Multimodal job interview simulator for training of autistic individuals

Autistic individuals face difficulties in finding and maintaining employment, and studies have shown that the job interview is often a significant barrier to obtaining employment. Prior computer-based job interview training interventions for autistic individuals have been associated with better interview outcomes. These previous interventions, however, do not leverage the use of multimodal data that could give insight into the emotional underpinnings of autistic individuals' challenges in job interviews. In this article, the authors present the design of a novel multimodal job interview training platform called CIRVR that simulates job interviews through spoken interaction and collects eye gaze, facial expressions, and physiological responses of the participants to understand their stress response and their affective state. Results from a feasibility study with 23 autistic participants who interacted with CIRVR are presented. In addition, qualitative feedback was gathered from stakeholders on visualizations of data on CIRVR's visualization tool called the Dashboard. The data gathered indicate the potential of CIRVR along with the Dashboard to be used in the creation of individualized job interview training of autistic individuals.

Development and adaptation of a strength-based job interview training tool for transition age youth on the autism spectrum using community engaged methods

Introduction

Kessler Foundation Strength Identification and Expression (KF-STRIDE) is a strength-based job interview training tool developed for young adults on the autism spectrum. The intervention is based on a positive psychology framework to increase knowledge of character strengths, and how to relate them to a future employer. The current study sought to evaluate the acceptability, usability and feasibility of KF-STRIDE, as well as to guide adaptations to improve the tool's ability to meet the needs of those on the spectrum.

Methods

Mixed methods (post-intervention surveys, and semi-structured interviews with key stakeholders) were used to inform the evaluation and consequent adaptations of KF-STRIDE.

Results

The major findings of the study were that KF-STRIDE was found to be largely acceptable and usable. Importantly, however, our qualitative analysis revealed modifications that could help to better suit the needs of young adults on the spectrum, which included the incorporation of additional skills (i.e. etiquette, practicing hygiene) and more opportunities to practice job interviewing. Thus, we altered the implementation of the intervention to be web-based to improve accessibility. We incorporated the presence of an animated character to deliver the content, to eliminate the need for a highly trained interventionist.

Discussion

KF-STRIDE was modified to increase access by incorporating feedback from the autism community. Future directions include assessing the efficacy of KF-STRIDE in young adults on the spectrum to identify whether employment outcomes are improved after using the tool.

A new group-based online job interview training program using computer graphics robots for individuals with autism spectrum disorders

Introduction

Job interviews are a major barrier to employment for individuals with autism spectrum disorders (ASD). During the coronavirus pandemic, establishing online job interview training at home was indispensable. However, many hurdles prevent individuals with ASD from concentrating on online job interview training. To facilitate the acquisition of interview skills from home for individuals with ASD, we developed a group interview training program with a virtual conferencing system (GIT-VICS Program) that uses computer graphics (CG) robots.

Methods

This study investigated the feasibility of the GIT-VICS Program in facilitating skill acquisition for face-to-face job interviews in pre-post measures. In the GIT-VICS Program, five participants were grouped and played the roles of interviewees (1), interviewers (2), and human resources (2). They alternately practiced each role in GIT-VICS Program sessions conducted over 8 or 9 days over three consecutive weeks. Before and after the GIT-VICS Program, the participants underwent a mock face-to-face job interview with two experienced human interviewers (MFH) to evaluate its effect.

Results

Fourteen participants completed the trial procedures without experiencing any technological challenges or distress that would have led to the termination of the session. The GIT-VICS Program improved their job interview skills (verbal competence, nonverbal competence, and interview performance).

Discussion

Given the promising results of this study and to draw clear conclusions about the efficacy of CG robots for mock online job interview training, future studies adding appropriate guidance for manner of job interview by experts are needed.

ForDigitStress: presentation and evaluation of a new laboratory stressor using a digital job interview-scenario

Introduction

Since the COVID-19 pandemic, working environments and private lives have changed dramatically. Digital technologies and media have become more and more important and have found their way into nearly all private and work environments. Communication situations have been largely relocated to virtual spaces. One of these scenarios is digital job interviews. Job interviews are usually-also in the non-digital world-perceived as stressful and associated with biological stress responses. We here present and evaluate a newly developed laboratory stressor that is based on a digital job interview-scenario.

