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Prioritizing the Interview in Selecting Resident Applicants: Behavioral Interviews to Determine Goodness of Fit
From our initial screening of applications, we assess that the 10% to 15% of applicants whom we will interview are all academically qualified to complete our residency training program. This initial screening to select applicants to interview includes a personality assessment provided by the persona...
Autores principales: | , , , , |
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Formato: | Online Artículo Texto |
Lenguaje: | English |
Publicado: |
SAGE Publications
2021
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Materias: | |
Acceso en línea: | https://www.ncbi.nlm.nih.gov/pmc/articles/PMC8552388/ https://www.ncbi.nlm.nih.gov/pubmed/34722866 http://dx.doi.org/10.1177/23742895211052885 |
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author | Prystowsky, Michael B. Cadoff, Evan Lo, Yungtai Hebert, Tiffany M. Steinberg, Jacob J. |
author_facet | Prystowsky, Michael B. Cadoff, Evan Lo, Yungtai Hebert, Tiffany M. Steinberg, Jacob J. |
author_sort | Prystowsky, Michael B. |
collection | PubMed |
description | From our initial screening of applications, we assess that the 10% to 15% of applicants whom we will interview are all academically qualified to complete our residency training program. This initial screening to select applicants to interview includes a personality assessment provided by the personal statement, Dean’s letter, and letters of recommendation that, taken together, begin our evaluation of the applicant’s cultural fit for our program. While the numerical scoring ranks applicants preinterview, the final ranking into best fit categories is determined solely on the interview day at a consensus conference by faculty and residents. We analyzed data of 819 applicants from 2005 to 2017. Most candidates were US medical graduates (62.5%) with 23.7% international medical graduates, 11.7% Doctors of Osteopathic Medicine (DO), and 2.1% Caribbean medical graduates. Given that personality assessment began with application review, there was excellent correlation between the preinterview composite score and the final categorical ranking in all 4 categories. For most comparisons, higher scores and categorical rankings were associated with applicants subsequently working in academia versus private practice. We found no problem in using our 3-step process employing virtual interviews during the COVID pandemic. |
format | Online Article Text |
id | pubmed-8552388 |
institution | National Center for Biotechnology Information |
language | English |
publishDate | 2021 |
publisher | SAGE Publications |
record_format | MEDLINE/PubMed |
spelling | pubmed-85523882021-10-29 Prioritizing the Interview in Selecting Resident Applicants: Behavioral Interviews to Determine Goodness of Fit Prystowsky, Michael B. Cadoff, Evan Lo, Yungtai Hebert, Tiffany M. Steinberg, Jacob J. Acad Pathol Regular Article From our initial screening of applications, we assess that the 10% to 15% of applicants whom we will interview are all academically qualified to complete our residency training program. This initial screening to select applicants to interview includes a personality assessment provided by the personal statement, Dean’s letter, and letters of recommendation that, taken together, begin our evaluation of the applicant’s cultural fit for our program. While the numerical scoring ranks applicants preinterview, the final ranking into best fit categories is determined solely on the interview day at a consensus conference by faculty and residents. We analyzed data of 819 applicants from 2005 to 2017. Most candidates were US medical graduates (62.5%) with 23.7% international medical graduates, 11.7% Doctors of Osteopathic Medicine (DO), and 2.1% Caribbean medical graduates. Given that personality assessment began with application review, there was excellent correlation between the preinterview composite score and the final categorical ranking in all 4 categories. For most comparisons, higher scores and categorical rankings were associated with applicants subsequently working in academia versus private practice. We found no problem in using our 3-step process employing virtual interviews during the COVID pandemic. SAGE Publications 2021-10-25 /pmc/articles/PMC8552388/ /pubmed/34722866 http://dx.doi.org/10.1177/23742895211052885 Text en © The Author(s) 2021 https://creativecommons.org/licenses/by-nc-nd/4.0/This article is distributed under the terms of the Creative Commons Attribution-NonCommercial-NoDerivs 4.0 License (https://creativecommons.org/licenses/by-nc-nd/4.0/) which permits non-commercial use, reproduction and distribution of the work as published without adaptation or alteration, without further permission provided the original work is attributed as specified on the SAGE and Open Access pages (https://us.sagepub.com/en-us/nam/open-access-at-sage). |
spellingShingle | Regular Article Prystowsky, Michael B. Cadoff, Evan Lo, Yungtai Hebert, Tiffany M. Steinberg, Jacob J. Prioritizing the Interview in Selecting Resident Applicants: Behavioral Interviews to Determine Goodness of Fit |
title | Prioritizing the Interview in Selecting Resident Applicants: Behavioral Interviews to Determine Goodness of Fit |
title_full | Prioritizing the Interview in Selecting Resident Applicants: Behavioral Interviews to Determine Goodness of Fit |
title_fullStr | Prioritizing the Interview in Selecting Resident Applicants: Behavioral Interviews to Determine Goodness of Fit |
title_full_unstemmed | Prioritizing the Interview in Selecting Resident Applicants: Behavioral Interviews to Determine Goodness of Fit |
title_short | Prioritizing the Interview in Selecting Resident Applicants: Behavioral Interviews to Determine Goodness of Fit |
title_sort | prioritizing the interview in selecting resident applicants: behavioral interviews to determine goodness of fit |
topic | Regular Article |
url | https://www.ncbi.nlm.nih.gov/pmc/articles/PMC8552388/ https://www.ncbi.nlm.nih.gov/pubmed/34722866 http://dx.doi.org/10.1177/23742895211052885 |
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