Using Mixed-Reality Simulation to Teach Job Interview Skills to Young Adults With Intellectual Disabilities

BACKGROUND: Job interviewing serves a key function in the process of gaining employment. To date, no research has evaluated whether a literacy-based behavioral intervention (LBBI) might be used to improve the essential vocational skill of job interviewing. OBJECTIVES: The purpose of this study was to explore the effectiveness of a LBBI for the acquisition of job interviewing skills. METHODS: Using a combined experimental design (non-concurrent multiple probe across participants with an embedded A1B1A2B2 design) three young adults with intellectual disability who received an in-person and remote LBBI were evaluated on their correct and independent performance on a task analysis created for job interviewing. Generalization and maintenance were also assessed. RESULTS: The results showed that all three students mastered job interviewing skills with 100% accuracy and maintained the acquired skills after the intervention was removed. CONCLUSIONS: The study showed that LBBI is an effective tool to teach and practice job interviewing skills, and can be implemented face-to-face and virtually. Educators, vocational rehabilitation professionals, and families can use this tool in a wide range of settings.

Competitive employment is essential for individuals with intellectual disabilities (ID), but many face barriers, including underdeveloped job interviewing skills. Two studies indicate a literacy-based behavioral intervention (LBBI) improves interviewing skills for students attending inclusive postsecondary education programs. This study aimed to evaluate whether an LBBI could enhance job interview skill independence and accuracy for young adults with ID attending a public school program who had minimal job readiness training. Three young adults with ID participated in an in-person LBBI using a non-concurrent multiple baseline design. They were assessed on their ability to complete a job interview task analysis independently and to maintain and generalize these skills. Visual analysis showed positive trends in skill acquisition. Two students mastered, maintained, and generalized the skill, while the third neared mastery before withdrawing due to experiencing a traumatic event. On average, students gained 10.33 steps on the 17-step task analysis, with one needing visual supports and another benefiting from trauma-informed strategies. The LBBI shows promise for teaching job interview skills, though adaptations may be necessary to address individual needs and background knowledge. Further research is required to assess long-term maintenance and effectiveness in real job interviews.

Autistic transition age youth struggle with obtaining employment, and interviewing is a critical barrier to getting a job. We adapted an efficacious virtual reality job interview intervention to meet the needs of autistic transition age youth, called the Virtual Interview Training for Transition Age Youth. This study evaluated whether Virtual Interview Training for Transition Age Youth can be feasibly delivered in high school special education settings and whether Virtual Interview Training for Transition Age Youth improves job interview skills, job interview self-efficacy, job interview anxiety, and access to employment. Forty-eight autistic transition age youth received school-based pre-employment services as usual with Virtual Interview Training for Transition Age Youth, while 23 autistic transition age youth received services as usual only. Local teachers trained and supervised autistic transition age youth using Virtual Interview Training for Transition Age Youth. Participants reported Virtual Interview Training for Transition Age Youth was highly acceptable. Participants receiving services as usual and Virtual Interview Training for Transition Age Youth, compared to participants receiving services as usual only, had better job interview skills and lower job interview anxiety as well as greater access to jobs. Overall, Virtual Interview Training for Transition Age Youth appears to be effective at teaching job interview skills that are associated with accessing competitive jobs. Moreover, youth enjoyed Virtual Interview Training for Transition Age Youth and teachers feasibly implemented the tool within special education pre-employment transition services. Future research needs to better understand how autistic transition age youth from culturally diverse backgrounds and different social, behavioral, or mental health challenges may respond to Virtual Interview Training for Transition Age Youth.

