[PDF] - You Got the Job Virtual Reality Job Interview Skill Training for PDF Document

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Recovery Workforce Summit

Psychiatric Rehabilitation Association Baltimore, MD June 25, 2014

“You Got the Job”

Virtual Reality Job Interview Skill Training for People in Recovery

Morris Bell, Ph.D., ABPP

Professor of Psychiatry Yale University School of Medicine Senior Research Career Scientist Rehabilitation Research & Development Department of Veterans Affairs E-mail: Morris.Bell@Yale.edu

Research Support

Department of Veterans

Affairs

National Institute of

Mental Health

National Institute of

Drug Abuse

Department of Defense

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Disclosure

Morris Bell, Ph.D. is a paid consultant to

SIMmersion, LLC. He was involved in the development of the software described in this presentation.

VA/Yale Learning-Based Recovery Center

Mission Statement:

“Exploring Ways to Restore Cognitive and Work Capacity”

Why focus on Work?

An essential part of recovery
A basic human need
Most clients want to work (at least a little).
Unemployment and poverty are stressors.

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6/12/2014 3 Symptoms after 6 months of paid work activity

66 72.6 61 63 65 67 69 71 73 75 PANSS Total Score Pay No-Pay

Bell, Lysaker, Milstein, 1996

*

Re-hospitalizations during 6 months of Work Activity

19% 34% 5 10 15 20 25 30 35 40 45 Percentage Rehospitalization Pay No-Pay * Bell, Lysaker, Milstein, 1996

Quality of Life after 6 months of paid work activity

47.44 41.95 22.36 18.57 Total Intrapsychic Pay No-Pay

QLS scores at end of IWT

* *

Bryson, Lysaker & Bell, 2002

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Four Psychological Approaches

Regular work performance feedback and goal

setting.

Cognitive Behavior Therapy (CBT) for negative

beliefs and better coping with job stress.

Training attention, memory and planning that

are important for work performance.

Social Skills Training for job related

Interactions (e.g. Work Place Fundamentals). –Job Interviews: the First Hurdle to Successful Employment

“You Got the Job!”

Virtual Reality Job Interview Skills Training for People with Psychiatric Disabilities

Jobinterviewtraining.net

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6/12/2014 5 Live Role-play training: Advantages

Role-Play is one of the most effective

training methods.

It takes advantage of implicit learning
It provides exposure to the anxieties

associated with job interviewing.

Live Role-play Training: Limitations

It is limited by the skill of the role-play trainer.
It is limited by the time the vocational

specialist can give to it, so few repetitions.

Feedback is not systematic, and there is not

usually a transcript for review.

No scoring system or careful examination of

good or poor responses.

Many people feel awkward performing role-

plays in front of others.

Adults With Autism Find New Source for Job Interview Advice

A Computer Program Coaches Applicants on Giving Better Answers

THE WALL STREET JOURNAL.

TODAY Health

AUTISM

FBI training software repurposed to help autistic adults get jobs

FOX NEWS Autism Speaks

It’s Time To Listen.

Virtual Job Interviews Help Adults with Autism Make a Positive Impression.

Thursday, May 8, 2014 14:36

Technique to help autistic people impress employers. Business Standar ard

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The Scenario

In collaboration with SIMmersion, (simmersion.com)

we created simulated role-play software that allows an individual to practice job interview skills over and

ver again on their own time and in a safe

environment.

In this scenario, a new department store is opening

and has advertised for a number of positions.

You fill out an on-line application and you are told

that you must negotiate your schedule for Thursday afternoons off because you have a fixed appointment.

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Molly at Wondersmart

Molly from Human Resources is your

interviewer. You can choose

to have a “friendly” Molly, a “business-like” Molly or a “serious” Molly You select your responses from a list and using voice recognition software speak directly to Molly.

The Coach in the Corner

 As the conversation progresses, Molly reacts to how well you are

doing. If you have established a

good rapport, she gets friendlier. If not, she becomes more curt.  There is a coach in the corner who lets you know how you’re doing. You can ask her for help as well.  When it’s over you get your scores. You can replay the whole conversation and you can start all

ver.

Scoring the Interview

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Participant Ratings in Feasibility Trial

Very high ratings on ease of use
Very high ratings on overall value of training
9 out of 10 found the simulation entertaining, which

may be important for maintaining interest

8 out of 10 said that they would be curious to try the

simulation again

All 10 agreed that this simulation was a comparable

alternative to a live role play

Qualitative Responses

“I learned a lot from this simulation about

myself and job interviewing.”

“It kept me interested and focused.”
“It portrayed accurately what might be said in

a job interview.”