Methods

N = 45 healthy people participated in the study (64.4% female; mean age: 23.2 ± 3.6 years; mean body mass index = 22.8 ± 4.0 kg/m²). Salivary alpha-amylase (sAA) and cortisol were assessed as measures for biological stress responses. Furthermore, perceived stress was rated at the time points of the saliva samplings. The job interviews lasted between 20 and 25 min. All materials, including instructions for the experimenter (i.e., the job interviewer) and the data set used for statistical analysis, as well as a multimodal data set, which includes further measures, are publicly available.

Results

Typical subjective and biological stress-response patterns were found, with peak sAA and perceived stress levels observed immediately after the job interviews and peak cortisol concentrations 5 min afterwards. Female participants experienced the scenario as more stressful than male participants. Cortisol peaks were higher for participants who experienced the situation as a threat in comparison to participants who experienced it as a challenge. Associations between the strength of the stress response with further person characteristics and psychological variables such as BMI, age, coping styles, and personality were not found.

Discussion

Overall, our method is well-suited to induce biological and perceived stress, mostly independent of person characteristics and psychological variables. The setting is naturalistic and easily implementable in standardized laboratory settings.

An individualized approach to teaching adults with autism to successfully navigate job interviews via remote instruction

Adults with autism spectrum disorder (ASD) experience challenges securing employment, which may partially explain overall underemployment or unemployment in this population. One of the first steps to obtaining employment is participating in a job interview. However, social communication deficits may interfere with an individual with ASD's participation in a job interview. The current study evaluated the use of behavioral skills training delivered via remote instruction to teach interview skills to seven adults with ASD. Results showed overall improvement during interviews as well as posttraining tests with a career development expert. These data suggest that an individualized approach to teaching may be an effective strategy to help adults with ASD successfully navigate job interviews.

Post COVID-19, still wear a face mask? Self-perceived facial attractiveness reduces mask-wearing intention

With the emerging post-COVID era, wearing face masks has become a domain of personal choice. Then, who wants to continue wearing a mask when it is no longer mandatory? In this article, we expect and examine the role of self-perceived facial attractiveness in predicting mask-wearing intention and its mechanism across three studies (total N = 1,030). Studies 1 and 2 demonstrated that individuals with high (vs. low) self-perceived attractiveness were less willing to wear a mask, due to a weaker endorsement of the belief that mask-wearing enhances their perceived attractiveness (i.e., mask attractiveness belief). Study 3 further revealed that this mediational association was stronger in situations where the need to deliver a favorable impression was high (job interview context) versus low (walking a dog context). Overall, we provide a novel finding that self-perceived attractiveness has significant effects on mask-wearing intention via mask attractiveness belief in the post-pandemic of COVID-19. Our findings suggest that mask-wearing can shift from being a self-protection measure during the COVID-19 pandemic to a self-presentation tactic in the post-pandemic era.

face-to-face job interviews via EEG hyperscanning

In the last decades, improving remote communications in companies has been a compelling issue. With the outspread of SARS-CoV-2 pandemic, this phenomenon has undergone an acceleration. Despite this, little to no research, considering neurocognitive and emotional systems, was conducted on job interview, a critical organizational phase which significantly contributes to a company long-term success.In this study, we aimed at exploring the emotional and cognitive processes related to different phases of a job interview (introductory, attitudinal, technical and conclusion), when considering two conditions: face-to-face and remote, by simultaneously gathering EEG (frequency bands: alpha, beta, delta, and theta) and autonomic data (skin-conductance-level, SCL, skin-conductance-response, SCR, and heart rate, HR) in both candidates and recruiters. Data highlighted a generalized alpha desynchronization during the job interview interaction. Recruiters showed increased frontal theta activity, which is connected to socio-emotional situations and emotional processing. In addition, results showed how face-to-face condition is related to increased SCL and theta power in the central-brain area, associated with learning processes, via the mid-brain dopamine system and the anterior cingulate cortex. Furthermore, we found higher HR in the candidates. Present results call to re-examine the impact of information-technology in the organization, opening to translational opportunities.

