is a Postgraduate Year 5 Resident, Division of General Surgery, Department of Surgery, Faculty of Medicine, University of Ottawa, The Ottawa Hospital, Ottawa, ON, Canada.
is a Surgical Fellow, Division of General Surgery, Department of Surgery, Faculty of Medicine, Department of Innovation in Medical Education (DIME), University of Ottawa, The Ottawa Hospital, Ottawa, ON, Canada.
J Grad Med Educ. 2022 Jun;14(3):289-294. doi: 10.4300/JGME-D-21-00882.1. Epub 2022 Jun 13.
Residency selection integrates objective and subjective data sources. Interviews help assess characteristics like insight and communication but have the potential for bias. Structured multiple mini-interviews may mitigate some elements of bias; however, a halo effect is described in assessments of medical trainees, and degree of familiarity with applicants may remain a source of bias in interviews.
To investigate the extent of interviewer bias that results from pre-interview knowledge of the applicant by comparing file review and interview scores for known versus unknown applicants.
File review and interview scores of applicants to the University of Ottawa General Surgery Residency Training Program from 2019 to 2021 were gathered retrospectively. Applicants were categorized as "home" if from the institution, "known" if they completed an elective at the institution, or "unknown." The Kruskal-Wallis H test was used to compare median interview scores between groups and Spearman's rank-order correlation (r) to determine the correlation between file review and interview scores.
Over a 3-year period, 169 applicants were interviewed; 62% were unknown, 31% were known, and 6% were home applicants. There was a statistically significant difference (=.01) between the median interview scores of home, known, and unknown applicants. Comparison of groups demonstrated higher positive correlations between file review and interview scores (r=0.15 vs 0.36 vs 0.55 in unknown, known, and home applicants) with increasing applicant familiarity.
There is an increased positive correlation between file review and interview scores with applicant familiarity. The interview process may carry inherent bias insufficiently mitigated by the current structure.
住院医师选拔整合了客观和主观的数据源。面试有助于评估洞察力和沟通等特征，但存在偏见的可能性。结构化的多次迷你面试可能会减轻一些偏见因素；然而，在对医学受训者的评估中描述了晕轮效应，并且对申请人的熟悉程度可能仍然是面试中的偏见来源。
通过比较已知和未知申请人的档案审查和面试评分，调查因面试官事先了解申请人而导致的面试偏见程度。
回顾性收集了 2019 年至 2021 年安大略省渥太华大学普通外科住院医师培训计划申请人的档案审查和面试评分。如果申请人来自该机构，则将其归类为“本地”；如果他们在该机构完成了选修课程，则将其归类为“已知”；否则，将其归类为“未知”。使用 Kruskal-Wallis H 检验比较组间中位数面试评分，使用 Spearman 等级相关系数（r）确定档案审查和面试评分之间的相关性。
在 3 年期间，对 169 名申请人进行了面试；62%的申请人是未知的，31%的申请人是已知的，6%的申请人是本地的。本地、已知和未知申请人的中位数面试评分存在统计学差异（=0.01）。组间比较显示，随着申请人熟悉程度的增加，档案审查和面试评分之间的正相关性更高（未知、已知和本地申请人的 r 值分别为 0.15、0.36 和 0.55）。
随着申请人熟悉程度的增加，档案审查和面试评分之间的正相关性增加。面试过程可能存在固有偏见，当前结构不足以减轻这种偏见。
