The Importance of General Surgery Residency Program's Online Presence Varies Among Applicant Groups.

INTRODUCTION: The COVID-19 pandemic necessitated an exclusively virtual 2021 residency application cycle. We hypothesized that residency programs' online presence would have increased utility and influence for applicants. METHODS: Substantial surgery residency website modifications were undertaken in the summer of 2020. Page views were gathered by our institution's information technology office for comparison across years and programs. An anonymous, voluntary, online survey was sent to all interviewed applicants for our 2021 general surgery program match. Five-point Likert-scale questions evaluated applicants' perspective on the online experience. RESULTS: Our residency website received 10,650 page views in 2019 and 12,688 in 2020 (P = 0.14). Page views increased with a greater margin compared to a different specialty residency program's (P < 0.01). From 108 interviewees, 75 completed the survey (69.4%). Respondents indicated our website was satisfactory or very satisfactory compared to other programs (83.9%), and none found it unsatisfactory. Applicants overall stated our institution's online presence impacted their decision to interview (51.6%). Programs' online presence impacted the decision to interview for nonWhite applicants (68%) but significantly less for white applicants (31%, P < 0.03). We observed a trend that those with fewer than this cohort's median interviews (17 or less) put more weight on online presence (65%), compared to those with 18 or greater interviews (35%). CONCLUSIONS: Applicants utilized program websites more during the 2021 virtual application cycle; our data show most applicants depend on institutions' websites to supplement their decision-making; however, there are subgroup differences in the influence online presence has on applicant decisions. Efforts to enhance residency webpages and online resources for candidates may positively influence prospective surgical trainees, and especially those underrepresented in medicine, to decide to interview.

A Canadian survey of residency applicants' and interviewers' perceptions of the 2021 CaRMS R1 virtual interviews.

BACKGROUND: All Canadian Residency Matching Service (CaRMS) R1 interviews were conducted virtually for the first time in 2021. We explored the facilitators, barriers, and implications of the virtual interview process for the CaRMS R1 match and provide recommendations for improvement. METHODS: We conducted a cross-sectional survey study of CaRMS R1 residency applicants and interviewers across Canada in 2021. Surveys were distributed by email to the interviewers, and by email, social media, or newsletter to the applicants. Inductive thematic analysis was used for open-ended items. Recommendations were provided as frequencies to demonstrate strength. Close-ended items were described and compared across groups using Chi-Square Fisher's Exact tests. RESULTS: A total of 127 applicants and 400 interviewers, including 127 program directors, responded to the survey. 193/380 (50.8%) interviewers and 90/118 (76.3%) applicants preferred virtual over in-person interview formats. Facilitators of the virtual interview format included cost and time savings, ease of scheduling, reduced environmental impact, greater equity, less stress, greater reach and participation, and safety. Barriers of the virtual interview format included reduced informal conversations, limited ability for applicants to explore programs at different locations, limited ability for programs to assess applicants' interest, technological issues, concern for interview integrity, limited non-verbal communication, and reduced networking. The most helpful media for applicants to learn about residency programs were program websites, the CaRMS/AFMC websites, and recruitment videos. Additionally, panel interviews were preferred by applicants for their ability to showcase themselves and build connections with multiple interviewers. Respondents provided recommendations regarding: (1) dissemination of program information, (2) the use of technology, and (3) the virtual interview format. CONCLUSIONS: Perceptions of 2021 CaRMS R1 virtual interviews were favourable among applicants and interviewers. Recommendations from this study can help improve future iterations of virtual interviews.

Teaching virtual job interview skills to college students with IDD using literacy-based behavioral interventions

College students with intellectual and developmental disabilities (IDD) face challenges searching for jobs, often lacking communication and social skills needed during formal interviews. The COVID-19 pandemic complicates interviews, forcing students to search online and attend virtual interviews. This study used a multiple probe design across participants to examine the acquisition of literacy-based behavioral interventions (LBBIs) on virtual job interviews. Using a video conference platform, students answered interview questions from researchers acting as employers. LBBIs were customized, incorporating students' input. Results indicated that LBBIs were effective for teaching and maintaining virtual job interview skills, and across novel employers. The findings have implications for using LBBIs to teach virtual job interview skills to students with IDD, and for researchers including these students in remote instruction. (PsycInfo Database Record (c) 2023 APA, all rights reserved)

COVID-19 pandemic and job interviews: Conducting an online job interview

This chapter uses sources from previous research that illustrates how various organizations have applied online interviews as part of the decision-making process. In addition, quotes from conversations with interviewers and interviewees are presented for better understanding their online experience. Several suggestions are made for improving the validity of the information obtained. As in face-to-face interviews, it is important to ask questions in various areas which are important to the organization or for examining his/her abilities in the job context. Although in the usual interview interaction, non-verbal messages are easily observed, in an online interview it is considerably more difficult. Interviewers here must try to see as much of the candidate as possible and should ask the interviewee to direct the camera from the shoulders up. (PsycInfo Database Record (c) 2022 APA, all rights reserved)

Differences in Applicant Perceptions of Virtual Interviews Between Integrated Plastic Surgery and Subspecialty Fellowship Applicants.

