Getting Started With Specialisterne
To get started with us, we highly recommend that neurodivergent candidates register on our Candidate Portal to add their details to our database. In doing so their details are in our system so when roles become available, Specialisterne is able to process their application as quickly as possible.
Other than under specific circumstances, Specialisterne typically does not contact candidates who have not applied for a role themselves. Candidates are encouraged to watch for job updates. To ensure that candidates are notified of new positions, it is recommended that they sign up for our mailing list and follow our social media accounts.​
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​What is Our Neuro-Inclusive Recruitment Process?
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Talent Acquisition
Candidates interested in job opportunities must apply through the Specialisterne Candidate Portal by selecting the appropriate role(s). Upon applying, they must complete an Assessment Form for each role, which Specialisterne staff will review to assess their eligibility and suitability.
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Pre-Assessment
Shortlisted candidates will enter the Pre-Assessment phase, where they participate in an online pre-screening evaluation to further assess their suitability which involves both individual and group-based activities. During this stage, candidates will collaborate with Specialisterne facilitators to develop a Talent Profile, a standardised document similar to a résumé, ensuring all candidates have an equal opportunity to showcase their skills and strengths. Based on the outcomes of this stage, some candidates will advance to the next phase, the Assessment Centre, while others may not proceed further.
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Assessment Centre
During this phase, candidates take part in an Assessment Centre, engaging in individual and group-based activities designed to further evaluate key soft skills and workplace-relevant attributes. While not all candidates will move forward, many find the experience valuable and insightful.
As part of the Assessment Centre, candidates will interact with the employer through job-specific assessments and activities. Employers will provide insights into the role and answer questions, offering candidates a clearer understanding of expectations.
Candidates may also be invited to participate in a "Workplace Insight Session", an accessible and supportive experience that provides firsthand exposure to the workplace environment, team dynamics, and daily responsibilities. This session also serves as an opportunity for both candidates and employers to ask questions and further assess compatibility.
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Onboarding
Once an offer of employment has been made , the onboarding process begins, which varies by organisation. Specialisterne will support candidates throughout this transition, assisting in the completion of their Employee Success Plan before their official start. Additionally, Specialisterne will provide ongoing support for a designated period after employment begins.
Current Available Roles
When we work with our client partners to develop alternative recruitment programs, our team works closely with hiring managers to understand what types of skills and aptitudes candidates will require to be considered for the available roles.
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How does Specialisterne remove barriers to employment for autistic individuals?
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We take this information and create job advertisements that are written in language that is easy to understand and gives autistic and neurodivergent job seekers a clear understanding of what the job is, what skills and experience are required, and what the recruitment process involves.
We work with our client partners to offer recruitment opportunities in many areas of employment, including the full range of IT roles, through to project management, administration, and other professional services.
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One of Specialisterne’s key functions is to build alternative recruitment pathways through a workshop and assessment approach in conjunction with our client partners so that they can work with and understand autistic and neurodiverse talent prior to hiring.
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We know that many autistic and neurodiverse job seekers are disadvantaged when competing for employment due to the way in which typical recruitment practices are offered in mainstream employment.
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We work closely with our client partners to thoroughly understand their business, their people, and culture, and importantly, to understand the roles we are helping them to fill. We take this detailed understanding of the employer and associated roles, and develop practical, skills-based assessments that allow candidates the opportunity to show employers what they can do, removing barriers that exist in traditional recruitment.
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At Specialisterne we believe that candidates should ultimately determine which role is right for them. Throughout our alternative recruitment process we strive to give a clear understanding of the role to candidates so they can make career choices based upon a thorough knowledge of the employer, the team, and the role.
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We are not just a recruiter, but also work with our client partners to build a foundation of understanding of autism and neurodiversity. Throughout the recruitment process we work closely with hiring managers, team leaders and buddies so that when their new autistic employees commence employment, they are confident in supporting and developing them.
Specialisterne directly supports our client partners well beyond commencement of employment.
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