Breaking into the workforce can be a daunting task for anyone, but for autistic individuals, the process presents unique challenges that often begin before they even step into an interview. Last year, Walton Insights published an article titled, “Creating a Supportive Work Environment for Autistic Individuals” that highlighted previous work from doctoral candidate in management, Maira Ezerins, Walton College Professor of Management Lauren Simon, and Walton College Distinguished Professor of Management Christopher Rosen from the University of Arkansas. This research highlighted the systemic barriers that autistic job seekers face, from discrimination and stigma to a lack of accommodations that allow them to showcase their skills effectively.
Building on this foundation, Ezerins, Simon and Rosen examine one of the most critical hurdles in the hiring process: the job interview. Their article, “Autistic Applicants’ Job Interview Experiences and Accommodation Preferences: An Intersectional Analysis,” explores how autistic individuals experience interview anxiety differently from their allistic (non-autistic) counterparts and identifies practical accommodations that could make the process more equitable. By addressing these challenges, organizations can move beyond traditional hiring models that prioritize social performance and instead create interview environments that allow autistic candidates to demonstrate their true qualifications and potential.
The Anxiety Factors
A recent study examining how Americans prepare for job interviews found that approximately 93% of people experience some level of interview-related anxiety. Given the high stakes and extensive preparation required, it is not a surprise that interviews can be a major source of stress. Certain anxiety triggers, however, can be even more pronounced for autistic individuals, making the interview process uniquely challenging. Understanding these specific stressors can help employers and job seekers alike build a more inclusive and understanding hiring experience.
One of the challenges that autistic individuals face is not knowing what to expect in an interview. They might be unsure of the interviewer’s disposition or even the structure of the interview itself. This is likely due to the fact that many people with autism struggle with “intolerance of uncertainty” which, in many cases, is stressful and upsetting to the point of avoidance altogether. In this research, one participant shared that they found it difficult “not knowing the face of the person [they would be] interviewing with when [they] walk into the room.” This participant went on to say that not knowing their personality or capacity for humor was another struggle they faced.
In addition to uncertainty, there is also pressure to communicate effectively and to “perform” in a way that aligns with what you can expect from an allistic applicant. Many applicants worry about seeming “off” or “weird” due to their atypical communication style. Research does show that first impressions are a critical aspect of the job interview process, so lack of eye contact or an abnormal speech rate might lead to judgements that an interviewee might not be a good fit due to a perceived lack of social skills. Even those who have worked to improve their social skills may struggle to demonstrate them in high-stress situations, as anxiety can heighten existing communication challenges. One of the study’s applicants said, “I often fear overthinking or underthinking when placed under pressure to not only blend in to the best of my abilities, but to formulate my thoughts fully.” This added layer of stress can make it difficult for autistic applicants to showcase their true qualifications, despite their capabilities and preparation.
Sensory factors can further contribute to interview anxiety. Bright lights, unfamiliar spaces, and rigid social norms can create additional stress, making it harder for autistic candidates to focus on showcasing their skills. When their energy is spent managing their reactions to sensory discomfort, it can be harder for them to engage fully in conversation or respond quickly to questions. Because of this, they might not be able to effectively portray their potential and qualifications in the interview setting.
Finally, the sheer weight of an interview’s importance can heighten anxiety immensely. While most people experience nerves before a high-stakes interview, research shows that autistic individuals are more prone to anxiety and may experience it at a higher intensity than their allistic peers. This pressure to perform well in an interview can feel even more overwhelming, often leading to difficulties in communication, focus and self-expression. In turn, this heightened anxiety can create a cycle where stress impairs performance, reinforcing fears about not meeting expectations.
Creating an Accessible and Fair Interview Process
By identifying these stress-inducing triggers, the authors were then able to begin to look at how hiring managers or companies could mitigate some of these issues. This research highlights several ways one could begin to improve the interview process. By implementing some of these accommodations, companies can begin to create a more accessible and fair interview process for autistic applicants. Additionally, while these accommodations are tailored to accommodate for those with autism, this research also notes that these changes might also be beneficial for all applicants and create a better interview overall.
1. Provide More Information in Advance
Future employers can begin to remove some stress by providing applicants with information on the format of the interview, what questions they might expect and by providing details about the interviewer. Clear expectations and structured guidance allow candidates to better prepare, which can reduce anxiety and allow them to effectively showcase their skills.
2. Allow Flexible Response Time
Providing candidates with the time and flexibility to process and articulate responses can take the stress off of having to immediately come up with the “perfect” answer. Allowing this time can not only take unnecessary stress away, but also provides applicants with the opportunity to create a thoughtful and meaningful answer that they might not have been able to come up with on the spot.
3. Modify Interview Materials
To do this, those preparing the interview would be required to tailor tests and questions to specifically assess job skills as opposed to just social performance. Doing this would limit some of the rapport-building, or casual conversation which often precedes formal interview questions. It would thus allow interviewers to focus solely on the applicant’s skill set for the job as opposed to their perceived “likeability.”
4. Create a More Comfortable Atmosphere
Even small changes such as modifying lighting and noise levels or allowing fidget items can significantly improve the focus and performance of those with autism. These accommodations are not only beneficial during the interview process but can also be implemented in everyday workplace settings to support autistic employees in maintaining productivity. Implementing these small changes can be just another step toward fostering a workplace culture that values and embraces neurodivergent employees.
5. Train Interviewers on Neurodivergence
As mentioned in the authors’ previous research, the burden should not just fall on those with autism to learn how to interact with allistic individuals. Instead, it is also the responsibility of a workplace to teach their employees how autism can affect communication and behaviors. Interviewers should be aware of how these effects can manifest in situations, such as an interview, so as to avoid misinterpreting natural differences as red flags.
6. Embrace Technological Solutions
92% of prior research on job interview skills training for autistic people looks at how technology can be utilized in training. Many use programs that include technology, such as video recordings with self-feedback, bug-in-ear coaching, virtual reality, and robot training. While these tools have been helpful in preparation, similar technologies could also be incorporated into the interview process itself to create a more equitable experience. Virtual interviews, written Q&A options, and job previews via video can help create a more structured, fairer assessment.
A Case for Change
Ultimately, this research shows us that job interviews should do more than just assess an applicant’s ability to pass a social performance test. Instead, interviews should focus on a candidate’s ability to perform in a role. As one of the study’s participants noted, “We could cut the subtle, non-written rules and get down to the important things.” By implementing thoughtful accommodations, companies can tap into a wider talent pool, allowing autistic individuals to showcase their skills in an environment that works for them. More inclusive hiring practices don’t just benefit neurodivergent applicants – they improve hiring accuracy and create a more dynamic, multifaceted, and talented workforce.
Kaslyn Tidmore is a second-year graduate student at the University of Arkansas, earning
her master’s degree in public relations and advertising. Before relocating to Arkansas,
Kaslyn graduated from the University of Oklahoma with a bachelor’s degree in print
journalism and a minor in editing and publishing. During this time, she interned with
publications such as, Parker County Today Magazine, WedLinkMedia, Modern Luxury, and
the school’s newspaper, the OU Daily. Following her role as the graduate assistant
to Editor-in-Chief Ryan Sheets, Kaslyn now serves as a GA in the Center for Media
Ethics and Literacy at the School of Journalism and Strategic Media.
