae (CV) or Resume may not be needed. The company will usually say if it is not necessary)
  • Complete an online application form
  • Email or send the employer a copy of your CV to an email or postal address provided
  • Send copies of documents, for example of your qualifications

Sometimes employers expect you to do more than one of the above, for instance they may ask you to complete an application form AND attach your CV. If this occurs, it is probably best to assume that they may not review them together, so submit your CV as if you weren’t completing an application form and complete all parts of the application form as if you weren’t also attaching your CV!

You may also be asked to send a ‘covering letter’  with your CV. This gives you an extra opportunity to explain why you are interested in working for this company and in this role.

Make sure that you follow all the instructions which are given about applying for a role:

If they ask you to complete an application form – do so! Don’t send your CV instead and hope that they will read it

Key Steps  to complete the application process

Read carefully and follow the instructions that you are given and make sure that you include all the information, documents and other supporting activities that are requested.

Step 1 – Read the job description and person specification – make sure that you have everything they describe as ‘essential’

Step 2 – Tailor your CV (if requested) – with brief descriptions of tasks and roles that meet their description of what is required. Your CV is not always a written list of your skills and experience – you may be asked for a video of yourself or samples of your work. Be sure to follow the instructions you are given and provide the information in the requested format.

Step 3 – Write a Supporting Statement / Covering letter (if requested) – say how you meet the requirements of the post and your interest in the organisation. See the tips for writing a cover letter in the next section.

Step 4 – Complete the application form (if requested)

Step 4 – Check the instructions – Answer all questions. If they use reference numbers, quote them in your covering letter, if they want a photo, put one in and make sure you make a note of any deadline and get your application in before it!

Step 5 – Meet the deadline – make sure your application and all supporting information arrives before the deadline

Make sure you have included all the requested documents when you submit your application and ensure that you meet the required deadline!

Submitting a speculative application

A speculative application is one where you apply to an organisation for a job even though they have not advertised one. This is something you might do if you really like an organisation or think they might really want to employ someone with your skills, knowledge and / or experience. This might involve posting them your CV and covering letter, but it might also mean visiting the company and speaking to someone in person. If they are the person in charge and they like you, they might just give you a job

Application processes can be very short or may take many stages and last months to progress through the necessary stages.

A Curriculum Vitae (CV) and cover letter or email is often the first step in the application process. If you are asked to fill out an application form or use some other process, be sure to follow the instructions!

Here are some things to consider if a job advert asks you to send your CV (or Resume) and a cover letter, or if you are sending in a speculative application.

A good CV and covering letter can get you an interview and help you get the job, a bad one may get your application thrown out

There are a few simple rules to follow, but if you are applying for a creative role, then it may be appropriate to disregard some of these rules if appropriate in order to show off your creativity. Take care to follow the instructions you are given – if they ask for samples of your work, a film of you talking about your achievements, or other proof of your skill, then make sure you provide them!

What should be included in your CV?

Remember that a prospective employer will look at your social media accounts if you have them, so make sure that that they don’t contain anything that might put them off!

  • Contact details: Name, phone numbers, email, whether you have a driving licence if relevant. You can include details of your Linkedin profile or other social media accounts if you have one.
  • Professional Profile: 4-6 lines summarising the most important parts of your experience, the industries you’ve worked in and the tools you’ve used
  • Core Skills and/or achievements: 6-8 bullet points to highlight the best of what you can do
  • Roles: List each job in order from latest to earliest with the most information on the most recent and progressively less as you go further back in time. Include:
    • Company, Role Title, Dates as a heading
    • 2-3-line summary of your role
    • Key responsibilities
    • Key achievement and the impact

    If you have lots of jobs, and are running out of space, you may want to overlook short term work, or historic work, particularly if it has little relevance to the type of work you are looking for now.

    If you are lacking in formal work experience, consider how you might highlight life experiences in a way that is relevant to your future employer. Ideas include:

    • Situations where you have taken responsibility
    • Situations where you have assumed a leadership position
    • Times when you have contributed successfully to a team
    • Circumstances where you have had to use your creativity or experience

    These may be from school projects or clubs. They may be from sporting, social or community activities.

  • Education, training and Qualifications: List with dates and governing bodies. Only include relevant qualifications, including any professional ones you have
  • Interests: This is optional but can be included, especially if your interest is relevant to the role

A number of CV templates for people at different stages of their career and in different situations can be found by searching the internet. Pick the one that suits your situation best then tailor it as appropriate to suit the job and company you are applying to.

Tips for your cover letter

A cover letter may be an email to go with your application and if requested, your CV. It should probably be about 200-250 words, in short paragraphs (one idea per paragraph) and could include the following:

  • The job you are applying for, or if sending a speculative application, the type of work you would like to do
  • The documents you enclose (CV, application form, portfolio and completed test, if any)
  • Why you want to do this job and work for this organisation
  • Why they should hire you (what special skills and experience others might not have)
  • Any achievements you are proud of that show you have relevant and desirable skills
  • When you can start

Although most CVs and covering letters are now emailed or uploaded online, sometimes you may need or choose to submit one by post.

Our download contains more suggested rules for your CV and cover letter.

Many organisations now ask you to complete an application form when applying for jobs. Follow these steps to make sure you include everything you need in your application.

This might mean filling out a paper form by hand, but more likely you will fill it out on a computer and submit it or email it back.

