Ameliorating the disadvantage for autistic job seekers: An initial evaluation of adapted employment interview questions 2017-2020

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, 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; 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 six months later, and ratings were again gathered from employers regarding interviewees' performance for each question and their overall impressions of them.尽管自闭症个体（autistic people）具备宝贵的技能，但因社交沟通方面的差异，他们在求职面试中往往处于不利地位。本研究首先对比了自闭症个体与非自闭症成年人在标准（未修改）求职面试问题上的表现，随后基于这些发现开发并评估了针对面试问题的支持性调整方案。共有50名成年人参与本研究（25名自闭症个体，25名非自闭症成年人），完成两次模拟求职面试。第一次面试作为基线评估环节，受试者需回答典型的未修改面试问题。就业专家（未获知受试者的自闭症诊断情况）针对每个问题的具体表现以及整体印象对所有受访者进行评分；随后专家会提供两类反馈：一是受访者可如何改进自身表现，二是面试问题可如何调整以助力表现提升。受试者也会从自身视角对面试流程进行反馈。研究人员据此开发了面试问题的调整方案，第二次面试约在六个月后开展，雇主再次针对每个问题的表现以及对受访者的整体印象进行评分。