Study Results
The study team has not published outcome measurements, participant flow, or safety data for this trial yet. Check back later for updates.
Basic Information
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COMPLETED
NA
212 participants
INTERVENTIONAL
2022-10-12
2023-02-08
Brief Summary
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Attendings interviewing candidates will either be blinded to their prior academic records or be allowed to review them prior to the interview. The interviewer's final score of the applicant will be measured, comparing blinded versus unblinded assessors.
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Detailed Description
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With respect to the interviews themselves, there has been some evolution of thought, despite the variability. Recently, structured interviews and other techniques have been discussed to reduce bias and increase efficiency in residency recruitment.
While this has been discussed in academic circles for some time, severe acute respiratory syndrome coronavirus 2 (SARS-CoV-2) has brought these issues to the fore. Forcing interviews to be done remotely has effectively removed the intimacy of an in-person visit or interview, making an assessment of 'fit' for both the applicant and the program more challenging. Many program leaders and resident educators have described 'fit' as among the most important predictors of residency success, sometimes more so than pure academic prowess.
Of the many biases in residency interviewing, among the easiest and most seductive is hinging a decision on academic achievement alone. It is well understood by many residency educators that academic success in medical school does not always translate to the same level of performance in residency. With the virtual method of interviews continuing for at least this year (and likely going forward), our study ponders the question if the removal of knowledge of an applicant's academic record changes their interviewer's perception of their potential as a resident in an emergency medicine.
This study will examine if blinding interviewers to the academic performance of residency applicants impact the assessor's recommendation for the candidate's match day rank list placement. Candidates will be assigned to have one of three of their interviews performed during the standard interview process, to have a single assessor who is instructed not to look at either medical school transcripts or standardized test scores. Assessors will be permitted to look at letters of recommendation, personal statements, research and work experience, and hobbies.
The absolute value of the difference of between blinded and unblinded assessors will be compared and tested for statistical significance by matched student T testing. The study is powered for an absolute difference of 1 point on a ten-point scale, which translates linearly to rank list placement. Additionally, this 1-point difference is considered significant from a standpoint of residency operations. Also, blinded versus unblinded assessors will be compared to the placement by the residency program director, who will remain unblinded and also makes independent recommendations for every candidate. As a subanalysis, a qualitative assessment of candidates who get ranked either substantially higher or lower when blinded compared to unblinded will also be conducted.
Conditions
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Study Design
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NON_RANDOMIZED
PARALLEL
HEALTH_SERVICES_RESEARCH
NONE
Study Groups
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Blinded
Interviewers will be assigned a candidate to interview. They will be asked not to review the medical school transcripts or standardized test scores (USMLE, COMLEX). They will be permitted to review personal statements, letters or recommendation, and other personal information in the application.
Blinding to academic performance of candidate
Each candidate applying to our program will be interviewed by three core faculty. One of them will be selected, a priori, to be asked not to view a candidate's academic performance (medical school transcripts, standardized test scores). This will not be randomized. Instead, it shall be set up so that each assessor has two blinded candidates to interview each day scheduled. Given that different faculty will be scheduled each day, it may end up that certain faculty will be blinded more than others.
Unblinded
Interviewers will be assigned a candidate to interview. They will be given full permission to review the full application of their candidate as per their normal interview protocol.
Usual Interview methodology
Each candidate applying to our program will be interviewed by three core faculty. Two of them will be selected, a priori, to be asked to interview their candidates as they see fit.
Interventions
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Blinding to academic performance of candidate
Each candidate applying to our program will be interviewed by three core faculty. One of them will be selected, a priori, to be asked not to view a candidate's academic performance (medical school transcripts, standardized test scores). This will not be randomized. Instead, it shall be set up so that each assessor has two blinded candidates to interview each day scheduled. Given that different faculty will be scheduled each day, it may end up that certain faculty will be blinded more than others.
Usual Interview methodology
Each candidate applying to our program will be interviewed by three core faculty. Two of them will be selected, a priori, to be asked to interview their candidates as they see fit.