OBJECTIVE: We aim to survey and compare integrated plastic surgery and plastic surgery subspecialty fellowship applicants on their experiences with virtual interviews and to determine if there are differences between them. DESIGN: An IRB-approved survey study was conducted using the Qualtrics platform. SETTING: The study was conducted at the Johns Hopkins University and the R Adams Cowley Shock Trauma Center in Baltimore Maryland. PARTICIPANTS: Applicants that applied to 1) the Johns Hopkins/University of Maryland or the University of California San Diego integrated plastic surgery residency programs, 2) craniofacial surgery fellowship, and 3) microsurgery, hand surgery, or burn surgery fellowship at the Johns Hopkins University were selected to participate in the survey. RESULTS: A total of 94 surveys were completed by residency applicants and 55 by fellowship applicants. After the interview season, 80% of fellowship applicants recommended virtual interviews compared to 61.7% of residency applicants (p = 0.03). Fellowship applicants reported significantly less issues with self-advocacy and did not view the virtual interview process as significant of a detriment when meeting program residents/staff, viewing the hospital/surrounding area, and learning about the program (p < 0.05). A higher percentage of fellowship applicants interviewed at multiple programs during a single day compared to residency applicants (56.4% vs 27.7%; p < 0.001). CONCLUSIONS: A higher proportion of fellowship applicants prefer virtual interviews, which associated with key differences in perceptions, expectations, and priorities. Our data supports that fellowship programs may wish to continue virtual interviews even after COVID-related restrictions are lifted, because fellows are equally able to self-advocate in a virtual format while benefiting from cost and time savings; fellowship programs would also gain the cost and time savings from this model as well.

Are older applicants less likely to be invited to a job interview? -An experimental study on ageism

Purpose: The main goal of this paper is to test whether older Hungarian women face age discrimination in the job market. The theoretical framework of this paper measures the level of discrimination and highlights that age discrimination leads to a waste of human resources. Design/methodology/approach: Two pairs of fictitious CVs were created;each pair included a younger (34 years old) and an older woman (60 years old) with an age difference of 26 years. One pair was designed for office assistant positions, the other for economic analyst positions. The contents of the CVs with photos were entirely fabricated except for active email addresses and phone numbers to allow responses to be tracked. LinkedIn accounts were also created for the analysts. Applications were sent over a four-month period from November 2019. The rate of invitation to interviews was analysed with mathematical statistical methods and a small probability model. Findings: The younger job seekers were invited to interviews about 2.2 times more often than the older ones. Based on the authors' probability model, employers evaluate the skills of older applicants at only 45-67% of their actual skills. Research limitations/implications: The experiment had to be stopped due to the Covid-19 lockdown as there were no new job postings. Originality/value: The experiment demonstrates that age discrimination exists in Hungary. In addition to traditional audit job applications through HR portals, we used LinkedIn too. The small probability model applies an old framework in a new environment. (PsycInfo Database Record (c) 2022 APA, all rights reserved)

COVID-19 pandemic and job interviews: Conducting an online job interview

This chapter uses sources from previous research that illustrates how various organizations have applied online interviews as part of the decision-making process. In addition, quotes from conversations with interviewers and interviewees are presented for better understanding their online experience. Several suggestions are made for improving the validity of the information obtained. As in face-to-face interviews, it is important to ask questions in various areas which are important to the organization or for examining his/her abilities in the job context. Although in the usual interview interaction, non-verbal messages are easily observed, in an online interview it is considerably more difficult. Interviewers here must try to see as much of the candidate as possible and should ask the interviewee to direct the camera from the shoulders up. (PsycInfo Database Record (c) 2022 APA, all rights reserved)

Assessment of US Radiology Residency Program Websites in the COVID-19 Era.

