Multiple Mini-interview Research Articles

The validity of the assignment book-based structured interview in predicting academic performance in medical schools: a retrospective cohort study.

PurposeStructured interviews have become essential in the medical schools admission selection because structured interviews predict academic achievement after admission. The purpose of this study was to determine validity and fairness of the new structural interview technique, assignment book-based structured interview (ABSI), in predicting future academic achievement of the medical students.MethodsThe validity of this new interview technique and academic achievement was evaluated based on the data of all the applicants and successful applicants who applied for on-time admission between the year 2011 and 2014.ResultsThe ABSI technique showed a significant correlation and predictive validity for academic achievement in the medical school. The retention group received significantly lower T-scores of ABSI compared with the superior student group.ConclusionThe results indicate that ABSI is a feasible, reliable, fair and valid admission selection tool. The ABSI may be meaningful and fair method for predicting academic achievements, and it could be incorporated as one of the contents in the multiple mini-interview.

Multiple mini-interviews as a selection tool for initial teacher education admissions

This study investigates the reliability of multiple mini interviews (MMIs) to select students for classroom and special education teacher programs (n = 418) using intraclass correlations and cross-classified multilevel modeling. The results indicated mostly small effects of clustering of applicants to different interviewers and five-station circuits. The largest variance components in the MMI total score were for applicants (63.3%) and measurement error (20.6%), while the variance component for the interviewer was relatively small (11.6–14.4%). The applicants' and interviewers' perceptions were positive. This study provides evidence for the use of MMIs as a reliable tool for initial teacher education selection.

Feasibility of an automated interview grounded in multiple mini interview (MMI) methodology for selection into the health professions: an international multimethod evaluation

ObjectivesGlobal, COVID-driven restrictions around face-to-face interviews for healthcare student selection have forced admission staff to rapidly adopt adapted online systems before supporting evidence is available. We have developed, what we...

Reliability and Validity of the Multiple Mini Interview in the General Entrance Examination for Medical Schools at a National University

Introduction: Although MMI is considered an interview technique with good reliability and va-lidity in foreign countries, few universities have implemented it in admissions because of its high cost in Japan. In this study, we examined the reliability and validity of the MMI at a medicaleducation institution that introduced the MMI for general entrance examinations. Methods: Twenty-nine students who took the MMI in 2022 were included in the study. For reliability, G study and D study were conducted based on generalizability theory. For validity, the total score of the MMI and the total score of the achievement test were plotted as a scatter plot and compared with the currently known status. Results: G coefficient was 0.336. There was no significant cor-relation between MMI and test scores.Unwilling applicants had lower MMI scores. Discussion and Conclusion: Regarding reliability, we found that our MMI needs to be improved. The validity of the MMI needs further investigation, but the results suggest that the MMI may be related to factors important to university administration.

Non-cognitive testing in medical student selection: the development and evaluation of a novel MMI station.

Multiple mini-interviews (MMIs) are a well-established method of assessing non-cognitive skills in medical student selection in the United Kingdom; however, there are concerns that as MMIs become more predictable, candidates can be coached through the process. An innovative station was introduced at a new medical school to assess less commonly evaluated non-cognitive skills in the context of a skills task. Our study aimed to evaluate candidate scores on the novel station and explore how they compared with scores on a traditional questions-based station and to the overall interview score. Using a laparoscopic skills trainer, candidates were asked to pass a string through as many hoops as possible, only viewing the image on a screen. All candidates were assessed on decision making, managing stressful situations and creativity using several psychological parameters. Scores were then compared with scores on a traditional values-based question and the overall interview score. Two hundred eighty-seven candidates completed the station. The average score on the novel station was significantly higher than the average scores on the other stations (paired Student's t-test, p < 0.05). There was no correlation between scores on the novel station and the traditional values-based question, suggesting different skills were being assessed in each station. This station showed it is possible to test less commonly tested non-cognitive skills, in a realistic way. Unlike traditional stations, there is no reliance on candidate recall to award marks, therefore making it more difficult to coach. However, further work is required to refine and improve the testing environment.

