Use of interviews in the selection of pediatric house officers

Kovel, Arthur; Davis, J K

doi:10.1097/00001888-198812000-00010

Cited by 4 publications

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“…With regard to the method of asking interview questions, multiple studies have demonstrated that the traditional unstructured interview method does not necessarily select for factors that correlate with or predict actual job performance, and in this fashion is of dubious validity and reliability 33–39. In contrast, studies of interview techniques have demonstrated improved validity in predicting future job success when using structured, behavioral‐based interviewing in place of traditional, unstructured interviewing 40–44.…”

Section: Discussionmentioning

confidence: 99%

Improving methods of resident selection

et al. 2010

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Section: Discussionmentioning

confidence: 99%

Improving methods of resident selection

et al. 2010

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“…Previous reports would suggest each of these to be steps necessary to maximize the reliability of interview scores. 15,[21][22][23][24][25][26][27][28][29][30][34][35][36] Our efforts appear to have been reasonably successful at achieving overall high internal consistency, because the alpha reliability for individual interviewers' overall scores was 0.86 and that for the four average interview scores was quite impressive at 0.83. One might also anticipate that by applying all of the above principles to ensure objective assessment and by having each interview team assess unique candidate attributes, the interrater reliabilities of interview scores generated by interviewers participating in the same interview would be higher than interrater reliabilities between interviews.…”

Section: Discussionmentioning

confidence: 99%

“…These areas are similar to those assessed by other interview protocols reported in the literature. 8,26,27,37 A prototype scoring instrument comprising five visual analog scales (VASs) assessing five dimensions of the domain of interest was developed. Each linear scale was preceded by an accompanying question and was anchored with descriptors specific for the dimension assessed by that scale.…”

Section: Methodsmentioning

confidence: 99%

“…7,20 The literature generally suggests, however, that the reliability of the interview process increases with more structure and that structured interviews have more face validity. 1,9,12,[21][22][23][24][25][26][27][28][29][30] Surveys of program directors have repeatedly shown the substantial value the directors place on the selection interview. 3,4,8,13,16,26,[31][32][33] Accepting that interviews are a mainstay of the selection process, it is important to make every effort to maximize their reliability.…”

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Reliability of a Structured Interview Scoring Instrument for a Canadian Postgraduate Emergency Medicine Training Program

Bandıera¹,

Regehr

2004

Academic Emergency Medicine

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The reliability of the overall interview scores was very high. The intraclass correlations for each interviewer's VAS scores were also high, but interrater correlations within interview teams were moderate and not higher than those across interview teams. This study suggests that an interview assessment instrument can be highly reliable overall and that interviewers base scores on an overall global impression.

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“…4 An essential element during a resident selection process is the interview. Lack of validity, objectivity, reliability, and structure of the interview process exists in medical residency, [5][6][7][8] medical school 9 and pharmacy school admissions. 10 Selecting the best candidates for pharmacy residency training is a difficult task.…”

Section: Introductionmentioning

confidence: 99%

Improving Reliability of a Residency Interview Process

Peeters

Serres

Gundrum

2013

American Journal of Pharmaceutical Education

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Objective. To improve the reliability and discrimination of a pharmacy resident interview evaluation form, and thereby improve the reliability of the interview process. Methods. In phase 1 of the study, authors used a Many-Facet Rasch Measurement model to optimize an existing evaluation form for reliability and discrimination. In phase 2, interviewer pairs used the modified evaluation form within 4 separate interview stations. In phase 3, 8 interviewers individuallyevaluated each candidate in one-on-one interviews. Results. In phase 1, the evaluation form had a reliability of 0.98 with person separation of 6.56; reproducibly, the form separated applicants into 6 distinct groups. Using that form in phase 2 and 3, our largest variation source was candidates, while content specificity was the next largest variation source. The phase 2 g-coefficient was 0.787, while confirmatory phase 3 was 0.922. Process reliability improved with more stations despite fewer interviewers per station-impact of content specificity was greatly reduced with more interview stations. Conclusion. A more reliable, discriminating evaluation form was developed to evaluate candidates during resident interviews, and a process was designed that reduced the impact from content specificity.Keywords: psychometrics, interview, residency, reliability INTRODUCTIONPostgraduate year 1 (PGY1) pharmacy residencies are increasingly prevalent in the United States; however, the pool of resident applicants has surpassed the number of available positions, 1 and professional organizations anticipate continued growth.2,3 Establishing a fair and objective process for selecting residents seems essential, and reliability of the process is a key characteristic in ensuring fairness in these candidate assessments. 4 An essential element during a resident selection process is the interview. Lack of validity, objectivity, reliability, and structure of the interview process exists in medical residency, 5-8 medical school 9 and pharmacy school admissions. 10Selecting the best candidates for pharmacy residency training is a difficult task. The ideal interview and selection process for residency candidates would be one that was efficient, objective, and produced reliable feedback/ information that could be used to make informed decisions. The survey questions asked and criteria used to make decisions appear to be fairly consistent among residency programs.11,12 Psychometric developments over the past few decades may help in increasing reliability of tools used in the interview process. The objective structured clinical examination (OSCE) was first discussed in 1979 and its interview "offspring," the multiple miniinterview (MMI), was described in 2003. Both showed promise for improving interview reliability. The overall concept and purpose of the MMI is to reduce the impact of content specificity, a concern in assessments, on the interview as compared to a traditional individual interview. [13][14][15] In the MMI, candidates rotate through interview stations where different...

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Use of interviews in the selection of pediatric house officers

Cited by 4 publications

References 0 publications

Improving methods of resident selection

Improving methods of resident selection

Reliability of a Structured Interview Scoring Instrument for a Canadian Postgraduate Emergency Medicine Training Program

Improving Reliability of a Residency Interview Process

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