Kumazaki Hirokazu, Yoshikawa Yuichiro, Muramatsu Taro, Haraguchi Hideyuki, Fujisato Hiroko, Sakai Kazuki, Matsumoto Yoshio, Ishiguro Hiroshi, Sumiyoshi Tomiki, Mimura Masaru
Department of Preventive Intervention for Psychiatric Disorders, National Center of Neurology and Psychiatry, National Institute of Mental Health, Tokyo, Japan.
Department of Clinical Research on Social Recognition and Memory, Research Center for Child Mental Development, Kanazawa University, Ishikawa, Japan.
Front Psychiatry. 2022 Jan 24;12:704564. doi: 10.3389/fpsyt.2021.704564. eCollection 2021.
The rapid expansion of online job interviews during the COVID-19 pandemic is expected to continue after the pandemic has subsided. These interviews are a significant barrier for individuals with autism spectrum disorders (ASD). There is little evidence-based training for online job interviews for individuals with ASD, and the development of new trainings is expected. In an effort to facilitate online job interview skill acquisition for individuals with ASD, we developed a group-based online job interview training program using a virtual robot (GOT). In GOT, the interviewer and interviewee are projected as virtual robots on the screen. Five participants were grouped and performed the role of interviewee, interviewer, and evaluator. The participants performed all roles in a random order. Each session consisted of a first job interview session, feedback session, and second job interview session. The participants experienced 25 sessions. Before and after GOT, the participants underwent a mock online job interview with a human professional interviewer (MOH) to evaluate the effect of GOT. In total, 15 individuals with ASD took part in the study. The GOT improved self-confidence, motivation, the understanding of others' perspectives, verbal competence, non-verbal competence, and interview performance scores. There was also a significant increase in the recognition of the importance of the point of view of interviewers and evaluators after the second MOH compared to after the first MOH. Using a VR robot and learning the importance of interview skills by experiencing other perspectives (i.e., viewpoint of interviewer and evaluator) may have sustained their motivation and enabled greater self-confidence. Given the promising results of this study and to draw definitive conclusions regarding the efficacy of virtual reality (VR) robots for mock online job interview training, further studies with larger, more diverse samples of individuals with ASD using a longitudinal design are warranted.
在新冠疫情期间迅速扩张的线上求职面试，预计在疫情平息后仍将持续。这些面试对于患有自闭症谱系障碍（ASD）的人来说是一个重大障碍。针对患有ASD的人的线上求职面试，几乎没有基于证据的培训，预计将开发新的培训。为了促进患有ASD的人获得线上求职面试技能，我们开发了一个使用虚拟机器人的基于小组的线上求职面试培训项目（GOT）。在GOT中，面试官和面试者以虚拟机器人的形式投射在屏幕上。五名参与者分组并扮演面试者、面试官和评估者的角色。参与者以随机顺序扮演所有角色。每个环节包括第一次求职面试环节、反馈环节和第二次求职面试环节。参与者经历了25个环节。在进行GOT培训之前和之后，参与者与一位专业的人类面试官进行了模拟线上求职面试（MOH），以评估GOT的效果。总共有15名患有ASD的人参与了这项研究。GOT提高了自信心、积极性、对他人观点的理解、语言能力、非语言能力和面试表现得分。与第一次MOH之后相比，在第二次MOH之后，对面试官和评估者观点重要性的认识也有显著提高。通过使用虚拟现实（VR）机器人并从其他视角（即面试官和评估者的视角）体验来了解面试技巧的重要性，可能维持了他们的积极性并增强了自信心。鉴于这项研究取得的有前景的结果，为了就虚拟现实（VR）机器人用于模拟线上求职面试培训的效果得出明确结论，有必要使用纵向设计对更大规模、更多样化的患有ASD的个体样本进行进一步研究。
