Applicant perceptions of selection methods for health professions education: Rationales and subgroup differences

Abstract

Context Applicant perceptions of selection methods can affect motivation, performance and withdrawal and may therefore be of relevance in the context of widening access. However, it is unknown how applicant subgroups perceive different selection methods. Objectives Using organisational justice theory, the present multi‐site study examined applicant perceptions of various selection methods, rationales behind perceptions and subgroup differences. Methods Applicants to five Dutch undergraduate health professions programmes (N = 704) completed an online survey including demographics and a questionnaire on applicant perceptions applied to 11 commonly used selection methods. Applicants rated general favourability and justice dimensions (7‐point Likert scale) and could add comments for each method. Results Descriptive statistics revealed a preference for selection methods on which applicants feel more ‘in control’: General favourability ratings were highest for curriculum‐sampling tests (mean [M] = 5.32) and skills tests (M = 5.13), while weighted lottery (M = 3.05) and unweighted lottery (M = 2.97) were perceived least favourable. Additionally, applicants preferred to distinguish themselves on methods that assess attributes beyond cognitive abilities. Qualitative content analysis of comments revealed several conflicting preferences, including a desire for multiple selection methods versus concerns of experiencing too much stress. Results from a linear mixed model of general favourability indicated some small subgroup differences in perceptions (based on gender, migration background, prior education and parental education), but practical meaning of these differences was negligible. Nevertheless, concerns were expressed that certain selection methods can hinder equitable admission due to inequal access to resources. Conclusions Our findings illustrate that applicants desire to demonstrate a variety of attributes on a combination of selection tools, but also observe that this can result in multiple drawbacks. The present study can help programmes in deciding which selection methods to include, which more negatively perceived methods should be better justified to applicants, and how to adapt methods to meet applicants' needs.

Selection based on athletics: What price will the candidates pay?

“…We recently reported on applicant perceptions of commonly used selection methods in this journal 4 . Although we did not directly examine applicant perceptions of participation in athletics as a selection method, we did include curriculum vitae (CV) as one of the methods in our multi‐site study.…”

“…This is exemplified by a quote from an in‐depth study we are currently conducting with selected applicants: ‘Athletics, I don't think that has anything to do with the medical training. I don't understand why that has been made such a big deal.’ Applicant perceptions of the relatedness between their area of study and their job pursuit are correlated with overall perceptions of fairness; they dislike selection methods that, in their opinion, distinguish candidates based on other skills than those that the methods are intended to assess 4,6 . In this regard, it is noteworthy that Anderson et al recognise that it is not the sport itself that predicts better performance but underlying skills such as teamwork, discipline and resiliency, although the specific skills have not been identified yet 1 .…”

“…Although the systematic review concludes that prior athletic participation is related to improved future well‐being, 1 current research does not pay attention to the well‐being of those preparing for selection. Applicants express concerns that a highly demanding selection procedure that requires much preparation can cause stress and reduced well‐being amongst them 4 . Gaming the system—shaping one's behaviour to ‘fit’ the expectations of the selection committee—is reportedly widespread 7,8 .…”

“…We recently reported on applicant perceptions of commonly used selection methods in this journal. 4 Although we did not directly examine applicant perceptions of participation in athletics as a selection method, we did include curriculum vitae (CV) as one of the methods in our multi-site study. Athletic performance was considered in the CV assessment of some of the programmes, and, thus, applicants sometimes referred to it in their comments.…”

“…Applicant perceptions of the relatedness between their area of study and their job pursuit are correlated with overall perceptions of fairness; they dislike selection methods that, in their opinion, distinguish candidates based on other skills than those that the methods are intended to assess. 4,6 In this regard, it is noteworthy that Anderson et al recognise that it is not the sport itself that predicts better performance but underlying skills such as teamwork, discipline and resiliency, although the specific skills have not been identified yet. 1 Is it justifiable to implement selection based on athletic participation before we know what those underlying skills actually are?…”