Multiple Mini-interviews for Medical Students’ Admissions: Students and Faculty Perceptions on Acceptability and Feasibility

Aim: To evaluate the acceptability and feasibility of the multiple mini interviews for selecting medical students for admission in a medical institution. Methods: The current cross-sectional descriptive study is a 12-item questionnaire-based survey with a four-point Likert scale to record the anonymous responses of the candidate students’ and the interviewer faculty perceptions. Descriptive statistics were used to analyze the data quantitatively with IBM SPSS Version 25. The study evaluated the acceptability and feasibility of the utility of multiple mini-interviews (MMIs) as an assessment tool for the medical students’ selection in the admission process at Avicenna Medical College, Lahore, Pakistan. Results: A total of 438 candidate students and 42 interviewer/assessor faculty members participated in the study. Most of the candidate students (92.2%) of candidates and 97.6% of interviewer faculty regarded MMIs better than the traditional interviews for the selection of medical students. Further, 99.4% of candidate students and 97.6% of interviewer faculty were satisfied with the MMI process’s general arrangements. Finally, a hundred percent interviewer faculty and 96.8% of candidate students perceived MMIs as a feasible assessment tool for the admission process of the medical institutions. Conclusion: The overall positive responses of the candidate students and the interviewer faculty for the acceptability and feasibility of the MMI process as an assessment tool in the admission process to select medical students provide evidence for future research on the use of MMIs. In addition, other medical institutions can adapt or modify the MMI process per the available finances and resources within their local settings. Keywords: Multiple mini-interviews, Medical college admission process, acceptability, feasibility.

Multiple Mini-Interview Utilization in United States Physician Assistant Program Admission Processes: Corrigendum.

The Journal of Physician Assistant Education: December 2021 - Volume 32 - Issue 4 - p 206 doi: 10.1097/JPA.0000000000000398

A pilot project to introduce the multiple mini interview (MMI) at a Borneo medical school: The universiti Malaysia Sabah experience- a cross-sectional study

IntroductionThe Multiple Mini Interview (MMI) demonstrates efficacy and superiority over traditional medical interviews in assessing non-cognitive domains during the recruitment of medical undergraduates. At Universiti Malaysia Sabah (UMS), a five-station MMI was piloted in 2019, featuring a mix of three examiner-driven stations (assessing professionalism, ethics, and motivation to study medicine), and two roleplayer-driven stations (assessing empathy and science communication specifically, and communication skills in general). Methods260 candidates were grouped into two separate geographical groups – urban and suburban/rural. Descriptive analysis, skewness and kurtosis were performed for normality assessment, whereas Cronbach's alpha, McDonald's omega, and Greatest lower bound assessed internal consistency. For validity measures, correlations were calculated between scores for separate stations, overall scores, urban and suburban/rural status. Also, exploratory factor analysis was performed on the five stations as validity measures. Difficulty and discrimination indices were calculated as quality measures. Qualitative analysis was performed on “red flag” comments detailing grossly unsuitable candidates. ResultsRoleplayer-driven stations yielded more red flags than examiner-driven stations. The three examiner-driven stations were significantly and moderately correlated (rho between 0.602 and 0.609, p < 0.001). The Empathy roleplayer-driven station was not correlated with two examiner-driven stations and only weakly correlated with the Ethics examiner-driven and the Science Communication roleplayer-driven station. Factor analysis suggests a three-factor model. The two roleplayer-driven stations stood as independent factors, and the three examiner-driven stations coalescing as one factor provided the best explanatory model. Quality measures suggest all five stations had suitable discriminatory properties (all >0.530), whereas the stations were distributed equally in difficulty index. ConclusionThe UMS MMI has identified specific skillsets that may be in short supply in our incoming medical students. Also, it illustrates the yawning gap between academic knowledge and ‘translational’ scientific knowledge and communication skills.

Performance of Black and Indigenous applicants in a medical school admissions process.

BackgroundDiversity in medical schools has lagged behind Canada’s growing multicultural population. Dalhousie medical school allows Black and Indigenous applicants to self-identify. We examined how these applicants performed and progressed through the admissions process compared to Other group (applicants who did not self-identify).MethodsRetrospective analysis of four application cycles (2015-2019) was conducted, comparing demographic data, scores for application components (Computer-Based Assessment for Sampling Personal Characteristics (CASPer), MCAT, GPA, supplemental, discretionary, Multiple Mini Interview (MMI)), and final application status between the three groups.ResultsOf 1322 applicants, 104 identified as Black, 64 Indigenous, and 1154 Other. GPA was higher in the Other compared to the Indigenous group (p < 0.001). CASPer score was higher in the Other compared to the Black group (p = 0.047). There was no difference between groups for all other application components. A large proportion of Black and Indigenous applicants had incomplete applications. Acceptance rates were similar between all groups. Black applicants declined an admission offer substantially more than expected (31%; p < 0.001).ConclusionsBlack and Indigenous applicants who completed their application progressed well through the admissions process. The pool of diverse applicants needs to be increased and support provided for completion of applications. Further study is warranted to understand why qualified applicants decline acceptance.