Barriers to Employment: Raters' Perceptions of Male Autistic and Non-Autistic Candidates During a Simulated Job Interview and the Impact of Diagnostic Disclosure

Background

Autistic individuals face low rates of engagement in the labor force. There is evidence that job interviews pose a significant barrier to autistic people entering the workforce. In this experimental study, we investigated the impact of diagnostic disclosure on decisions concerning candidate suitability during job interviews.

Methods

Participants (n = 357; 59% female) from the general population rated 10 second "thin slices" of simulated job interviews of one male autistic and one male non-autistic candidate. In a between-subjects design, autism diagnostic disclosure was manipulated (None, Brief, and Detailed), so that neither ("None" condition) or both ("Brief" and "Detailed" conditions) candidates were labeled as autistic before the simulated interview (with additional information provided about autism in the "Detailed" condition).

Results

Results for 255 non-autistic raters (57.6% female) were analyzed. Participants gave more favorable ratings of first impressions, employability, and endorsement for candidates labeled as autistic, irrespective of the actual diagnostic status (i.e., autistic and non-autistic) of the individual. Participants rated non-autistic candidates more favorably on all employment measures (first impressions, employability, and endorsement), and "hired" non-autistic candidates more frequently, compared with autistic candidates. Providing additional information about autism did not result in improved ratings. However, the discrepancy between autistic and non-autistic people chosen for "hire" was reduced when more information was provided.

Conclusions

Although we found some support for the benefits of diagnostic disclosure during a simulated interview, these benefits were not restricted to autistic candidates and may be a positive bias associated with the diagnostic label. Contrary to our predictions, providing information about autism in addition to the diagnostic label did not have an overall impact on results. More research is required to determine whether benefits outweigh any risks of disclosure for autistic job candidates, and whether training interviewers about autism might improve employment outcomes for autistic job seekers.

Lay summary

Why was this study done?: Job interviews seem to be a barrier to employment for autistic people. This is problematic, as job interviews are typically a part of the job application process.What was the purpose of this study?: We wanted to explore how non-autistic people perceive male autistic job candidates, and how this compares with male non-autistic candidates. We also wanted investigate whether disclosing that the candidate was autistic changed the raters' judgments of candidates, and if these judgments improved if more information about autism and employment was provided.What did the researchers do?: We showed 357 non-autistic participants short video snippets (∼10 seconds) of two "job candidates" (people who had completed a simulated job interview). Each participant was shown one video of an autistic job candidate, and one video of a non-autistic job candidate. Participants rated the candidates on two scales (employability and first impressions). After watching both videos, they chose which of the two candidates they would "hire" and gave an endorsement rating for each.Participants were in one of three conditions. Participants in the first condition ("None") were not given information about autism before watching the two videos. Participants in the second condition ("Brief") were told that both of the candidates were autistic. Participants in the third condition ("Detailed") were told that both candidates were autistic and were also provided with information about autism and the workplace. We told raters in the Brief and Detailed conditions that both the autistic and non-autistic candidate were autistic to explore if the diagnostic label influenced raters' perceptions of candidates separately to the actual diagnostic status of candidates.What were the results of the study?: Overall, the participants rated non-autistic candidates more favorably compared with autistic candidates. Participants gave more favorable job interview ratings for candidates when they were labeled as autistic, showing the autism label made a difference to how raters perceived candidates. Participants given information about autism and employment did not rate the candidates any higher than those in other two conditions, but they did "hire" more autistic candidates than the other participants.What do these findings add to what was already known?: The findings of this study provide some support that diagnostic disclosure may improve perceptions of autistic candidates (by non-autistic people) at job interview. Providing information about autism and the workplace in addition to disclosure may also provide some benefit, but more data are needed.What are potential weaknesses in the study?: Our findings may not reflect real-world settings. Further studies are also needed that include people of other genders. Given the small number of stimuli videos, and the many differences between autistic people, the less favorable ratings of autistic people should be interpreted with caution.How will these findings help autistic adults now or in the future?: The results of this study provide some evidence that there may be some benefit of disclosing an autism diagnosis during a job interview to non-autistic people. However, diagnostic disclosure is a complex and personal choice.

