Interviewer Impressions Research Articles

Analysis of Anonymous Student Narratives About Experiences with Emergency Medicine Residency Programs.

Academic emergency medicine (EM) communities have viewed anonymous online communities (AOC) such as Reddit or specialty-specific "applicant spreadsheets" as poor advising resources. Despite this, robust EM AOCs exist, with large user bases and heavy readership. Insights about applicants' authentic experiences can be critical for applicants and program leadership decision-making. To date, there are no EM studies to qualitatively assess EM AOC narratives during the application cycle. Our goal was to perform a qualitative analysis of students' EM program experiences through a publicly available AOC. This was a qualitative analysis of a publicly available, time-stamped, user-locked AOC dataset: "Official 2020-2021 Emergency Medicine Applicant Spreadsheet." We extracted and then de-identified all data from selected sub-sheets entitled "Virtual Interview Impressions" and "Rotation Impressions." Four investigators used constant comparative method to analyze the data inductively, and they subsequently met to generate common themes discussed by students. Preliminary thematic analysis was conducted on a random sample of 37/183 (20%) independent narratives to create the initial codebook. This was used and updated iteratively to analyze the entire narrative set consisting of 841 discrete statements. Finally, two unique codes were created to distinguish whether the identified sub-themes, or program attributes, were likely "modifiable" or "non-modifiable." We identified six major themes: living and working conditions; interpersonal relationships; learning experiences, postgraduate readiness, and online/virtual supplements. Common sub-themes included patient population (13%); resident personality (7%); program leadership personality (7%); relationship with faculty/leadership (6%); geography (4%); practice setting (4%); program reputation (4%), and postgraduate year-3 experiences (4%). Modifiable sub-themes outnumbered non-modifiable sub-themes, 60.7% to 39.3%. In this analysis of selected medical students' narratives in an AOC, the majority of identified themes represented topics that may serve as external feedback for EM residency programs and their clerkships. Selective use of AOCs may set a precedent for future program assessments by applicants and inform program leadership of important programmatic elements in the eyes of applicants. It elucidates important themes in their interactions or learning experiences with programs and creates opportunities for learner-centric program improvement.

Identifying factors influencing orthodontic residency program selection.

The desirability of Orthodontic Residency remains high today relative to the past 30 years. This investigation seeks to re-assess factors influencing Orthodontic Residency program selection amidst contemporary challenges and changes, including increasing student debt, reduced residency stipends, and shifting practice models. This mixed-methods study consisted of interviews (qualitative) and surveys (quantitative). Fifteen final-year dental students and first-year orthodontic residents were interviewed one-on-one following a topic guide and then transcripts were analyzed using MAXQDA2022 to identify values, factors, and influences related to program selection and ranking. Qualitative findings and previous studies provided the basis for a survey distributed to residency applicants in 2020-22. Data were analyzed with bivariate and descriptive statistics with stratification by debt group. Interviews (N=15) elevated the importance of location, interview experience, program cost, and clinical education. Surveys (N=239) identified the most desirable factors for program selection: satisfied residents, strong clinical training with multiple techniques, good interview impressions, low cost, high patient numbers, a strong reputation, and good clinical facilities with new technology. Less desirable factors include programs that are hospital-based, certificate-only, research-intensive, and require considerable after-hours work. Clinical education and interview experiences are key for residency selection, consistent with prior studies, though program cost has grown in importance. Findings can help guide orthodontic programs in recruiting applicants and suggest a need to limit educational costs.

Effect of Holistic Review, Interview Blinding, and Structured Questions in Resident Selection: Can we Predict Who Will Do Well in a Residency Interview?

ObjectiveTo examine the Urology residency application process, particularly the interview. Historically, the residency interview has been vulnerable to bias and not determined to be a predictor of future residency performance. Our goal is to determine the relationship between pre-interview metrics and post-interview ranking using best practices for Urology resident selection including holistic review, blinded interviews, and structured behaviorally anchored questions. MethodsApplications were assessed on cognitive (Alpha Omega Alpha, class rank, junior year clinical clerkship grades) and non-cognitive attributes (letters of recommendation [LOR], personal statement [PS], demographics, research, personal characteristics) by reviewers blinded to USMLE scores and photograph. Interviewers were blinded to the application other than PS and LORs. Interviews consisted of a structured behaviorally anchored question (SBI) and an unstructured interview (UI). Odds ratios were determined comparing pre-interview and interview impressions. ResultsFifty-one applicants were included in the analysis. USMLE step 1 score (average 245) was associated with Alpha Omega Alpha, class rank, junior year clinical clerkship, and PS. The UI score was associated with the LOR (P = .04) whereas SBI scores were not (P = .5). Faculty rank was associated with SBI, UI, and overall interview (OI) scores (P < .001). Faculty rank was also associated with LOR. Resident impression of interviewees were associated with faculty interview scores (P = .001) and faculty rank (P < .001). ConclusionTraditional interviews may be biased toward application materials and may be balanced with behavioral questions. While Step 1 score does not offer additional information over other PI metrics, blinded interviews may offer discriminant validity over a PI rubric.

