Prioritizing the Interview in Selecting Resident Applicants: Behavioral Interviews to Determine Goodness of Fit

Abstract

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.

Assessing the impact of adopting a competency-based medical education framework and ACGME-I accreditation on educational outcomes in a family medicine residency program in Abu Dhabi Emirate, United Arab Emirates

“…A study by Prystowsky et al found that higher scores in their program were associated more with the graduate being in an academic faculty position. Therefore, an entry interview alone is difficult to interpret ( 19 ). Not surprisingly, the process of selection is challenged and there are increasing calls to reform the US resident selection process as highlighted by a recent scoping review ( 20 ).…”

Investigating factors that influence residency program selection among medical students

“…For instance, in a study, the authors found that program location and the availability of subspecialty training were significant factors in the selection of a residency program [ 5 ]. Similarly, studies found that the availability of research opportunities, program reputation, and work-life balance were critical in influencing the selection process [ 6 , 7 ]. In a study, the authors found that the quality of life, the cost of living, and the availability of recreational activities in the location of the residency program were significant factors in the selection process [ 8 ].…”

Best Practices for Reducing Bias in the Interview Process

“…Examples include openness to experience, humility, conscientiousness, and honesty. Further program-specific additions can be included, such as potential for success in an urban versus rural environment [ 10 ].…”