Virtual Interviewing Research Articles

Internal Medicine Residency Program Applicant Perceptions of the SPLIT Recruitment Model Before and After Universal Virtual Interviews.

Enhancing residency recruitment with modifications to interviews has been an area of national interest, further catalyzed by the transition to universal virtual interviewing (UVI). In 2018, our internal medicine residency program redesigned the recruitment process using virtual interviews. Evaluating this recruitment model allows programs to identify applicant perceptions of each component as they consider enhancements. The new model, termed "SPLIT," included separating optional applicant visit days (AVD) from interviews (S), a pre-interview supplemental form (P), learning program information from a dedicated website (L), virtual interviews (I), and flexible timing (remote interview day and site visit) (T). Applicants for the 2019 to 2023 Match who interviewed at one university-based internal medicine residency program. After rank list certification and before the annual Match, interviewed applicants were surveyed regarding their perceptions of the SPLIT process. Responses before (2019-2020 Matches) and after (2021-2023 Matches) UVIs were compared. A total of 386 (75%) of 515 respondents favored video interviews. This preference was stronger in the post-UVI group (92%) than in the pre-UVI group (57%) (p < 0.001). In total, 76% of respondents attended an AVD (virtual or in-person). Applicants in the post-UVI group also favored having interviews separated from the AVD (p = 0.006) and optional AVDs (p < 0.001), more than those in the pre-UVI group. In the pre-UVI cohort, those who attended an in-person AVD tended to report a higher program understanding (OR 7.8), satisfaction with SPLIT (OR 2.1), and a better recruitment experience (OR 2.0). Virtual interviews were highly rated with increased preference following universal adoption. Optional AVDs separated from virtual interviews enhance applicant understanding of the program and were more effective when offered in-person before the pandemic-related restrictions. As programs begin to reintroduce in-person elements, the SPLIT recruitment model offers an innovative approach that addresses applicant and program needs.

Perspectives on virtual interviews and emerging technologies integration in family medicine residency programs: a cross-sectional survey study

BackgroundDuring the coronavirus disease of 2019 (COVID-19) pandemic, in-person interviews for the recruitment of family medicine residents shifted to online (virtual) interviews. The purpose of this study was twofold: (1) to gather the ideas about virtual interviews of family medicine applicants (interviewees), and faculty and staff who interviewed these applicants (interviewers), and (2) to describe interviewers’ and interviewees’ opinions of use of emerging technologies such as artificial intelligence (AI) and virtual reality (VR) in the recruitment process as well as during clinical practice.MethodsThis was a cross-sectional survey study. Participants were both interviewers and candidates who applied to the McGill University Family Medicine Residency Program for the 2020–2021 and 2021–2022 cycles.ResultsThe study population was constituted by N = 132 applicants and N = 60 interviewers. The response rate was 91.7% (55/60) for interviewers and 43.2% (57/132) for interviewees. Both interviewers (43.7%) and interviewees (68.5%) were satisfied with connecting through virtual interviews. Interviewers (43.75%) and interviewees (55.5%) would prefer for both options to be available. Both interviewers (50%) and interviewees (72%) were interested in emerging technologies. Almost all interviewees (95.8%) were interested in learning about AI and VR and its application in clinical practice with the majority (60.8%) agreeing that it should be taught within medical training.ConclusionAlthough experience of virtual interviewing during the COVID-19 pandemic has been positive for both interviewees and interviewers, the findings of this study suggest that it will be unlikely that virtual interviews completely replace in-person interviews for selecting candidates for family medicine residency programs in the long term as participants value aspects of in-person interviews and would want a choice in format. Since incoming family medicine physicians seem to be eager to learn and utilize emerging technologies such as AI and VR, educators and institutions should consider family physicians’ needs due to the changing technological landscape in family medicine education.

