Southend University Hospital NHS Foundation Trust, Essex, UK.
Med Educ. 2011 Mar;45(3):298-307. doi: 10.1111/j.1365-2923.2010.03874.x.
The introduction of aptitude testing in the selection of applicants for medical and dental school, in the UK, has led to growing scrutiny of current selection practices. There is increasing difficulty in discriminating between the high numbers of very able candidates who apply to study medicine based on traditional academic criteria. Concerns have been raised that the current selection methods of screening Universities and Colleges Admission Service (UCAS) forms in the UK and holding interviews are essentially subjective and their abilities to predict success at medical school are largely unknown. In particular, questions on the validity and reliability of screening students' personal statements are highlighted.
This study aims to further examine this subjectivity and elucidate the reasons given by selectors in one medical school for accepting or rejecting candidates, prior to interview, based on the screening of UCAS forms.
Three focus groups, totalling 17 participant selectors, explored current selector practices at one London-based medical school. Additionally, reasons given on selector marking forms for rejecting candidates prior to interview were analysed by content analysis. Data were then triangulated with themes derived from the focus groups exploring why selectors accepted or rejected candidates for interview.
Selectors identified clear criteria for selecting or rejecting candidates for interview. They described the 'ideal' candidate as one who possessed positive attributes, including academic ability, enthusiasm and motivation. These views correlated with the reasons for rejecting candidates given by selectors on selector marking forms.
This study describes selector practice in one medical school and clarifies selector reasons for accepting or rejecting candidates for interview. Although it provides criteria for the 'ideal' candidate, this study highlights the subjective nature of the selection process and the difficulties in quantifying applicant aptitude, and raises the need for a more open, transparent and reliable way of selecting future medical students.
英国在医学生和牙科学员的选拔中引入了能力倾向测试，这使得人们对当前的选拔实践进行了越来越多的审查。基于传统学术标准，申请学医的非常有能力的候选人数量众多，目前的选拔方法越来越难以区分。有人担心，英国大学和学院招生服务（UCAS）表格筛选和面试的现行选拔方法本质上是主观的，其预测学员在医学院成功的能力在很大程度上是未知的。特别是，人们对筛选学生个人陈述的有效性和可靠性提出了质疑。
本研究旨在进一步研究这种主观性，并阐明在面试之前，根据 UCAS 表格筛选，一所医学院的选拔者接受或拒绝候选人的原因。
共有 17 名参与者的 3 个焦点小组探讨了伦敦一所医学院目前的选拔者做法。此外，还通过内容分析对面试前在选拔者打分表上给出的拒绝候选人的原因进行了分析。然后，将数据与从探索选拔者为何接受或拒绝学员参加面试的焦点小组中得出的主题进行三角验证。
选拔者确定了选择或拒绝候选人参加面试的明确标准。他们将“理想”候选人描述为具有积极特质的人，包括学术能力、热情和动力。这些观点与选拔者在选拔者打分表上为拒绝候选人给出的原因相关。
本研究描述了一所医学院的选拔者做法，并阐明了选拔者接受或拒绝候选人面试的原因。尽管它为“理想”候选人提供了标准，但本研究强调了选拔过程的主观性以及量化申请人能力的困难，并提出了需要一种更开放、透明和可靠的方式来选拔未来的医学生。
