Ameliorating the disadvantage for autistic job seekers: An initial evaluation of adapted employment interview questions.

Katie Maras,Laura Crane,Jade Eloise Norris,Jemma Nicholson,Anna Remington,Brett Heasman

doi:10.1177/1362361320981319

Abstract

Despite possessing valuable skills, social communication differences mean that autistic people are frequently disadvantaged in job interviews. We examined how autistic and non-autistic adults compared on standard (unmodified) job interview questions, and then used these findings to develop and evaluate supportive adaptations to questions. Fifty adults (25 autistic, 25 non-autistic) took part in two mock job interviews. Interview 1 provided a baseline measure of performance when answering typical, unmodified interview questions. Employment experts (unaware of participants’ autism diagnoses) rated all interviewees on question-specific performance and overall impressions and then provided feedback about how interviewees could improve and how questions could be adapted to facilitate this. Interviewees also provided feedback about the interview process from their perspective. Adaptations to the questions were developed, with Interview 2 taking place approximately 6 months later. Results demonstrated that, in Interview 1, employment experts rated autistic interviewees less favourably than nonautistic interviewees. Ratings of both autistic and non-autistic participants’ answers improved in Interview 2, but particularly for autistic interviewees (such that differences between autistic and non-autistic interviewees’ performance reduced in Interview 2). Employers should be aware that adaptations to job interview questions are critical to level the playing field for autistic candidates.Lay abstractDespite possessing valuable skills, differences in the way that autistic people understand and respond to others in social situations mean that they are frequently disadvantaged in job interviews. We examined how autistic and non-autistic adults compared on standard (unmodified) job interview questions, and then used these findings to develop and evaluate supportive adaptations to questions. Fifty adults (25 autistic, 25 non-autistic) took part in two mock job interviews. Interview 1 provided a baseline measure of performance when answering typical, unmodified interview questions. Employment experts (unaware of participants’ autism diagnoses) rated all interviewees on their responses to each question and their overall impressions of them and then provided feedback about how interviewees could improve and how questions could be adapted to facilitate this. Interviewees also provided feedback about the interview process, from their perspective. Adaptations to the questions were developed, with Interview 2 taking place approximately 6 months later. Results demonstrated that, in Interview 1, employment experts rated autistic interviewees less favourably than non-autistic interviewees. Ratings of both autistic and non-autistic participants’ answers improved in Interview 2, but particularly for autistic interviewees (such that differences between autistic and non-autistic interviewees’ performance reduced in Interview 2). Employers should be aware that adaptations to job interview questions are critical to level the playing field for autistic candidates.

Highlights

Lay abstract Despite possessing valuable skills, differences in the way that autistic people understand and respond to others in social situations mean that they are frequently disadvantaged in job interviews
K.M., J.E.N., and J.N. initially identified potential adaptations and these were refined in consultation with the other authors, six autistic adults, and a specialist autism employment support and training professional
To our knowledge, the first study to compare how autistic adults perform against nonautistic adults during employment interviews; this is important given that, in most real-life job interview scenarios, autistic and non-autistic candidates will be competing with one another

Summary

Introduction

Lay abstract Despite possessing valuable skills, differences in the way that autistic people understand and respond to others in social situations mean that they are frequently disadvantaged in job interviews. In more structured situations (where there are uniform expectations to guide behaviour), individuals tend to behave in very similar ways regardless of their individual differences (Tsai et al, 2005; Van Iddekinge et al, 2007) This is pertinent to autism because traditional theories posit that autistic people experience difficulties in reading others’ intentions and interpreting social cues (see BaronCohen, 1997, 2000), which are thought to be underpinned by difficulties in self-monitoring their own internal states Recent evidence indicates that autistic adults are less accurate at predicting how they are perceived by others (Sasson et al, 2018), while others argue that autism is marked by diminished social motivation and reduced concern for reputation management (Cage et al, 2013; Chevallier et al, 2012) Such differences are likely to have significant negative impacts in socially mediated highstakes contexts such as job interviews

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