scholarly journals Resident selection for emergency medicine specialty training in Canada: A survey of existing practice with recommendations for programs, applicants, and references

CJEM ◽  
2020 ◽  
Vol 22 (6) ◽  
pp. 829-835
Author(s):  
Michael K. P. Hale ◽  
Jason R. Frank ◽  
Warren J. Cheung
Keyword(s):  
Emergency Medicine ◽  
Best Practices ◽  
Online Survey ◽  
Selection Process ◽  
Rank Order ◽  
Residency Programs ◽  
Selection Processes ◽  
High Level ◽  
Resident Selection ◽  
Current Selection

ABSTRACTObjectiveLittle is known about how the Royal College of Emergency Medicine (RCEM) residency programs are selecting their residents. This creates uncertainty regarding alignment between current selection processes and known best practices. We seek to describe the current selection processes of Canadian RCEM programs.MethodsAn online survey was distributed to all RCEM program directors and assistant directors. The survey instrument included 22 questions and sought both qualitative and quantitative data from the following six domains: application file, letters of reference, elective selection, interview, rank order, and selection process evaluation.ResultsWe received responses from 13 of 14 programs for an aggregate response rate of 92.9%. A candidate's letters of reference were identified as the most important criterion from the paper application (38.5%). Having a high level of familiarity with the applicant was the most important characteristic of a reference letter author (46.2%). In determining rank order, 53.8% of programs weighed the interview more heavily than the paper application. Once final candidate scores are established following the interview stage, all program respondents indicated that further adjustment is made to the final rank order list. Only 1 of 13 program respondents reported ever having completed a formal evaluation of their selection process.ConclusionWe have identified elements of the selection process that will inform recommendations for programs, students, and referees. We encourage programs to conduct regular reviews of their selection process going forward to be in alignment with best practices.

scholarly journals LO79: The variable landscape of resident selection: A study of Canadian Royal College emergency medicine training programs

CJEM ◽  
2020 ◽  
Vol 22 (S1) ◽  
pp. S36-S36
Author(s):  
M. Hale ◽  
W. Cheung ◽  
J. Frank
Keyword(s):  
Emergency Medicine ◽  
Best Practices ◽  
Royal College ◽  
Selection Process ◽  
Rank Order ◽  
Free Text ◽  
Significant Heterogeneity ◽  
Residency Programs ◽  
Selection Processes ◽  
Current Selection

Introduction: Little is known about how Royal College emergency medicine (RCEM) residency programs are selecting their residents. This creates uncertainty regarding alignment between our current selection processes and known best practices and results in a process that is difficult to navigate for prospective candidates. We seek to describe the current selection processes of Canadian RCEM programs. Methods: An online survey was distributed to all RCEM program directors and assistant directors. The survey instrument included 22 questions consisting of both open-ended (free text) and closed-ended (Likert scale) elements. Questions sought qualitative and quantitative data from the following 6 domains; paper application, letters of reference, elective selection, interview, rank order, and selection process evaluation. Descriptive statistics were used. Results: We received responses from 13/14 programs for an aggregate response rate of 92.9%. A candidate's letter of reference was identified as the single most important item from the paper application (38.5%). Having a high level of familiarity with the applicant was considered to be the most important characteristic of a reference letter author (46.2%). Respondents found that providing a percentile rank of the applicant was useful when reviewing candidate reference letters. Once the interview stage is reached, 76.9% of programs stated that the interview was weighted at least as heavily as the paper application; 53.8% weighted the interview more heavily. Once final candidate scores are established for both the paper application and the interview, 100% of programs indicated that further adjustment is made to the rank order list. Only 1/13 programs reported ever having completed a formal evaluation of their selection process. Conclusion: The information gained from this study helps to characterize the landscape of the RCEM residency selection process. We identified significant heterogeneity between programs with respect to which application elements were most valued. Canadian emergency medicine residency programs should re-evaluate their selection processes to achieve improved consistency and better alignment with selection best practices.

