The gynecologic oncology fellowship interview process: Challenges and potential areas for improvement

Gressel, Gregory M.; Arsdale, A.R. Van; Dioun, Shayan; Kuo, D.Y.S.; Goldberg, Gary L.; Nevadunsky, Nicole S.

doi:10.1016/j.ygyno.2017.03.139

Cited by 4 publications

(6 citation statements)

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“…Fellowship training is pursued by >40% of ObGyn residents, 8 with the average expenditure of the interview process estimated at $6000 per candidate. 9 These expenses are similar to in-person interview costs reported for other specialties. 10 , 11 Alarmingly, greater candidate expenditure during the interview process was the only significant predictor of matching in a fellowship program, despite honors, elective rotations, or outstanding references.…”

Section: Introductionsupporting

confidence: 65%

“…The financial burden of in-person interviews has been well documented across multiple specialties. 9 , 10 , 12 In fact, the mean expense per in-person surgical subspecialty fellowship interview was $458–600 11 , 17 , 18 with some candidates reporting total cost to pursue fellowship exceeding $20,000. 19 This is in stark contrast to the total expense of $200 for all fellowship virtual interviews that was identified in the original study.…”

Section: Discussionmentioning

confidence: 99%

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Money Matters: Anticipated Expense of In-Person Obstetrics and Gynecology Fellowship Interviews Has Greater Impact for Underrepresented in Medicine and Women Applicants

Heisler

Botros-Brey²,

Wang³

et al. 2022

Women's Health Reports

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Background: Much of the expense of pursuing subspecialty training in obstetrics and gynecology (ObGyn) is due to in-person fellowship interviews. Although interviews were converted to a virtual platform for the 2020 fellowship interview season in response to the COVID-19 pandemic, candidates anticipated in-person interview expenses at the time of their application. It is unknown whether financial considerations influenced candidates' decision to pursue fellowship training. This study aimed to evaluate the financial impact of anticipated in-person fellowship interviews among applicants of ObGyn subspecialties. Materials and Methods: This was a planned secondary analysis of a survey administered during the 2020 interview season to evaluate the effectiveness of virtual ObGyn fellowship subspecialty interviews in creating a rank list. Information was obtained about anticipated and actual interview costs, the need for securing additional funding and whether financial considerations influenced the decision to apply for fellowship. Results: In total, 158 participants enrolled in the 2020 National Resident Matching Program for ObGyn fellowship programs (48%) completed the web-based survey. Women and Black fellowship applicants were more likely than men ( p = 0.044) and White applicants ( p = 0.014) to endorse a need to secure additional funding for in-person fellowship interviews. In addition, Hispanic and Black applicants were more likely than White applicants to report that the financial impact of fellowship interviews influenced the decision to apply “somewhat” or “to a great extent” ( p = 0.025 and p < 0.001, respectively). Conclusions: The costs of applying to ObGyn fellowship programs may disproportionately affect women and underrepresented in medicine applicants. By reducing a financial barrier, virtual interviews may help promote greater gender and racial and ethnic diversity in ObGyn subspecialty pursuit.

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Section: Introductionsupporting

confidence: 65%

Section: Discussionmentioning

confidence: 99%

Money Matters: Anticipated Expense of In-Person Obstetrics and Gynecology Fellowship Interviews Has Greater Impact for Underrepresented in Medicine and Women Applicants

Heisler

Botros-Brey²,

Wang³

et al. 2022

Women's Health Reports

View full text Add to dashboard Cite

show abstract

“…The anticipated expenses of in-person interviews were similar to those reported by other specialties. [ 2 , 4 , 17 , 20 ] Nearly all applicants cite the dramatic reduction in actual expenses for virtual interviews as a significant advantage. Tseng et al found that fellowship candidates during COVID 19 saved close to $6,000 in interview travel expenses.…”

Section: Discussionmentioning

confidence: 99%

“…[ 1 ] ObGyn interviews have historically been in-person, which is a costly and time-intensive tradition. [ 2 – 4 ] Applicants use interviews to showcase their strengths, learn about specific programs, meet faculty, fellows and other applicants, and visit the facilities and the locations of the programs. Consideration of alternatives to in-person interviews have been proposed prior to the COVID-19 pandemic, including hybrid virtual screening interviews.…”

