The Impact of Virtual Interviews on Recruitment and Implicit Bias

Abstract

Background and Objectives: The COVID-19 pandemic accelerated virtual residency interview adoption. The impact of virtual interviews on program directors’ (PD) National Residency Matching Program (NRMP) Match satisfaction, their future interview plans, and their perceptions about virtual interviews’ influence on bias are unknown. We report the results of a survey of family medicine (FM) PDs about these topics after mandatory virtual interviews in 2020-2021. Methods: A national survey of all FM PDs was conducted in April 2021 (n=619). The response rate was 46.37% (n=287). Questions asked whether PDs conducted virtual interviews, as well as PDs’ general perceptions of virtual interviews’ impact on administrative burden, diversity and bias; PD’s ability to communicate program culture and assess applicants’ alignment with program values; PD’s satisfaction with Match results; and plans for interview structure postpandemic. Results: Two hundred forty-four (93.1%) respondents performed only virtual interviews; 83.9% (n=220) conducting virtual interviews were satisfied with Match results, with no difference between programs with all virtual interviews vs others (OR 1.2, P=.994). PDs who communicated program values and involved residents in virtual interviews experienced higher Match satisfaction (OR 7.6, P<.001; OR 4.21, P=.001). PDs concerned about virtual interviews increasing bias against minorities before 2020 were still concerned after (OR 8.81, P<.001) and had lower Match satisfaction (OR 0.24, P=.001). Conclusions: Most FM PDs conducted entirely virtual interviews in 2020 and were satisfied with the Match. Interview processes including residents and conveying residency culture increased Match satisfaction. PDs are concerned about bias in virtual interviews, but more investigation about bias is needed.

Strategies for recruiting underrepresented in medicine and sexual and gender minority students to emergency medicine

“…However, the authors recognize that resident involvement in the recruitment process is an important strategy. One study suggests that program directors reported greater satisfaction with match results when programs engage residents in the virtual interview process, allowing for nuanced understanding of residency culture 33 . Regardless, we caution against the overreliance on residents, particularly those of URiM and SGM backgrounds, to create and sustain recruitment efforts as these experiences may limit educational opportunities and contribute to burnout 29,34 …”

“…One study suggests that program directors reported greater satisfaction with match results when programs engage residents in the virtual interview process, allowing for nuanced understanding of residency culture. 33 Regardless, we caution against the overreliance on residents, particularly those of URiM and SGM backgrounds, to create and sustain recruitment efforts as these experiences may limit educational opportunities and contribute to burnout. 29,34 From a faculty perspective, the minority tax manifests as tasking URiM faculty to engage in diversity efforts when traditional metrics of academic success do not value such activities in determining promotion or tenure.…”

Virtual interviews and equity: The pediatric pulmonary fellow perspective

“…15 While VIs are assumed to improve interview access for applicants due to cost-saving effects, barriers to access including over-applying, interview hoarding, and independent scheduling have been proposed. 6,7,16 Training programs have published match rate outcomes of applicants of racial and ethnic populations underrepresented in the medical profession (URiM), 17 noting no pre versus post-VI matriculation differences. 18,19 Even so, concern that VIs increase bias specifically against minority applicants 20 led to the ACGME 2020-2021 diversity statement, which recommended implicit bias training for interviewers of URiM applicants, 21 though this practice is not standardized.…”

Virtual Residency Interviews in Family Medicine

“…Perspectives represented in this issue include student interviewees, 6,7 firstyear residents who had participated in virtual interviews, 8 faculty interviewers, 9 and program directors. 10 Data sources range in scope from small local surveys to Electronic Residency Application Services (ERAS) data from over 25,000 applicants to five residency programs around the country. 11 These varied approaches to understanding the complex topic of virtual interviewing will offer our readers a breadth of scholarly work in which to place their own observations and perspectives.…”

“…In a world where racial and ethnic disparities are found in clinical, education, and workplace environments it is critical that any process is carefully considered and evaluated from these perspectives. Several articles in this issue sought to explore virtual interviews using an equity lens 10,11 and have added important information to this conversation.…”