Behavioral Interviewing: Integrating ACGME Competency-Based Questions Into the Radiology Resident Selection Process

2017 ◽  
Vol 46 (2) ◽  
pp. 91-94
Author(s):  
Tatum A. McArthur ◽  
Jonathan A. Flug ◽  
Nicole Restauri
Keyword(s):  
Selection Process ◽  
Radiology Resident ◽  
Competency Based ◽  
Resident Selection

scholarly journals Dermatology Residency Selection Criteria with an Emphasis on Program Characteristics: A National Program Director Survey

2014 ◽  
Vol 2014 ◽  
pp. 1-8 ◽  
Author(s):  
Farzam Gorouhi ◽  
Ali Alikhan ◽  
Arash Rezaei ◽  
Nasim Fazel
Keyword(s):  
Medical School ◽  
Selection Criteria ◽  
Selection Process ◽  
Cross Sectional ◽  
Advanced Degrees ◽  
Residency Programs ◽  
Residency Selection ◽  
Program Characteristics ◽  
Reported Data ◽  
Resident Selection

Background. Dermatology residency programs are relatively diverse in their resident selection process. The authors investigated the importance of 25 dermatology residency selection criteria focusing on differences in program directors’ (PDs’) perception based on specific program demographics.Methods. This cross-sectional nationwide observational survey utilized a 41-item questionnaire that was developed by literature search, brainstorming sessions, and online expert reviews. The data were analyzed utilizing the reliability test, two-step clustering, andK-means methods as well as other methods. The main purpose of this study was to investigate the differences in PDs’ perception regarding the importance of the selection criteria based on program demographics.Results. Ninety-five out of 114 PDs (83.3%) responded to the survey. The top five criteria for dermatology residency selection were interview, letters of recommendation, United States Medical Licensing Examination Step I scores, medical school transcripts, and clinical rotations. The following criteria were preferentially ranked based on different program characteristics: “advanced degrees,” “interest in academics,” “reputation of undergraduate and medical school,” “prior unsuccessful attempts to match,” and “number of publications.”Conclusions. Our survey provides up-to-date factual data on dermatology PDs’ perception in this regard. Dermatology residency programs may find the reported data useful in further optimizing their residency selection process.

scholarly journals Bias in Radiology Resident Selection

2019 ◽  
Vol 94 (11) ◽  
pp. 1774-1780 ◽  
Author(s):  
Charles M. Maxfield ◽  
Matthew P. Thorpe ◽  
Terry S. Desser ◽  
Darel E. Heitkamp ◽  
Nathan C. Hull ◽  
...  
Keyword(s):  
Radiology Resident ◽  
Resident Selection

scholarly journals Comparative Reliability of Structured Versus Unstructured Interviews in the Admission Process of a Residency Program

2011 ◽  
Vol 3 (4) ◽  
pp. 517-523 ◽  
Author(s):  
Danielle Blouin ◽  
Andrew G. Day ◽  
Andrey Pavlov
Keyword(s):  
Residency Program ◽  
Variance Components ◽  
Critical Incident ◽  
Selection Process ◽  
Job Analysis ◽  
Structured Interview ◽  
Structured Interviews ◽  
Admission Process ◽  
Resident Selection ◽  
Overall Reliability

Abstract Background Although never directly compared, structured interviews are reported as being more reliable than unstructured interviews. This study compared the reliability of both types of interview when applied to a common pool of applicants for positions in an emergency medicine residency program. Methods In 2008, one structured interview was added to the two unstructured interviews traditionally used in our resident selection process. A formal job analysis using the critical incident technique guided the development of the structured interview tool. This tool consisted of 7 scenarios assessing 4 of the domains deemed essential for success as a resident in this program. The traditional interview tool assessed 5 general criteria. In addition to these criteria, the unstructured panel members were asked to rate each candidate on the same 4 essential domains rated by the structured panel members. All 3 panels interviewed all candidates. Main outcomes were the overall, interitem, and interrater reliabilities, the correlations between interview panels, and the dimensionality of each interview tool. Results Thirty candidates were interviewed. The overall reliability reached 0.43 for the structured interview, and 0.81 and 0.71 for the unstructured interviews. Analyses of the variance components showed a high interrater, low interitem reliability for the structured interview, and a high interrater, high interitem reliability for the unstructured interviews. The summary measures from the 2 unstructured interviews were significantly correlated, but neither was correlated with the structured interview. Only the structured interview was multidimensional. Conclusions A structured interview did not yield a higher overall reliability than both unstructured interviews. The lower reliability is explained by a lower interitem reliability, which in turn is due to the multidimensionality of the interview tool. Both unstructured panels consistently rated a single dimension, even when prompted to assess the 4 specific domains established as essential to succeed in this residency program.

