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Autism Workforce > News > default-process

Process 5

  • Thomas torello
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AW supports both the company and new hires during a 30-, 60-, 90-day review process. Support includes assessment of productivity, integration, virtual coaching, and, if needed, custom solutions to retain their employees.

Process 4

  • Thomas torello
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AW supports both the employer and new employee to ensure both parties have success. AW strategically structures onboarding so that the company gradually takes ownership of training and integrating their new employee(s).

Process 3

  • Thomas torello
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AW implements specialized training and coaching sessions* to best prepare managers & co-workers to successfully interview, on-board, and work with this loyal and dedicated workforce.

Process 2

  • Thomas torello
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Following a company’s standard hiring procedures, AW will work with hiring teams to adapt their process by making it autism ready. This involves retrofitting the traditional interview to include a Pre-Interview Tour and Skill Assessment*, which results in hiring the best candidate for the job.

Process 1

  • Thomas torello
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Collaboratively, the company and AW will identify entry-level, repetitive job(s) that support the needs of the business. AW conducts a job analysis to create or adapt “standard work,” and/or add job aids through the use of evidence-based practices. This ensures a universal design and success for those with autism.