Virtual interviewing in the MedPhys match: Experiences of applicants and programs

PURPOSE: The purpose of this survey study is to compare the experiences of programs and applicants in the MedPhys Match (MPM) in the 2020–21 match cycle with experiences reported from previous match cycles. The 2020–21 match cycle was unique in that recruitment and interviewing were almost exclusively virtual during the COVID‐19 pandemic. METHODS: A survey was sent to all applicants and programs registered for the 2020–21 MPM. Survey questions asked about the pre‐interview screening, interview, ranking, and post‐match stages of the residency match process. Survey data were analyzed using graphical methods and spreadsheet tools. RESULTS: Advantages and disadvantages to the virtual interviewing experience were reported by applicants and program directors (PDs). The advantages included reduced cost and greater scheduling flexibility with fewer scheduling conflicts, allowing applicants to consider more programs. These advantages greatly outweighed the disadvantages such as the inability to meet faculty/staff and current residents in person and gauge the feel of the program. PDs recognized the advantages of minimal costs and time savings for applicants. Programs reported it was difficult to convey workplace culture and the physical environment and to gauge personality and interpersonal skills of the applicants. CONCLUSION: The virtual interviewing environment for residency recruitment in medical physics is strongly preferred by applicants over required in‐person interviews. The advantages identified by applicants outweigh the disadvantages, allowing applicants to feel confident in their ranking decisions and overall satisfied with their match results. PDs acknowledge the greater equity of access to interviews for applicants in the virtual environment, however, they are overall less satisfied with their ability to showcase their program's strengths and to assess the personality of applicants. Caution is urged when considering a hybrid interview model to ensure fair assessments that do not depend on whether an applicant chooses to accept an optional in‐person interview or site visit.