The lasting impact of virtual interviews on surgical fellowship applicants

PurposeSurgical fellowship interviews shifted to a virtual platform in 2020 due to the COVID-19 pandemic. While virtual interviews provide convenience, they also pose difficulties for programs and raise potential barriers for applicants. This study compares in-person to virtual interviews and characterizes the impact on programs and applicants.MethodsIn-person (2007–2019) and virtual (2020–2022) fellowship application data were extracted from publicly available NRMP Specialties Matching Service data. Fellowship programs included surgical critical care, surgical oncology, colorectal, pediatric, thoracic, and vascular surgery. Competitiveness was assessed using a validated normalized competitiveness index (NCI).ResultsSince virtual interviews, rankings per applicant, a surrogate for program interview workload, increased for all fellowships except pediatric surgery. The most competitive subspecialties now include colorectal, pediatric, and thoracic surgery. For non-US MDs in these subspecialties, applicants per position decreased (pediatric), match rate decreased (thoracic), and NCI increased (thoracic) under virtual interviewing. However, for the least competitive subspecialties, non-US MDs had increased rankings per applicant (critical care and vascular), increased match rate (critical care and surgical oncology), and decreased NCI (surgical oncology) with virtual interviewing.ConclusionsSince the virtual platform was implemented, applicants have interviewed at and ranked more programs, subsequently increasing program workload. While this is positive for many applicants, a differential pattern of securing a fellowship emerged for non-US MD applicants. This finding is important for fellowship program directors to consider and ensure non-US MD applicants are not marginalized with the virtual platform.Level of EvidenceIII

Perspectives Regarding Virtual Interviewing for Dermatology Residency in the United States: A Survey of Applicants, Residents, Faculty, and Program Directors in the 2022-2023 Application Cycle

Background: Despite the widespread adoption of virtual interviewing for dermatology residency in the United States (US), there are limited data on the perspectives of those affected. Objectives: Characterize the viewpoints regarding virtual interviewing of applicants, residents, and faculty who participated in the 2022-2023 US dermatology residency application cycle. Methods: Two anonymized surveys were created: one for applicants and the other for programs (residents, program directors, and other faculty). The program survey was distributed through the US Dermatology Program Director listserv in January 2023. The applicant survey was distributed through email in April 2023. Results: There were 336 respondents: 135 applicants, 63 program directors, 77 other faculty, and 61 residents. Overall, the largest proportion favored virtual-only interviewing (39%), followed by some combination of in-person and virtual interviews (28%) and in-person–only interviewing (20%). There was no significant difference between preferences of applicants and program directors (P=0.13). The respondents’ most supported changes for future application cycles were limiting the number of programs to which an applicant can apply (34%), limiting the number of interviews an applicant can accept (30%), and providing funding for applicants with demonstrated need (13%). Limitations: Our study may be limited by the response rates, estimated to be 21% for applicants and 45% for program directors. Conclusion: Given the range of preferences, we would not advocate for requiring virtual-only interviewing at this time for our specialty. Instead, reforms should prioritize the respondents’ most supported changes for future application cycles.

Geographic and demographic trends with the initiation of virtual interviews in general surgery: A 7-program evaluation

BackgroundAlthough most general surgery residency interviews remain virtual, the effect of this format remains understudied. Single-institution data have shown an increase in the number of applications received and interviews conducted with virtual interviewing but no change in the geographic backgrounds of interviewed or matched applicants. This study sought to compare national trends in geographic characteristics of general surgery applicants, interviewed applicants, and matched applicants between in-person and virtual application cycles. Study DesignA retrospective review of 7 general surgery residency programs from application years 2016–2019 (in-person) and 2020–2021 (virtual) was conducted. Data collected included birth year, sex, race, medical school state, and contact location at the time of application. Data were analyzed using generalized mixed effects linear models. ResultsA total of 52,742 applicants, 4,550 interviewed applicants, and 329 matched applicants were included. During virtual application cycles, there were no increases in the average number of applicants (P = .25), interviewed applicants (P = .36), or matched (P = .84) applicants per year. Virtual cycles were associated with a larger proportion of interviews conducted with applicants from out-of-state medical schools (P < .01) and listing out-of-state contact locations (P < .01) compared with in-person application cycles. There were no significant geographic differences in matched applicants between virtual and in-person application cycles. ConclusionVirtual application cycles had greater geographic diversity among interviewed applicants. However, similar differences were not seen in the geographic diversity of matched applicants. Additional efforts should focus on why no changes in the geographic diversity of matched applicants were identified.

