Rekrytering - en social sport : En kvalitativ studie om rekrytering av individer med högfungerande autism

Sammanfattning: Recruitment processes place high demands on jobseekers' personal characteristics and social abilities, which high-functioning autistic individuals experience as obstacles. They had preferred that recruiters value competence higher. On the other hand, the respondents involved with recruitment believed that personal qualities are important in assessing the jobseeker's suitability to fit into the current team, which was considered an important factor for long-term employment. The organizations advocated diversity in the job advertisements but are perceived to have a lack of knowledge about the meaning of the term. Diversity work can be experienced as contradictory as great emphasis is placed on personal characteristics, which seems to lead to like-minded jobseekers and a homogeneous working group being given priority over diversity. More knowledge is needed to fulfill the diversity work and thereby make the recruitment process more well-functioning and inclusive. Some suggestions for a more inclusive recruitment process are to present job advertisements clearly, focus more on jobseekers' abilities, include job samples in the recruitment process, give jobseekers the freedom to have interviews digitally or physically and dare to promote a heterogeneous team.