Job interviews are designed to reveal who will succeed in a role. For many neurodiverse candidates, Justin Nelson argues, they do the opposite.

Nelson is Managing Director and Head of the Asset Management and Financial Principals Coverage Team at JP Morgan Private Bank in Connecticut, overseeing a team responsible for more than $15 billion in assets. Drawing on that experience and on personal understanding of the barriers people on the autism spectrum encounter, he has outlined how financial firms can hire this group more effectively.

The Problem With the Standard Interview

A typical interview tests social fluency as much as skill. Candidates are judged on how smoothly they chat, how they read the room, and how quickly they answer. Nelson says that is exactly where neurodiverse applicants struggle.

“Things that you and I probably take for granted, that makes it so easy for us to be having this conversation right here, it’s very hard for them,” he explains.

The result is a filter that removes people before their abilities are ever tested. “Interviews can be hard for them, so an employer has to think differently about the hiring process,” Justin Nelson says.

What Firms Can Do Instead

Nelson points employers toward outside help. Broad Futures, a charity he works with, educates companies about neurodiversity and helps them run programs to select candidates. He also supports Adelphi University’s Bridges Program, which serves high-functioning students on the spectrum. He calls the move from school to work the hardest point for many neurodiverse people.

The reward for getting hiring right can be considerable. According to Justin Nelson JP Morgan managing director, these candidates are often extremely creative and bring computational skills far above the norm, qualities that suit financial analysis and wealth management.

After hiring, structure keeps that talent productive. Nelson recommends clearly defined tasks and an explanation of how each fits into the larger plan. He believes firms that learn to work this way may find some of their best employees.

His summary is simple. “Employers really need to change how they think about engaging with these people.” Refer to this article to learn more.

More about Justin Nelson JP Morgan on https://about.me/justin-nelson