scholarly journals Dermatology Residency Selection Criteria with an Emphasis on Program Characteristics: A National Program Director Survey

2014 ◽  
Vol 2014 ◽  
pp. 1-8 ◽  
Author(s):  
Farzam Gorouhi ◽  
Ali Alikhan ◽  
Arash Rezaei ◽  
Nasim Fazel
Keyword(s):  
Medical School ◽  
Selection Criteria ◽  
Selection Process ◽  
Cross Sectional ◽  
Advanced Degrees ◽  
Residency Programs ◽  
Residency Selection ◽  
Program Characteristics ◽  
Reported Data ◽  
Resident Selection

Background. Dermatology residency programs are relatively diverse in their resident selection process. The authors investigated the importance of 25 dermatology residency selection criteria focusing on differences in program directors’ (PDs’) perception based on specific program demographics.Methods. This cross-sectional nationwide observational survey utilized a 41-item questionnaire that was developed by literature search, brainstorming sessions, and online expert reviews. The data were analyzed utilizing the reliability test, two-step clustering, andK-means methods as well as other methods. The main purpose of this study was to investigate the differences in PDs’ perception regarding the importance of the selection criteria based on program demographics.Results. Ninety-five out of 114 PDs (83.3%) responded to the survey. The top five criteria for dermatology residency selection were interview, letters of recommendation, United States Medical Licensing Examination Step I scores, medical school transcripts, and clinical rotations. The following criteria were preferentially ranked based on different program characteristics: “advanced degrees,” “interest in academics,” “reputation of undergraduate and medical school,” “prior unsuccessful attempts to match,” and “number of publications.”Conclusions. Our survey provides up-to-date factual data on dermatology PDs’ perception in this regard. Dermatology residency programs may find the reported data useful in further optimizing their residency selection process.

Making a tough personnel decision at Nova Waterfront Hotel

2016 ◽  
Vol 12 (1) ◽  
pp. 27-48
Author(s):  
Mary Kuchta Foster
Keyword(s):  
Best Practices ◽  
Organizational Behavior ◽  
Selection Process ◽  
Human Resources Management ◽  
Graduate Course ◽  
Content Type ◽  
Hiring Process ◽  
Selection Processes ◽  
Host Organization ◽  
Available Information

Synopsis Laura Green, Director of Event Planning at the Nova Waterfront Hotel in Baltimore, had been through the hiring process many times. She was comfortable with Nova's selection and behavioral interviewing processes. They had only interviewed two candidates for the open senior event manager position, yet they had been discussing what decision to make for two and a half hours. Normally, these kinds of meetings wrapped up in 30 minutes with a clear consensus. Today, they were gridlocked, unable to agree on a path forward. Green suggested that they all “sleep on it.” They would get together first thing in the morning, when they were fresh, and decide what to do. Research methodology The data for this case were collected via personal interviews with employees of the hotel and from information on the company's website, other company resources, and publicly available information about the company. Only the hotel's name, parent company's name, and people's names have been disguised to protect the confidentiality and anonymity of the individuals. The author has no relationship to the host organization or protagonist. Relevant courses and levels This case is appropriate for an undergraduate or graduate course in Human Resources Management, Organizational Behavior, or Recruiting and Selection. Theoretical bases This case may be used to illustrate, analyze, and evaluate the selection process and interviewing approaches (e.g. behavioral interviewing). The importance of selection, best practices for selection, candidate assessment methods, best practices for candidate interviews, and common biases which affect the fairness of selection processes are reviewed.

scholarly journals Opposite valence social information provided by bio-robotic demonstrators shapes selection processes in the green bottle fly

2021 ◽  
Vol 18 (176) ◽  
Author(s):  
Donato Romano ◽  
Giovanni Benelli ◽  
Cesare Stefanini
Keyword(s):  
Social Learning ◽  
Selection Process ◽  
Social Information ◽  
Evaluation Process ◽  
Robot Interaction ◽  
Full Spectrum ◽  
Selection Processes ◽  
Green Bottle ◽  
High Level ◽  
Interaction Approach

