If you are familiar with the topic of autism and the workplace, you’ve likely noted that extensive time and energy is dedicated to the way in which an autistic job seeker can change their presentation style in effort to get hired. I was recently contacted by a job candidate on the autism spectrum who wrote:
A fast and simple way to improve both your speed and quality of hire is to use LinkedIn profiles for your initial candidate screening. They are superior at this first assessment stage because they are more likely to be updated, accurate, and their uniform format makes side-by-side comparisons easier. By relying on LinkedIn profiles, you can begin your prospect screening faster and you are much less likely to make a screening error. Many firms are making the shift, but if you haven’t yet. Here are the top five reasons why these profiles are superior to resumes for your initial screening pass.
For the last four years I have had the challenge of recruiting for the hospitality industry — trying to fill positions that are for the most part entry-level, low-paying jobs — with people who have outstanding interpersonal “people” skills in an industry that never closes.
I’m not your typical writer for this website, in that I’m an employee, not a recruiter. Sometimes, however, it can be good to consider your practices from our target’s perspective. So let me tell you a little something about myself: On a scale of 1-30, I’m about an 18. But that’s before you factor in things like my level of “fame” or “social class.” Those qualities could earn others as much as 10 points. I’m pretty sure I’d only rack up two or three.
Recently an article written by Jessica Liebman,of Business Insider went viral and attracted a lot of attention. Liebman said there was one thing that proved to be a valid predictor for hiring. That was whether the candidate has sent her a thank-you note or not. The article created such a flurry was because this was obviously an external factor to the hiring process itself and had nothing to do with direct skills for the role. One can of course argue that sending a thank-you note correlates with many important candidate characteristics such as motivation, communication, and interest in the role. What could be possible wrong with that?
In 1965, Intel co-founder Gordon Moore noticed that the number of transistors per square inch on integrated circuits had doubled every year since their invention. Fifty years later, Moore’s Law had solidified itself as the golden rule for the electronics industry, contending that overall processing power for computers would double every two years.
The story of Ralph Northam — the Governor of Virginia — is familiar to most. News of a picture in his yearbook from 1984 resulted in calls for his resignation. The picture, which may or may not include him, showed two people, one dressed in a KKK costume, the other in blackface.