Patrick Leavey MD Pediatric HematologyOncology PD UT Southwestern Medical Center Dallas Disclosures for Patrick Leavey MD Employment Consultancy Pfizer Equity Ownership Research Funding ID: 1009937
Download Presentation The PPT/PDF document "Effective Interview Strategies: Separati..." is the property of its rightful owner. Permission is granted to download and print the materials on this web site for personal, non-commercial use only, and to display it on your personal computer provided you do not modify the materials and that you retain all copyright notices contained in the materials. By downloading content from our website, you accept the terms of this agreement.
1. Effective Interview Strategies: Separating the Wheat from the Chaff,Patrick Leavey, MDPediatric Hematology/Oncology PDUT Southwestern Medical Center Dallas
2. Disclosures for Patrick Leavey, M.D.EmploymentConsultancyPfizerEquity OwnershipResearch FundingPfizerHonorariaPatents & RoyaltiesSpeakers BureauMembership on Board of Directors/Advisory CommitteeOtherPresentation includes a description of the following off-label use of a drug or medical device In compliance with ACCME policy, ASH requires the following disclosures to the session audience: 52nd ASH Annual Meeting ♦ Orlando, FL
3.
4. OutlineNRMP results 2006-2010Survey resultsInterview strategiesPediatric residency recruitment – experience at one large programInterview questionsProgram improvement
5. NRMP results 2006 – 2010: # positions offered
6. NRMP results 2010Specialty# Applicants# matches% programs filled# Unfilled programsUSTotalUSTotalUSTotalH/O283700234435529710Heme671631121521000PHO9514988132609010
7. NRMP results 2010Specialty# Applicants who ranked specialty# Matched applicants% matched (by choice)% not matched1st2nd3rd >3rdH/O70043537971030 (7% matched another specialty)Heme163 (only 44 noted as preferred specialty)21721325 (62% matched another specialty)PHO149132541481211
8. Successful Recruitment: pre-workshop surveyAPPD surveyN=23 respondentsASPHO surveyN=42 respondentsASH surveyN=22 respondents
9. Successful Recruitment: pre-workshop survey
10. Successful Recruitment: pre-workshop survey
11. Successful Recruitment: pre-workshop survey
12. Successful Recruitment: pre-workshop survey
13. Successful Recruitment: pre-workshop survey
14. APPD/PAS_What are the most important traits you would like to see in fellows? Please indicate the level of importance of the following suggested traits (or add to the list as appropriate)
15. ASPHO_What are the most important traits you would like to see in fellows? Please indicate the level of importance of the following suggested traits (or add to the list as appropriate)
16. ASH_What are the most important traits you would like to see in fellows? Please indicate the level of importance of the following suggested traits (or add to the list as appropriate)
17. Surveys3 most consistent and important traitsTeam orientatedCommunication skillsGood fit
18. OutlineNRMP results 2006-2010Survey resultsInterview strategiesPediatric residency recruitment – experience at one large programInterview questionsProgram improvement
19. The impact of the interview in Pediatric Residency SelectionPediatric residency selection at CHOPn = 935; Years = 1999-2002; ~ 300 interviews/yearSelectionAcademic record; Deans letter; USMLE; CV; LORNotes of significant research or extracurricular activitiesInterview2 faculty, one blinded (CV and PS only)Interview score based onPersonal characteristics (communication, attention to detail, emotional stability), maturity, warmth, enthusiasm and conscientiousness; unique positives and negativesRankingApplicant presented by non-blinded interviewerHouse staff feedback solicitedSwanson WS; Ambulatory Pediatrics; 2005
20. The impact of the interview in Pediatric Residency SelectionCorrelation to USMLE Step IBlinded interviewer scoreNo correlation seenNon-blinded interviewer scorer = -0.17P < 0.0005Correlation to final scoreStep I scores and final scorer = -0.26P < 0.0005Negative correlation – higher USLME score correlates with better interview and final scoreInterview score was the most significant predictor of the final ranking scoreSwanson WS; Ambulatory Pediatrics; 2005
21. The impact of the interview in Pediatric Residency Selection -- Take home points: USMLE scores may introduce BIAS in selection and interviewNo other consistent measure of academic merit across medical schoolsWe like data and will continue to use as long as it is available (e.g. requests for in-training examination scores)Fallacy that higher scores imply higher clinical competenceSwanson WS; Ambulatory Pediatrics; 2005
