Autistic Job Candidates in Academia
In general, autistic candidates are disadvantaged by standard interview formats, which, as Christopher E. Whelpley and Cynthia P. May write, tend to “focus on interview skills, appearance, and social interactions rather than on the skills needed for a given position.” Since autistic people’s social abilities and conversational patterns do not align with neurotypical criteria, they can seem rude or uninterested during conversations even when they are focused and engaged. Socialization can be extremely difficult for autistic people, from finding the right way to express their ideas to understanding when it is their turn to speak.
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Sandra C. Jones notes that autistic academics often struggle with the hidden social demands of professional life: “Understanding and following social rules, interpreting others’ actions and reactions, masking autistic behaviors, and combining ‘professional’ and ‘personal’ interactions are effortful activities for many autistic people.” In hiring contexts, where competition is fierce, these challenges become magnified.
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Academic interviews almost always include open-ended questions with little to no structure, such as “Tell us about yourself,” “What are your greatest strengths and weaknesses?” or “What can you bring to our department?” Neurotypical candidates usually know how to use these questions as a chance to sell themselves; as Katie Maras, et al. write, “Autistic candidates, however, find it difficult to interpret these sorts of questions, hindering their ability to formulate and recall a relevant and appropriately detailed response that conveys their best attributes and most relevant experience.”
