Employers; Are you missing out on a talented autistic employee?

16% of autistic adults are in full-time paid employment

Employers want capable, talented employees but in this day and age they must know they are missing out on one part of society? Those with autism may lack the ability to sell themselves, do not have the same social skills as others and questions need to be direct and clear. But they are also hardworking, talented, creative people that deserve to have the same opportunity as others. Not everyone is suitable for mainstream employment but isn’t it time that the recruitment process is given an overhaul so those on the spectrum who can work and want to work are given that option?

It’s no secret my own brother has Asperger’s and a degree in graphics and animation. Like my brother many people with autism struggle to find suitable employment. Those diagnosed with Asperger’s will understand and can relate to my brother in the sense that he doesn’t have the same social skills as you and I. He doesn’t make eye contact when speaking, his expression and his tone of voice can be a bit monotone, unless you tap into something he is passionate about then he becomes quite animated even throwing in the odd witty comment.
He is currently working with a fantastic group called Signpost that are helping him re-write his CV, write job applications, helping him prepare for interviews as well as boosting his confidence. I know that with the support he is receiving he will eventually be successful. He has a great work ethic, is creative and hardworking,  the concern will then be the interview stage. My hope is that potential employers will do their research and adapt their interview process.

The National Autistic Society has some useful interview tips and advice for employing someone with autism, from creating the right job advert through to the interview stage. Interviews can be a daunting experience, so imagine how someone with autism will feel.

A solution for one parent was to create his own company that only employs people with autism, Auticon. Formerly known as Mindspark, was created by Gray Benoist, a parent of two autistic sons who saw the lack of employment options for them so decided to take matters into his own hands.

Our mission is about enabling a group who have been disenfranchised. There are many segments of society that are under-utilised and people on the autistic spectrum are one of them

In the UK two autistic brothers decided to change their employment situation by opening their own comic book shop. It wasn’t an easy task to begin with but with the support of their family the business is still going.

My aim is to not vilify employers but this is an ongoing problem and concern. Despite all the education, knowledge out there, groups emphasising that in the right environment autistic people can thrive we are still in this position. It’s a different world we are living in now, many people don’t work 9-5 they work hours to suit the demands of the company and to accommodate their lifestyle for a better work life balance plus the option to work remotely. So if companies can adapt to these changes then why not adapt to employ people with autism?

This isn’t an easy task and not even something all companies can invest in, but it is down to all of us to get the best out of people. Sometimes a bit of kindness, understanding and time can make all the difference. Put a bit of effort into investing in people and you’ll be surprised by the positive results.

JobServe Insight : Super-charge your adverts – Written by Rachel Reading

Advert Optimisation

It should go without saying that the fundamental of a good job advertisement is that it is attractive to its desired audience. However, writing a good job advert goes beyond these basics, and should be based upon an understanding of the techniques employed by job seekers in searching for jobs, and by job boards in delivering (what they perceive as being) the most relevant jobs.

Did you know that a well written advert can receive as many as 71% more applications than a less well written equivalent?

For the majority of job boards, the primary search criteria are determined from the job seeker entering one or more keywords or phrases that describe their requirements. JobServe’s sophisticated search engine works on a “best match” basis, therefore the better your jobs match the candidate’s “keyword search”, the higher they will appear in their search results.

To dispel a couple of myths

  • JobServe Best Match does not place adverts in the search results based on the age of the job.
  • JobServe Best Match does not list adverts based on the repetition of key skills in the advert body.

Reaching “Active” Candidates

Fundamentally, job boards can only match based upon the content you provide in your job advert. It is therefore important that your job advert contains all of the necessary constituent parts.

Shown below is the all-important structure for writing an advert, structured to work well with job board technology. Recruiters are advised to follow this format when writing their own job adverts on JobServe.

Job Title
It is perhaps of little surprise that the job title is one of the most important parts of the job advert. The job title is the first thing to catch the job seeker’s eye, and draw them to read your advert further.

The job title should both accurately describe the role using the terminology most likely to be used by job seekers, and also include popular alternate titles for the same role, as well as identifying the key skills.

Job Description
You should start your job description by repeating the job title, trying to avoid prefixing it with superfluous words such as “My client is seeking…”.

Keep your job description concise. Aim for between 200 and 500 words and use short paragraphs and bullet points where you can to make the ad easy to scan.

Give an idea of what the company culture is like at the end of the advert. This is an important selling point and should be included, but not at the expense of the information on the role.

