scholarly journals Information Collected During the Residency Match Process Does Not Predict Clinical Performance

2000 ◽  
Vol 154 (3) ◽  
pp. 256 ◽  
Author(s):  
Stephen M. Borowitz ◽  
Frank T. Saulsbury ◽  
William G. Wilson
Keyword(s):  
Clinical Performance ◽  
Match Process ◽  
Residency Match

The Virtual Urology Residency Match Process: Moving Beyond the Pandemic

Urology ◽  
2021 ◽  
Author(s):  
Gianpaolo P. Carpinito ◽  
Roger K. Khouri ◽  
Alexander P. Kenigsberg ◽  
Vishnu Ganesan ◽  
Amy Kuprasertkul ◽  
...  
Keyword(s):  
Match Process ◽  
Urology Residency ◽  
Residency Match

Applicants' Perspectives of the Urology Residency Match Process

2019 ◽  
Vol 6 (3) ◽  
pp. 185-190 ◽  
Author(s):  
Roger K. Khouri ◽  
Byron D. Joyner ◽  
Gary E. Lemack
Keyword(s):  
Match Process ◽  
Urology Residency ◽  
Residency Match

scholarly journals Assuring Integrity in the Residency Match Process

2019 ◽  
Vol 94 (3) ◽  
pp. 321-323 ◽  
Author(s):  
Sonia N. Chimienti ◽  
Deborah M. DeMarco ◽  
Terence R. Flotte ◽  
Michael F. Collins
Keyword(s):  
Match Process ◽  
Residency Match

scholarly journals Post-CaRMS match survey for fourth year medical students

2020 ◽  
Author(s):  
Megan Clark ◽  
Sachin Shah ◽  
Lee Kolla ◽  
Stephanie Marshall ◽  
Sara Bryson ◽  
...  
Keyword(s):  
Financial Burden ◽  
School Experiences ◽  
High Demand ◽  
Chi Square ◽  
Medical Graduates ◽  
Match Process ◽  
Volunteer Leadership ◽  
Fourth Year Medical Students ◽  
Quantitative Results ◽  
Residency Match

Background: We aimed to analyze which medical school experiences contribute to success in an increasingly competitive CaRMS match. Methods: We surveyed all matched University of Saskatchewan 2019 medical graduates on characteristics of their applications: number of program applications, interviews obtained, experiences (research, volunteer, leadership), awards and money spent on the residency match process, and qualitative reflections on the process. Using published CaRMS statistics based on number of positions versus applicants, specialties were divided into high availability/low demand (HA) (e.g. family and internal medicine) and low availability/high demand (LA) (e.g. dermatology and emergency medicine). Quantitative results were analyzed using descriptive statistics, chi-square and t-tests, and qualitative results thematically. Results: Data from 27 of 94 matched students were included. LA applicants were more likely to report at least one research project on their CV (66.67% among LA vs. 15.38% among HA, n = 27, χ2 = 8.640, p = 0.013), with a greater number of research presentations (mean=3.75 presentations vs. 2.07, t (25) = -2.251, p = 0.033). LA applicants had more elective weeks outside Saskatchewan (mean 11.75 weeks vs. 7.40 weeks, t (25) = -2.532, p = 0.018). Other application variables were not different between groups. Some students endorsed broader electives strategies, others (especially in surgical disciplines) supported narrower ones. Students reported travel, financial burden, document submission, and uncertainty as the greatest match process stressors. Conclusions: LA applicants cited more research projects and presentations, spent more elective weeks outside Saskatchewan, but were otherwise similar to HA applicants. Further studies should be done on student factors in the residency match process.

scholarly journals Prevalence of Post-Interview Communication in the Ophthalmology Match and Its Impact on Program Directors' Ranking of Applicants

2020 ◽  
Vol 12 (01) ◽  
pp. e74-e78
Author(s):  
David Cui ◽  
Nicholas L. Behunin ◽  
Ingrid U. Scott ◽  
Heidi Luise Wingert
Keyword(s):  
Faculty Member ◽  
Online Survey ◽  
Program Directors ◽  
Cross Sectional Survey ◽  
Cross Sectional ◽  
Faculty Mentor ◽  
Match Process ◽  
High Prevalence ◽  
Faculty Mentors ◽  
Residency Match

