People with autism seeking employment may soon have access to a new AI-based job-coaching tool thanks to a six-figure grant from the National Science Foundation (NSF).
Jennifer Kim and Mark Riedl recently received a $500,000 NSF grant to develop large language models (LLMs) that provide strength-based job coaching for autistic job seekers.
The two Georgia Tech researchers work with Heather Dicks, a career development advisor in Georgia Tech’s EXCEL program, and other nonprofit organizations to provide job-seeking resources to autistic people.
Dicks said the average job search for people with autism can take three to six months in a good economy. It can take up to 18 months in a bad one. However, the new LLMs from Georgia Tech could help to reduce stress and fast-track these job seekers into employment.
Kim is an assistant professor who specializes in human-computer interaction technology that benefits neurodivergent people. Riedl is a professor and an expert in the development of artificial intelligence (AI) and machine learning technologies.
The team’s goal is to identify job-search pain points and understand how job coaches create better employment prospects for their autistic clients.
“Large-language models have an opportunity to support this kind of work if we can have more data about each different individual strength,” Kim said.
“We want to know what worked for them in specific settings at work, what didn’t work, and what kind of accommodations can better help them. That includes how they should prepare for interviews, how they can better represent their skills, how they can address accommodations they need, and how to write a cover letter. It’s a broad range.”
Dicks has advocated for neurodivergent people and helped them find employment for 20 years. She worked at the Center for the Visually Impaired in Atlanta before coming to Georgia Tech in 2017.
She said most nonprofits that support neurodivergent people offer career development programs and many contract job coaches, but limited coach availability often leads to long waitlists. However, LLMs could fill this availability gap to address the immediate needs of job seekers who may not have access to a job coach.
“These organizations often run at a slow pace, and there’s high turnover,” Dicks said. “An AI tool could get the job seeker quicker support. Maybe they don’t even need to wait on the government system.
“If they’re on a waitlist, it can help the user put together a resume and practice general interview questions. When the job coach is ready to work with them, they’re able to hit the ground running.”
Nailing the Interview
Dicks said the job interview is one of the biggest challenges for people with autism.
“They have trouble picking up on visual and nonverbal cues — the tone of the interview, figuring out the nuances that a question is hinting at,” she said. “They’re not giving the warm and fuzzy vibes that allow them to connect on a personal level.”
That’s why Kim wants the models to reflect a strength-based coaching approach. Strength-based coaching is particularly effective for individuals with autism. Many possess traits that employers value. These include:
- Close attention to detail
- Strong technical proficiency
- Unique problem-solving perspectives
“The issue is that they don’t know how these strengths can be applied in the workplace,” Kim said. “Once they understand this, they can communicate with employers about their strengths and the accommodations employers should provide to the job seeker so they can successfully apply their skills at work.”
Handling Rejection
Still, Kim understands that candidates will need to handle rejection to make it through the search process. She envisions LLMs that help them refocus their energy and regain their confidence after being turned down.
“When you get a lot of rejection emails, it’s easy to feel you’re not good enough,” she said. “Being constantly reminded about your strengths and their prior successes can get them through the stressful job-seeking process.”
Dicks said the models should also be able to provide feedback so that candidates don’t repeat mistakes.
“It can tell them what would’ve been a better answer or a better way to say it,” Dicks said. “It can also encourage them with reminders that you get 100 noes before you get a yes.”
You’re Hired, Now What?
Dicks said the role of a job coach doesn’t end the moment a client is hired. Government-contracted job coaches may work with their clients for up to 90 days after they start a new job to support their transition.
However, she said, sometimes that isn’t enough. Many companies have probationary periods exceeding three months. Autistic individuals may struggle with on-the-job training or communicating what accommodations they need from their new employer.
These are just a few gaps an AI tool can fill for these individuals after they’re hired.
“I could see these models evolving to being supportive at those critical junctures of the probationary period being over or the one-year job review or the annual evaluation that everyone dreads,” she said.
Dicks has an average caseload of 15 students, whom she assists in landing jobs and internships through the EXCEL program.
EXCEL provides a mentorship program for students with intellectual and developmental disabilities from the time they set foot on campus through graduation and beyond.
For more information and to apply, visit EXCEL’s website.