scholarly journals Addressing Under-Detection in Minimum Data Set Behavioral Measures Using NIH Stage III/IV Embedded Trial Design

2020 ◽  
Vol 4 (Supplement_1) ◽  
pp. 485-486
Author(s):  
Ellen McCreedy ◽  
Roee Gutman ◽  
James Rudolph ◽  
Rosa Baier ◽  
Kali Thomas ◽  
...  
Keyword(s):  
Large Scale ◽  
Selection Process ◽  
Stage Iv ◽  
Stage Iii ◽  
Stepped Wedge ◽  
Model Framework ◽  
Data Set ◽  
Parallel Design ◽  
Behavior Frequency ◽  
Resident Selection

Abstract Using the National Institutes of Health (NIH) Stage Model framework, we are conducting a Stage III/IV embedded trial to evaluate the effects of personalized music on agitated behaviors in nursing home (NH) residents with dementia under two research conditions--less pragmatic, more researcher involvement (Stage III) and more pragmatic, less researcher involvement (Stage IV). We are conducting a three-year trial in 81 NHs, with 27 NHs receiving the intervention per year. Behavior frequency is assessed via resident MDS assessments, staff interviews, and direct observations of residents. During the first year, researchers interview NH staff and observe residents with dementia in 54 randomly selected NHs (27 treatment and 27 control, parallel design). MDS assessments are available for all 81 NHs throughout the three-year study (stepped-wedge design). In the 54 NHs in the parallel design, we compare staff interview and NH-conducted resident assessments and, using multiple imputation methods, we impute staff interview data for eligible residents of all 81 NHs in order to estimate the effect of the intervention under the step-wedge design. There are four key features of this trial: 1) combination of parallel and stepped-wedge designs; 2) equilibrating researcher-collected behavior data to NH-collected behavior data to impute research-collected behavior data for some residents; and 3) simulated resident selection process in control facilities to improve comparisons of effects across treatment groups. This design has the potential to shorten the research timeline by iteratively assessing real-world efficacy and large-scale effectiveness. Our design will inform pragmatic testing of other interventions with limited efficacy evidence.

scholarly journals PENERAPAN METODE WEIGHTED PRODUCT DALAM PROSES SELEKSI CALON KARYAWAN DI PERUSAHAAN PERKEBUNAN KELAPA SAWIT

2020 ◽  
Vol 1 (01) ◽  
pp. 15-26
Author(s):  
Muhammad Sapruwan
Keyword(s):  
Oil Palm ◽  
Selection Process ◽  
Research Topic ◽  
Intelligence Tests ◽  
Personality Tests ◽  
Aptitude Tests ◽  
Highest Weight ◽  
Competency Based ◽  
The Difference ◽  
Selection Of

This research topic about the selection process for prospective employees in oil palm plantations. The problem in this study is the selection of prospective employees who are not based on competence and still done manually. The purpose of this study was to provide input tests includes: Intelligence tests, personality tests, aptitude tests, interest tests, achievement tests, interview tests, and competency tests The method used is Weighted Product and Tool - Excel. Through illustration data: 5 (five) prospective employees, type of selection and weight, and assessment results,  then the most productive prospective employees are obtained easily, and quickly Prospective best employees have the highest weight, while the worst prospective employees, who have the lowest weight. The implications of this finding are This selection is very useful to get prospective employees who are ready to use (experienced), especially in oil palm plantation companies. The difference between this study and other studies is competency-based selection in the field of administration of oil palm plantations have not been found Abstrak Topik Penelitian ini tentang proses seleksi calon karyawan di perkebunan kelapa sawit. Permasalahan dalam kajian ini adalah adanya  seleksi calon karyawan yang tidak berdasarkan kompetensi, dan masih dilakukan secara manual. Tujuan penelitian ini adalah memberikan masukan tes meliputi : Tes kecerdasan, Tes kepribadian, Tes bakat, Tes minat, Tes prestasi, Tes Wawancara,  dan  Tes Kompetensi Metode yang digunakan Weighted Product dan Tool – Excel. Melalui ilustrasi data :  5 (lima) orang calon karyawan, jenis seleksi dan bobot, dan hasil penilaian, maka diperoleh calon karyawan yang paling produktif dengan mudah, dan cepat Calon Karyawan terbaik memiliki bobot yang paling tinggi, sedangkan calon karyawan yang terburuk, yang memiliki bobot yang terendah. Implikasi dari temuan ini adalah  seleksi ini sangat berguna untuk memperoleh calon karyawan yang siap pakai ( berpengalaman) terutama diperusahaan perkebunan kelapa sawit.  Yang membedakan ini dengan penelitian lainnya adalah. Penelitian berdasarkan kompetensi dibidang administrator perkebunan kelapa sawit belum banyak ditemukan.

