Navigating Interview Challenges for Autistic Job Seekers: Insights and Strategies

Interviews can be a major barrier for autistic job seekers, regardless of their qualifications. Research shows that traditional interview formats often fail to accurately evaluate the strengths and skills of any individuals, and this is especially true for autistic candidates. In this article, we’ll explore what studies have found about interview challenges, how employers can improve their hiring processes, and how autistic individuals can better prepare for interviews.

Understanding Interview Challenges for Autistic Candidates

Research has identified several common challenges that autistic individuals face during the interview process, including:

Unstructured Interview Formats

Studies have found that many autistic candidates struggle with open-ended or abstract questions, such as “Where do you see yourself in five years?” or “Tell me about a time when you dealt with a difficult situation.” These questions can feel vague or unclear, making it hard for some autistic individuals, who may think more concretely, to formulate a response that meets the interviewer’s expectations.

Reliance on Social and Non-Verbal Cues

Many hiring processes place a heavy emphasis on social signals like eye contact, body language, and the ability to engage in small talk. These cues are often used as indicators of confidence, attentiveness, or even competence, but they have little to do with a candidate's actual ability to perform a job. For autistic individuals, these expectations can be particularly challenging. A 2017 study published in Autism Research found that forced eye contact during social interactions can actually cause significant distress for many autistic people. This is due to heightened sensory sensitivity, which makes prolonged eye contact uncomfortable or even painful. The study suggests that many autistic individuals find it easier to concentrate on a conversation when they are not making eye contact, as it allows them to focus on the content of what is being said rather than being overwhelmed by sensory input.

Unfortunately, some interviewers may misinterpret a lack of eye contact as a sign of disinterest, when in reality, the candidate may be fully engaged in the conversation. This misjudgment can unfairly disadvantage autistic candidates who are perfectly capable but do not communicate in ways that align with neurotypical expectations.

By relying less on non-verbal cues like eye contact and more on clear, direct questions about job-related skills, employers can create a more inclusive interview process. It’s important for interviewers to recognize that social norms like maintaining eye contact are not universally comfortable or necessary for assessing a candidate’s qualifications or interest in the role.

Situational Judgment or Hypothetical Scenarios

Situational judgment tests and hypothetical questions are commonly used in interviews to gauge how candidates might respond to challenges. However, research shows that these types of questions often don’t predict job success. A 2018 study published in Human Resource Management Review found that hypothetical questions tend to assess a candidate's ability to think on their feet and handle socially complex situations, but they often fail to measure the actual skills required for the job. The study concluded that these types of questions are not reliable indicators of a candidate’s long-term performance, especially for roles that are more technical, task-focused, or structured.

Companies Leading the Way in Inclusive Interviewing

Several companies are working to create more inclusive hiring practices, specifically for neurodivergent candidates:

1. Microsoft Microsoft’s Autism Hiring Program is known for its inclusive approach to interviewing, which focuses on a skills-based assessment rather than relying on traditional interviews. Candidates go through a multi-week process that includes team-building exercises, work simulations, and time to demonstrate their skills in real-world tasks, giving candidates a chance to showcase their strengths without the pressure of a typical interview setting.
2. Ernst & Young (EY) EY has a Neurodiversity Centers of Excellence program, where they have reimagined the interview process for neurodivergent candidates. Rather than relying on rapid-fire interview questions, EY’s process includes job simulations and extended trial periods where candidates can show their abilities over time. This model reduces the reliance on quick judgments from one interview and offers candidates a more comfortable and fair environment to showcase their skills.

How Employers Can Improve Their Interview Practices

To unlock the talent and potential of autistic professionals, employers need to adjust their interview processes to be more inclusive. Some strategies that research has found effective include:

Use Structured and Direct Interview Questions

Instead of open-ended or abstract questions, structured interviews with direct, clear questions produce more accurate assessments of the candidates’ skills. For example, instead of “Tell me about yourself,” an interviewer could ask, “Can you describe a project you worked on recently and what your specific role was?”

1. Focus on Skills and Competency-Based Assessments Skills-based tests, such as written assessments, project-based tasks, or other role-specific evaluations, allow candidates to demonstrate their abilities in a more straightforward, task-focused manner. This allows them to showcase their strengths without the pressure of navigating traditional social expectations.
2. Offer Interview Accommodations Proactively Employers should openly offer accommodations for the interview process. Common accommodations include providing interview questions in advance, allowing for extra time to process and answer questions, or offering a support person or job coach to be present during the interview. These adjustments help level the playing field for autistic candidates.
3. Provide Alternative Formats Consider offering an alternative to the traditional face-to-face interview. For some autistic individuals, a written interview format or a project-based evaluation can be more accessible and reflective of their strengths. This might include asking candidates to submit a work sample or complete a job simulation exercise in lieu of a traditional interview.

Strategies for Autistic Individuals Preparing for Interviews

While it is essential for employers to make changes, there are also strategies autistic candidates can use to navigate traditional interview formats more successfully:

1. Prepare for the Interview Environment or Express Your Preferences Many autistic individuals may not feel comfortable disclosing their diagnosis or asking for accommodations during the interview process. If you prefer not to disclose, there are still ways to prepare for the interview environment that can help you feel more comfortable. For instance, you might research typical interview formats for the company or role to get a better sense of what to expect. Practicing with mock interviews or preparing a few key points in advance can also help you handle different types of questions, especially if you find it difficult to process on-the-spot inquiries.
2. Prepare and Practice for Common Interview Questions Practice responding to common questions like “Why do you want to work here?” or “What are your strengths and weaknesses?” Having a few structured answers prepared can reduce anxiety and increase confidence. Use specific examples from your past experiences to highlight your skills and strengths.
3. Use Scripts and Visual Cues Create a “cheat sheet” of key points you want to mention during the interview. This can include your skills, experiences, and any questions you want to ask the employer. While bringing notes to an interview is often discouraged in traditional settings, it can be helpful if you need a quick reference. Just let the interviewer know that you’ll be consulting your notes.
4. Consider Practicing with a Job Coach or Mentor Work with a job coach or mentor who understands both your strengths and the challenges of the interview process. They can provide targeted feedback, conduct mock interviews, and help you prepare answers to difficult questions. This practice will help you anticipate different scenarios and refine your responses.
5. Reframe the Interview as a Conversation About Skills Think of the interview as an opportunity to share your expertise and interests rather than an interrogation. If certain social elements of the interview are challenging (e.g., small talk or eye contact), focus instead on discussing your skills and knowledge. Let the employer know how you can contribute to the team.
6. Prepare Questions for the Interviewer Come prepared with questions of your own. This not only demonstrates interest in the role, but also allows you to assess whether the company is a good fit for you.

Final Thoughts

Creating more inclusive interview processes benefits not just autistic candidates but the organizations themselves, as it allows them to access a pool of talented individuals who may otherwise be overlooked. While autistic job seekers can take steps to prepare, real change happens when employers recognize the value of neurodiverse talent and adjust their processes accordingly. By implementing more structured, transparent, and skill-focused interview practices, employers can benefit from the unique strengths and perspectives that autistic professionals bring to the table.