The virtual interview format for fellowship recruitment in obstetrics and gynecology: a nationwide survey of program directors

Abstract

Due to Covid-19, fellowship programs could not conduct in-person interviews during the 2020–2021 interview cycle and were forced to implement virtual interviews. We conducted two nationwide surveys of residency and fellowship Program Directors (PDs) involved in the Obstetrics and Gynecology (Ob/Gyn) Subspecialty Fellowship match cycle to gain a better understanding of virtual interviews from each of their perspectives. 1) Fellowship PDs’ confidence in using a virtual platform to holistically evaluate applicants during the 2020–2021 match cycle, 2) Residency PD’s perception of virtual interviews and impact on their program’s operations, and 3) to assess the desire of fellowship and residency PDs to continue virtual recruitment during forthcoming interview seasons. Two separate nationwide web-based surveys were administered to 1) Ob/Gyn fellowship PDs and 2) residency PDs through SurveyMonkey from July-September 2020 to assess the impact of virtual interviews form each parties’ perspective. Surveys solicited demographic information, four-point Likert scale questions, and free response questions Of programs meeting inclusion criteria, 75/111 (67.6%) fellowship PDs and 67/117 (57.3%) residency PDs responded to their respective surveys. Most fellowship PDs believed that they could confidently assess applicants’ professionalism (88%) during a virtual interview and (90.7%) felt confident in making a rank-order list. However, only 73.3% were just as confident in preparing a rank list after a virtual interview as they have been with in-person interviews. Most residency PDs (69.9%) believed that virtual interviews made it easier for their program to comply with duty hours, and 76.8% agreed that virtual interviews allowed their residents to accept more interviews than an in-person format. Most fellowship PDs found virtual interviews convenient. However, difficulty in observing social interaction and gauging applicant interest may be the biggest challenge moving forward.

Pulmonary and Critical Care Fellowship Program Directors’ Perspective on the Virtual Interview Process

“…Most of the candidates preferred VIs with an option of an in-person site visit or a hybrid model. Similarly, the PDs seem to believe that the VI has a role in the future, either exclusively or via a hybrid model, even in instances in which they believed the process limited them from fully expressing their program’s potential ( 5 , 6 , 11 , 13 , 14 ). Our study found that 61% of PCCM PDs would like to conduct VIs in the future, even under usual circumstances.…”

“…The data from the NRMP specialties matching service PD survey with particular attention to the PCCM PDs responses were used ( 12 ). The preliminary survey questionnaire was inspired by the survey research conducted by Ponterio and colleagues ( 5 ). The preliminary survey questionnaire was reviewed by M.B.F., who has extensive experience in medical education.…”

“…Survey studies had shown that the virtual recruitment process might be effective for hiring residents and fellows ( 1 – 4 ). A survey study suggested that obstetrics and gynecology subspecialty fellowship program directors (PDs) liked the virtual recruitment process, but, at the same time, 73% of them believed that they were not as confident in ranking the applicants after the virtual interview (VI) ( 5 ). Similarly, 78% of orthopedics trauma fellowship PDs believed that there is a role for VI in the future, despite 75% believing that VI limited their ability to familiarize themselves with an applicant ( 6 ).…”

Impact of Virtual Interviewing on Geographic Placement for Cardiology Fellowship Recruitment

“…Ponterio et al surveyed obstetrics and gynecology program directors finding that, although all responders agreed that there was a financial benefit in virtual interviewing for applicants, they also expressed concern about truly judging applicants' interest in their program. 19 On a more encouraging note, if virtual interviews continue, it may allow program directors to see a more diverse pool of applicants, a goal the broad field of cardiology and the American College of Cardiology have emphasized remains a glaring deficit that needs to be addressed. 20 , 21 Flexibility in interview scheduling may also limit interview cancellations especially owing to often unpredictable travel delays.…”

Development and Validation of a School Alienation Scale for Junior High School Students in Taiwan

“…Scoring. To avoid neutral responses to questions and increase variability in responses (Ponterio et al, 2022;Weems & Onwuegbuzie, 2001), a 4-point Likert scale, ranging from "never like this" to "always like this," was used to rate the items. Negatively worded items were scored 1 for "never like this," 2 for "sometimes like this," 3 for "most of the time like this," and 4 for "always like this."…”