As computers have become more and more capable, there has been a renewed emphasis on the kind of soft skills that humans still have ascendency over machines in.  Alas, new research from Rutgers University suggests that disabled job candidates are judged far more on their technical skills than any soft skills they may have.

“Job interviews are challenging for everyone, but particularly so for people with disabilities who have always had difficulties presenting themselves favorably to gain employment,” the researchers say.  “People with disabilities encounter an implicit bias that they will not be as productive as their non-disabled peers. Knowing how to navigate the conversation with potential employers is critical for leveling the playing field.”

The study saw over 1,700 participants watch videos of various job candidates, with a portion of the candidates visibly seated in a wheelchair.  The candidates were asked to answer an opening question for a project manager post.  The volunteers were asked to rate their perception of each candidate in terms of their employability, their trustworthiness, and the salary they deserve.

Unfairly ranked

The results reveal that for candidates without disabilities, favorable perceptions were achieved regardless of whether they discussed soft or hard skills during the interview.  For the disabled candidate, however, this boost was only achieved when they discussed their hard skills.

Similarly, disabled candidates were punished when they raised salary early on in the interview, which was something that did not occur when non-disabled candidates did likewise, although it should be said that it wasn’t an ideal tactic for any candidate to pursue.

Lastly, candidates with disabilities suffered in terms of their perceived trustworthiness, as they were rated lower than their non-disabled peers regardless of the interview tactic they pursued.  For non-disabled candidates, their perceived trustworthiness grew regardless of if they discussed their hard or soft skills.  The results suggest a clear bias against disabled candidates, with the researchers providing some advice on how they might overcome this inherent bias.

“Influence tactics such as emphasizing your skills and abilities are a good idea but don’t necessarily work the same way for everyone,” the researchers conclude. “Instead, people with disabilities should focus on job-related hard skills and competencies instead of softer skills and warmth. This choice accelerated positive impressions of employability.”