Social learning represents a high-level complex process to acquire information about the environment, which is increasingly reported in invertebrates. The animal–robot interaction paradigm turned out to be an encouraging strategy to unveil social learning in vertebrates, but it has not been fully exploited in invertebrates. In this study, Lucilia sericata adults were induced to observe bio-robotic conspecific and predator demonstrators to reproduce different flower foraging choices. Can a fly manage two flows of social information with opposite valence? Herein, we attempt a reply. The selection process of L. sericata was affected by social information provided through different bio-robotic demonstrators, by avoiding coloured discs previously visited by a bio-robotic predator and preferring coloured discs previously visited by a bio-robotic conspecific. When both bio-robotic demonstrators visited the same disc, the latency duration increased and the flies significantly tended to avoid this disc. This indicates the complex risk–benefit evaluation process carried out by L. sericata during the acquisition of such social information. Overall, this article provides a unique perspective on the behavioural ecology of social learning in non-social insects; it also highlights the high potential of the animal–robot interaction approach for unveiling the full spectrum of invertebrates' abilities in using social information.

scholarly journals A transparent and defensible process for applicant selection within a Canadian emergency medicine residency program

CJEM ◽  
2020 ◽  
Vol 22 (2) ◽  
pp. 215-223 ◽  
Author(s):  
Quinten S. Paterson ◽  
Riley Hartmann ◽  
Rob Woods ◽  
Lynsey J. Martin ◽  
Brent Thoma
Keyword(s):  
Emergency Medicine ◽  
Selection Process ◽  
Heat Maps ◽  
Medical Graduates ◽  
Social Events ◽  
Process Outcomes ◽  
Rank List ◽  
Z Scores ◽  
The Difference ◽  
Resident Selection

ABSTRACTObjectivesThe Canadian Resident Matching Service (CaRMS) selection process has come under scrutiny due to the increasing number of unmatched medical graduates. In response, we outline our residency program's selection process including how we have incorporated best practices and novel techniques.MethodsWe selected file reviewers and interviewers to mitigate gender bias and increase diversity. Four residents and two attending physicians rated each file using a standardized, cloud-based file review template to allow simultaneous rating. We interviewed applicants using four standardized stations with two or three interviewers per station. We used heat maps to review rating discrepancies and eliminated rating variance using Z-scores. The number of person-hours that we required to conduct our selection process was quantified and the process outcomes were described statistically and graphically.ResultsWe received between 75 and 90 CaRMS applications during each application cycle between 2017 and 2019. Our overall process required 320 person-hours annually, excluding attendance at the social events and administrative assistant duties. Our preliminary interview and rank lists were developed using weighted Z-scores and modified through an organized discussion informed by heat mapped data. The difference between the Z-scores of applicants surrounding the interview invitation threshold was 0.18-0.3 standard deviations. Interview performance significantly impacted the final rank list.ConclusionsWe describe a rigorous resident selection process for our emergency medicine training program which incorporated simultaneous cloud-based rating, Z-scores, and heat maps. This standardized approach could inform other programs looking to adopt a rigorous selection process while providing applicants guidance and reassurance of a fair assessment.

scholarly journals Elastomeric liners for people with transtibial amputation: Survey of prosthetists’ clinical practices

2016 ◽  
Vol 41 (2) ◽  
pp. 149-156 ◽  
Author(s):  
Brian J Hafner ◽  
John C Cagle ◽  
Katheryn J Allyn ◽  
Joan E Sanders
Keyword(s):  
Online Survey ◽  
Selection Process ◽  
Clinical Practices ◽  
Cross Sectional Survey ◽  
Cross Sectional ◽  
Transtibial Amputation ◽  
Diverse Range ◽  
Prescription Practices ◽  
Selection Processes ◽  
Selection Practices

