Objective

Due to the COVID pandemic, restrictions were put in place mandating that all residency interviews be transitioned to a virtual format. Canadian CCFP(EM) programs were among the first to embark on this universal virtual interview process for resident selection. Although there have been several recent publications suggesting best practice guidelines for virtual interviews in trainee selection, pragmatic experiences and opinions from Program Directors (PDs) are lacking. This study aimed to elicit the experiences and perspectives of CCFP(EM) PDs after being amongst the first to conduct universal virtual interviews in Canada.

Methods

A 17-item online survey was created and distributed to all CCFP(EM) PDs (n = 17). It explored the virtual interview format employed, perceived advantages and disadvantages of a virtual configuration, confidence in determining a candidate’s rank order, and PD preference for employing a virtual interview format in the future. It also elicited practical advice to conduct a smooth and successful virtual interview day.

Results

The survey response rate was 76.5% (13/17). Nine respondents (69.2%) agreed that the virtual interview format enabled them to confidently determine a candidate’s rank order. With respect to preference for future use of virtual interviews, 23.1% agreed, 38.5% disagreed and 38.5% neither agreed nor disagreed. Inductive thematic analysis of free text responses revealed themes related to virtual interview advantages (time, financial, and resource costs), disadvantages (difficulty promoting smaller programs, getting a ‘feel’ for candidates and assessing their interpersonal skills), and practical tips to facilitate virtual interview processes.

Conclusion

Once restrictions are lifted, cost-saving advantages must be weighed against suggested disadvantages such as showcasing program strengths and assessing interpersonal skills in choosing between traditional and virtual formats. Should virtual interviews become a routine part of resident selection, the advice suggested in this study may be considered to help optimize a successful virtual interview process.

中文翻译：

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在研究生实习生选择中使用虚拟面试的经验、观点和建议：CCFP (EM) 项目主管的全国调查

客观的

由于 COVID 大流行，实施了限制，要求所有住院医师面试都必须转换为虚拟形式。加拿大 CCFP(EM) 计划是最早开展这种通用虚拟面试流程以进行居民选择的计划之一。尽管最近有几篇出版物提出了在实习生选择中进行虚拟面试的最佳实践指南，但缺乏来自项目主管 (PD) 的务实经验和意见。本研究旨在引出 CCFP(EM) PD 在加拿大率先进行普遍虚拟访谈后的经验和观点。

方法

创建了 17 项在线调查并将其分发给所有 CCFP(EM) PD ( n  = 17)。它探讨了所采用的虚拟面试形式、虚拟配置的优势和劣势、确定候选人排名顺序的信心，以及 PD 对未来采用虚拟面试形式的偏好。它还征求了实用建议，以进行顺利和成功的虚拟面试日。

结果

调查回复率为76.5%（13/17）。九名受访者 (69.2%) 同意虚拟面试形式使他们能够自信地确定候选人的排名顺序。关于未来使用虚拟访谈的偏好，23.1% 同意，38.5% 不同意，38.5% 既不同意也不反对。对自由文本回复的归纳主题分析揭示了与虚拟面试相关的主题优势（时间、财务和资源成本）、劣势（难以推广较小的项目、对候选人的“感觉”和评估他们的人际交往能力），以及促进虚拟面试流程。

结论

一旦取消限制，必须权衡节省成本的优势和建议的劣势，例如展示项目优势和评估在传统和虚拟格式之间进行选择的人际交往能力。如果虚拟访谈成为居民选择的常规部分，则可以考虑本研究中提出的建议，以帮助优化成功的虚拟访谈过程。