Eligibility Criteria
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Inclusion Criteria
Exclusion Criteria
ALL
Yes
Sponsors
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Community Medical Center, Toms River, NJ
OTHER
Responsible Party
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Principal Investigators
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Joel Kravitz, MD
Role: PRINCIPAL_INVESTIGATOR
Associate Program Director, Emergency Medicine Residency
Locations
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Community Medical Center
Toms River, New Jersey, United States
Countries
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References
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Kiraly L, Dewey E, Brasel K. Hawks and Doves: Adjusting for Bias in Residency Interview Scoring. J Surg Educ. 2020 Nov-Dec;77(6):e132-e137. doi: 10.1016/j.jsurg.2020.08.013. Epub 2020 Aug 27.
Poon S, Nellans K, Rothman A, Crabb RAL, Wendolowski SF, Kiridly D, Gecelter R, Gorroochurn P, Chahine NO. Underrepresented Minority Applicants Are Competitive for Orthopaedic Surgery Residency Programs, but Enter Residency at Lower Rates. J Am Acad Orthop Surg. 2019 Nov 1;27(21):e957-e968. doi: 10.5435/JAAOS-D-17-00811.
Hughes RH, Kleinschmidt S, Sheng AY. Using structured interviews to reduce bias in emergency medicine residency recruitment: Worth a second look. AEM Educ Train. 2021 Sep 1;5(Suppl 1):S130-S134. doi: 10.1002/aet2.10562. eCollection 2021 Sep. No abstract available.
Williams AL, Blomkalns AL, Gibler WB. Residency training in emergency medicine: the challenges of the 21st century. Keio J Med. 2004 Dec;53(4):203-9. doi: 10.2302/kjm.53.203.
Balhara KS, Weygandt PL, Ehmann MR, Regan L. Navigating Bias on Interview Day: Strategies for Charting an Inclusive and Equitable Course. J Grad Med Educ. 2021 Aug;13(4):466-470. doi: 10.4300/JGME-D-21-00001.1. Epub 2021 Aug 13. No abstract available.
Theiss LM, Prather JC, Porterfield JR, Corey B, Chen H, McGwin G, Johnson MD, Theiss SM. Prevalence, Bias, and Rank List Impact of Illegal Questions in Surgical Specialty Residency Interviews. J Surg Educ. 2022 Jan-Feb;79(1):69-76. doi: 10.1016/j.jsurg.2021.07.015. Epub 2021 Aug 13.
DeSantis M, Marco CA. Emergency medicine residency selection: factors influencing candidate decisions. Acad Emerg Med. 2005 Jun;12(6):559-61. doi: 10.1197/j.aem.2005.01.006.
Smilen SW, Funai EF, Bianco AT. Residency selection: should interviewers be given applicants' board scores? Am J Obstet Gynecol. 2001 Feb;184(3):508-13. doi: 10.1067/mob.2001.109868.
Haas MRC, He S, Sternberg K, Jordan J, Deiorio NM, Chan TM, Yarris LM. Reimagining Residency Selection: Part 1-A Practical Guide to Recruitment in the Post-COVID-19 Era. J Grad Med Educ. 2020 Oct;12(5):539-544. doi: 10.4300/JGME-D-20-00907.1. No abstract available.
Sternberg K, Jordan J, Haas MRC, He S, Deiorio NM, Yarris LM, Chan TM. Reimagining Residency Selection: Part 2-A Practical Guide to Interviewing in the Post-COVID-19 Era. J Grad Med Educ. 2020 Oct;12(5):545-549. doi: 10.4300/JGME-D-20-00911.1. No abstract available.
Jordan J, Sternberg K, Haas MRC, He S, Yarris LM, Chan TM, Deiorio NM. Reimagining Residency Selection: Part 3-A Practical Guide to Ranking Applicants in the Post-COVID-19 Era. J Grad Med Educ. 2020 Dec;12(6):666-670. doi: 10.4300/JGME-D-20-01087.1. Epub 2020 Dec 18. No abstract available.
Stephenson-Famy A, Houmard BS, Oberoi S, Manyak A, Chiang S, Kim S. Use of the Interview in Resident Candidate Selection: A Review of the Literature. J Grad Med Educ. 2015 Dec;7(4):539-48. doi: 10.4300/JGME-D-14-00236.1.
Other Identifiers
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22-029
Identifier Type: -
Identifier Source: org_study_id
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