Background: A diverse range of elastomeric liner products are available to people with transtibial amputation. However, little information is available about how prosthetists select the product best suited to each patient. Objectives: To determine how prosthetists obtain information about liners, which features are most relevant to the selection process, and which products are used most for patients with transtibial amputation. Study design: Cross-sectional survey. Methods: A custom online survey was developed to solicit information about prosthetists’ liner selection practices. Prosthetists with experience managing transtibial patients were recruited via advertisements posted in magazines, at conferences, and on a listserv. Responses were analyzed to characterize prosthetists’ liner selection practices. Results: Data from 106 experienced prosthetists (mean age: 44.4 years, mean experience: 15.7 years) were included. Most prosthetists (94%) obtained liner information from manufacturer representatives, websites, or literature. On average, respondents factored nine different liner characteristics into their selection processes. Prosthetists reported experience with 16 unique liner products with their transtibial patients, but routinely used fewer than 3. Conclusion: Although many different prosthetic liners are available, prosthetists regularly use only a few select liner products. Tools or strategies to objectively compare prosthetic liners across manufacturers are likely needed to facilitate more diverse prescription practices. Clinical relevance Knowledge of prosthetists’ prosthetic liner selection practices may guide development of evidence-based resources or tools to facilitate matching patients with appropriate liners. Results of this study may also inform researchers and manufacturers about desirable liner characteristics and direct development of novel liner products to address prosthetists’ clinical needs.

scholarly journals BEHAVIORAL ECONOMICS PERSPECTIVE ON ASSESSMENT OF RECRUITMENT AND SELECTION PRACTICES IN LATVIA

2020 ◽  
pp. 128-139
Author(s):  
Arturs Mons ◽  
Velga Vevere
Keyword(s):  
Online Survey ◽  
Selection Process ◽  
Current Paper ◽  
Primary Data ◽  
Selection Methods ◽  
Recruitment Methods ◽  
Survey Form ◽  
Selection Processes ◽  
Recruitment And Selection ◽  
Selection Practices

The aim of the current paper is to evaluate the current Human Resource Management evolution in Latvia with respect to employee recruitment and selection practices. The focus is set on the used methods of selection process in organizations, when they are hiring personnel on different organization levels. The authors of the current paper applied several empirical methods to research the recruitment and selection processes. The study was executed in two stages: (1) discussion with Latvia’s recruitments practitioners (Delphi method), and (2) quantitative study performed in Latvia. The research questions were the following. Question 1: Which recruitment methods are used in their represented organizations? Question 2: Which of selection methods are used in their organization? To collect primary data an online survey form was created which was completely self‐administrative. A sample of 16 businesses from different industries in Latvia, was selected. The sampling was conducted during the whole month of January 2020 and data is reflected in the findings. The survey results demonstrate that the employee selection methods applied in Latvia are not that various. Most of the respondents holds on to the traditional methods such as panel interviews and one to one interviews.

The Importance of Truth Commission Leadership

2018 ◽  
pp. 157-176 ◽  
Author(s):  
Kimberly Lanegran
Keyword(s):  
Best Practices ◽  
Selection Process ◽  
Leadership Skills ◽  
Political Leadership ◽  
Truth Commission ◽  
Reconciliation Commission ◽  
Selection Processes ◽  
The Government ◽  
State Of The Field

Kenya's Truth Justice and Reconciliation Commission was undermined and nearly destroyed by a scandal surrounding its chairman, Bethuel Kiplagat. This case demonstrates that hostile political leadership and illegitimate institutional leaders can severely damage a truth commission. It also highlights the need for greater investigation into appropriate selection processes and leadership skills for commissioners. This chapter surveys that state of the field concerning best practices for appointing truth commissioners and evaluates the degree to which Kenya's TJRC complied. It tests the popular perception that Kiplagat was appointed to co-opt the truth-seeking project and concludes that the government took advantage of a poorly conducted selection process to approve the appointment of a controversial chairman so as to weaken the truth commission.