Donor Recruitment and Recipient Experience of a Newly Implemented Identity Release Donor Sperm Program

Background: A shortage of donor sperm exists in Victoria. In combination with COVID-19 affecting cross border reproductive care, the lack of donor availability necessitates increased attention to factors affecting recipient decision making. Aim: Newlife IVF launched their Identity Release Donor (IR; previously known as clinic recruited) Sperm Program in September 2020. Our aim is to examine donor recruitment and key factors in donor selection in an IR donor sperm program. Method: Data collected through routine interactions with potential donors and recipients, including donor allocation and reasons for decision making were examined. Qualitative data collected through counselling sessions with recipients were analysed using thematic content analysis. Results: From September 2020 to May 2021, 308 men responded to an online advertisement requesting more information about our IR program. Of these, 41% (N=126) completed an intake phone call wishing to proceed, however only 7% (N=22) undertook investigative testing. Ultimately 2.5% (N=8) of the initial cohort completed all requirements to date. To date, 106 recipient women/couples completed the compulsory counseling session and accessed the IR profiles. Seventy-five percent (N=80) selected a donor. Also, 75% stated there was more information in donor profiles than expected, and valued interviewer impressions of donor (international donor profiles). Recipients referred to the ‘letter to the offspring’, a hand-written note by the donor for potential offspring, as providing the most insight and weighed heavily in decision making. Of the 25% (N=26) who have not selected a donor to date, the majority (N=16) were undecided, disliked profiles (N=5), delaying treatment (N=2), or changing clinics (N=3). Conclusion: A small proportion of men who express interest via an online advertisement, translate to sperm donors. A high proportion of recipients who view donor sperm profiles select a donor and proceed with treatment. Recipients are motivated to learn about a donor and value the donor’s personal connection to a potential donor conceived offspring.

Factors involved in applicant interview selection and ranking for chronic pain medicine fellowship

IntroductionApplicants to chronic pain medicine fellowship programs often express confusion regarding the importance of various selection criteria. This study sought to elucidate program directors’ considerations in applicant selection for fellowship...

Finding the Next Resident Physicians in the COVID-19 Global Pandemic: An Applicant Survey on the 2020 Virtual Urology Residency Match

OBJECTIVETo assess interviewing applicant perceptions of a virtual urology residency interview in the setting of changes mandated by COVID-19 and to determine applicant preference for virtual or in person interviews. Applicant perceptions of multiple interview components were queried to identify program specific and interview modality specific strengths or weaknesses in the 2020 to 2021 Urology Match.METHODSA 12 question multiple choice and free text survey was emailed to 66 virtually interviewed applicants for open residency positions at a metropolitan training program after conclusion of interviews. Items of interest included interview type preference, overall interview impression, and recommendations for improvement.RESULTSA total of 50 of 66 (76%) applicants completed the survey corresponding to approximately 11% of the 2020 national urology applicant pool. A total of 49 of 50 (96%) respondents assessed faculty interaction and the virtual platform positively. A total of 38 of 50 (76%) was satisfied with their resident interaction and 32 of 50 (64%) applicants stated they were able to satisfactorily evaluate the site and program. Ultimately, 39 of 50 (78%) respondents would have preferred an in person interview to our virtual interview. Respondents cited challenges in assessing program culture and program physical site virtually.CONCLUSIONThe majority of survey respondents indicated a preference for in person interviews. A smaller proportion of applicants preferred virtual interviews citing their convenience and lower cost. Efforts to improve the virtual interview experience may focus on improving applicant-resident interaction and remote site assessment.