Objective:Nearly 85% of adults on the autism spectrum are unemployed, although nearly 70% of those who are unemployed express a desire and willingness to work. The job interview has been identified as a significant obstacle to obtaining employment by young adults on the spectrum. A growing field of research has been focused on evaluating innovative training tools to improve interview skills. Our previous work shows that a virtual reality job interview training (VR-JIT) tool improves certain job interview skills (such as sounding professional, establishing rapport), but does not improve the ability to speak about personal strengths and abilities. The current study combined VR-JIT with a new training tool: Kessler Foundation Strength Identification and Expression (KF-STRIDE), an intervention grounded in principles of positive psychology. KF-STRIDE targets identification of personal character strengths and expressing those strengths to employers in a socially appropriate way.Participants and Methods:The current study evaluated data from 20 autistic youth, randomized to an experimental group (n=10) and a services-as-usual (SAU) control group (n=10). Those in the experimental group participated in a 12 session intervention (9 sessions using VR-JIT and 3 sessions in KF-STRIDE). Each session was roughly one hour. Job interview performance was assessed by video-recorded mock job interviews rated by blinded assessors pre- and post- the intervention. Paired samples t-tests were conducted to examine differences in job interview skills from baseline to follow up in both groups.Results:The intervention group showed a significant improvement from baseline to follow-up in job interview skills in general (p = .004), and specifically sharing strengths about themselves to a future employer (p = .004). No significant differences were seen from baseline to follow-up in the SAU group. Conclusions: Individuals on the autism spectrum are significantly underemployed, which negatively impacts one’s ability to lead an independent life. Two innovative tools: VR-JIT and KF-STRIDE successfully improved job interview skills, including the ability to identify and express personal strengths. These findings indicate that these combined tools may help to improve employment skills for individuals on the autism spectrum.

The goal of this communication is to provide clinicians and behavioral scientists with a scoping perspective on the diverse array of impacts of the COVID-19 pandemic on individuals with intellectual and developmental disabilities (IDD) in the U.S. It is our hope that this will stimulate subsequent scientific and advocacy efforts to ameliorate the disproportionate burden of the pandemic on people with IDD.We begin with the assertion that among non-infected persons in the U.S. few are more adversely affected by COVID-19 than individuals with IDD, given that a vast proportion require in-person care or critical therapeutic support within their living environments, with little back-up or systematic coverage for prolonged interruption of services.Many have temporarily lost access to trained caregivers or community service providers, and now face evolving threats to the return of baseline service, given uncertainties in State and agency budgets.Therefore, a first priority relates to restoration of in-person support services or comparable alternatives.There have been emerging guidelines on the safe care and support of individuals with IDD during the COVID pandemic-see Supplementary Table (ST) 1 which lists resources and documentation of early success of such strategies, however guidance is still evolving, has not permeated all reaches of the community where the information is desperately needed, and is not always presented in ways that can be fully comprehended by those with IDD.It must be

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.

The study of job interview training is an emerging area among transition-age autistic youth who face significant challenges when navigating job interviews. The autism field has limited measures that have undergone rigorous psychometric evaluation. We sought to evaluate the psychometric properties of adapted self-report measures assessing job interview skills and job interview anxiety. As part of two parent randomized controlled trials, eighty-five transition-age autistic youth completed measures related to the strength of their job interview skills and their level of job interview anxiety. We conducted classical test theory analyses, exploratory and confirmatory factor analyses, and Rasch model analytic and calibration analyses. Pearson correlations were used to establish concurrent, divergent, and criterion validity by correlating these scales with measures of social differences, depressive symptoms, behaviors, neuropsychological functioning, and work history. Our analyses yielded two brief and reliable scales: Measure of Job Interview Skills (MOJO-iSkills) and Measure of Job Interview Anxiety (MOJO-iAnxiety), which demonstrated initial concurrent, divergent, and criterion validities when correlated with measures of depressive symptoms, social differences, internalizing and externalizing behavior, and work history. This study presents initial evidence that MOJO-iSkills and MOJO-iAnxiety have acceptable psychometric properties supporting they can be used to reliably and validly assess job interview skills and interview anxiety.

Black, Indigenous, and Persons of Color (BIPOC) autistic transition-aged youth (TAY) report lower rates of competitive employment compared to White autistic TAY and even greater deficits with social skills associated with positive job interviewing. A virtual job interviewing program was adapted to support and improve the job interviewing skills of autistic TAY. The current study evaluates the effectiveness of an efficacious virtual interview training program on the job interview skills, interview anxiety, and likeliness to be hired, for a subsample of 32 BIPOC autistic TAY, ages 17-26years old from a previous randomized control trial of the program. Bivariate analyses were used to evaluate between-group differences at pre-test related to background characteristics, and whether Virtual Interview Training for Transition-Age Youth (VIT-TAY) was associated with changes between pre-test and post-test measures of job interview skills. Additionally, a Firth logistic regression was conducted to examine the relationship between VIT-TAY and competitive integrative employment at 6months, covarying for fluid cognition, having ever had a job interview, and baseline employment status. Participants receiving pre-employment services (Pre-ETS) and virtual interview training had better job interview skills (F=12.7, <.01; =.32), lower job interview anxiety (F = .3.96, < .05; = .12), and a higher likeliness of receiving employment (F = 4.34, <.05; =.13 at the 6-month follow up compared to participants that only had Pre-ETS. Findings from this study suggest that virtual interview training for TAY is effective for BIPOC autistic TAY in improving their interview skills to gain competitive employment and lower their job interview anxiety.