22. The impact of the interview in Pediatric Residency Selection -- Take home points: Interview score is the most significant indicatory for final rankInterview is a controlled environment with applicant and interviewer with ‘best-face’Many (perhaps most) interviewers gain an instinctive impression onlyHalo EffectExpectations are high for a non-blinded interviewer preparing for an interview with an AOA applicant – interview only to confirm already held beliefsExpectations are low for a non-blinded interviewer preparing for an interview with an applicant with poor scores – interview only to confirm already held beliefs
23. Common Selection Problems!Interviewers miss important informationFocus on areas critical to job successBiases and stereotypes affect judgmentTypical fellow!No note takingRemember the first and lastMisinterpret informationAmateur psychologistSnap decisionsGreat handshake!Pressure to fill
24. SuggestionsBlinded, behavioral-based interviews and evaluations based on identified traits that are important to program:Survey: communication; team; organization; coping skills; goal orientatedFitStructured scoring systemInterviewer training
25. One programs experience Committee thought we got better dataFailed to fill in 2003– 1st and only timePost-match survey – interview ranked as -Same question asked by multiple interviewers“Awkward interviews” “Interviews seemed scripted”Interviews viewed by some as “high pressure”RegroupedContinued blinding
26. Lessons Learned Method is valid and can work wellStudents need to be preparedAdditional faculty development is neededUse select facultyPerform some standardized interviewsSet anchors – OK, better, best answersAdd real-time debriefing process after first few interviews
27. Generation gap!
28. Millenials (1981 – 1999)Prefer to work in teamsWant frequent (even daily) feedback about performanceWant leadership and structure, but also want their ideas respectedDesire flexibility in schedules and a life away from workSeek a challenge and a career path
29. Types of interview questionsBehavioral -- Past behavior predicts future behaviorWhat would you do if….Examples questions … tell me about a time when.. Comparison questions can the candidate differentiate between sets of skills or compare themselves across timeEvaluation questions – strengths and weaknessResearch experience – what was easy/difficult and why?
30. InterviewDo your homeworkAsk follow-up questionsWhat makes for a good fellow?Give me an example of an activity as a resident where you demonstrated ….Follow-up questionsComplete picture (STAR: Situation/Task, Action, Result)I was involved in the team… (incomplete!)What did you do; what was your role etc
31. Example QuestionsCommunication skillsGive me an example of a difficult situation in which you were able to demonstrate effective communication skills.Difficulties with a parent; challenging consult; What did you do, learn, etc..How have your communication skills changed over the course of your residency thus farColleagues; patients….
32. Example QuestionsTeam oriented working relationshipsIf you have a major disagreement over treatment with your attending, how do you resolve this conflict? With your peers?Describe a stressful situation you've had with a coworker. What made it stressful? How did you handle it?Describe how you adjusted when you first took on a supervisory role in residency. How has your leadership style changed as you have progressed through residency training?
33. Motivational Fit – will do questions..Job; Organization; LocationJob fit facets (include but are not limited to)AchievementChallenging workContinuous learningDetailsHigh responsibilityRelationship building….
34. Motivational Fit – will do questions..Organization fit facets (include but not limited to)Bench research vs. clinicalEducational changesContinuous improvement activitiesFun and family friendlyHigh-techLean and meanManagement structurePrestige….
35. Motivational Fit – will do questions..MatchesMotivateHappy to avoidDiscrepanciesAnnoyWould miss
36. Motivational Fit – will do questions..Likes and dislikes questionsWhat do you consider least interesting when it comes to ….?What areas of study have you enjoyed the most and why?What do you hope to accomplish during your fellowship?What would you find intolerable in an fellowship program?
