A structured panel interview and group exercise in the selection of medical students

Collins, Jenny; Gr, White; Petrie, KJ; Ew, Willoughby

doi:10.1111/j.1365-2923.1995.tb00021.x

Cited by 24 publications

(17 citation statements)

References 17 publications

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“…Aptitude tests assess a mixture of reasoning, intelligence and culturally acquired knowledge, such as vocabulary and geography (McManus et al 2005a). Non-cognitive traits are inferred from the applicants' performance on interviews and on specific assignments, such as small group discussions of a problem (Collins 1995), multiple mini interviews (MMI) (Eva et al 2004), simulated tutorials (Kulatunga-Moruzi and Norman 2002b), and studying a text about a disease and explaining it to another candidate (ten Cate and Smal 2002), as well as from the applicants' demographic data, their scores on personality tests, their personal statements/essays/autobiographical letters and letters of recommendation. The reliability (Kreiter 2004) and validity (Ferguson et al 2002;Donnon et al 2007) of the various admission criteria have been the subject of recent reviews and meta-analyses, and will only be summarized here briefly.…”

Section: Criteria For Admission To Medical Schoolmentioning

confidence: 99%

Uncertainties in the selection of applicants for medical school

Benbassat

Baumal

2007

Adv in Health Sci Educ

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Decisions about admissions to medical school are based on assessments of the applicants' cognitive achievements and non-cognitive traits. Admission criteria are expected to be fair, transparent, evidence-based and legally defensible. However, unlike cognitive criteria, which are highly reliable and moderately valid, the reliability and validity of the non-cognitive criteria are low or uncertain. Their uncertain predictive value is due not only to their limited validity, but also to the unknown prevalence of the desirable non-cognitive traits in the applicants' pool. Consequently, the use of non-cognitive admission criteria inevitably leads to rejection of an unknown proportion of applicants who have a desirable trait and selection of applicants who lack this trait. We propose that, rather than using non-cognitive admission criteria, admission officers should assist prospective applicants to make informed decisions based on a reflective self-appraisal whether or not to apply to medical school. To this end, medical schools should disseminate information on the strains of medical training and practice, the frequency of medical errors and the most common causes of dissatisfaction and burn-out among practicing physicians. Such information may improve the self-selection process and thereby enrich the applicants' pool for individuals with appropriate motivation. The final selection of medical students may then be based either on past academic achievements, or on a lottery, or on various combinations thereof.

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Section: Criteria For Admission To Medical Schoolmentioning

confidence: 99%

Uncertainties in the selection of applicants for medical school

Benbassat

Baumal

2007

Adv in Health Sci Educ

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“…One medical school in New Zealand has adapted the traditional reference system by writing to head teachers with speci®c questions, and requesting a rating of the candidate's qualities against the level the head teacher believes to be desirable in a doctor. The long-term predictive validity of this method has not been published, but the school believes it provides valid information and correlates well with other non-cognitive indices (and not at all with academic scores) 35 . Some schools, particularly those which do a lot of small-group work in the course, use an assessment of performance in small groups as a`live' way to assess interpersonal skills 29,52 .…”

Section: What Are the Most Reliable Procedures To Assess Predictors Omentioning

confidence: 99%

Can we Improve on how we Select Medical Students?

Hughes

2002

J R Soc Med

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“…Studies were excluded if the criterion was solely based on grades (e.g., Collins, White, Petrie, & Willoughby, 1995;Powis, Neame, Bristow, & Murphy, 1988;Smithers, Catano, & Cunningham, 2004).…”

Section: Inclusion Criteria For Studiesmentioning

confidence: 99%

A meta‐analysis of interview length on reliability and validity

Thorsteinson

2017

J Occupat & Organ Psyc

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First impressions are frequently seen as a biasing factor that may prevent an interviewer from forming a comprehensive assessment of the applicant. However, research has found that people can make surprisingly accurate impressions of others based on minimal information. Additional exposure to the applicant would be expected to lead to a more accurate impression, but a previous meta-analysis on the employment interview found evidence for a negative relationship between the length of the interview and validity. Using a much larger sample of studies, the current meta-analysis examined whether length of the interview was related to the validity of the interview. In addition, I examined the relation between interview length and reliability. Results revealed that the subset of studies reporting length of interviews yielded reliability and validity estimates consistent with more comprehensive meta-analyses. Consistent with previous research on consensus judgements of personality, length of the interview was found to be unrelated to reliability. However, contrary to the previous meta-analysis, validity was also unrelated to the length of the interview. Practitioner pointsLittle attention has been given to how the length of time spent interviewing job candidates relates to the reliability and validity of interviews Length of the interview was not related to reliability or validity of interviews Results suggest that organizations can implement shorter interviews to save time and money compared to longer interviews, without sacrificing reliability and predictive validity Selecting a new employee can be a time-consuming process. Not only do employers need to recruit qualified applicants, but they need to identify the best applicants from a potentially large pool of qualified candidates. The employment interview, especially when structured, has been shown to be a good predictor of job performance (Huffcutt & Arthur, 1994;Huffcutt, Culbertson, & Weyhrauch, 2014;Marchese & Muchinsky, 1993;McDaniel, Whetzel, Schmidt, & Maurer, 1994), but can be quite costly to develop and implement. The development of an interview, especially a structured interview, requires careful development of interview questions and scoring keys for responses. Interviewers, who are often highly paid managers and executives, may spend considerable time in training to administer and score the interview as well as time spent administering the interview to numerous applicants. Even an unstructured interview will incur considerable costs in terms of time spent by interviewers in reviewing candidates' application materials prior to the interview and administering the interview. These increased costs may be acceptable if longer interviews result in improved psychometric properties (i.e., greater reliability and validity). The literature on the employment interview, however, provides scant attention to the relationship of interview length to the reliability and validity of the interview. Given the high costs of the employment interview, organizations could benefit...

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A structured panel interview and group exercise in the selection of medical students

Cited by 24 publications

References 17 publications

Uncertainties in the selection of applicants for medical school

Uncertainties in the selection of applicants for medical school

Can we Improve on how we Select Medical Students?

A meta‐analysis of interview length on reliability and validity

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