Some Perceptions Differ, Match Outcomes Do Not: A Multisite Retrospective Cross-Sectional Comparison of Virtual vs. In-Person Recruitment.

Virtual interviewing for residency provides considerable savings. Its impact on match outcomes remains unclear. Evaluate the impact of virtual residency recruitment on program and applicant assessment and match outcomes. Cross-sectional survey, September 2020-July 2021 PARTICIPANTS: Faculty interviewers and 2019 and 2020 PGY-1 classes at three academic internal medicine residencies. Survey items rating effectiveness of interview format, preference for future interview format, and perceived impact on diversity. A total of 247/436 faculty (57%) interviewers responded. Faculty perceived that in-person interviews enhanced applicant assessment (3.23 ± 0.38, p < 0.01) and recruitment of the most qualified applicants (p < 0.01) but did not impact recruitment of a racially or gender diverse class (3.03 ± 0.99, p = 0.95 and 3.09 ± 0.76, p = 0.14 respectively). They also did not demonstrate a preference for future interview formats. A total of 259/364 matched applicants responded, corresponding to a 76% response rate in the in-person cohort and a 66% response rate for virtual. Trainees were equally likely to match at their top choice when interviewing virtually vs. in-person (p = 0.56), and racial/ethnic and gender composition of the incoming class also did not differ (p = 0.81 and p = 0.19 respectively). Trainees perceived many aspects of the institution were better assessed in-person, though the impact varied according to assessment domain. Trainees who interviewed in-person preferred in-person formats. Of those who interviewed virtually, 47% preferred virtual and 54% preferred in-person. There were no predictors of virtual preference for future interview formats. Faculty and applicants who experienced virtual recruitment had no preference for future recruitment format. Virtual recruitment had no impact on the racial/gender diversity of matched classes or on applicants matching at their top-ranked institution. Institutions should consider the potential non-inferiority of virtual interviews with financial and other benefits when making decisions about future interview formats.

Virtual Interviewing and Diversity Among Psychiatry Residents.

Psychiatry residency program directors were surveyed regarding their impression of the impact virtual interviewing had on the perceived and actual diversity of individuals selected for interviews and residency training. A link to an anonymous survey was sent to 299 psychiatry residencies. Psychiatry program directors provided information about their programs and rated their perception of the impact of virtual interviewing on candidates they interviewed and matched. They also reported the demographic information of incoming residency classes for 2020-2023. This data was assessed for differences in the average number of residents by each diversity category and interview format (i.e., in person or virtual) and between diversity categories and cohorts. A linear trend analysis assessed whether the number of residents in each demographic category had a significant change over time. Sixty-five program directors (21.7%) provided at least partial data. Half of the responding program directors believed that virtual interviewing had increased the diversity of interviewed applicants, but there were no statistically significant differences in the average number of incoming residents who were identified as women or were in an Underrepresented in Medicine category when comparing the in-person interview year (2020) and the virtual interview years (2021-2023). The analyzed data demonstrated that the type of interview (in-person vs virtual) did not appear to affect the diversity of incoming psychiatry residents. Ongoing efforts to increase diversity, equity, inclusion, and belonging should be paired with measurements of their impact.

A Comparison of Admissions Data Between Virtual and In-person Dental School Interviews

Objectives: The COVID-19 pandemic forced many dental schools to conduct some or all of their interviews virtually. The purpose of the study was to evaluate whether an association existed between interview setting and applicant characteristics, specifically focusing on the difference in the interview score between applicants who chose virtual interviews and those who chose in-person interviews.Methods: Demographic and admission data were obtained from the 101 interviewed candidates from the XXXX 2021-2022 application cycle. Distribution of demographics and interview preference were assessed. Simple and multiple generalized linear models (GLM) were run to examine the difference in the applicants’ interview score between in-person and virtual interviews.Results: Of the 29 in-person interviews, 16 (55.17%) were offered acceptances, while 31 (43.06%) of the 72 virtual interviews were accepted, a difference that was not statistically significant (p-value = 0.380). Preference for the interview format was not associated with any of the applicants’ factors including gender, current residence (the four bureau-designated regions), overall grade point average (GPA), science GPA, Dental Admissions Test (DAT) Academic Average score, and perceptual ability test (PAT) score. In addition, there was no statistical difference in the interview score between the two interview formats.Conclusions: The effect of virtual interviewing on interview scores and applicants’ admission rate was found to be statistically insignificant. If further study with larger sample sizes confirms this finding, virtual interviewing could be considered as a viable alternative to in-person interviewing in the dental school admissions process.

