Adding Long‐term Value to the Residency Selection and Assessment Process

Abstract

The residency selection process is challenging for both applicants and programs. This is particularly true in competitive specialties such as otolaryngology. The importance of noncognitive competencies in successful residents has been well demonstrated in both medicine and surgery. Unfortunately, there is no streamlined or uniform process for incorporating this information into the selection and training of residents. This review provides a summary of innovative approaches in the selection of residents in otolaryngology and the important role these methods and associated data can play in resident selection and training. The goal of these processes is to create a holistic view of potential residents so programs can enhance the development of current residents and boost long-term success in our specialty.

Ideas and Innovations to Improve the Otolaryngology–Head and Neck Surgery Residency Application and Selection Process

“…These include using structured interviews, 8,42 work samples, integrity tests, team-based clinical simulations, 64 holistic screening tools, 42,43 and personality assessments (eg, Hogan personality-based assessments). 42 Psychological assessments are complicated by privacy concerns regarding the information they obtain. Prior to implementing such tools, a thorough review of personal privacy protection is necessary.…”

Feasibility of an automated interview grounded in multiple mini interview (MMI) methodology for selection into the health professions: an international multimethod evaluation

“…For example, some candidates reported feeling that the ability to fully express themselves was impaired while others considered the absence of an interviewer made the process more objective. 12 The coronavirus pandemic-driven move to online interviews has resulted in single-site evaluations of the use of video-conference technology (eg, Zoom) to facilitate MMIs. 2 6 Findings suggest that online MMIs are feasible and acceptable provided reliable high-speed internet connection is available.…”

“…However, pre-COVID, there was limited evidence regarding the effectiveness of such approaches to selection into the health professions. While some published example evaluations in this context exist, including the use of Skype-based MMIs,10 asynchronous MMIs11 and asynchronous panel interviews,12 findings were inconclusive and inconsistent. For example, some candidates reported feeling that the ability to fully express themselves was impaired while others considered the absence of an interviewer made the process more objective 12.…”

“…While some published example evaluations in this context exist, including the use of Skype-based MMIs,10 asynchronous MMIs11 and asynchronous panel interviews,12 findings were inconclusive and inconsistent. For example, some candidates reported feeling that the ability to fully express themselves was impaired while others considered the absence of an interviewer made the process more objective 12. The coronavirus pandemic-driven move to online interviews has resulted in single-site evaluations of the use of video-conference technology (eg, Zoom) to facilitate MMIs 2 6.…”

Evaluating a first fully automated interview grounded in Multiple Mini Interview (MMI) methodology: results from a feasibility study

“…Technology-facilitated interviews aim to alleviate such cost and bias issues. However, the limited evidence that is available evaluating examples in healthcare student selection, including Skype multiple mini interviews (MMIs) 4 , asynchronous MMIs 5 and asynchronous panel interviews 6 , is inconclusive. For example, candidates report feeling that the ability to fully express themselves is impaired while others consider the absence of an interviewer makes the process more objective 5 .…”