Burgess Annette, Roberts Chris, Clark Tyler, Mossman Karyn
Sydney Medical School-Central, The University of Sydney, Building 63, level 4, Royal Prince Alfred Hospital, Missenden Road, Camperdown, NSW 2050, New South Wales, Australia.
Sydney Medical School-Northern, The University of Sydney, New South Wales, Australia.
BMC Med Educ. 2014 Dec 21;14:261. doi: 10.1186/s12909-014-0261-6.
Internationally, recruiting the best candidates is central to the success of postgraduate training programs and the quality of the medical workforce. So far there has been little theoretically informed research considering selection systems from the perspective of the candidates. We explored candidates' perception of the fairness of a National Assessment Centre (NAC) approach for selection into Australian general practice training, where candidates were assessed by a Multiple Mini Interview (MMI) and a written Situational Judgment Test (SJT), for suitability to undertake general practice (GP) training.
In 2013, 1,930 medical practitioners, who were eligible to work in Australia attended one of 14 NACs in each of 5 states and 2 territories. A survey was distributed to each candidate at the conclusion of their assessment, which included open-ended questions aimed at eliciting candidates' perceived benefits and challenges of the selection process. A framework analysis was informed by the theoretical lens of Social Validity Theory.
Qualitative data was available from 46% (n = 886/1,930) of candidates, who found the NAC experience fair and informative for their training and career goals, but wanted to be provided with more information in preparation. Candidates valued being able to communicate their skills during the MMI, but found some difficulty in interpreting the questions. A significant minority had concerns that a lack of relevant GP experience may inhibit their performance. Candidates also expressed concerns about the time limits within the written paper, particularly if English was not their first language. They also expressed a desire for formative feedback during the interview process.
During any job selection process, not only is the organisation assessing the candidates, but the candidates are also assessing the organisation. However, a focus on the candidate experience throughout an organisation's selection process may provide benefits to both candidates and the organisation, regardless of whether or not candidates secured the job. Social Validity Theory is a useful addition to the methods for demonstrating the reasonableness of any selection system.
在国际上，招募最优秀的候选人对于研究生培训项目的成功以及医疗劳动力的质量至关重要。到目前为止，从候选人的角度对选拔系统进行理论指导研究还很少。我们探讨了候选人对澳大利亚全科医学培训国家评估中心（NAC）选拔方法公平性的看法，在该选拔中，候选人通过多重迷你面试（MMI）和书面情境判断测试（SJT）来评估其从事全科医学（GP）培训的 suitability。
2013年，1930名有资格在澳大利亚工作的医学从业者参加了5个州和2个领地中14个NAC中的一个。在评估结束时，向每位候选人发放了一份调查问卷，其中包括旨在引出候选人对选拔过程中感知到的益处和挑战的开放式问题。框架分析是基于社会效度理论的理论视角进行的。
46%（n = 886/1930）的候选人提供了定性数据，他们认为NAC经历对他们的培训和职业目标来说是公平且信息丰富的，但希望在准备过程中能得到更多信息。候选人重视在MMI中能够展示自己的技能，但在理解问题方面存在一些困难。相当一部分人担心缺乏相关的全科医学经验可能会影响他们的表现。候选人还对书面考试的时间限制表示担忧，特别是如果英语不是他们的第一语言。他们还表示希望在面试过程中得到形成性反馈。
在任何工作选拔过程中，不仅组织在评估候选人，候选人也在评估组织。然而，在组织的选拔过程中关注候选人的体验可能会对候选人和组织都带来益处，无论候选人是否获得了这份工作。社会效度理论是证明任何选拔系统合理性的方法中的一个有益补充。