Multiple Mini Interviews as Part of Holistic Admissions Review for Nursing Schools.

Studies in the nursing admission process have demonstrated the benefits of holistic admissions review. Literature regarding the use of multiple mini-interviews (MMI's) as it relates to the holistic admissions process has been minimally addressed in nursing literature, although widely described in medical education journals. This article will describe the change in the interview process from unstructured group interviews to a structured MMI process for California Baptist University (CBU) College of Nursing, Riverside, CA, and how changes were beneficial for the institution's holistic admissions review process. Many activities were included in this holistic interview process to capture the unique attributes and strengths of each applicant. It was discovered that the change from the unstructured group interview process to the holistic MMI approach helped to identify strong candidates who align with the mission and values of California Baptist University College of Nursing.

Gender associations with selection into Australian Orthopaedic Surgical Training: 2007-2019.

Communities have better health outcomes when their clinicians reflect the diversity of the communities they serve. More than 50% of Australian medical school graduates are female, yet women represent less than 5% of Australian orthopaedic surgeons. Selection into orthopaedic surgical training in Australia is an annual, nation-wide process, based on curriculum vitae (CV), referee reports and performance in multiple mini-interviews (MMI). The influence of applicant gender on these selection scores was examined. The CV, referee reports and MMI scores used for selection for each year from 2007 to 2019 were analysed from the perspective of the applicant's gender. Over the years of the study, male applicants had higher CV scores and referee report scores, which determined the gender proportions invited to interview. By contrast, the interview process and selection from interview did not demonstrate a gender association. We describe the impact of selection tools, utilized over the past 13 years, on the gender diversity of trainees commencing orthopaedic surgery training in Australia. Leaders in postgraduate training should examine commonly used selection procedures to identify and reduce the unconscious biases that may affect their performance and value.

Reliability and acceptability of the multiple mini-interviews for selection of residents in cardiology: Student response.

Reliability and acceptability of the multiple mini-interviews for selection of residents in cardiology: Student response.

Implementation and evaluation of virtual multiple mini interviews as a selection tool for entry into paediatric postgraduate training: A Queensland experience

Introduction The Queensland Basic Paediatric Training Network (QBPTN) is the centralised pathway for entry into paediatric training in Queensland, Australia. In response to COVID-19 travel and social distancing restrictions imposed in 2020, QBPTN successfully adopted a Virtual Multiple Mini Interviews (vMMIs) model for the selection of candidates for entry into paediatric training. The authors describe the planning, implementation, challenges, and evaluation of candidates’ and interviewers’ experiences of vMMIs, including the differences between candidates from two geographical areas. Methods The contents of six vMMI stations were similar to face-to-face MMI. Implementation required the identification of ZOOMTM as a preferred online platform, securing venues, communication, development of contingency plans and central coordination by the network. Candidates’ experiences with vMMI were explored through thematic analysis of the qualitative data from focus groups and free text responses, and descriptive analysis of SurveyMonkey© questionnaire responses. Experiences between ‘metropolitan’ and ‘regional and interstate’ candidates were compared. Results 5-minute stations with 2-minute pre-reading were used. 78 candidates and 14 interviewers participated in the selection process. All candidates attended the focus group. 58.7% of candidates responded to post vMMI questionnaire. 93% of survey responders were happy to undertake vMMI in the future, with 23% feeling they would have performed better in face-to-face. Experiences between ‘metropolitan’ and ‘other’ groups were similar. Positive experiences of participants were related to the user-friendly IT platform, successful pre-interview communications, preparation, convenience, time, and cost savings. Stress related IT failures and difficulties establishing rapport with interviewers were reported as the main negative experiences. Conclusion ‘vMMI’ is a feasible and acceptable method of selection into paediatric training. vMMI has many benefits and can be implemented relatively quickly by addressing key logistical requirements. The model under discussion could be adapted by other centres based on local needs.