Job Interview and Vocational Outcomes Among Transition-Age Youth Receiving Special Education Pre-Employment Transition Services

Vocational outcomes among transition-age youth receiving special education services are critically poor and have only incrementally improved since the implementation of the Workforce Innovation Opportunity Act. Few studies highlight whether interviewing may be critical to obtaining vocational outcomes such as competitive employment or internships. This study evaluated vocational interviewing and outcomes among 656 transition-age youth receiving special education pre-employment transition services from 47 schools. Results suggest 20.8% of these youth were currently employed, and 88.8% of these employed youth interviewed prior to obtaining their job, which is higher than anecdotal evidence suggests and speaks to the importance of job interview skills as an intervention target for special education pre-employment transition services. We discuss the implications and directions for further study.

Applicant Fairness Perceptions of a Robot-Mediated Job Interview: A Video Vignette-Based Experimental Survey

It is well-established in the literature that biases (e. g., related to body size, ethnicity, race etc.) can occur during the employment interview and that applicants' fairness perceptions related to selection procedures can influence attitudes, intentions, and behaviors toward the recruiting organization. This study explores how social robotics may affect this situation. Using an online, video vignette-based experimental survey (n = 235), the study examines applicant fairness perceptions of two types of job interviews: a face-to-face and a robot-mediated interview. To reduce the risk of socially desirable responses, desensitize the topic, and detect any inconsistencies in the respondents' reactions to vignette scenarios, the study employs a first-person and a third-person perspective. In the robot-mediated interview, two teleoperated robots are used as fair proxies for the applicant and the interviewer, thus providing symmetrical visual anonymity unlike prior research that relied on asymmetrical anonymity, in which only one party was anonymized. This design is intended to eliminate visual cues that typically cause implicit biases and discrimination of applicants, but also to prevent biasing the interviewer's assessment through impression management tactics typically used by applicants. We hypothesize that fairness perception (i.e., procedural fairness and interactional fairness) and behavioral intentions (i.e., intentions of job acceptance, reapplication intentions, and recommendation intentions) will be higher in a robot-mediated job interview than in a face-to-face job interview, and that this effect will be stronger for introvert applicants. The study shows, contrary to our expectations, that the face-to-face interview is perceived as fairer, and that the applicant's personality (introvert vs. extravert) does not affect this perception. We discuss this finding and its implications, and address avenues for future research.

Role-Play-Based Guidance for Job Interviews Using an Android Robot for Individuals With Autism Spectrum Disorders

Interventions for job interviews targeting the impaired theory of mind observed in individuals with autism spectrum disorders (ASD) are limited. We developed a role-play-based guidance system for job interviews using an android robot resembling a real person. Individuals with ASD worked in pairs and played dual roles in mock job interviews. Specifically, one participant acted as the interviewee, while the other participant operated the android robot and acted as the interviewer. Eight individuals with high-functioning ASD participated in this study. After the training sessions, participants learned to understand the point of view of the interviewer, which may contribute to increased recognition of the importance of gestures and the motivation to learn how to behave in a job interview. In addition, participants reported improved self-confidence. These results provide preliminary support for the efficacy of playing dual roles using android robots.

Android Robot-Mediated Mock Job Interview Sessions for Young Adults with Autism Spectrum Disorder: A Pilot Study

The feasibility and preliminary efficacy of an android robot-mediated mock job interview training in terms of both bolstering self-confidence and reducing biological levels of stress in comparison to a psycho-educational approach human interview was assessed in a randomized study. Young adults (ages 18-25 years) with autism spectrum disorder (ASD) were randomized to participate either in a mock job interview training with our android robot system (n = 7) or a self-paced review of materials about job-interviewing skills (n = 8). Baseline and outcome measurements of self-reported performance/efficacy and salivary cortisol were obtained after a mock job interview with a human interviewer. After training sessions, individuals with ASD participating in the android robot-mediated sessions reported marginally improved self-confidence and demonstrated significantly lower levels of salivary cortisol as compared to the control condition. These results provide preliminary support for the feasibility and efficacy of android robot-mediated learning.

