Melro Carolyn M, Abraham Zoe, Burm Sarah
Faculty of Medicine, Dalhousie University, Nova Scotia, Canada.
Can Med Educ J. 2022 May 3;13(2):77-81. doi: 10.36834/cmej.73671. eCollection 2022 May.
COVID-19 restrictions have prompted many medical schools to shift to virtual interview methods for medical school applicant selection. While extensive reflection has been documented around both the process and benefits of transitioning to a virtual Multiple Mini Interview (V-MMI) format, less attention has been given to examining the unintended consequences of this adaptation on increasing representation from underrepresented groups. In this Black Ice article, we consider the equity implications of taking a virtual approach to conducting MMIs and present some practical tips to ensure medical schools are giving attention to and addressing equity issues that may affect applicant and assessor engagement and success. The following seven recommendations include actionable steps medical schools can take immediately to optimize the interview process. This guide can be adapted to residency matching services and other health professions education programs that utilize the MMI.
新冠疫情防控措施促使许多医学院校转向采用虚拟面试方式来选拔医学院申请者。虽然围绕向虚拟多对一迷你面试（V-MMI）形式转变的过程和益处已有大量反思记录，但对于这种调整对增加弱势群体代表性所产生的意外后果却较少关注。在这篇《黑冰》文章中，我们探讨采用虚拟方式进行多对一迷你面试所涉及的公平问题，并提供一些实用建议，以确保医学院校关注并解决可能影响申请者和评估者参与度及成功率的公平问题。以下七条建议包含了医学院校可立即采取的切实可行步骤，以优化面试流程。本指南可适用于住院医师匹配服务以及其他采用多对一迷你面试的卫生专业教育项目。
