Improving applicant selection: Identifying qualities of the unsuccessful otolaryngology resident

Abstract

A large proportion of otolaryngology PDs in this sample identified at least one unsuccessful resident. Improved methods of applicant screening may assist in optimizing otolaryngology resident selection.

Remediation of problematic residents—A national survey

“…Avoiding potential adverse consequences associated with formal remediation, general counseling is the most common and probably the first step in remediation followed by frequent feedback sessions and assignment of a mentor. These informal efforts have already been shown to be effective for successful remediation . As shown in our survey that personal factors were among the major cause for unsatisfactory performance.…”

“…As a result, the increased demands on faculty time, possible disruptions in the program, and the impact on patient management make remediation an additional burden on the program, both in terms of cost, resources, and accreditation. Because no official guidelines are currently available on this topic, each program manages its problematic residents differently, a heterogeneity of approach that may not necessarily result in the desired outcomes …”

“…Previous surveys, which had relatively low response rates, focused on attrition rates and factors associated with successful remediation in otolaryngology . Our study instead focused on presenting the epidemiology of the problems and management strategies.…”

JAOA/AACOM. Residency Program Directors’ Interview Methods and Satisfaction With Resident Selection Across Multiple Specialties

“…4,5,10,13,17,26 Much of the existing literature about resident interview methods has come from surgical subspecialties (ie, nonprimary care) programs. 2,3,7,[10][11][12]17,21,25,27 To our knowledge, no recent studies have compared the variation of interview methods used within different specialty programs and perceived success in selecting resident candidates or compared interview methods between allopathic and traditional osteopathic programs. Regardless, an improved understanding of which methods are typically used and perceived to be most effective in selecting successful candidates is acutely needed to inform osteopathic GME officials who make selection decisions.…”

“…[1][2][3]7,10 In addition to demonstrating strong academic achievement, the best-performing residents are often those who fit well culturally and organizationally into a residency program and who share the same overall values, attitudes, and behaviors as the existing program staff and faculty. [11][12][13][14] The annual National Residency Match Program Update, 15 based on a national survey of program directors, consistently lists personal characteristics among the 5 most important factors in determining rank order lists. Some GME programs have attempted to identify 1 or more specific personal characteristics most favorably correlating with postmatch success during residency, largely defined by faculty ratings of overall resident performance.…”