Efficacy of cognitive/noncognitive measures in predicting resident-physician performance

Keck, Jonathan W.; Arnold, Louise; Willoughby, Lisa M.; Calkins, Virginia

doi:10.1097/00001888-197910000-00002

Cited by 40 publications

(39 citation statements)

References 0 publications

Supporting

Mentioning

Contrasting

Unclassified

Order By: Relevance

“…79 Assessment of clinical skills in the form of an objective structured clinical examination or a multiple mini interview (MMI) to assess competencies desired by the program has been described for individual programs and regional assessment centers for selection of residents. Many of the studies examining Additional degree (Masters, PhD) 4 (9) validity evidence for the MMIs or multiple station interviews were identified in this review (MMI 70,[85][86][87][88][89][90][91] and competency center 71,[92][93][94][95][96][97][98] ). Several studies showed a positive correlation between multiple station interviews and future clinical examination testing.…”

Section: Clinical and Surgical Skillsmentioning

confidence: 99%

“…8 Attributes such as leadership and professionalism are not assessable through standardized testing, but may be evident in a review of the curriculum vitae, personal statement, dean's letter, and letters of recommendation. A combination of cognitive and noncognitive factors was shown in 1979 by Keck et al 9 to be the most predictive of postgraduate clinical performance compared with any individual variable, and it is unlikely that this paradigm has changed 36 years later.…”

Section: Introductionmentioning

confidence: 99%

See 1 more Smart Citation

Use of the Interview in Resident Candidate Selection: A Review of the Literature

Stephenson‐Famy

Houmard

Oberoi

et al. 2015

Journal of Graduate Medical Education

138

114

View full text Add to dashboard Cite

show abstract

Section: Clinical and Surgical Skillsmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

Use of the Interview in Resident Candidate Selection: A Review of the Literature

Stephenson‐Famy

Houmard

Oberoi

et al. 2015

Journal of Graduate Medical Education

138

114

View full text Add to dashboard Cite

show abstract

“…Moreover, while some of these variables may sometimes become significant, close inspection frequently reveals small relationships. As one example, in the Keck et al (1979) study cited by Lane, the regression model ''included several noncognitive measures'', but the individual correlations of the personality measures ranged from -.24 to ?. 25 and none were significant, and none accounted for more than 5% of the variance on the multiple regressions.…”

Section: Personalitymentioning

confidence: 99%

Non-cognitive factors in health sciences education: from the clinic floor to the cutting room floor

Norman

2010

Adv in Health Sci Educ

View full text Add to dashboard Cite

“…These interview strategies primarily attempt to assess cognitive and psychomotor skills. 2 One of the challenges programs face during interviews is the assessment of noncognitive skills, such as communication, honesty, reliability, and teamwork. 3,4 The use of behavioral-based interviewing (BBI) is a strategy that has been proposed to help select candidates who have the right cultural fit.…”

mentioning

confidence: 99%

Will Behavioral-Based Interviewing Improve Resident Selection and Decrease Attrition?

Smith

2016

Journal of Graduate Medical Education

View full text Add to dashboard Cite

O ne of my most important tasks in my job as an associate program director is assisting in the selection of new residency candidates. The resident interview is a cornerstone in this process. However, having participated in resident interviews for many years (as interviewee and interviewer), I have had concerns about its true utility. This is especially important in surgery, where there is sizable resident attrition (22% to 27%).Increasing stipulations for continued accreditation, having public report cards of physicians, and the increasing scrutiny of hospitals make it even more imperative that residency programs select trainees who display behaviors that are essential to success in residency. Stephenson-Famy et al 1 performed a comprehensive analysis of the published data on the use of interviews in resident candidate selection across a variety of specialties. Their results demonstrated that a wide range of interview techniques and strategies are utilized in the interview process. These interview strategies primarily attempt to assess cognitive and psychomotor skills. 2One of the challenges programs face during interviews is the assessment of noncognitive skills, such as communication, honesty, reliability, and teamwork.3,4 The use of behavioral-based interviewing (BBI) is a strategy that has been proposed to help select candidates who have the right cultural fit. BBI allows candidates to use past experiences to provide examples of how they possess characteristics desirable to the residency program. If peer interviewers deem candidates to be a poor fit for the residency and the institution, they are deselected, and not included in the rank list. Data from the nursing literature indicate that BBI is associated with decreased employee turnover, decreased length of stay, and improved patient satisfaction scores.In the review by Stephenson-Famy et al, 1 a small subset of the published studies included a component of BBI. My institution is now integrating BBI across all departments for the hiring of new employees. Our department of surgery was the first residency to participate in the program. Human resources provided comprehensive training to our faculty and residents on the technique. All resident interviewers included the use of BBI. To assess our initial effort, we sent out an anonymous survey to all interviewees. Encouragingly, 70% of the respondents reported that they found BBI helpful in understanding the culture of our organization. It will take some time to determine the true impact of this approach in our residency and other residency programs that implement BBI. There will be a need for longitudinal follow-up of the residents who were evaluated using this technique. Furthermore, the increased use of BBI may lead to some challenges, but they can be averted by ensuring that interviewers receive the adequate training in the technique and feedback on their proficiency. Another issue is how to use BBI to enhance diversity rather than limit diversity.This year we will again be conducting behavioralbased intervi...

show abstract

Efficacy of cognitive/noncognitive measures in predicting resident-physician performance

Cited by 40 publications

References 0 publications

Use of the Interview in Resident Candidate Selection: A Review of the Literature

Use of the Interview in Resident Candidate Selection: A Review of the Literature

Non-cognitive factors in health sciences education: from the clinic floor to the cutting room floor

Will Behavioral-Based Interviewing Improve Resident Selection and Decrease Attrition?

Contact Info

Product

Resources

About