MODERNIZING REMOTE HIRING: IMPROVING EFFECTIVE RECRUITING WITH AI-POWERED VIRTUAL INTERVIEWS

Abstract – This study details the conception, creation, and assessment of a cutting-edge virtual interviewing tool intended to transform the interview procedure for a range of use cases, such as college applications and employment interviews. Using state-of-the-art technologies like Chat GPT, Node.js, React.js, AWS, and ASP. Net, C#, and Mongo DB, the application helps to cut down on administrative costs while streamlining the interview process and improving applicant experience and assessment. Due to the COVID-19 epidemic and the resulting rapid evolution of recruiting and recruitment procedures, virtual interview solutions have become necessary in order to support distant work and social distancing measures. Because of this shift, hiring procedures now use artificial intelligence (AI) and natural language processing (NLP) technology to reduce human bias and enable automated applicant evaluation. The online conversation Efficiency and user experience are given top priority in the application built for this project. Using an intuitive UI and smooth communication, applicants may participate in interactive interviews from the comfort of their homes. Both interviewers and candidates may save a significant amount of time by using the program to automate operations like arranging interviews, choosing questions, and rating candidates. An organized methodology is used in the development process, which includes phases for requirement analysis, design, development, testing, deployment, and assessment. User expectations and regulatory compliance are met by the program through incremental changes made possible by usability testing and stakeholder input gathering. The app’s ability to streamline conventional interview procedures and produce cost savings, greater applicant satisfaction, and efficiency are what make it significant. By demonstrating how cutting-edge technology are integrated and resolving legal and In light of ethical concerns, this study advances the domains of educational technology and staffing, opening the door for new developments. Keywords – The virtual interviewing tool utilizes Chat GPT for AI-driven interactions, Node.js for server-side operations, and React.js for a dynamic user interface. AWS provides scalable cloud infrastructure, while ASP.NET and C# manage application development and business logic. Mongo DB is the database solution, storing applicant data and interview information. Together, these technologies streamline the interview process, reduce administrative costs, and enhance applicant experience and assessment accuracy.

Counsellors' verbal behaviours and skills that elicit participants' change or sustain talk in virtual motivational interviewing for physical activity among older adults.

Exploring the influence of counsellors' verbal behaviours on participants' utterances in virtual motivational interviewing (MI) could broaden our understanding of how MI works. This study aims to determine counsellors' behaviours that are more or less likely than chance to elicit participants' change talk and sustain talk during a virtual MI intervention to promote physical activity among older adults. A sequential analysis was used to examine the transitional probability between the counsellors' and participants' behaviours. Thirty-five MI sessions were analysed from the virtual motivational interviewing (VIMINT) trial. MI-consistent behaviours (MICO) were significantly more likely than chance to be followed by change talk, sustain talk and follow/neutral talk. MI-inconsistent behaviours (MIIN) were more likely than chance to be followed by change talk, and 'other' counsellors' behaviours were more likely than chance to be followed by change talk and follow/neutral talk. In conclusion, all three types of counsellors' behaviours elicited change talk. This study re-emphasizes the link between MICO, change and sustain talk. The influence of MIIN and 'other' behaviours on change talk needs to be explored further. This study has implications for MI training and the need for counsellors to continuously develop skills or behaviours consistent with MI principles.

Evaluation of Maternal-Fetal Medicine Fellowship Program Websites.

