The Virtual Interview Experience for MATCH 2021: A Pilot Survey of General Surgery Residency Program Directors

Abstract

Background Virtual interviews (VIs) for the 2020 residency application season were mandated as a result of the COVID-19 pandemic. We aimed to determine the perspectives of general surgery (GS) program directors (PDs) on the benefits and drawbacks of VIs. Methods A 14-item survey was emailed to all GS PDs from programs identified on the American Council for Graduate Medical Education website. Program directors were asked about the cost-time benefit of VIs, its ability to assess candidates, and their thoughts on the future of VIs for evaluating residency applicants. Results 60 PDs responded corresponding to a response rate of 21%. While 93% agreed/strongly agreed that VIs were less expensive, only 35% found VIs to be less time-consuming. 75% and 67%, respectively, disagreed/strongly disagreed that VIs allowed for an easier assessment of an applicant’s fit, and personality and communication skills. Almost one-half of our survey respondents suggested that VIs made the selection committee rely more heavily on objective applicant data. Almost two-thirds of GS PDs suggested that they would adopt both VI and in-person interview formats for future application cycles. The median [interquartile range] cost saved through the implementation of VIs was US$ 4500 [1625 – 10 000]. Conclusion Remarkably, VIs have been swiftly imbibed by all residency programs and many aspects of the VI experience were positive. While MATCH 2021 has definitely proved to be one of its kind, the implementation of VIs has been met with overall broad success and a promising future awaits this novel modality of resident selection to GME programs in the United States.

Faculty Members’ Perspective on Virtual Interviews for Medical Residency Matching during the COVID-19 Crisis: A National Survey

“…Thus, so far, most evidence supports that faculty members and program directors have shown good satisfaction with virtual interviews but are still not fully confident of replacing face-to-face interviews with virtual interviews in the future. One study explored the lack of trust in virtual interviews; it showed that 50% of PD suggested that virtual interviews made the selection committee rely much more on the applicant’s objective data rather than the interview itself; 75% and 67%, respectively, disagreed or strongly disagreed that E-interviews allowed easier assessment of the applicant’s fit, personality, and communication skills [ 26 ]. In contrast, our study was highly encouraging from the faculty point of view, as 65.4% of the faculty members agreed or strongly agreed that virtual interviews allowed them to form an impression about the applicants’ personality, while 17.9% were neutral, and 16.8% were unsatisfied.…”

Virtual Recruitment: Experiences and Perspectives of Internal Medicine Program Directors

“…Future internal medicine recruitment will be shaped by the experiences of the 2020-2021 recruitment season. Like some other specialties, 28 , 29 , 30 , 31 , 32 , 33 many internal medicine program directors plan to incorporate virtual interviews into future recruitment cycles. This shift suggests that a hybrid approach may become the norm even after the COVID-19 pandemic ends.…”

Virtual Interviews in Postgraduate Medical Education Recruitment: Is There a Future Post-Pandemic?

“…37 Not all applicants and program directors felt that virtual interviews alone were sufficient in providing accurate representation of a candidate or the program culture. 1,38,39 Some program directors believed that virtual interviews decreased their ability to assess a candidate's fit, particularly regarding interpersonal communication skills, clinical skills, and genuine interest in the program. 7,16,24 Some applicants expressed that having informal interactions with other residents and faculty, as well as opportunities for program tours, were important components in their assessments of the program's culture and structure.…”