without visual distractions , heavy scents or fluorescent lighting . Avoid interviews conducted over meals since managing the unspoken etiquette of dining can be a substantial distraction for those with autism .
Question types
The nature of the questions asked in interviews can also systematically disadvantage candidates with autism . Avoid vague questions or trendy poppsychology questions that have no discernible connection to job tasks and responsibilities .
For example , questions like : “ If you could be any animal , what animal would you be and why ?” are simply bewildering for people with autism ( and many others ). Also avoid testing skills obliquely .
Some employers use questions like : “ How many red jelly beans are in this jar ?” and expect a candidate to demonstrate their numerical reasoning and estimation skills . A person with autism may take this question very literally , however , and believe that the only way to answer is to actually count the beans . Instead , test relevant job skills directly using objective ,
scientifically validated tests .
It ’ s also important to avoid overly socially biased ( people-pleasing ) questions , especially when they are unrelated to job tasks and context . Don ’ t ask what someone else might do or think (“ What would your supervisor say about you ,” for example ). Ask more direct questions — people with autism respond well to questions related to things they have actually experienced .
Phrase behavioural questions , such as “ tell me about a time you experienced a disagreement about process flow with a coworker and how you handled it ” accordingly . A hypothetical situational scenario can be tough . Avoid any question that starts with “ imagine ;” instead use “ describe a time .”
General communication
There are also some general communication guidelines to observe when interviewing people with autism . Avoid the use of confusing language that could be taken literally ( for example , “ land a job ”).
Be aware that norms around sensitive matters such as salary negotiations may not be clear , so the candidate may not react as “ expected .” That should not impact a candidate ’ s interview score unless salary negotiations are actually part of the job description for the job they ’ re applying for .
Be aware that a subset of people with autism are highly adept at noticing micro expressions , the very quick expressions that flit across someone ’ s face before they “ rearrange ” into a socially acceptable reaction . The people able to perceive this , however , are often unaware that they are supposed to ignore those expressions and respond to the “ public face ” instead . This can lead to social awkwardness .
Once again , that should not impact the candidate ’ s interview score unless understanding social nuances is a key job requirement .
These practices can help employers hire highly capable skilled workers with autism .
To Table of Contents
And that means organizations can positively impact their bottom line and competitiveness while also achieving social justice and equity goals — a worthwhile effort indeed .
Author : Katherine Breward Associate Professor , Business and Administration , University of Winnipeg
The author would like to acknowledge the important contributions of Tracy Powell-Rudy and Marcia Scheiner of Integrate Autism Employment Advisors , an organization that helps identify , recruit , and retain qualified professionals on the autism spectrum , to this research .
This article is republished from
The Conversation under a Creative Commons license .