Introduction Due to the COVID-19 pandemic,the American Association of Medical Colleges (AAMC) recommended that all interviews for residencies and fellowships be conducted in a virtual format. As of March 2024, the Society of Maternal-Fetal Medicine (SMFM) continues to request that all fellowship interviews occur virtually. Without in-person interviews, prospective Maternal-Fetal Medicine (MFM) fellowship applicants must largely rely on program websites to gain insight into each program's offerings, culture, and application requirements. The purpose of this study was to evaluate the content of American College of Graduate Medical Education (ACGME)-accredited Maternal-Fetal Medicine (MFM) fellowship program websites and assess if regional differences exist among website content. Methods All ACGME-accredited MFM fellowship programwebsites were assessed for 21 defined criteria as of March 2024 and further compared by geographic regions (Midwest, Northeast, South, and West). Analyses were completed using chi-squared univariate tests, with a p < 0.05. Results Of the 108 accredited MFM fellowship programs, 106 programs had a dedicated website (98.15%). Most MFM programs (over 80%) included contact information (102/106), program director name (98/106), faculty names (95/106), application requirements (92/106), current fellow names (91/106), and the program coordinator name (89/106) on their website. Less programs (less than 30%) included diversity, equity, inclusion (DEI) content (28/106), interview dates (28/106), and current fellow research projects or publications (27/106). Western programs were less likely to include the program coordinator's name (12/18 (67%), p = 0.046), but more likely to include DEI content (10/18 (56%), p = 0.005). Northeastern programs were less likely to include their application requirements (24/32 (75%), p = 0.049) and less likely to include pictures of their current fellows (20/32 (63%), p = 0.045). Southern programs were more likely to include the yearly rotation schedule (19/32 (59%), p = 0.040). Midwestern programs were more likely to include information on fellowship benefits or salary (15/24 (63%), p = 0.046). Conclusion This study demonstrated that the content available on MFM fellowship websites varies greatly between programs and geographic regions. Efforts should be made by MFM training institutions to enhance website DEI content, curriculum information, recent fellow publications, and information on program alumni. A detailed and well-structured website may helpapplicants compare individual programs more equitablyin the age of virtual interviewing.

Virtual Motivational Interviewing (VIMINT) to support physical activity: Experiences of older adults and counsellors.

The aim of this study was to explore the experiences of older adults and counsellors involved in virtual motivational interviewing (MI). This study was part of the Virtual Motivational INTerviewing (VIMINT) feasibility trial of virtual MI for physical activity in older adults. A descriptive qualitative design utilized content analysis. Seven older adults and three counsellors were interviewed. Four categories were developed: (i) Benefits and limitations of using technology (ii) Relationships between older adults and counsellors (iii) MI skills and spirit and (iv) Effects of virtual MI. Older adults and counsellors reported that receiving/delivering MI virtually was convenient and flexible. They described reduced non-verbal communication in virtual MI. Virtual MI facilitates interpersonal relationships, and counsellors reported that MI skills and spirit can be applied virtually. This study showed that virtual MI offers potential benefits with some limitations. The findings could inform future research involving virtual delivery of MI.

The Climate Impact of Medical Residency Interview Travel in the United States and Canada: A Scoping Review.

Background The change from in-person to virtual interviews for graduate medical education (GME) provides the opportunity to compare the potential environmental effects. Objective To explore and summarize the existing literature on the potential climate impact of medical residency interview travel through a scoping review. Methods The search was conducted in October 2022 using 5 research databases. Results were screened for inclusion by 2 reviewers in a 2-tiered process. Inclusion criteria were limited to English language articles from the United States and Canada, with no limitations on the type of study, type of applicant (allopathic, osteopathic, or international medical graduate), or type of residency. A thematic analysis focusing on the objectives and main findings of identified studies was conducted and an iteratively created standardized data extraction worksheet was used such that all studies were explicitly assessed for the presence of the same themes. Results The search identified 1480 unique articles, of which 16 passed title and abstract screening and 13 were ultimately included following full-text review. There were 3 main themes identified: the carbon footprint of residency travel, stakeholders' perspectives on virtual interviews, and advocacy for virtual interviews. All 13 articles employed persuasive language on interview reform, ranging from neutral to strongly in favor of virtual interviews based wholly or in part on environmental concerns. Conclusions Two main findings were identified: (1) Though carbon footprint estimates for in-person interviews vary, in-person interviews create considerable carbon emissions and (2) those working in GME are concerned about the climate effects of GME practices and describe them as a compelling reason to permanently adopt virtual interviewing.

