Begin by appreciating that although there may be some common characteristics and behaviours, each individual with autism is truly unique. An individual may present pronounced social skills deficits while at the same time possessing very strong thinking skills and intellectual capabilities. Specific job skills training will likely yield highly motivated performance. Be cognisant of those who may present sensory sensitivities (for example, to certain types of lighting or sound), resist changes to routines, as well as a leaning towards literal and concrete thinking.

Recognize that this potential employee pool may face varying levels of anxiety when dealing with new situations such as an interview, as well as difficulty with social interaction (for example, knowing what is best to do or say), and even maintaining eye contact. As a result, it would be beneficial to shift emphasis away from the traditional interview format, and instead embrace a hands-on, on the job work trial as an approach to
hiring.

First and foremost, an individual with autism may choose not to disclose, particularly on their resume or at the time of interview. This is their right. However, if disclosure is forthcoming the employer needs to be willing to support the disclosure, especially considering the interviewee may not feel comfortable providing too much detail. Allow for brief and positive specific disability relate questions.

As with any other member of a specific work culture, to varying degrees, fitting in will depend upon his/her level of skill and education, as well as how interests align with those of co-workers. These considerations must be balanced with ensuring a workplace where co-workers demonstrate an understanding and empathy for all individual differences.