Perceptions of Internal Medicine Residency Program Candidates on the Use of Simulation in the Selection Process

Abstract

Background The recruitment of skilled candidates into internal medicine residency programs has relied on traditional interviewing techniques with varying degrees of success. The development of simulated medical technology has provided a new arena in which to assess candidates' clinical skills, knowledge base, situational awareness, and problem-solving dexterities within a standardized environment for educational and assessment purposes. Objective The purpose of this study was to investigate the interest of program candidates in incorporating simulation medicine into the internal medicine residency interview process. Methods As a prospective, survey-based analysis, potential candidates who completed an interview between October 2012 and January 2013 with an accredited internal medicine residency program were sent a postmatch survey that incorporated 3 additional questions relating to their prior experience with medical simulation and their views on incorporating the technology into the interview format. Results Of the 88 candidates who completed an interview, 92% (n = 81) were scheduled to graduate medical school in 2013 and were graduates of a US medical school. All survey responders described previous experience with medical simulation. Fifty-eight percent (n = 51) of responders described being “less likely” to interview with or join a residency program if they were required to participate in a 10-minute medical simulation during the interview process. Conclusions The results of this study suggest that despite the increasing role of technology in medical education, its role in high-stakes evaluations (such as residency interviews) requires further maturation before general acceptance by residency candidates can be expected.

Factors important to anesthesiology residency applicants during recruitment

“…The results do not support a preference for innovative interview techniques (such as evaluating applicant performance in a simulation center) described by others. 12,13 Most applicants to our program reported a preference for a conventional interview experience with the program director, faculty, and one or more residents.…”

Systems-Level Reforms to the US Resident Selection Process: A Scoping Review

“…13,86,119 Additionally, one article proposed virtual reality scenarios involving multiple applicants to assess real-time communication and problem-solving skills, 89 and another promoted the use of skills-based simulations on interview day to uniformly assess technical abilities and knowledge base. 121 Post-Interview Communication: Six studies supported a ban on post-interview communication (eg, calls, emails, and ''second looks'') and creation of an anonymous reporting system for violations. 56,113,117,[122][123][124] This ban may enhance the integrity of the resident selection process and minimize undue influence on applicant rank lists.…”