Exploring employment readiness through mock job interview and workplace role-play exercises: comparing youth with physical disabilities to their typically developing peers

PURPOSE

To assess performance differences in a mock job interview and workplace role-play exercise for youth with disabilities compared to their typically developing peers.

METHODS

We evaluated a purposive sample of 31 youth (15 with a physical disability and 16 typically developing) on their performance (content and delivery) in employment readiness role-play exercises.

RESULTS

Our findings show significant differences between youth with disabilities compared to typically developing peers in several areas of the mock interview content (i.e. responses to the questions: "tell me about yourself", "how would you provide feedback to someone not doing their share" and a problem-solving scenario question) and delivery (i.e. voice clarity and mean latency). We found no significant differences in the workplace role-play performances of youth with and without disabilities.

CONCLUSIONS

Youth with physical disabilities performed poorer in some areas of a job interview compared to their typically developing peers. They could benefit from further targeted employment readiness training.

IMPLICATIONS FOR REHABILITATION

Clinicians should: Coach youth with physical disability on how to "sell" their abilities to potential employers and encourage youth to get involved in volunteer activities and employment readiness training programs. Consider using mock job interviews and other employment role-play exercises as assessment and training tools for youth with physical disabilities. Involve speech pathologists in the development of employment readiness programs that address voice clarity as a potential delivery issue.

Simulated job interview improves skills for adults with serious mental illnesses

Adults with serious mental illnesses (e.g., Autism Spectrum Disorder [ASD], schizophrenia, post-traumatic stress disorder [PTSD]) often have difficulties obtaining employment. The Job Interview Training System with Molly Porter, developed in collaboration with Yale and Northwestern Universities and vocational rehabilitation specialists with funding from The National Institutes of Health (R43/44MH080496), allows learners to practice job interviews on computers in a stress free environment. The system includes user-driven educational materials, an interactive job application, a practice simulation with a fictional interviewer (Molly Porter), and extensive feedback. SIMmersion's PeopleSIM™ technology allows each conversation with Molly to provide a unique interview experience, enabling users to gain confidence while building skills. The on-screen coach provides insight during the conversation, and a comprehensive after-action review provides learners with feedback on the entire interview. In a randomized control trial, the system was proven effective at improving participants' interview skills and confidence. Ninety-six (96) unemployed adults with ASD (n=26), schizophrenia/other (n=37) or PTSD (n=33) were recruited. Participants were randomized into control (n=32) and experimental (n=64) conditions. The control group was "wait-listed" to receive training, and the experimental group used the training system with Molly Porter. Both groups completed pre- and post-intervention role-play interviews and self-assessment questionnaires. Analyses of covariance showed that the simulation provided a highly significant training effect, with experimental group participants scoring better in the role-play interviews and self-assessing higher than control group participants. By increasing skills and confidence, this system may ultimately reduce the length of unemployment for adults with mental illnesses.

Simulated job interview skill training for people with psychiatric disability: feasibility and tolerability of virtual reality training

The job interview is an important step toward successful employment and often a significant challenge for people with psychiatric disability. Vocational rehabilitation specialists can benefit from a systematic approach to training job interview skills. The investigators teamed up with a company that specializes in creating simulated job interview training to create software that provides a virtual reality experience with which learners can systematically improve their job interview skills, reduce their fears, and increase their confidence about going on job interviews. The development of this software is described and results are presented from a feasibility and tolerability trial with 10 participants with psychiatric disability referred from their vocational service programs. Results indicate that this representative sample had a strongly positive response to the prototype job interview simulation. They found it easy to use, enjoyed the experience, and thought it realistic and helpful. Almost all described the interview as anxiety provoking but that the anxiety lessened as they became more skilled. They saw the benefit of its special features such as ongoing feedback from a "coach in the corner" and from being able to review a transcript of the interview. They believed that they could learn the skills being taught through these methods. Participants were enthusiastic about wanting to use the final product when it becomes available. The advantages of virtual reality technology for training important skills for rehabilitation are discussed.