The Applicant's Perspective on Urology Residency Interviews: A Qualitative Analysis

To better understand what urology applicants look for on interview day and what they care about in selecting a residency program through an analysis of anonymous online posts about the urology interview process. We collected 3 years (2016-2018) of comments and posts from the Interview Impressions tab of the Urology Match Google Sheet for 133 urology residencies. Qualitative data analysis was performed using grounded theory methodology. We identified 6 categories of themes on (1) interview day structure, (2) diverse faculty, (3) program culture, (4) surgical training, (5) research, and (6) program benefits. These themes appeared in comments for 77%-86% of the residency programs except for research which was present for 44% of the programs. The efficiency and structure of interview day are very important. Applicants also care about young and diverse fellowship-trained faculty across a wide breadth of subspecialties. They believe they are able to discern the program culture and collegiality between residents and faculty. Applicants want a balance of surgical and clinical training with a focus on robotics and surgical autonomy. Not all applicants are interested in research but those that are appreciate a strong support system. Finally, additional program benefits and the positives and negatives of the program's location are frequently discussed. Analysis of anonymous social media posts can help improve the interview process for applicants and programs alike. Programs can also identify areas of improvement for residency training. Our findings provide additional insight towards the ultimate goal of improving the match process.

The Importance of the Student Doctor Network on Residency Program Selection

The Student Doctor Network (SDN) Interview Spreadsheet is a widely used, applicant driven online spreadsheet with self-reported applicant data. One of the main components of the spreadsheet, the “Interview Impressions,” allows applicants to contribute subjective assessments regarding each residency program. Recent papers have validated the accuracy of the self-reported applicant data, although there is no research looking at the validity of the “interview impressions” or the impact of the spreadsheets on the applicant’s decision making. We aim to provide insight into the importance of the SDN spreadsheet in the match process. A survey was created to assess the helpfulness and utilization of the spreadsheet throughout the entire match process, including the process of choosing away rotations, interviewing, and forming a rank list. The survey was disseminated to program coordinators at each institution, who then forwarded the survey to current and former residents. The study is considered IRB exempt. Basic descriptive statistics were completed using statistical analysis software and Microsoft Excel. We received 32 responses to the survey. 18.8% of respondents were in their PGY-1 year, 15.6% were in the PGY-2 year, 25.0% in PGY-3, 15.6% in PGY-4, and 9.4% in PGY-5. The remaining 15.6% were fellows or attending physician. 84.5% of respondents were aware of the SDN spreadsheet at time of application. 18.8% of respondents used the SDN spreadsheet to choose programs for an away rotation, with an average importance of 3.33 on a scale of 1 (not at all influenced) to 5 (very heavily influenced). 37.4% of respondents used the spreadsheet in deciding on where to attend interviews, with an average importance of 3.4. 25.9% (7 applicants) cancelled or declined interviews based on reviews from the spreadsheet. 11.1% of applicants ranked their top three programs based on reviews from the spreadsheet. 91.7% of applicants used the “Interview Impressions” section in their decision making process. On a scale from 1 (least accurate) to 5 (most accurate), the average subjective accuracy was 3.5. The Student Doctor Network Interview Spreadsheet is becoming an important factor in applicant decision making for interviewing and the residency selection process. By understanding the importance of the spreadsheet in the application process, we hope this information can be used to improve the quality of the information on the spreadsheet, as well as improve the residency recruitment process.

“I (might be) just that good”: Honest and deceptive impression management in employment interviews

AbstractApplicant use of impression management (IM) tactics plays a central role in employment interviews. IM includes behaviors intended to create an impression of competence and likability, and avoid negative impressions. Applicants can influence interviewers’ impressions using both honest and deceptive IM, but measurement of IM has yet to distinguish these two constructs. The goal of the present research was to develop a self‐report Honest Interview Impression Management (HIIM) measure and use this to investigate differential antecedents and consequences of honest and deceptive IM. We report the results of five independent studies (total N = 1,470 interviewees). Studies 1–3 detail the creation of a self‐report measure of honest IM. Studies 4 and 5 utilize this measure to understand the relations between honest and deceptive IM, and their antecedents and consequences. Results demonstrate that honest and deceptive IM are positively related but distinct constructs that have unique antecedents (i.e., age, individual differences, attitudes, situational, and target characteristics) and differentially impact interview outcomes and ratings. Finally, we present a short measure of honest and deceptive IM to be used for time‐sensitive data collection.

First Impressions of Telephone Survey Interviewers

Abstract Survey nonresponse may increase the chances of nonresponse error, and different interviewers contribute differentially to nonresponse. This article first addresses the relationship between initial impressions of interviewers in survey introductions and the outcome of these introductions, and then contrasts this relationship with current viewpoints and practices in telephone interviewing. The first study described here exposed judges to excerpts of interviewer speech from actual survey introductions and asked them to rate twelve characteristics of the interviewer. Impressions of positive traits such as friendliness and confidence had no association with the actual outcome of the call, while higher ratings of “scriptedness” predicted lower participation likelihood. At the same time, a second study among individuals responsible for training telephone interviewers found that when training interviewers, sounding natural or unscripted during a survey introduction is not emphasized. This article concludes with recommendations for practice and further research.