Section: Introductionmentioning

confidence: 99%

Virtual Interviews Improve Equity and Wellbeing: Results of a Survey of Applicants to Obstetrics and Gynecology Subspecialty Fellowships

et al. 2022

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Background Nationwide restrictions and recommendations from the Association of American Medical Colleges mandated program directors to conduct all graduate medical education interviews virtually in the Spring of 2020 in response to the COVID-19 pandemic. This study was conducted to assess the impact of virtual interviews on a candidates’ ability to effectively create a rank list. Objective The primary objective of this study was to evaluate Obstetrics and Gynecology (ObGyn) subspecialty fellowship applicants’ perspectives regarding the effectiveness of virtual interviews for creating a rank list. Secondary outcomes included perceived advantages and disadvantages of the process and costs of the process. Methods This was a cross-sectional IRB-exempt study, using an electronic survey administered to a convenience sample of applicants to ObGyn subspecialty fellowship programs. The survey was administered via RedCap between the rank list submission deadline and the Match. Descriptive statistics were used. Results Response rate was 158/330 (48%). Overall, 129/158 (82%) percent of respondents felt confident in making their rank list based on the virtual interviews, and 146/158 (92%) were “very satisfied” or “somewhat satisfied” with the process. Of those who expressed an interview style preference, 65/149(44%) of respondents preferred virtual interviews; 49/149(33%) had no preference or were not sure. Nearly all 146/148(99%) applicants cited cost-savings as a distinct advantage of virtual interviews. Conclusion Applicants to ObGyn subspecialty fellowships felt comfortable to create a rank list based on the virtual interview. This study indicates that the virtual format is effective, less stressful and less costly for ObGyn subspecialty interviews and should be considered beyond the pandemic to remove barriers and burdens for applicants.

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“…Several other small medical specialties have shifted to using the NRMP in their recruitment process, with positive results. A group in gynecologic oncology found a majority of applicants rated the NRMP process as fair and satisfying [6]. In breast imaging, a review found high satisfaction with the process, especially with the condensed application timeline and a universal application [7].…”

mentioning

confidence: 99%

Child and Adolescent Psychiatry Fellowship Program Participation in the National Resident Matching Program Match: Trends and Implications for Recruitment

et al. 2021

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Objective Recruitment is one of the most important missions for the Child and Adolescent Psychiatry (CAP) Caucus of the American Association of Directors of Psychiatric Residency Training, the American Academy of Child and Adolescent Psychiatry, and the American Association of Directors of Child and Adolescent Psychiatry. A review of the National Resident Matching Program (NRMP) Match data is needed to inform current and future practices. Methods The NRMP, Accreditation Council for Graduate Medical Education, and Association of American Medical College databases were queried from 1996 to 2021. ResultsThe NRMP data show that the number of programs participating in the Match has increased from 87 in 1996 to 106 in 2021 and that the percentage of programs that fill their positions in the Match is increasing and has increased from 41% in 1996 to 67% in 2021. However, each year, a percentage of programs do not fill their positions offered in the Match. The numbers indicate a surplus of positions for the number of applicants that appears to be increasing, and there are currently 49 more positions than applicants. Conclusions Trends in the CAP Match are encouraging, and importantly, more programs and applicants are using the Match. One concerning trend is the surplus of positions while there is a great need for child psychiatrists. More research is needed on the incentives for programs and applicants to participate in the Match and how to increase interest in child and adolescent psychiatry.

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The gynecologic oncology fellowship interview process: Challenges and potential areas for improvement

Cited by 4 publications

References 0 publications

Money Matters: Anticipated Expense of In-Person Obstetrics and Gynecology Fellowship Interviews Has Greater Impact for Underrepresented in Medicine and Women Applicants

Money Matters: Anticipated Expense of In-Person Obstetrics and Gynecology Fellowship Interviews Has Greater Impact for Underrepresented in Medicine and Women Applicants

Virtual Interviews Improve Equity and Wellbeing: Results of a Survey of Applicants to Obstetrics and Gynecology Subspecialty Fellowships

Child and Adolescent Psychiatry Fellowship Program Participation in the National Resident Matching Program Match: Trends and Implications for Recruitment

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