Interview Struggles As An Autistic Jobseeker

I think I've stared into a mirror pre-job interview more than any nerotypical person ever has. It doesn't just come down to simple things like is my shirt ironed or my teeth brushed.

It's:

• Is my smile too wide?
• Is my eyes looking at the proper part of the face?
• Am I losing possibilities because I can't (both allergies and sensory issues) wear makeup?
• Am I moving too much?
• Are my tiny stims noticeable?
• What if I just SOUND wrong?

All of these things run through your head in the lead up and in the wake of an interview. You go to the location and you wonder if the tiniest cue that you're giving off, that you feel as normal, is actually somehow going to inform them that something is "wrong."

It's added stress no one should have to go through. And, sadly, informing people up front isn't always going to work. While many jobs are posted with some disclaimer that they are 'equal opportunity' postings, there's still too much science to show that stating you are autistic or disabled in any way up front reduces your chances to be hired.

I wanted to write this, because so few jobs make it clear going in that they live by those 'equal opportunity' words. Interviews feel too much like pop-quizzes than actual attempts to see if someone is a good fit. I wished jobs considered these things.

Examples:

• Let an interviewee have the questions ahead of time. It really doesn't help anyone if there is no time to prepare. Skills don't change just because I'm given a day or three to think over how to answer your questions.
• State up front that you are willing to hire those with disabilities - and give examples of how you are making your workspace a safe space for such things.
• Offer a tour of the location, even if it is just a short look around, so that there is better ability to feel that a location will be a good fit for someone.
• Allow a space before an interview to email with any needed accommodations.
• Be clear that someone is allowed to bring in needed assistive devices, like a fidget toy or similar.

These types of adaptions to the interview landscape would greatly approve my ability to feel that every part of myself wasn't being scrutinized with a fine tooth comb, waiting for any mistake. I feel that there is a lot more space for companies to allow for neurodivergant and other disabled folk, without making it so much harder for us from the beginning. It is easy enough to look up the science and realize that, while a statement helps, it doesn't do any of the heavy lifting. I don't know if I will have to declare accommodations through official chancels or if I'll have to talk to a manager. Knowing the expectations and rules up front will show that a company isn't just following the letter of the law, but is also upholding the spirit of it.

For the time being, however, I will have to continue my little ritual of checking myself in the mirror just before an interview, just to check that my expression isn't too stiff and my smile isn't too big. It's a terrible mask, but one I'll have to wear a bit longer, it would seem.

I would love to hear if anyone had any further ideas or comments about how to best set up someone for success in an interview when they also happen to have a disability. Please let me know your thoughts on if there is things I've forgotten, as I'm sure this idea can be expanded on.