Article Text

PDF
Enhancing the residency interview process with the inclusion of standardised questions
  1. Candice Black1,
  2. Hannah Budner1,
  3. Amy L Motta2
  1. 1Department of Pathology and Laboratory Medicine, Dartmouth-Hitchcock Medical Center, Lebanon, New Hampshire, USA
  2. 2Department of Graduate Medical Education, Dartmouth-Hitchcock Medical Center, Lebanon, New Hampshire, USA
  1. Correspondence to Dr Candice Black, Department of Pathology and Laboratory Medicine, Dartmouth-Hitchcock Medical Center, One Medical Center Drive, Lebanon, New Hampshire, USA 03756603-650-8217; Candice.C.Black{at}hitchcock.org

Statistics from Altmetric.com

With residency interview time on us, pressure is felt by faculty to balance clinical productivity with residency candidate interviews. Residency programme invites candidates for interviews after reviewing the candidate’s credentials. The interview day is designed to allow candidates to evaluate the programme and for the programme to evaluate candidates. Beyond credentials and reputation, both sides are seeking the elusive ‘right fit’. Candidate credentials, such as the personal statement, letter of recommendation and transcripts, are available in programmes such as Oriel in the UK or ERAS (electronic residency application service) in the USA. During the interview day, candidates may observe a typical academic conference and have lunch with residents. We have increased the number of faculty interviewers in order to decrease the time commitment per person, but this leads to decreased cohesion of the interview evaluation data. Some faculty are higher scorers and others lower, and the criteria used are not always apparent.

A good interviewer is able to ask questions that elicit information that is aligned with the six medical competencies; professionalism, medical knowledge, communication skills, system-based practice, practice-based learning and patient care, as well as goals and aims of the programme.1 A review of the literature suggests that many interviews are poorly structured and may actually fail due to an array of reasons, including interviewers forming an opinion about applicants before the interview begins, based mainly on applicant appearance or the interviewer monopolising the conversation.2 Structured interviews have been suggested as a way to mitigate these pitfalls.3 4 A standardised question is one that is written before the interview, is used for all candidates and is graded using a standardised grading rubric.

To …

View Full Text

Request permissions

If you wish to reuse any or all of this article please use the link below which will take you to the Copyright Clearance Center’s RightsLink service. You will be able to get a quick price and instant permission to reuse the content in many different ways.