The impact of Multiple Mini Interviews on the attrition and academic outcomes of midwifery students

BackgroundAdmission to the Bachelor of Midwifery (BMid) in Australia has traditionally been based on academic ranking. The BMid is a high demand course offered to a limited number of students and therefore choosing applicants who complete the degree is important. Multiple Mini Interviews (MMIs) are used to assess non-cognitive skills and select students into healthcare degrees. One university in Australia has introduced MMIs as part of the application process for the BMid. AimCompare attrition rates and Grade Point Average (GPA) scores between students admitted into the BMid using both academic ranking and MMIs, to those admitted on academic ranking alone. MethodsA basic convergent mixed methods design, using an explanatory unidirectional framework to integrate data. Attrition rates, GPA, and multiple mini interview scores (2013–2019), were linked and compared for before and after the use of MMI’s. Focus groups with students, interviewers, and hospital-based educators, explored stakeholder experiences. Open-ended questions from an applicant survey were added to the qualitative data set, which was analysed thematically. FindingsStudents who enrolled via the MMI’s had significantly lower attrition rates than those enrolled before MMI’s were introduced. GPA scores were significantly higher for students who enrolled via the MMI’s. Integration of data found MMI’s identified students passionate to undertake midwifery, and that success at the interviews increased students’ confidence to successfully complete their studies. ConclusionMMI’s as part of the entry process into the BMid enabled identification of applicants more likely to remain in the course and succeed in their studies.

Conducting a synchronous virtual multiple mini-interview using Webex for medical school admissions.

Implication StatementCOVID-19 pandemic restrictions abruptly changed the way interviews for medical school admissions have been conducted. This study is unique as it highlights the first successful virtual synchronous multiple mini interview (MMI) in Canada. Our low technical incident rate, troubleshooting strategies and approach may reassure other medical schools considering conducting a virtual MMI. Success was achieved with collaboration, a strong organizational and communication strategy, learning along the way and a priori contingency plans. Virtual interviewing in academic medicine is likely here to stay, and future work to highlight the impact on applicants will help to build on the diversity mission in undergraduate medicine admissions.

Admission test analysis of pre-service math-science teacher based on its related factors

The admission test of pre-service teachers uses a knowledge test that has not explored the non-cognitive factors. This study is focused on considering the basic abilities, logical thinking abilities, gender, level of cognitive development and the type of pre-service teacher programme. Moreover, other factors, such as motivation, role of life experiences and verification of logical thinking test result (TOLT), were also contemplated. This study applied TOLT to 281 pre-service math–science teachers from four different programmes. This study also developed a multiple mini interview modification with expert screening methods that have validity, reliability and homogeneity parameters based on Aiken's criteria. Our study provides an alternative to reformulate the selection test that combines paper-based tests with interviews as an admission test for pre-service teacher candidates. Our results also illustrate how gender and cognitive development affect the basic abilities based on their programme. Furthermore, admission tests should have balanced cognitive and non-cognitive factors.&#x0D; &#x0D; Keywords: admission test; content-knowledge ability; level of cognitive development; logical thinking (TOLT); multiple-mini interview (MMI); teacher education.

Multiple Mini-Interview Utilization in United States Physician Assistant Program Admission Processes.

Health care program admission processes utilize multi-faceted approaches to evaluate cognitive and noncognitive attributes of applicants. The multiple mini-interview (MMI) was developed in response to the need for a reliable and validated tool to assess noncognitive factors and has been increasingly incorporated into the admissions process by physician assistant (PA) programs. The study's purpose was to explore the current implementation and utilization of the MMI within PA programs. The study used a mixed-methods exploratory approach including a telephone survey and semi-structured interview of 11 PA programs using the MMI in their admissions process. Quantitative data collected included demographic information, MMI implementation characteristics, station structure, scoring, feasibility, satisfaction with MMI utilization, and MMI evaluation methods. During the 2015-2016 admissions cycle, the participating programs used from 5 to 10 stations, averaging 7 minutes per station, requiring 8 faculty, 2 staff, and 7 students per interview session. Despite variation in program size, number of applicants, and years of MMI utilization, all participating programs reported that they were satisfied with the format and would continue to utilize the MMI in the admissions process. While there is substantial literature describing the use of the MMI within health care programs globally, this study represents the first characterization of its use within PA programs on a national level. Although there was variation among PA program implementation of the MMI, our results are comparable to studies within other health care professions. Additional studies are necessary to further describe the MMI and its correlation with PA program educational outcomes and the impact on diversity.

