Fung Benjamin S C, Gawad Nada, Rosenzveig Alicia, Raîche Isabelle
Division of General Surgery, Department of Surgery, University of Ottawa, Ottawa, Canada.
Division of General Surgery, Department of Surgery, University of Ottawa, Ottawa, Canada.
Am J Surg. 2023 Feb;225(2):260-265. doi: 10.1016/j.amjsurg.2022.05.013. Epub 2022 May 23.
Residency interviewer scores are greatly variable and seems to be influenced by personal characteristics of assessors, although factors contributing to variability remain unclear. The study sought to determine how different professional backgrounds influence assessors' scores.
Fifty-five general surgery applicants rotated through an interview station assessing teamwork. They were scored by surgeons, human-resource managers, pilots, athletes. Pearson's correlation and a repeated-measures ANOVA were used to determine correlations between professions. Structured interviews were used to probe for scoring rationale.
Interview scores differed significantly between professions (F (3, 159) = 11.12, p < 0.001. Qualitative analysis revealed that due to the challenge of distinguishing between similarly performing candidates, assessors rely on global impressions informed by personal values.
Assessor variability is ubiquitous, in part due to the subjective nature of interviews and is associated with personal values. When selecting assessors, programs should choose diverse assessors to assess to ensure a reliable selection process.
住院医师面试评分差异很大，似乎受到评估者个人特征的影响，尽管导致差异的因素尚不清楚。该研究旨在确定不同的专业背景如何影响评估者的评分。
55名普通外科申请者轮流通过一个评估团队合作的面试站。他们由外科医生、人力资源经理、飞行员、运动员进行评分。使用皮尔逊相关性分析和重复测量方差分析来确定不同职业之间的相关性。采用结构化访谈来探究评分理由。
不同职业的面试评分存在显著差异（F(3, 159) = 11.12，p < 0.001）。定性分析表明，由于难以区分表现相似的候选人，评估者依赖于由个人价值观形成的整体印象。
评估者的差异普遍存在，部分原因是面试的主观性，且与个人价值观相关。在选择评估者时，项目应选择多样化的评估者进行评估，以确保选拔过程的可靠性。