Changes in Gender and Racial/Ethnic Diversity in US Residency Program Applications From 2018 to 2022.

Background Residency application patterns by gender and race/ethnicity offer important insights about diversity in residency recruitment. It is unknown how the COVID-19 pandemic and virtual interviewing affected these patterns. Objective We hypothesized that the introduction of virtual interviews caused an increase in applications submitted per applicant and that there may be differences by gender and race/ethnicity. Methods We extracted publicly reported Electronic Residency Application Service application data from 2018 to 2022 for 14 residency specialties with 1000 or more applicants in 2022 by self-reported gender and underrepresented in medicine (UIM) status. We compared patterns before and after virtual interviews were introduced in 2021. Results Among 401 480 residency applicants, the average number of applications submitted per applicant increased for all specialties between 2018 and 2022 across gender and race/ethnicity. Across all years, women applied to more programs than men in 5 specialties (dermatology, neurology, obstetrics/gynecology, pediatrics, and surgery), whereas men applied to more programs than women in 3 (anesthesia, family medicine, and physical medicine and rehabilitation). Across all years, non-UIM applicants applied to more programs than UIM applicants in all 14 specialties. There were no clear changes in application patterns by gender and race/ethnicity during in-person versus virtual interview years. Conclusions The average number of applications submitted per applicant increased over time across gender and race/ethnicity. In some specialties, women applied to more programs than men, and in others vice-versa, whereas non-UIM applicants applied to more programs than UIM applicants in all specialties. Virtual interviews did not change these patterns.

Impact of Virtual Interviews on Pulmonary and Critical Care Fellowship Match: An Analysis of National Data.

Internal Medicine residents have historically expressed hesitancy in pursuing a career in pulmonary and critical care medicine (PCCM). However, recent studies have demonstrated newfound competitiveness. The coronavirus disease (COVID-19) global outbreak prompted the implementation of a virtual interviewing model for PCCM fellowship match. The effect of this new paradigm on PCCM match results has not been studied previously. With the shift to virtual interviewing, we aim to determine how this new method of interviewing may influence the selection of candidates for fellowship training programs. We acquired data of 4,333 applicants ranking PCCM for the years 2017-2021 from the National Resident Matching Program and the Electronic Residency Application Service websites for the years 2017-2021. Chi-square (χ2) analysis of the applicants' demographics and the percentage of applicants matching at their first choice versus those who matched at lower than their third-choice program before and after the implementation of virtual interviews season was performed. The matching probability for the U.S. Doctors of Osteopathic Medicine significantly increased after the implementation of virtual interviews compared with the years 2017-2020 (χ2 = 8.569; P = 0.003). The matching probability remained unchanged for U.S. Doctors of Medicine (χ2 = 2.448; P = 0.118). Overall, an applicant's probability of matching at their first choice has significantly decreased after the virtual interview format (χ2 = 4.14; P = 0.04). Conversely, the probability of matching at a program that is lower than the third choice has significantly increased (χ2 = 11.039; P < 0.001). Our study provides evidence regarding the effect of the virtual interview format on PCCM match results. Strikingly, applicants are more likely to match at lower-ranked programs in their rank list after the implementation of the virtual interview process. These results can be helpful for both programs and applicants, to guide their future expectations and decisions while going through the interview process.

Piloting a Virtual Arts-Based Methodology to Explore Children’s Experiences of Chronic Pain: Methodological Insights and Lessons Learned