Conducting Virtual Simulated Skills Multiple Mini-Interviews for General Surgery Residency Interviews

We describe the feasibility of transitioning simulated skills assessments during general surgery interviews from an in-person to virtual format. Technical and nontechnical skill multiple mini-interviews (MMIs) were performed virtually and assessed for 109 applicants during virtual general surgery interviews over 2 days at a tertiary academic medical center. We demonstrate the feasibility of virtually assessing general surgery residency applicants' technical and non-technical skills. Using a virtual MMI format during general surgery interviews, we assessed communication, emotional intelligence, anatomical knowledge, interpretation of medical tests, knot tying, and suturing. Four tasks (communication, emotional intelligence , anatomical knowledge, and interpretation of tests) were assessed synchronously by trained general surgery interns. Applicants submitted a recording of themselves performing knot tying and suturing tasks, which were asynchronously assessed after the interview day. Applicants rated the MMI experience highly (4.3/5) via postinterview day survey and the majority of applicants felt that station objectives were met in the virtual format. We report a successful experience implementing technical and nontechnical virtual MMIs with capacity for 120 applicants during general surgery residency interviews. In the midst of a COVID-19 pandemic, the ability to assess surgical leaners virtually is essential. Virtual skills assessments may provide a more comprehensive picture of applicants and enable residency programs to better assess residents when gathering in person is not feasible.

Virtual Multiple Mini-Interviews for Veterinary Admissions

Admissions teams are challenged to select the best applicants for their college. There is a growing emphasis on selecting applicants with personal attributes important for success in a variety of veterinary careers, but there is no clear consensus on how to best identify these individuals. A number of veterinary colleges are utilizing multiple mini-interviews (MMIs), a highly structured type of interview in this selection process. However, due to travel restrictions currently associated with COVID-19, many are now considering virtual MMIs. Long Island University (LIU) took the step to conduct MMIs virtually for its inaugural class before the pandemic restrictions occurred, largely because it hoped to reduce the cost of admission by eliminating travel costs. In this process, we encountered a unique set of challenges, the resolution of which we believe constitutes best practices for virtual MMIs. This report describes the design and execution of an MMI for LIU. We were able to interview 340 applicants in 7 days. Based on feedback from applicants as well as raters, most considered it an acceptable means of interviewing students. Both raters and applicants expressed a high degree of satisfaction with the process, and we were able to separate applicants based on MMI scores with 88% reliability.

Rapid Transition to a Virtual Multiple Mini-Interview Admissions Process: A New Medical School's Experience During the COVID-19 Pandemic.

The University of Houston College of Medicine (UH COM) began its first admissions cycle after receiving preliminary accreditation in February 2020. With the advent of remote learning in response to the COVID-19 pandemic, the school moved its admissions process, including multiple mini-interview (MMI), from an in-person to online format in mid-March 2020. The UH COM selected Zoom as the video conferencing platform for its virtual admissions process, including MMI. On each interview day (3-4 hours), 14-16 applicants joined administrators, faculty, and staff in a virtual meeting room. Applicants were divided into 2 groups: one viewed short presentations about the school, curriculum, and departments, while the other participated in 7 MMI stations (one-on-one interactions with interviewers) via virtual breakout rooms; the groups then switched. The MMI stations were the same as those used in-person in early March. Applicants were able to ask questions at multiple points during the day. Technical support was provided for participants with connectivity issues or unfamiliar with Zoom. Of the 180 applicants interviewed in March-April 2020, 134 (74%) participated in the virtual process and 46 (26%) in the on-site process. Twenty-five (83%) of the 30 members of the inaugural class of 2024 interviewed virtually. Advantages of the virtual format included ease of access for faculty and more flexibility and less expense for applicants. Challenges included the need for applicants to decide whether to accept an offer of admission from a new school without visiting and missed opportunities for faculty to have relatively unstructured interactions with applicants. This virtual admissions process was a feasible alternative for the inaugural class but is not sustainable. UH COM plans to leverage lessons learned to refine the virtual format for use in future admissions cycles, even when in-person interviews are possible.