Nizamuddin Sarah L, Patel Shiragi, Nizamuddin Junaid, Latif Usman, Mee Lee Sang, Tung Avery, Dalton Allison, Klafta Jerome M, O'Connor Michael, Shahul Sajid S
is an Assistant Professor, is a Resident Physician, is an Assistant Professor, is a Professor, is an Associate Professor, is a Professor, is a Professor, is a Professor in the Department of Anesthesia and Critical Care, University of Chicago, Chicago, IL.
is an Associate Professor in the Department of Anesthesiology at the University of Kansas, Kansas City, KS.
J Educ Perioper Med. 2022 Jan 1;24(1):E681. doi: 10.46374/volxxiv_issue1_nizamuddin. eCollection 2022 Jan-Mar.
Residency recruitment requires significant resources for both applicants and residency programs. Virtual interviews offer a way to reduce the time and costs required during the residency interview process. This prospective study investigated how virtual interviews affected scoring of anesthesiology residency applicants and whether this effect differed from in-person interview historical controls.
Between November 2020 and January 2021, recruitment members at the University of Chicago scored applicants before their interview based upon written application materials alone (preinterview score). Applicants received a second score after their virtual interview (postinterview score). Recruitment members were queried regarding the most important factor affecting the preinterview score as well as the effect of certain specified applicant interview characteristics on the postinterview score. Previously published historical controls were used for comparison to in-person recruitment the year prior from the same institution.
Eight hundred and sixteen virtual interviews involving 272 applicants and 19 faculty members were conducted. The postinterview score was higher than the preinterview score (4.06 versus 3.98, value of <.0001). The change in scores after virtual interviews did not differ from that after in-person interviews conducted the previous year ( = .378). The effect of each characteristic on score change due to the interview did not differ between in-person and virtual interviews (all values >.05). The factor identified by faculty as the most important in the preinterview score was academic achievements (64%), and faculty identified the most important interview characteristic to be personality (72%).
Virtual interviews led to a significant change in scoring of residency applicants, and the magnitude of this change was similar compared with in-person interviews. Further studies should elaborate on the effect of virtual recruitment on residency programs and applicants.
住院医师招聘对申请者和住院医师培训项目来说都需要大量资源。虚拟面试提供了一种减少住院医师面试过程所需时间和成本的方法。这项前瞻性研究调查了虚拟面试如何影响麻醉学住院医师申请者的评分，以及这种影响与现场面试的历史对照是否不同。
在2020年11月至2021年1月期间，芝加哥大学的招聘人员仅根据书面申请材料在面试前对申请者进行评分（面试前评分）。申请者在虚拟面试后获得第二个评分（面试后评分）。询问招聘人员关于影响面试前评分的最重要因素以及某些特定申请者面试特征对面试后评分的影响。使用先前发表的历史对照数据与前一年同一机构的现场招聘进行比较。
进行了涉及272名申请者和19名教员的816次虚拟面试。面试后评分高于面试前评分（4.06对3.98，P值<.0001）。虚拟面试后分数的变化与前一年现场面试后的变化没有差异（P =.378）。在现场面试和虚拟面试中，每个特征对因面试导致的分数变化的影响没有差异（所有P值>.05）。教员认为面试前评分中最重要的因素是学术成就（占64%），教员认为最重要的面试特征是个性（占72%）。
虚拟面试导致住院医师申请者评分发生显著变化，且这种变化的幅度与现场面试相似。进一步的研究应详细阐述虚拟招聘对住院医师培训项目和申请者的影响。