37. The InterviewWhat to ask and What not to ask!Don’t initiate a conversation on the following topics:marital status - agerace/ethnicity - height or weightnational origin - sexual orientationreligion or creedNEVER divulge to the applicant information contained in their letters of recommendationDon’t make negative comments about other medical schoolsNRMP rules of communication
38. Can you interview for other traits?IntelligenceHigh-dive interviewAnything on the PS is fair gameSuperior clinical skillswhat volume of patients are you used to handlingChallenging clinical scenario and how the candidate managed it
39. NY Times : Corner OfficeQ. How do you hire? A. The most important thing is that you hire people who complement you and are better than you in specific areas. Good people hire people better than themselves. In a perfect world, you would take pride in the fact that you hired someone who is better than you. Hardly anybody has that attitude, though. Guy Kawasaki, Co-founder of Alltop, a news aggregation site, and Managing Director of Garage Technology VenturesAdam BryantDeputy Editor NYT Sunday Business Section
40. Operating Curves: SelectionDesired Quality:Better than youin specific areasSelection Feature:“?????”
41. Operating Curves: SelectionDesired Quality:Better than youin specific areasSelection Feature:“High Dive Questions”
42. Operating Curves: SelectionSelection Feature:“High Dive Questions”PerformanceLevel of Difficultyhttp://www.funsporting.com/pics/585_custom_1.jpg
43. Operating Curves: SelectionSelection Feature:“High Dive Questions”PerformanceLevel of Difficultyhttp://www.funsporting.com/pics/585_custom_1.jpg
44. Operating Curves: SelectionSelection Feature:“High Dive Questions”PerformanceLevel of DifficultyDesired Quality:Better than youin specific areashttp://www.funsporting.com/pics/585_custom_1.jpg
45. Operating Curves: SelectionSelection Feature:“High Dive Questions”PerformanceLevel of DifficultyDesired Quality:Better than youin specific areasLouisa Howard: http://remf.dartmouth.edu/imagesindex.html
46. Selection FunnelERASScreeningInterviewsRankingSystems practice (Advocacy);Written Communication (PS)IntelligenceCommunications SkillsOrganizational skills Working with teamsMotivation/GoalsAll the above
47.
48. Students performance PercentileDescriptor 99Magnificent98Superlative93Extraordinarily strong88Notable…..…..20Punctual15Imminently about to blossom12Present and full of all excreta8Claudicative0Eukaryotic and possibly diploid
49. Letters of recommendation
50. OutlineNRMP results 2006-2010Survey resultsInterview strategiesPediatric residency recruitment – experience at one large programInterview questionsProgram improvement
51. Operating Curves: TrainingDesired Quality:SuccessinProfessionCoaching Efforts
52. ERASScreeningInterviewsRankingInterview Etiquette&Post Interview Communication Selection FunnelInterview Etiquette &Post Interview Communication
53. ERASScreeningInterviewsRankingInterview Etiquette&Post Interview Communication CoachingSuccess in Profession
54. Post Interview surveyWhy you listed your program above ours2008 - Yes2009 - Yes2010 - YesOverall better program43%46.3%33%Elective or international opportunities35%25.6%27%More welcoming atmosphere37%45.1%24%Location82%80.2%79%
55. Post Interview surveyWhy you listed your program above ours2008 - Yes2009 - Yes2010 – yesOpportunities for spouse or SO44%38.3%50%Residents seemed happier37%37.5%30%Program leadership seemed interested in me58%45.7%38%I was recruited strongly & encouraged by program38%28.4%40%
56. Post Interview surveyWhy you chose NOT to list our program higher2008 - Yes2009 - Yes2010 - YesEducational opportunities15%12.7%20%Evaluation system0%2.5%0%Workload12%7.6%15%Leadership11%12.7%4%Recruitment21%13.9%6%Mentorship7%10.1%9%
57. SummaryNRMP results 2006-2010Survey resultsInterview strategiesPediatric residency recruitment – experience at one large programInterview questionsProgram improvement
58. Questions?