Thread by @RakheeBhayaniMD, #Tweetorial on best practices for #residency interviews This year there will be [...]

Rakhee K. Bhayani, MD

RakheeBhayaniMD

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#Tweetorial on best practices for #residency interviews

This year there will be some nuanced challenges of virtual interviewing

So it will be even more important to be intentional about #interview practices

#MedEd #MedTwitter #MedStudentTwitter
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#Tweetorial on best practices for #residency interviews This year there will be some nuanced challenges of virtual interviewingSo it will be even more important to be intentional about #interview practices #MedEd #MedTwitter #MedStudentTwitter 1/

Since the pros/cons of virtual interviews has been written extensively by others including @jbcarmody in his blog post below, I won’t cover it here
2/ https://twitter.com/jbcarmody/status/1259945966796496897

https://twitter.com/jbcarmody/status/1259945966796496897

What do we hope to learn about applicants during interviews?

Get to know the applicant beyond what’s in the file

Part of the holistic review

Communication skills

Professional interests

Goals, values, aspirations

AND give them a chance to learn about the program
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The @AAMC provides guidance on best practices for residency interviews

Structured interviews

Standardization of interview evaluations

Mitigate unconscious biases
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https://www.aamc.org/system/files/2020-05/best%20practices%20for%20conducting%20residency%20program%20interviews.pdf

The @AAMC provides guidance on best practices for residency interviews Structured interviews Standardization of interview evaluationsMitigate unconscious biases4/ https://www.aamc.org/system/files/2020-05/best%20practices%20for%20conducting%20residency%20program%20interviews.pdf

Structured interview questions using behavioral/situational questions will:

Validity

Reliability

Fairness

of the interview process and can allow you to gauge skills beyond accomplishments on CV such as:

Communication skills

Conflict management

Teamwork
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Structured interview questions using behavioral/situational questions will:ValidityReliabilityFairness of the interview process and can allow you to gauge skills beyond accomplishments on CV such as:Communication skillsConflict management Teamwork 5/

What does it look like in practice?

Ask:

Describe a time when a team you were part of didn’t work well

Describe a time you had a had to deliver unpleasant news

Expect applicant to:
Describe Situation

State their Action

Review the Outcome/any insights they had

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What does it look like in practice?Ask:Describe a time when a team you were part of didn’t work wellDescribe a time you had a had to deliver unpleasant newsExpect applicant to:Describe SituationState their ActionReview the Outcome/any insights they had6/

Standardization of interview evaluations to ensure consistency between interviewers:

Rating scale anchored w/ examples of components of responses for each level

Train faculty on how to rank

Provide a range in scale that allows you to differentiate applicants
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Common rating errors that should be addressed when training interviewers

If you aren’t aware of these, you won’t know to avoid them!

Mitigate unconscious biases by providing interviewers w/training

A good webinar by the AAMC for recruitment (you need adobe to watch)
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https://www.aamc.org/video/t4fnst37/index.htm

A reminder to avoid illegal questions during interviews

Think it doesn’t happen, think again.

In a study from 2016, 90% of the surveyed students recalled having at least one of these types of questions asked during interviews
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https://www.ncbi.nlm.nih.gov/pmc/articles/PMC2951770/