This study examined the effects of behavioural and lecture-discussion methods on the job interview skills of secondary school adolescents. 118 SS2 students (males = 60, females = 58) randomly selected from three co-educational secondary schools in Ibadan, Oyo State participated in the study. A 3x2 factorial pretest-posttest experimental design was adopted for the study. There were two experimental groups and a control. Job Interview Rating Scale for assessing the students' job interview skills was administered before and after the five-week experiment. The data derived from the pre-post treatment assessments were subjected to a 3x2 factorial analysis of covariance using pretest scores as covariates. The differences between the groups were established through the use of t-test on the Y adjusted means. The results indicated that the two treatment methods (Behavioural and Lecture-discussion techniques) were more effective than the control in improving the students' job interview skills. Sex had no significant effect on treatment outcome while there was no significant interaction effects of sex and treatment on job interview skills. Based on these findings, the need to incorporate the two treatment methods in the school counselling programmes are highlighted. (IFE PsychologIA: 2003 11 (1): 61-70)

Editorial: Introduction to Special Section on Evidence-Based Practices for Persons With Intellectual and Developmental Disabilities

BackgroundOver the past 10 years, job interview training has emerged as an area of study among adults with schizophrenia and other serious mental illnesses who face significant challenges when navigating job interviews. The field of mental health services research has limited access to assessments of job interview skills with rigorously evaluated psychometric properties.ObjectiveWe sought to evaluate the initial psychometric properties of a measure assessing job interview skills via role-play performance.MethodsAs part of a randomized controlled trial, 90 adults with schizophrenia or other serious mental illnesses completed a job interview role-play assessment with eight items (and scored using anchors) called the mock interview rating scale (MIRS). A classical test theory analysis was conducted including confirmatory factor analyses, Rasch model analysis and calibration, and differential item functioning; along with inter-rater, internal consistency, and test-retest reliabilities. Pearson correlations were used to evaluate construct, convergent, divergent, criterion, and predictive validity by correlating the MIRS with demographic, clinical, cognitive, work history measures, and employment outcomes.ResultsOur analyses resulted in the removal of a single item (sounding honest) and yielded a unidimensional total score measurement with support for its inter-rater reliability, internal consistency, and test-retest reliability. There was initial support for the construct, convergent, criterion, and predictive validities of the MIRS, as it correlated with measures of social competence, neurocognition, valuing job interview training, and employment outcomes. Meanwhile, the lack of correlations with race, physical health, and substance abuse lent support for divergent validity.ConclusionThis study presents initial evidence that the seven-item version of the MIRS has acceptable psychometric properties supporting its use to assess job interview skills reliably and validly among adults with schizophrenia and other serious mental illnesses.Clinical Trial RegistrationNCT03049813.