scholarly journals Emergency medicine residency programs in Brazil: a national survey

2021 ◽  
Vol 1 (2) ◽  
pp. e21012
Author(s):  
Henrique Herpich ◽  
Nayara Monteiro Pinhero ◽  
Marcio Da Silveira Rodrigues ◽  
Ian Ward A. Maia ◽  
Lucas Oliveira J. E Silva
Keyword(s):  
Emergency Medicine ◽  
Response Rate ◽  
Training Programs ◽  
Descriptive Analysis ◽  
Cross Sectional Survey ◽  
Cross Sectional ◽  
Study Objective ◽  
Residency Programs ◽  
High Acuity ◽  
High Level

Study objective: To describe the characteristics and curricula of Brazilian Emergency Medicine (EM) residency programs. Methods: This was a national cross-sectional survey conducted between January and May 2021. A survey was distributed to residency directors with queries about the characteristics of their programs. Descriptive analysis was performed stratified by Brazilian regions. Results: There were a total of 35 responses from the 39 (response rate = 89.7%) EM residency training programs in Brazil. Twelve (34.3%) programs were in the South region, 17 (48.6%) in the Southeast, 3 (8.6%) in the Central-West, and 3 (8.6%) in the Northeast. These 35 programs represented a total of 166 residency slots offered per year (median 4, range 2-24). All programs are of 3-year duration. Seventeen programs (48.6%) were officially launched in either 2019 or 2020. The estimated proportion of faculty with prior EM residency or board certification in EM was reported to be less than 20% in 26 of 35 (74.3%) programs. Only 5 rotations were mandatory across all 35 programs, including rotations in the emergency department (ED) intermediate acuity unit (“yellow” room), ED high acuity unit (“red” room), intensive care unit (ICU), obstetrics and gynecology, and trauma. Other rotations were highly heterogeneous across regions. Conclusion: Emergency medicine residency is clearly growing in Brazil, and there is a relatively high level of heterogeneity across programs. There is a clear need for standardization of residency curriculum.

scholarly journals Linguistic Analysis of Pediatric Residency Personal Statements: Gender Differences & Implications for Implicit Bias in the Resident Selection Process

2019 ◽  
Author(s):  
Jessica Babal ◽  
Aubrey Gower ◽  
John Frohna ◽  
Megan Moreno
Keyword(s):  
Gender Differences ◽  
Selection Process ◽  
Linguistic Analysis ◽  
Word Count ◽  
Application Process ◽  
Residency Programs ◽  
Pediatric Residency ◽  
Personal Statement ◽  
Predominantly Female ◽  
Resident Selection

Abstract Background All US residency programs require applicants to submit personal statements. Prior studies showed gender differences in personal statement writing, which has implications for gender bias in the application process, but previous studies have not considered the dual influence of specialty-specific values on personal statement writing by applicants of each gender. Objective To understand gender differences in pediatric residency personal statements Methods From 2017-2018, we performed linguistic analysis of personal statements written by interviewees at a mid-size US pediatrics residency during two prior academic years. We assessed writing tone, communal language, and agentic language. We performed t-tests to evaluate for gender differences, p<0.05. Results We analyzed personal statements from 85 male and 85 female interviewees. Average word count was 676 words. Personal statements demonstrated analytic writing style with authentic and positive emotional tone. We found no gender differences in communal language for social affiliation (p=0.31), adjectives (p=0.49), or orientation (p=0.48), which deviates from typical gender norms for male language use. Males used agentic language of reward more frequently (p=0.02). Conclusions Findings suggest that social language is valued in pediatrics, a predominantly female specialty, regardless of applicant gender. Use of reward language by males is consistent with previous findings. Future studies should evaluate gender differences in residency applications across specialties to advance understanding of the role gender plays in the application process.

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