“I felt the interactions were life-like.”
“It stimulated my brain. I thought it was very

educational.” SBIR-II: Product Development and Efficacy Trial

Product development included

– More than 5000 video clips of Molly integrated into software to create smooth, logical and emotionally authentic simulations. – Script vetted by experts in SMI, autism, ex-

ffender, spinal cord injury and school to work

programs. – E-learning information regarding job seeking skills more broadly was written at 6th grade reading level. – Screen layout has minimum cognitive demands. – Scoring system refinement.

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Efficacy Trial: Can training improve job interview skills?

 Northwestern University  N = 96 (32 Autism, 32 SMI from community agencies, 32 Veterans from Hines VA.  Randomized to VR or wait list control in a 2 to 1 ratio.  5 days of training for up to 10 hours.  2 pre-test role-play interviews and 2 post-test interviews videotaped and rated independently.  Employment at 6-month follow-up (subset).

Job Interview Skill Self-Assessment

1. How comfortable are you about going on a job

interview? How skilled are you at:

2. Sounding interested in working
3. Being honest and following store policy
4. Telling the interviewer about your strong points for

the job

5. Asking questions to learn more about the job.
6. Negotiating the best arrangements for yourself (e.g.

schedule)

7. Maintaining rapport throughout the interview
8. Overall, how ready are you for job interviews?

Participants

64% male,
Average age of 42.5 (sd = 13.9)
average of 15 (sd = 2.5) years of education.
46% African American, 44% Caucasian, 7%

Hispanic and 3% Asian.

36 months (sd = 44.2) since their last job.

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Adherence

 Participants (N = 96) showed excellent adherence to the intervention with most participants (94%) completing 3 or more hours of training.  7.1 hours (sd = 3.6, median = 7.0) of total training.

Learning Curve

R² = 0.8557 80 85 90 95 100 0 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 Series1

Easy Medium Hard

Transition Points

The learning curve shows that most participants made rapid gains in skill acquisition, with 87% obtaining a score of 100 at the hardest level at least once by the end of training

Relationships to Baseline Characteristics

 Length of Time Since Last Employed and First Trial Score r = -.77 .

 That is, the longer the time since last employment, the worse the person’s job interview skills at the beginning of training.

 Length of Time since Last Employed and Final Training Score is somewhat weaker (r = -.51).

 VR training may partially mitigate that relationship.

 To say it another way, training may decrease the impact of length of unemployment on job interview skills.

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Neurocognitive and Job Interview Skills Neurocognition was strongly related to First Trial Score (r = .64) but becomes weaker for Final Training Score (r = .43). These findings suggest that neurocognitive impairment affects initial job interviewing skills but may be partially mitigated by training. Social Cognitive Functioning Social cognition, was not significantly related to First Trial Score (r = -.04) although it was strongly related to Final Training Score (r = .70).

This may indicate that social cognition may play some role in attaining job interview skills through VR training.

Role-Play Assessments (N = 96)

Highly significant treatment condition effect for

VR (F (1,86)= 8.3, p < .005).

Three individual items demonstrated significant

(p < .05) pre-post improvements:

– sounding easy to work with – sounding interested – sounding professional.

Differences by diagnostic group were not

significant, suggesting that this intervention may be beneficial to a wide range of disorders.

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Self-Assessments

Training had a highly significant impact on job

interview confidence compared to the wait- list control (F (1,86)= 12.18, p < .001).

Training appears to increase participants self-

assessment of comfort and readiness for job interviewing.

Once again, differences by diagnostic group

were not significant.

Preliminary Employment Outcomes at 6 months (n = 27)

Percentage

Consumer Feedback

94% in the VR condition agreed or strongly

agreed that “Looking back, my job interview training was helpful to me;”

81% agreed or strongly agreed that “I think it

gave me more confidence to go on a job interview;”

75% agreed or strongly agreed “I think

refreshing my training skills with the intervention would help me get a job.”

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Demonstration

Welcome to Wondersmart

NIDRR: Effectiveness Trial

RCT of SE+SIM vs SE+Video
Primary Aim: Does simulation job interview skills

training improve vocational outcomes over 9 months? – More job interviews – More jobs obtained, more rapidly

Kim Mueser and Susan McGurk co-Investigators
Brooklyn Community Services Agency

– 19 locations with 15,000 SMI clients. – Largest location with 250 SE consumers each year

VA Effectiveness Trial

4 VA sites:

– VA Connecticut Healthcare System – Hines VA, Chicago Illinois – Roudebush VA, Indianapolis – West Los Angeles VA 160 Veterans in Transitional Work Experience and related job search services. 6 months follow-up.

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Free Trial

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