Abstract Objective The aim of this study is to investigate the prevalence of post-interview communication (PIC) during the ophthalmology residency match process and its impact on program directors' (PD's) ranking of applicants. Design Prospective cross-sectional survey. Methods An anonymous, online survey was emailed to the PD of each ophthalmology residency program accredited by the Accreditation Council for Graduate Medical Education. Results Fifty-four percent (63/116) of PDs completed the survey. Eighty-five percent (54/63) of PDs received PIC from applicants or applicants' faculty mentors during the 2018 to 2019 application cycle; 62% (39/63) received PIC regarding >25% of applicants interviewed. Although 41% (26/63) of PDs reported they would likely rank an applicant higher due to PIC endorsement from a faculty mentor known to the PD, only 3% (2/63) believed that applicants who did not have a faculty mentor conduct PIC on their behalf were disadvantaged. Fourteen percent (9/63) of PDs reported they would likely rank an applicant higher due to PIC endorsement from a faculty mentor unknown to the PD, and 3% (2/63) reported they would likely rank an applicant higher as a result of PIC from the applicant. Conclusion There is a high prevalence of PIC during the ophthalmology residency match process. The potential impact of PIC on PDs' ranking of applicants varies according to whether the PIC is from a faculty member known to the PD, a faculty member unknown to the PD, or the applicant. This may disadvantage applicants without faculty mentors known to PDs.

scholarly journals The Residency Match: Interview Experiences, Postinterview Communication, and Associated Distress

2018 ◽  
Vol 10 (4) ◽  
pp. 403-408 ◽  
Author(s):  
Camille Berriochoa ◽  
Chandana A. Reddy ◽  
Steven Dorsey ◽  
Steven Campbell ◽  
Christine Poblete-Lopez ◽  
...  
Keyword(s):  
Marital Status ◽  
Policy Change ◽  
Code Of Conduct ◽  
Academic Institution ◽  
Residency Programs ◽  
Match Process ◽  
Question Survey ◽  
Residency Match

ABSTRACT Background  Interview experiences and postinterview communication during the residency match process can cause distress for applicants, and deserve further study. Objective  We both quantified and qualified the nature of various interview behaviors during the 2015–2016 National Resident Matching Program (NRMP) Match and collected applicant perspectives on postinterview communication and preferences for policy change. Methods  An anonymous, 31-question survey was sent to residency candidates applying to 8 residency programs at a single academic institution regarding their experiences at all programs where they interviewed. Results  Of 6693 candidates surveyed, 2079 (31%) responded. Regarding interview experiences, applicants reported being asked at least once about other interviews, marital status, and children at the following rates: 72%, 38%, and 17%, respectively, and such questions arose at a reported mean of 25%, 14%, and 5% of programs, respectively. Female applicants were more frequently asked about children than male applicants (22% versus 14%, P < .0001). Overall, 91% of respondents engaged in postinterview communication. A total of 70% of respondents informed their top program that they had ranked it highly; 70% of this subset reported associated distress, and 78% reported doing this to improve match success. A total of 71% would feel relief if postinterview communication was actively discouraged, and 51% would prefer applicants to be prohibited from notifying programs of their rank. Conclusions  Applicants to several residency programs reported being asked questions that violate the NRMP Code of Conduct. The majority of applicants would prefer postinterview communication to be more regulated and less prevalent.

Influence of Gender and Racial Diversity on the Otolaryngology Residency Match

2020 ◽  
Vol 162 (3) ◽  
pp. 290-295
Author(s):  
Isabel Fairmont ◽  
Nyssa Farrell ◽  
Andrew P. Johnson ◽  
Cristina Cabrera-Muffly
Keyword(s):  
Tertiary Care ◽  
White Male ◽  
Racial Diversity ◽  
Female Faculty ◽  
Web Based ◽  
Match Process ◽  
Program Diversity ◽  
Competitive Nature ◽  
University Setting ◽  
Residency Match

Objective (1) Understand attitudes of otolaryngology residency applicants regarding gender and racial diversity within programs. (2) Examine how program diversity affects applicant decisions during the residency match. (3) Compare the importance of racial and ethnic program diversity among applicants. Study Design Web-based survey distributed in February and March 2019. Setting Tertiary care university setting. Subjects and Methods An anonymous web-based survey was distributed to 418 applicants in the 2019 otolaryngology match. Respondents were queried about the importance of program diversity and its effects on the match process. Ratings were based on a scale of 1 to 5 (with 5 being extremely important or significant effect). Results The response rate was 35%; 53% of responders were male; and 59% were white, 25% Asian, 6% black, and 6% Hispanic/Latino. Applicants rated the importance of having female faculty and residents as 4.1 (SD = 1.1) and 4.2 (SD = 1.1), respectively. Applicants rated the importance of having diverse faculty and residents as 3.9 (SD = 1.1) and 4 (SD = 1.2). Overall, 7.6% of applicants canceled interviews due to a lack of female residents and 5.5% due to a lack of female faculty; furthermore, 5.5% of applicants canceled interviews due to a lack of diverse residents and 4.9% due to a lack of diverse faculty. Female and nonwhite applicants prioritized females and diversity within programs more so than male and white applicants. Conclusions Although residency applicants felt that program diversity was important, this did not significantly affect decision making during the match process, likely due to the competitive nature of the match. Women and nonwhite applicants prioritized program diversity more than white male applicants.

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