Location
When completing the location information for your job, always try to be as specific as possible. Many job seekers will run proximity searches to refine the results for where they would like to work. Stating which town or city a job is located will mean it will be returned in far more search results, leading to more response.
Salary
Stats show :

  • Contract roles with salaries disclosed receive twice as many applications than those without
  • Permanent roles with salaries shown receive 50% more applications than those jobs which do not show the salary

If the job you are advertising has extra benefits, include these with your salary information. Some of the modern “intelligent” job search engines, such as JobServe, will take this into account when providing matches to candidates.

Jobs by Email

Jobs by Email was pioneered by JobServe in 1993 and is the proactive sending of jobs to matching candidates over a certain period of time. JobServe will send your job via email when it matches search criteria set up by our candidates.

By following the above suggestions, you will be increasing your chances of your jobs being included in more relevant Jobs by Email subscriptions each week, therefore widening the audience to your role.

And don’t forget…these may be passive candidates, not necessarily actively searching for jobs on the site. By receiving these emails they will have the opportunity to apply for your job, and they haven’t had to lift a finger!

Branding

Brand awareness, and the smart application of it, is a useful way for recruiters to increase the number of applicants to their job.

Where permissible, branding should always be applied to the job advertisement. This helps provide credibility to the advert, and assurance to the job seeker.

As a client of JobServe, you have the ability to fully brand each of your adverts on the site to increase your brand awareness and to help increase applications to each of your requirements.

If this is of interest to you, please contact your JobServe account manager who will be able to assist in getting this set up for you.

You can also view this article on JobServe

Insightful new ways to interact with our clients! Written by Rachel Reading

There is certainly no underestimating the rapidly growing use of social media as an advertising tool for recruitment, and although there is no clear analysis to prove that advertising via these methods will ever overtake Job Board advertising as the method of choice, we at JobServe do believe that there is some merit in using these avenues for the right requirement.

However, before you take a leap into the world of social media, we also believe that the right information can help you to make an informed decision and ensure that each of your requirements is getting to the correct audience.

Over the coming months, this series of short articles will serve as a guide to all things JobServe, from the usual JobServe processes and products we have to ensure your advertising performs at its very best, to all of the complimentary services we offer and the “behind the scenes” work we do!

All great candidates need a great job searching tool!

Well, with all good stories let’s start at the beginning…

All job boards are created with one goal in mind…to be able to provide candidates with a selection of job opportunities from which they are (hopefully) able to secure further employment.

We all know that without a steady stream of new and re-visiting candidates, a job board cannot deliver applications to its clients (that’s you) and therefore keeping the candidate happy is the first major hurdle to ensuring we keep ahead of the game!

With the job boards available in the market all professing to offer the same amazing candidate experience, JobServe has taken a step back to look at the searching experience and explore how this can be improved to become the most user friendly and effective in the market!

With the new JobSearch facility we are able to offer the job seeker an interface which they are already going to be familiar with (think popular email interfaces and you may be close), allowing less time to be spent clicking from one job to the next and back again, and more time spent reading and applying for jobs…every job seekers dream!

Quality of results is very important and by making it easier for a job seeker to review matching jobs and read them in full will lead to better quality applications. With the ease to review many jobs that match a search, being the first in the results is less important than writing a good job to attract candidates.

To take a look at our brand new JobSearch click here!

Advert Shelf Life

With the above point in mind, it is interesting to understand how advert ‘Shelf Life’ can affect the performance of your jobs. The majority of jobs typically receive 76% of their applications within the first 3 days after advertisement, which leads us to think that despite many job boards offering 28-day/1-month postings, recruiters might be better considering 7-day postings?

Therefore, by posting a job for 7-days, and then renewing it three times, substantially more applications may be received than posting the job once for 28-days.

The magic renewal period is 7-days, and most recruiters will find benefit from implementation of this “refresh” strategy!

Similarly, it is surprising to see how recruiters will blindly re-advertise difficult jobs for weeks on end without making changes. If a job hasn’t performed due to niche skill set/location for 1 week, the chances are that if you re-post an identical advert for a further week, it will perform the same in the second week.

Instead, make small changes to the job title, include further key skills or look at advertising further positive information about the role to attract a different audience.

In essence…“If you always do what you’ve always done, you’ll always get what you’ve always got.”

You can also view this article via JobServe http://www.jobserve.com/content/jobserve-insight-the-key-to-good-response.htm