Results of the 2013 Association of Residents in Radiation Oncology Career Planning Survey of Practicing Physicians in the United States

The goal of this study was to develop insights about the job application process for graduating radiation oncology residents from the perspective of those involved in hiring. In May and June 2013, a nationwide electronic survey was sent to 1,671 practicing radiation oncologists in academic and private practice settings. Descriptive statistics are reported. In addition, subgroup analysis was performed. Surveys were completed by 206 physicians. Ninety-six percent were willing to hire individuals directly from residency. Participants believed that the first half of the fourth postgraduate year is the most appropriate time for residents to begin networking and the beginning of the fifth postgraduate year is the most appropriate time to begin contacting practices in pursuit of employment. Seventy percent began interviewing 4 to 9 months before the job start date, and 84% interviewed ≤6 candidates per available position. The 5 most important factors to participants when evaluating prospective candidates were (from most to least important) work ethic, personality, interview impression, experience in intensity-modulated radiation therapy, and flexibility. Factors that participants believed should be most important to candidates when evaluating practices included a collegial environment; emphasis on best patient care; quality of equipment, physics, dosimetry, and quality assurance; quality of the support staff and facility; and a multidisciplinary approach to patient care. Those in academics rated research-related factors higher than those in private practice, who rated business-related factors higher. The perspectives of practicing physicians on the job application process are documented to provide a comprehensive resource for current and future residents and employers.

Belief in the unstructured interview: The persistence of an illusion

AbstractUnstructured interviews are a ubiquitous tool for making screening decisions despite a vast literature suggesting that they have little validity. We sought to establish reasons why people might persist in the illusion that unstructured interviews are valid and what features about them actually lead to poor predictive accuracy. In three studies, we investigated the propensity for “sensemaking” - the ability for interviewers to make sense of virtually anything the interviewee says—and “dilution”—the tendency for available but non-diagnostic information to weaken the predictive value of quality information. In Study 1, participants predicted two fellow students’ semester GPAs from valid background information like prior GPA and, for one of them, an unstructured interview. In one condition, the interview was essentially nonsense in that the interviewee was actually answering questions using a random response system. Consistent with sensemaking, participants formed interview impressions just as confidently after getting random responses as they did after real responses. Consistent with dilution, interviews actually led participants to make worse predictions. Study 2 showed that watching a random interview, rather than personally conducting it, did little to mitigate sensemaking. Study 3 showed that participants believe unstructured interviews will help accuracy, so much so that they would rather have random interviews than no interview. People form confident impressions even interviews are defined to be invalid, like our random interview, and these impressions can interfere with the use of valid information. Our simple recommendation for those making screening decisions is not to use them.

The Mediating Processes Linking Applicant Personality Traits and Interviewer Evaluation

This study examines interview preparations (i.e., social preparation and background preparation) and impression management (IM) tactics (i.e., self-focused IM and other-focused IM) as the mechanisms between applicant personality characteristics and interviewer evaluation. Data were collected from both actual job applicants and interviewers. Results show that personality characteristics (i.e., extraversion and conscientiousness) have indirect effects on interviewer evaluation in terms of perceived person–job fit (P–J fit) and interpersonal liking through these two types of applicant behaviors. This study accomplishes two goals: (1) it extends the socioanalytic theory of personality (Hogan, 1996) by testing the intervening roles played by applicants' behaviors that correspond to getting along with and getting ahead of others; and (2) it suggests that these applicant behaviors might be important cues for practical interviewers' effective assessment of applicants' performance-related characteristics.

Longitudinal study of medical students selected for admission to medical school by actuarial and committee methods.

This study evaluates a "mid period" follow-up evaluation of the outcomes of selection of medical students by customary committee review procedures versus actuarial selection. One-third of a freshman class was selected solely on the basis of a predictor index which was a previously validated, optimally weighted combination of scores on the Medical College Aptitude Test and the premedical grade-point average. The remaining two-thirds were selected by committee decision based on review of the total application file which, in addition to the aptitude test scores and academic record, included basic demographic data, information on extracurricular activities, avocational interests, work experience, letters of recommendation, personality test profiles, and interview impressions. In a previous study, it was reported that the two groups of students were undifferentiated with respect to their academic standing at the close of their sophomore year. In the present study, the actuarially selected and committee selected students were compared on class rank at the end of the junior year, total and subtest scores on part II of the National Board Examinations administered toward the close of their senior year, and type and location of internship, and practice or training status one year after graduation. The two groups were not reliably differentiated on any of these variables. Implications of the findings are discussed with respect to reliability, efficiency, and economy in the selection process and the function of the admissions committees with respect to borderline cases and issues of school policy and philosophy.

