Department of Anesthesiology, The University of North Carolina at Chapel Hill, N2198, CB7010, UNC Hospitals, Chapel Hill, NC 27599-7010, United States.
J Clin Anesth. 2017 Jun;39:139-144. doi: 10.1016/j.jclinane.2017.03.052. Epub 2017 Apr 8.
Selecting candidates for residency positions is challenging and there is little research on the correlation between commonly used selection criteria and subsequent performance in anesthesiology. This study examined the association between the selection measures and post-recruitment performance in residency.
Retrospective review of archival data.
Anesthesiology residency program at a large academic anesthesiology department.
Residents who were matched to the anesthesiology program over 9years (graduation classes of 2006 to 2014).
None.
The pre-recruitment achievements included a comprehensive list of measures obtained from residents' application portfolios in conjunction with interview performance. The post-recruitment examination outcomes consisted of the in-training examination (ITE) scores in the three clinical anesthesia (CA) years and first-attempt success on the written board certification examination administered by the American Board of Anesthesiology (ABA). Scholarly output during residency was measured by publication record. Clinical performance at the conclusion of residency was independently rated by three faculty members. Bivariate analysis and regression models were conducted to examine association between predictors and outcomes.
High United States Medical Licensing Examination (USMLE) scores, class rank in medical school and interview performance were predictive of high examination scores in residency and good clinical performance. Class rank appeared to be the best predictor of scholarly publication and pursuing an academic career beyond residency.
Comparative performance with classmates (i.e., class rank) in medical school appeared to be an effective predictor of overall performance in residency, which warrants more attention in future study. Although interview performance is subject to recruitment team members' interpretation, it is an important measure to include in recruitment decisions.
住院医师职位的选拔具有挑战性，目前关于常用选拔标准与麻醉学后续表现之间相关性的研究较少。本研究探讨了选拔措施与住院医师招聘后表现之间的关联。
对档案数据的回顾性分析。
大型学术麻醉学系的麻醉学住院医师计划。
在 9 年内与麻醉学计划相匹配的住院医师（2006 年至 2014 年毕业班级）。
无。
招生前的成就包括从住院医师申请档案中获得的综合措施列表，以及面试表现。招生后的考试结果包括在三个临床麻醉（CA）年中的培训考试（ITE）分数，以及由美国麻醉师学会（ABA）管理的第一次书面委员会认证考试的首次成功。住院期间的学术成果通过发表记录来衡量。住院医师结束时的临床表现由三位教师独立评估。进行了双变量分析和回归模型，以检验预测因子与结果之间的关联。
美国医师执照考试（USMLE）成绩高、医学院班级排名和面试表现与住院医师考试成绩高和临床表现良好相关。班级排名似乎是学术出版物和毕业后从事学术职业的最佳预测因素。
医学院同学之间的比较表现（即班级排名）似乎是住院医师整体表现的有效预测因素，值得在未来研究中进一步关注。尽管面试表现受到招聘团队成员的解释，但它是招聘决策中应包含的重要措施。
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