There are several different ways that application forms are used. You may be asked to:

  • Fill out a form on paper which you have downloaded from an email or website, or had posted to you
  • Input information directly into online forms
  • Download forms and complete them on your computer before emailing them back
  • Download forms, and complete them in a standard software package such as Microsoft Word, before emailing them back
  • Download forms, print them and complete them by hand before posting them back

You should use the information you collected on your job advert analysis to give you most of the answers. You may be asked to upload other documents, for example your CV or copies of your qualifications.

Be sure to follow all the instructions you are given, complete all the mandatory elements and submit your application before the deadline!

References

Potential employers will often ask for the names of people who can provide a reference for you and vouch for you. This may be a previous employer, or if you haven’t worked, then someone who knows you well, although it should usually not be a family member. You may be asked for the names of referees as part of the application or it may be later in the process, but it a good idea to think in advance of who would make a good referee. If it is a previous employer then they usually expect to be asked for references, but if it is non-work reference, you should ask their permission to use their name.

There is more information on references in the section on ‘Answering and asking questions at interview’.

Disclosing (telling others) that you are autistic is a big decision. Even telling your friends is a big decision for some people. You have the choice whether to disclose or not to your employer or prospective employer.

You are not required to tell anyone about any disability, health problem, or difference

Because autism is an “invisible” condition (no one can easily know you’re autistic by looking at you, unlike some physical disabilities) you may only be able to access some of the potential benefits of disclosing by making the conscious decision to do so.

Why disclose

The main reason for telling an employer is to allow them to make changes to meet your needs

Unless the employer is aware of your autism, disability or other issue, they will not be required to make adjustments for you. If you do disclose, they are obliged to accommodate reasonable adjustments and you may be protected by discrimination laws. You may also find it easier to be yourself, as you won’t be trying to mask your condition.

But if you aren’t looking for your employer to do anything differently as a result of your disclosure, you may choose to withhold the information. For some people this is preferable, as they don’t like talking about their autism.

When to disclose

If you choose to disclose, you will have to decide when to do so: you can tell them at any point during the recruitment process, or once you have started work

If you do wish to tell your employer or manager about your autism, the options for when to tell them include:

  • In your application:
    This will give an employer plenty of time to find out about autism and consider how an autistic person could bring benefits to the workplace. You can explain how the job you have applied for will suit your skills, why you feel that autism will not affect your ability to do the job. It may allow them to think in advance about tailoring both the recruitment process and the job to suit your needs and make appropriate adjustments. If the employer talks about being inclusive in the advert and on their company website, or if you know other autistic employees who are getting on well in that company it might give you more confidence to disclose early in the process. It will also give the employer the opportunity to think about the need to apply for Access to Work funding to support you in your work.

BUT not everyone understands autism or is prepared to take the time to adjust what they normally do. Therefore unfortunately your disclosure may lead an employer to reject your application.

  • In advance of an interview or assessment:
    This will allow the opportunity to request adjustments and for the employer to put these in place. Adjustments may include:

    • Visiting the venue in advance of the interview
    • Requesting the interview questions prior to the interview and responding in writing
    • Bringing someone to support you
    • Exploring the possibility of an alternative to an interview, such as a work trial

BUT the employer may not be open minded about autism in the workplace and reject your application.

  • During the interview:
    This will provide the opportunity to explain the impact of autism in person, describe your strengths and talk about adjustments that may be needed as part of the role.

BUT the employer may feel disconcerted by the unexpected information and will not have had time to prepare themselves.

All the above opportunities to disclose are during the recruitment and selection process. It may be important to you that your employer is aware of your autism PRIOR to offering you a role, in which case you will need to select the option above that you are most comfortable with.

Bear in mind that many employers will look at your social communication feeds such as Linked in, Twitter, Facebook and Instagram during the recruitment process, so if you say you are autistic on there, you should declare it in the application

You can also disclose after the interview or assessment:

  • After receiving the job offer:
    This allows you to discuss adjustments that may be needed and gives the employer time to put these in place.

BUT the employer may feel that you have not been honest with them during recruitment which may reduce their confidence in you.

  • After starting in your new job:
    This will allow you to prove your value to the employer prior to asking for any adjustments.

BUT it may take some time before adjustments are in place and the employer may be aggrieved that you did not disclose earlier.

  • When issues arise:
    If no concerns or issues arise during your employment and you do not require adjustments which are specific to you, then there will be no need to disclose. For example, if noise is disturbing you, you could ask to wear ear defenders without telling your manager about your autism. However, if you are struggling to learn a new task because instructions are only given verbally, and your preferred learning method is for someone to show you what is needed, or to have the steps written down, disclosure may help the employer to understand the need to these adjustments.

BUT if a performance or other type of issue has been raised it may be difficult to re-establish your credibility.

Confidentiality

Ideally you should be able to decide who knows about your disclosure -you can discuss confidentiality when you make your disclosure

Maybe your manager or supervisor needs to know in order to arrange the adjustments you need. It might be useful for your work colleagues to know, especially if they are also given awareness training and therefore have some understanding of autism spectrum conditions. Without this knowledge, they may wonder why you have support from a mentor or job coach, or other support or adjustment.

If you work in a larger company or need an adjustment which may require approval, then it’s likely that the Human Resources department will be involved. For example, to support you to apply for an Access to Work grant.