A Look at German Outplacement and Career Management

International employment continues to grow for the industrialized nations as their economies become more interdependent. An example of this trend involves Germany and the US employment and career issues which need to be considered when consulting abroad. Research was conducted in order to compare and contrast German and US outplacement/career practices. Specific interview impressions were gathered from several outplacement/career management professionals in Germany. Provides details about outplacement consulting services, differences in employee/career aspects between German and US employees, and the unique challenges faced by German employees. Although many outplacement services are similar between the two nations, German consultants appear to provide more of an “administrative” focus when working with German employees, whereas the US consulting firms provide more of a “sales” focus. German employees have historically had more employment protections than their counterpart US employees. However, political and economic changes in Germany are more volatile than those experienced in the USA. The “safety net” for German employees is beginning to crumble, and with these changes come insecurity and emotional distress. Knowledge of these nuances can assist career professionals in working with a German workforce.

Differential Effectiveness of Applicant Impression Management Tactics on Employment Interview Decisions1

It has been a commonly held belief for some time that applicants attempt to manage impressions of interviewers in the employment interview process, but only recently have researchers begun to examine systematically the tactics applicants use, and how effective they are. The present study contrasted two sets of impression management tactics used by applicants and observed their effects on interviewer decisions in a controlled laboratory experiment. An applicant who employed self‐focused‐type impression management tactics was rated higher, received more recommendations for a job offer, and received fewer rejections from business students, who had just completed an interviewer training program, than when he used other‐focused‐type tactics. The implications of these results in terms of both theory and practice are discussed.

Predicting the Peacetime Performance of Military Officers: Officer Selection in the Papua New Guinea Defence Force

This article reports an evaluation of the officer selection procedures of the Papua New Guinea Defence Force based on the performance of 195 officers. Results indicate that a linear combination of selection variables, including psychometric measures, academic achievement, interview impressions, and hands-on performance tests, was not predictably related to the criterion measure of officer performance. Post-hoc validation checks suggest that only one of the psychometric tests used in selection meets basic construct validation criteria and that the criterion measure of officer performance is unreliable. No evidence was found to support the predictive validity of selection procedures.

Decision Making in the Graduate Selection Interview: An Experimental Investigation

Critical deficiencies in the coverage of existing selection interview research are noted, and the paucity of studies into interviewer impression formation admonished. Perceptual links between candidate non-verbal behavior (NVB) and interviewer impressions of personality are examined in an experimental study of interviewer impression formation. Subjects (n = 68) reviewed four videotaped vignettes of the opening stages of a graduate recruitment interview where candidate NVB was manipulated using a 2 x 2 factorial design. Contrary to existing social psychological research, results indicate that subject interviewers were able to recognize experimental changes in candidate NVB. Furthermore, multiple regression analyses revealed that subjects' impressions of candidate personality were substantially linearly dependent upon the facial-area NVBs of eye contact and positive facial expressions. Evaluations of eye contact fundamentally determined perceptions of competence and strength of character, while positiveness of facial expressions primarily affected impressions of linking and motivation. Implications for validating interviewer perceptual links, intentional impression management by interviewees, interviewer training, interviewee training, and future research are discussed.

Interviewer predictions of applicant qualifications and interviewer validity: Aggregate and individual analyses.

The relative effects of varied interviewee cues on line managers' hiring decisions were examined, as was the relative predictability of various criteria by line managers' interview impressions. Aggregate and individual regression analyses revealed that 3 nursing directors' impressions of 186 nursing applicants shaped their hiring recommendations more than did the applicants' resume credentials. Moreover, managers' interview impressions significantly predicted employees' job attitudes, though predictions of attitudes did not exceed predictions of performance. Finally, individual managers based hiring decisions on different interview impressions, and these impressions forecast employees' job attitudes with differential validity. Implications for future interviewing research are discussed.

The interview process: An examination of factors recruiters use in evaluating job applicants

Twenty-four recruiters conducted interviews with 91 students to explore the factors recruiters use in making both an assessment of an applicant's interviewing skills and suitability for hire. Predictors included in analyses consisted of three factor analytically derived scales, an attraction scale, an index of gender similarity, and applicant sex. Both criteria were significantly predicted by interview impression and attraction. Implications for organizational selection processes and recommendations for future research are discussed.