Video interviews are extremely popular with recruiters – they allow for candidates to provide answers in a structured format without the need for time-consuming meetings in-person. Candidates can then be evaluated on their communication skills and the relevance and quality of their responses. Evaluations are done by a combination of automated tools such as AI, and recruiters. The AI analyzes speech patterns,word choices, and facial expressions.
The human aspect allows recruiters to assess whatever they consider relevant. While a highly efficient and cost effective mechanism, this is where the process goes off the rails. When I headed up product management at an ATS vendor I noticed that the average video interview recording was about 14 minutes. But recruiters, on average, viewed less than a minute. This is certainly understandable. Requiring recruiters to view the recordings could likely be considered a form of cruel and unusual punishment banned by the Constitution. However, this statistic suggests that candidates are selected based on first impressions and not a comprehensive evaluation. How candidates look, fluency, tone of voice, and how confidently they speak become dominant factors.
Candidates who have autism are at a major disadvantage as a result.
The Challenges for the Autistic
Many of those on the Autism Spectrum Disorder often lack the ability to display the full range of facial expressions. As a consequence they may come across as disengaged even if they’re very interested in a position. Bright lights, screen glare, background noises, or even the sound of their own voice through speakers can be overwhelming or distracting. They may need more time to process questions and formulate responses, which can be misinterpreted as hesitation or lack of preparation.
Many of those diagnosed with Autism do best in environments that are structured and familiar. Video interviews interrupt routines and occur in unfamiliar settings, which may impact their performance. Video interviews – recorded or live – add an extra layer of unfamiliarity, especially if the format is not well explained in advance.
Increasing Inclusion and Avoiding Bias
To level the playing field for disabled autistic candidates, video interviews should at a minimum:
In live interviews:
The technology for facial analysis belongs in a cow pasture. Claims that it can detect engagement, emotion, or truthfulness are highly debated and often inaccurate for neurodiverse candidates. The same is true for any product or individual that claims to be able to ready body language. The FBI requires 20 weeks of intensive training to become a behavioral analyst, followed by years of field experience and ongoing education. Anyone who hasn’t graduated from a similar program cannot be relied on to provide a useful evaluation of candidates based on factors like facial expression, communication, and gestures.
Roughly 2.2% of U.S. adults – over 7 million people – are autistic. That’s a significant portion of the workforce. But here’s the catch: employers aren’t allowed to ask candidates if they have a disability. What they can do is ask:
“Do you need any accommodations to help you do your best in the interview process?”
That’s where real inclusion starts.
These aren’t major technical overhauls — they’re small, practical changes with big impact. Removing unnecessary barriers doesn’t just support autistic candidates — it makes hiring better for everyone.