scholarly journals Association Between Internal Medicine Residency Applicant Characteristics and Performance on ACGME Milestones During Intern Year

2021 ◽  
Vol 13 (2) ◽  
pp. 213-222
Author(s):  
Blair P. Golden ◽  
Bruce L. Henschen ◽  
David T. Liss ◽  
Sara L. Kiely ◽  
Aashish K. Didwania
Keyword(s):  
Internal Medicine ◽  
Selection Process ◽  
Internal Medicine Residency ◽  
Bivariate Analysis ◽  
Multivariable Model ◽  
Medicine Clerkship ◽  
Residency Selection ◽  
And Performance ◽  
Early Performance ◽  
Resident Selection

ABSTRACT Background Residency programs apply varying criteria to the resident selection process. However, it is unclear which applicant characteristics reflect preparedness for residency. Objective We determined the applicant characteristics associated with first-year performance in internal medicine residency as assessed by performance on Accreditation Council for Graduate Medical Education (ACGME) Milestones. Methods We examined the association between applicant characteristics and performance on ACGME Milestones during intern year for individuals entering Northwestern University's internal medicine residency between 2013 and 2018. We used bivariate analysis and a multivariable linear regression model to determine the association between individual factors and Milestone performance. Results Of 203 eligible residents, 198 (98%) were included in the final sample. One hundred fourteen residents (58%) were female, and 116 residents (59%) were White. Mean Step 1 and Step 2 CK scores were 245.5 (SD 12.0) and 258 (SD 10.8) respectively. Step 1 scores, Alpha Omega Alpha membership, medicine clerkship grades, and interview scores were not associated with Milestone performance in the bivariate analysis and were not included in the multivariable model. In the multivariable model, overall clerkship grades, ranking of the medical school, and year entering residency were significantly associated with Milestone performance (P ≤ .04). Conclusions Most traditional metrics used in residency selection were not associated with early performance on ACGME Milestones during internal medicine residency.

The Value of Numerical USMLE Step 1 Scores in Radiology Resident Selection

2020 ◽  
Vol 27 (10) ◽  
pp. 1475-1480 ◽  
Author(s):  
Charles M Maxfield ◽  
Lars J. Grimm
Keyword(s):  
Radiology Resident ◽  
Usmle Step 1 ◽  
Usmle Step ◽  
Resident Selection

Interview Techniques Utilized in Radiology Resident Selection—A Survey of the APDR

2019 ◽  
Vol 26 (7) ◽  
pp. 989-998 ◽  
Author(s):  
Claudia Kasales ◽  
Christine Peterson ◽  
Eric Gagnon
Keyword(s):  
Radiology Resident ◽  
Interview Techniques ◽  
Resident Selection

scholarly journals Resident selection for emergency medicine specialty training in Canada: A survey of existing practice with recommendations for programs, applicants, and references

CJEM ◽  
2020 ◽  
Vol 22 (6) ◽  
pp. 829-835
Author(s):  
Michael K. P. Hale ◽  
Jason R. Frank ◽  
Warren J. Cheung
Keyword(s):  
Emergency Medicine ◽  
Best Practices ◽  
Online Survey ◽  
Selection Process ◽  
Rank Order ◽  
Residency Programs ◽  
Selection Processes ◽  
High Level ◽  
Resident Selection ◽  
Current Selection

ABSTRACTObjectiveLittle is known about how the Royal College of Emergency Medicine (RCEM) residency programs are selecting their residents. This creates uncertainty regarding alignment between current selection processes and known best practices. We seek to describe the current selection processes of Canadian RCEM programs.MethodsAn online survey was distributed to all RCEM program directors and assistant directors. The survey instrument included 22 questions and sought both qualitative and quantitative data from the following six domains: application file, letters of reference, elective selection, interview, rank order, and selection process evaluation.ResultsWe received responses from 13 of 14 programs for an aggregate response rate of 92.9%. A candidate's letters of reference were identified as the most important criterion from the paper application (38.5%). Having a high level of familiarity with the applicant was the most important characteristic of a reference letter author (46.2%). In determining rank order, 53.8% of programs weighed the interview more heavily than the paper application. Once final candidate scores are established following the interview stage, all program respondents indicated that further adjustment is made to the final rank order list. Only 1 of 13 program respondents reported ever having completed a formal evaluation of their selection process.ConclusionWe have identified elements of the selection process that will inform recommendations for programs, students, and referees. We encourage programs to conduct regular reviews of their selection process going forward to be in alignment with best practices.

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