BackgroundEmployment is a major contributor to quality of life. However, autistic people are often unemployed and underemployed. One potential barrier to employment is the job interview. However, the availability of psychometrically-evaluated assessments of job interviewing skills is limited for autism services providers and researchers.ObjectiveWe analyzed the psychometric properties of the Mock Interview Rating Scale that was adapted for research with autistic transition-age youth (A-MIRS; a comprehensive assessment of video-recorded job interview role-play scenarios using anchor-based ratings for 14 scripted job scenarios).MethodsEighty-five transition-age youth with autism completed one of two randomized controlled trials to test the effectiveness of two interventions focused on job interview skills. All participants completed a single job interview role-play at pre-test that was scored by raters using the A-MIRS. We analyzed the structure of the A-MIRS using classical test theory, which involved conducting both exploratory and confirmatory factor analyzes, Rasch model analysis and calibration techniques. We then assessed internal consistency, inter-rater reliability, and test–retest reliability. Pearson correlations were used to assess the A-MIRS’ construct, convergent, divergent, criterion, and predictive validities by comparing it to demographic, clinical, cognitive, work history measures, and employment outcomes.ResultsResults revealed an 11-item unidimensional construct with strong internal consistency, inter-rater reliability, and test–retest reliability. Construct [pragmatic social skills (r = 0.61, p < 0.001), self-reported interview skills (r = 0.34, p = 0.001)], divergent [e.g., age (r = −0.13, p = 0.26), race (r = 0.02, p = 0.87)], and predictive validities [competitive employment (r = 0.31, p = 0.03)] received initial support via study correlations, while convergent [e.g., intrinsic motivation (r = 0.32, p = 0.007), job interview anxiety (r = −0.19, p = 0.08)] and criterion [e.g., prior employment (r = 0.22, p = 0.046), current employment (r = 0.21, p = 0.054)] validities were limited.ConclusionThe psychometric properties of the 11-item A-MIRS ranged from strong-to-acceptable, indicating it may have utility as a reliable and valid method for assessing the job interview skills of autistic transition-age youth.

Military organizations worldwide continue to invest heavily in research, development, and fielding of virtual and mixed reality simulations and simulators for training. However, the future fiscal environment will be challenging for both simulation as well as the US Army as a whole. Thus, wise design decisions must be made when developing virtual simulations for training. In order to optimize the effectiveness of these simulations, developers must employ trade-off analysis and scientific methods to derive empirical evidence, in order to ensure that the simulation under development is optimized to meet the training requirements, while still adhering to cost and schedule constraints. This paper specifically focuses on the task of employing the optimal visual modality in virtual and mixed reality simulations. This paper reviews the literature on training simulation benefits and taxonomy, and examines the training efficacy of virtual and mixed reality simulation. Major concepts and applications of virtual and mixed reality simulation training efficacy are discussed. A key component of virtual simulation, visual modality, is examined through a literature review and recommendations for visual display design parameters are provided.

Vocational high schools (VHS) mainly prepare the students to engage in employment with a number of specific skills even though some students may continue to study in university/ college level. Various job vacancy advertisements require English skill in completing either the documents or interview. In competing the documents such as CV and cover letter, the students may adopt and adapt some templates even consult to the experts to get the best quality. However, in the interview, the students should perform themselves in live interaction. If the students are not well prepared, they may pass the documents selection but fail the interview step. Therefore, English job interview preparation is needed to equip the students ready in facing the job interview. Nowadays, artificial intelligence (AI) technology can help to improve the students’ speaking skill including job interview. The use of AI becomes higher due to the advantages such as flexibility, accurateness, and direct feedback. This program applied AI technology to develop English job interview skill in of the students in SMK AAG Penerbangan Adisutjipto Yogyakarta. The result was the selected AI successfully improved the students’ job interview skills indicated on the increased mark after applying the technology.

Practice in job interview skills is an important step toward successful employment of unemployed. The purpose of the study was to assess the effectiveness of the virtual communicative training developed by us in interviewing skills training of the unemployed with the employer. Participants were randomized into control (n=16) and experimental (n=18) con- ditions. We have created software “Virtual Recruiter” that provides an experience with which job seekers can systematically improve their job interview skills and increase their confidence about going on job interviews. We assessed the efficacy of virtual commmunicative training in a randomized controlled trial. Both groups completed pre-and post-intervention role-play interviews and psychological willingness to job interview questionnaires. Experimental group participants significantly reduced their heart rates and significantly increased their psychological willingness to job interview on the role-play at follow-up compared with baseline (p&lt;0,01). Control group participants had no significant changes in their heart rates and their psychological willingness to job interview (p&gt;0,05). Future research may help to clarify whether this virtual commmunicative training is related to an increase in finding a job. This work was supported by The Ministry of Education and Science of Russian Federation and was prepared as a part of a state task in scientific research area: project № 25.1815.2014/К of 11.07.2014 “Creating virtual experimental models of social interaction between human and psychosocial information environment to organize psychological support for various categories of population”.