Development of a Novel Method for OBGYN Resident Recruitment

Abstract

PURPOSE: We aimed to improve our resident recruitment method to promote individualized, holistic admissions and decrease applicant stress. BACKGROUND: The AAMC is promoting processes that utilize holistic, individualized resident applicant criteria and methods that reduce candidate stress. METHODS: Resident applicants were divided among six experienced faculty who selected candidates based on objective scoring of academic records. Selected applicants were emailed to rank interview date preferences within 72-hours, and then received an email with interview placement. Following interviews, applicants were surveyed about the process. Three ranks lists were generated and compared: a behavioral-based composite rank list (BBC); a BBC with pre-interview scores included; and a traditional list. In the BBC method, faculty were blinded to pre-interview scores, and applicants were evaluated on professionalism, leadership, trainability, and fit. The traditional rank list was generated via open discussion with interviewers. The three rank lists were compared to determine concordance between methods. RESULTS: There were 78 applicants interviewed. There was 62.8% concordance between the BBC and traditional rank list, which dropped to 32.1% concordance when pre-interview scores were combined with BBC scores. Applicant post-invitation survey response rate was 67%; with 93.3% reporting the interview invitation process was more equitable, less stressful (82.7%), and better than other institutions (86.6%). All faculty involved in the candidate prescreen preferred the new standardized method. DISCUSSION: There was concordance between the BBC and standard rank lists, but not when pre-interview scores was combined with the BBC. Candidates were satisfied with the new method of invitation and faculty found the standardized pre-interview scoring method preferable.