Department of Orthopedics, Dartmouth Hitchcock Medical Center, Lebanon, New Hampshire.
Department of Orthopedics, Dartmouth Hitchcock Medical Center, Lebanon, New Hampshire.
J Surg Educ. 2019 Jul-Aug;76(4):949-961. doi: 10.1016/j.jsurg.2019.02.004. Epub 2019 Mar 5.
The medical profession seeks to hire and train individuals who consistently meet and/or exceed both job and cultural expectations. Resident selection is often not structured to meet this goal. The objective of this quality improvement project was to evaluate a classic unscripted interview process (OI) in conjunction with a structured, scripted interview process (SI) developed using an established hiring methodology from industry not yet utilized in health care. Qualitative questions we sought to answer: (1) Can SI be practically applied to the selection of residents? (2) Is there a significant difference in the relative position of applicants between the OI and SI rank lists? (3) Qualitatively, does SI help the evaluation/discussion of the affective domain?
Design: Prospective qualitative comparison of OI versus SI.
Dartmouth Hitchcock Medical Center, Lebanon, NH.
Applicants were assessed by OI and SI. SI factors were selected based on a job profile. Interview scripts were created from validated behavioral and attitudinal questions. Online assessments assessed 2 important attributes - adaptability and values. Rank lists were compared for relative rank position of applicants. Feedback from faculty was obtained.
Fifty-two applicants. Critical attributes were self-management, integrator-synthesizer, versatility, communication, and achievement. Absolute mean difference in rank/applicant was 9.8 (standard deviation 8.9, Range 0-36) positions. Comparing the top 20 candidates of each rank list, 40% of those applicants were only on one list. Faculty felt that applicants were given a greater opportunity to show "who they are."
In conjunction with OI, an industry proven methodology was practically applied to define and select for high performance for the authors' specific institution. Comparing OI and SI resulted in substantial differences in rank lists. This initiative seemed to provide a structure to evaluate values and motivations that are inherently difficult to assess. Faculty felt SI in conjunction with OI gave a greater chance for applicants to show "who they are."
医疗行业寻求招聘和培训能够始终满足和/或超越工作和文化期望的个人。住院医师选拔往往没有结构化来实现这一目标。本质量改进项目的目的是评估经典的非脚本面试流程（OI）与使用行业既定招聘方法开发的结构化脚本面试流程（SI）相结合，该方法尚未在医疗保健中使用。我们试图回答的定性问题：（1）SI 是否可以实际应用于住院医师的选择？（2）OI 和 SI 等级列表中申请人的相对位置是否存在显著差异？（3）从质的角度讲，SI 是否有助于评估/讨论情感领域？
设计：OI 与 SI 的前瞻性定性比较。
新罕布什尔州黎巴嫩的达特茅斯-希区柯克医疗中心。
申请人接受 OI 和 SI 的评估。根据工作简介选择 SI 因素。从经过验证的行为和态度问题创建面试脚本。在线评估评估了 2 个重要属性 - 适应性和价值观。比较等级列表中申请人的相对等级位置。获得了教师的反馈。
52 名申请人。关键属性是自我管理、综合者、多才多艺、沟通和成就。申请人的绝对平均等级差异为 9.8（标准差 8.9，范围 0-36）。比较每个等级列表的前 20 名候选人，只有 40%的申请人仅在一个列表中。教师们认为，申请人有更多机会展示“他们是谁”。
在 OI 的配合下，作者的特定机构实际应用了经过行业验证的方法来定义和选拔高绩效。OI 和 SI 的比较导致等级列表存在实质性差异。这一举措似乎为评估价值观和动机提供了一个结构，这些价值观和动机本质上很难评估。教师们认为，SI 与 OI 结合使用，让申请人有更多机会展示“他们是谁”。