In the field of childhood pain, the knowledge and expertise of children has long been overlooked. Instead, adult knowledge has been privileged over child knowledge, despite contemporary understandings that the experience of pain is subjective in nature and can only be fully appreciated by the person experiencing it – regardless of age, stage, or status. In this paper, we report on a pilot study that combined virtual semi-structured interviewing methods with arts-based research methods (drawing or painting, produced offline in the time between virtual interviews) to explore children’s experiences of chronic pain from their own perspectives. We use this study as a backdrop to make visible the ‘behind the scenes’ methodological work of arts-based research with children, paying particular attention to the ways in which our methodological approach created time and space for reflection, supported the co-production of knowledge, provided a means through which to visualize the effect of broader social influences on knowledge production, and provoked novel lines of analysis and inquiry. All these affordances call for deeply reflexive research practices. We suggest the methodological approach described in this paper can help amplify and add value to research with young children. The richness of the children’s accounts concerning chronic pain add to the body of evidence demonstrating that ‘even’ young children have knowledge, expertise, and insights that should be elicited to expand understandings of children’s pain and other similarly abstract topics, phenomenon, and lines of inquiry in health.

'Click, I Guess I'm Done': Applicants' and Assessors' Experiences Transitioning to a Virtual Multiple Mini Interview Format.

During the COVID-19 pandemic, medical schools were forced to suspend in-person interviews and transition to a virtual Multiple Mini Interview (vMMI) format. MMIs typically comprise multiple short assessments overseen by assessors, with the aim of measuring a wide range of non-cognitive competencies. The adaptation to vMMI required medical schools to make swift changes to their MMI structure and delivery. In this paper, we focus on two specific groups greatly impacted by the decision to transition to vMMIs: medical school applicants and MMI assessors. We conducted an interpretive qualitative study to explore medical school applicants' and assessors' experiences transitioning to an asynchronous vMMI format. Ten assessors and five medical students from one Canadian medical school participated in semi-structured interviews. Data was analyzed using a thematic analysis framework. Both applicants and assessors shared a mutual feeling of longing and nostalgia for an interview experience that, due to the pandemic, was understandably adapted. The most obvious forms of loss experienced - albeit in different ways - were: 1) human connection and 2) missed opportunity. Applicants and assessors described several factors that amplified their grief/loss response. These were: 1) resource availability, 2) technological concerns, and 3) the virtual interview environment. While virtual interviewing has obvious advantages, we cannot overlook that asynchronous vMMIs do not lend themselves to the same caliber of interaction and camaraderie as experienced in in-person interviews. We outline several recommendations medical schools can implement to enhance the vMMI experience for applicants and assessors.

Impact of Virtual Interviewing on Cardiovascular Fellowship Applicant Diversity: Insights From 2 Academic Programs.

Impact of Virtual Interviewing on Cardiovascular Fellowship Applicant Diversity: Insights From 2 Academic Programs.

Conducting Virtual Interviews With Sexual Assault Survivors and Their Informal Supports During COVID-19 and Beyond.

The current paper describes the author's experience conducting virtual interviews with sexual assault survivors and their informal supports (e.g., family, friend, partner) during the COVID-19 pandemic, drawing on past and present interviewing experiences with this population, and the recent literature on best practices for virtual interviewing and survivor/trauma-informed research methods. The experience of pivoting from past projects using face-to-face interview methods to doing virtual interviews with this population is presented and critically analyzed. Potential advantages and drawbacks of various methods and adaptations for doing virtual interviews in a dyadic sample of survivors and their informal supports are described to facilitate future research using virtual methods with sexual assault survivors and their informal supporters. Issues related to access (e.g., e.g., age, gender, race, ability, poverty) to interview participation are also noted as in need of more consideration. Finally, the impact on interviewers of doing this work in virtual versus face-to-face contexts is discussed.

Improving Student Interview Preparation Through Collaborative Multimodal Mock-Interview Assignments

This research explored the usefulness of a mock-interview assignment through collaborative work between sport and recreation management faculty and communication center staff. The assignment paired entry-level undergraduate students working on mock-interviewing skills as job applicants with upper level undergraduate students acting as hiring managers for a series of mock interviews. Peer educators and faculty in the communication center conducted instructional workshops, provided direct student support and feedback, and facilitated the mock interviews. Data were collected on students’ insights of their job interview skills and career preparation during the 2019–20 academic year. The pivot to emergency remote learning during the spring 2020 semester led the assignment and research collection to happen virtually. The results and findings advocate the positive impact that role playing as hiring managers has on students, the effectiveness of students’ receiving multiple sources of feedback, and the value of virtual or online mock interviewing.