How to Interview Autistic Candidates

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This blog post will offer advice for interviewers who are due to interview autistic candidates. Interviewers can find out what adjustments to make to make the interview process more accessible. No two autistic people are the same, so it is important to tailor the adjustments for any autistic person who is being interviewed.

Despite the difficulties an autistic person might experience when being interviewed, they might possess the following strengths in the workplace:

• Being detail oriented.
• Attention to detail.
• Strong logical and analytical skills.
• Noticing minute details that others might overlook.
• Establishing a routine that enables them to complete tasks on time.

An autistic candidate can also mention these strengths and say how they have applied them to work or education during the interview.

Why an autistic person might find it hard to be interviewed

When it comes to job interviews, an autistic person may face challenges or difficulties with:

• Making or maintaining eye contact.
• Social skills
• Verbal communication
• Interpreting interview questions
• Knowing whether to dress smartly or casually depending on the dress code of the workplace.
• Wondering if they should disclose their autism before the interview.

Aron Mercer of Xceptional spoke to these 3 autistic adults about their experiences with job interviews. Here is what they said:

• Briony, an analyst, perceived job interviews as “a game where autistic people do not know the rules or the objective and where the interview panel are looking for something specific without saying what it is.”
• Gavin, an ICT specialist, said that interviews are opportunities to “find out about the employer and the workplace culture as much as the employer wants to find out about him.”
• Damien, a software engineer, said, “It is OK to talk about autism!” This means that by disclosing their autism, an autistic person can get the right support and adjustments for their potential role.

How to help autistic candidates before an interview

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Offer a pre-interview visit

When employees offer autistic candidates a pre-interview visit, they can give them directions to the interview venue. This can help autistic candidates plan their route in advance. That way, they can take factors such as extreme weather, traffic and travel disruptions into account when travelling for the interview. Autistic candidates can also look up train and bus routes and times to enable them to effectively plan their transportation to the interview venue.

Employers offering an autistic candidate a pre-interview visit to the place where they will be interviewed will help them feel more relaxed and prepared for the interview. It will also enable them to familiarise themselves with the place so that they know who to report to when they arrive and which room the interview will take place in.

Set expectations of how the interview will take place

Employers should inform the interviewee of what will happen in advance and what is expected of them ahead of time. Most people, especially if they are autistic, like to know what will happen and what the interview process will be like. Ideally, employers should send a letter with a visual timetable, and pictures if relevant, or give the letter to the interviewee in person during the pre-interview visit. Employees can also provide an itinerary of the interview verbally.

Provide interview questions in advance

Autistic people can struggle to process questions in real-time. Employers providing them the interview questions in advance can give them more time to prepare for the interview and think about how to answer them.

In addition to the employer providing the autistic person the interview questions in advance, the autistic candidate can also research interview questions, either online or in printed resources. This is especially essential in case any unexpected probing questions come up.

Plan to minimise interruptions

Employers should plan the interview at a quieter time when interruptions are less likely to occur. If necessary, the employer can put a sign on the door that says something like, “Interview in progress. Please do not disturb.” Employers can also inform other people in the venue that an interview will take place to minimise interruptions.

Adapt the environment for potential sensory issues

Sensory triggers, such as flickering lighting, echoes, a ticking clock and fire alarms can make it more difficult for an autistic candidate to perform in the interview. Ways to work around these triggers can include using a room where lights are less likely to flicker, removing the clock from the room, using a more sound-proof room and scheduling the interview at a time when fire alarm tests will not take place.

Consider role-playing before the actual interview

Another effective way that autistic candidates can prepare for the actual interview is through role-playing. A friend or relative of the candidate can be the mock interviewer and ask them the questions the real employer sent in advance. Role-playing will give the autistic candidate a chance to practise their answers and, if they can, maintain eye contact and use appropriate body language. Role-playing will also enable the candidate to improve their social skills and build confidence.

How to help autistic candidates during the interview

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Provide them with a print-out of the questions

Employers providing autistic candidates with a print-out of the questions will enable them to refer to them during the interview. That way, the candidate can structure their responses and keep on track.

Ask questions that are direct and literal

Instead of asking the following questions:

• “Can you tell me a bit about yourself?”
• “What are some of your strengths?”
• “Tell me a about a time when you disagreed with a colleague. How did you handle this disagreement?”

The employer could ask:

• “I am going to ask you to give me a short introduction about yourself. Please tell me what your best personal characteristics are, what your educational qualifications are, and what work experience you have.”
• “I am going to ask you about your strengths. Please tell me what you consider to be the main things you are good at. Please can you also tell me how you have used these strengths at work or in education?”
• “Think of a time you have disagreed with a colleague. Please tell me what the disagreement was about. Please can you also tell me how you resolved this disagreement?”

Use examples in your questions when possible

This will illustrate the intent of the question. It will also allow the candidate to process the question more easily and respond appropriately. These questions can include examples of real experiences, such as, “In your last job, did you do any filing or data input? What processes or procedures did you use to do this effectively?”

Pay attention to body language and adjust as needed

According to Emma from NeuroClastic, “each autistic person will use their body to communicate things in different ways, sometimes as an interactive form of communication, and some things purely expressive.”

Employers should understand that autistic candidates may not exhibit body language the same way as neurotypicals do. An autistic candidate may use repetitive actions or movements throughout the day, including in job interviews. If the person “stims” during a job interview, they could be doing it as a way of making their communication skills more effective.

An autistic candidate might use body language that is out of sync with their verbal answers to the questions if they can communicate verbally. This could show that they are processing the question as they answer it.

If the candidate struggles to make or maintain eye contact during the interview for example, the employer reducing their own eye contact can be a supportive way to make the candidate feel more at ease.

Conclusion

While autistic candidates might find it difficult to be interviewed for a job, adjustments can be made to make the process easier for them. Employers can help autistic candidates before the interview and during the interview. Autistic candidates can also possess strengths that they can give examples of during the interview.

Useful links

If you think you are autistic, please take our free online autism test. Please note that this test is not designed to diagnose autism. Only a qualified professional can make a formal diagnosis.

You can also learn more about the signs of autism in adults.

How Do You Interview Someone Who Is Neurodivergent?