This shows just how much interviews suck, particularly for those of us with Aspergers.
I found this on the Guardian, which sums it all up. "The prospective employer reads the unwillingness to shake hands, difficulty making eye contact and hesitation in speech as coldness or incompetence, and the applicant is rejected." I'm not "unwilling" to shake hands but know I'm not as "firm" at it as its perceived I ideally should be. I do have very hesitant speech, this is the first time I've seen an article explicity referring to it as "coldness". I had guessed from when I had been employed my experience of previous stern supervisors that they did seem to see me as "incompetent" from the tone they spoke to me with, and that when out of work and attending interviews that was again how it could be seen.
This puts another angle on the issue of whether or not to admit my condition on the initial written application, if it is an open covering letter rather than an application form with a disability question. On one hand I'm told "don't say it as you just won't get an interview", on the other it may help to prepare them for my hesitant speech. That said of course there were those interviews I had where I had said it in my letter, still got interviewed, but they hadn't noticed it and still wanted the communication aspects of the jobs so was eliminated anyway.
The comment on the article by a writer called "Darkblade" puts it well: "Most job application forms have a place where you can fill in if you have a disability or similar. Maybe it would be advisable for people with Asperger's syndrome to complete this section. Perhaps they don't want to because they fear stigma and misunderstanding - and think that this will mean they just won't get the interview in the first place. Or, getting to interview stage, there is often a question beforehand about 'special requirements' where, I suppose, it's expected that people might ask about wheelchair access etc, but it might also be appropriate to mention if the candidate has Asperger's syndrome so that it can be taken into account at the interview. I think that in order to encourage people to 'disclose' Asperger's syndrome at application or pre-interview stage, employers definitely need to be educated better about Asperger's syndrome".
One comment writer called "Muggedbyreality" does seem to hold firm their belief that people with AS are unemployable and makes a sarcastic comment about whether they are going to be told to employ someone with AS in sales. Another called "ThermoStat" stands up to Muggedbyreality asking "What do you suggest? That Aspies are left unemployed and in receipt of benefits for their entire life. Is that sustainable?" Muggedbyreality replies "Of course not. But private companies are not charities - why should they be expected to redefine the way they work or take people who aren't suited for the job? The author is asking for what are essentially either sinecures in HR or a complete change to the way HR works." It's not about asking for a complete change to the way HR works but more subtle redefinition of some manpower in a team, e.g. someone with AS can do what they are good at while a colleague takes on communication tasks that might normally have been in the AS person's role, should not be too much to ask in a reasonably sized employer.
I think one "answer" would be if Jobcentres could persuade employers to use their "Work Trial" scheme for applicants with AS, this would give them the chance to demonstrate what they CAN do, and they'd be able to sell their skills better than with conventional interviewing especially with open questions like that quoted. The Jobcentre should make the point of stressing to the employer that the Work Trial is at no cost to them for up to 30 days. I added this information to so many applications yet still didn't get offered that possibility, which was so frustrating when I know it is how I would better be able to demonstrate my capability.