OBJECTIVE: To provide an updated evaluation of radiology residency program websites in light of virtual interviewing during the COVID-19 pandemic and encourage programs to improve the quality of their online website presence. METHODS: We evaluated the websites of 197 US radiology residency programs between November and December 2021 for the presence or absence of 30 metrics. The metrics chosen are those considered important by applicants when choosing a program and have been used in other similar papers. RESULTS: Of the 197 programs, 192 (97.5%) had working websites. The average radiology residency website had 16 of 30 (54%) metrics listed on their websites. Five programs did not have accessible websites and were not included in the analysis. The most comprehensive website had 29 of 30 (97%) of metrics listed and the least comprehensive website had 2 of 30 (7%). There is a statistically significant difference in website comprehensiveness between top 20 and non-top 20 radiology program websites. CONCLUSION: Although radiology residency program websites have generally become more comprehensive over time, there is still room for improvement, especially in times of virtual interviews when residency applicants are becoming more and more reliant on program websites to gain essential information about a program. Some key areas to include are diversity and inclusion initiatives, resident wellness, applicant information, program benefits, and showcase of people in the program.

The role of the student scientific circle in the training highly qualified specialists during distance learning

An important stage in the formation of the future specialist is the independent work of the applicant, in particular the involvement of the best representatives in research work. Applicants are attracted to the GDR through a student research group. The COVID-19 coronavirus pandemic and quarantine restrictions have forced almost all countries to reconsider educational strategies. Purpose - to evaluate student research group the role of the functioning in the higher medical educational institution at the Department of Pediatric Dentistry in the training of future highly qualified specialists and the peculiarities of its work during distance learning. Results. An important means of organizing the educational work of applicants for in-depth study of various aspects of pediatric dentistry is their research activities in independent work, in the process of which teachers are initiative and interested applicants who continue research within the student research group department, conducting research on selected topics. During distance learning IFNMU uses the site «Office 365 Cloud Services», which is accessible to all teachers and students. During the quarantine, student research group meetings are held in the format of online conferences in the Microsoft Teams program (previously created team with the type «Class» - student research group Department of Pediatric Dentistry, which added students of all courses of the Faculty of Dentistry and events in the program - in calendar according to the calendar-thematic plan student research group meetings, students and teachers are invited). Microsoft Teams is a teamroom for Office 365, which is a simpler version of learning management systems, but allows the learning team to communicate and share files. The program is convenient because it combines everything in a common work environment, which includes chat for discussion, file sharing and corporate programs. The student research group meeting was organized by video link. Conclusions. Thus, participation in the student research group Department of Pediatric Dentistry IFNMU gives applicants the opportunity to prepare a full-fledged scientific work that enhances the educational process, promotes their professional growth, helps to combine creativity, theoretical knowledge and practical skills. In addition, it increases the level of training of future specialists and the formation of research work skills as a component of professional training of applicants and the development of scientific potential of future scientists even during distance learning. © 2021 Group of Companies Med Expert, LLC. All Rights Reserved.

Is the changing landscape of fellowship recruitment during COVID-19 here to stay?

BACKGROUND: The 2020 Pediatric Surgery (PS) fellowship selection process was heavily impacted by the COVID-19 pandemic. A review of lessons learned can help determine best practices for the future. The purpose of the study was to analyze the virtual interview experience and assess opportunities to improve the post-pandemic fellowship recruitment process. STUDY DESIGN: Using a 28-question survey of Program Directors (PDs) of PS fellowships as well as a 44-question survey of applicants to PS fellowships in the US and Canada, we gathered information on the recruitment process during the COVID-19 pandemic (2020). Dichotomous, multiple choice and open-ended questions about the changes in process, platforms used, format, comparison to on-site interviews and overall satisfaction were used for objective and subjective feedback. RESULTS: A 95% participation rate was recorded for the PD survey. 24 out of 55 programs (44%) changed their on-site interviews to virtual format due to the pandemic. Most PDs described their overall impression of virtual interviews as satisfactory (66%, 16/24) and did not have an impact on the applicant's success in the match (35/54; 65%). About 50% of PDs preferred to have on-site interviews with virtual screening in the future. While the participation rate from applicants was much less (26 of 70), responses confirmed our survey results. Majority preferred on-site interviews (17/26), 6 of which preferred virtual screening followed by on-site interviews. CONCLUSION: Components of virtual screening and interviews were found to have benefits financially and from both time and stress perspectives, and thus might survive past the pandemic. LEVELS OF EVIDENCE LEVEL IV: .

Using virtual reality as a replacement for hospital tours during residency interviews.

BACKGROUND: Residency programs invest a significant amount of time and resources on the recruitment process, and maintaining efficiency and cost-effectiveness are very important. Virtual Reality (VR) has become an adaptive substitute for 'real life' experiences and its use during the interview season could help save time and resources. OBJECTIVE: With the intention to maximize the interview day and provide a cost-effective alternative to facility tours, a Med-Peds residency training program introduced a VR tour of their children's hospital during recruitment. DESIGN: The Med-Peds program replaced an in-person facility tour of the children's hospital with a VR tour. Applicants were asked to complete an anonymous, voluntary survey on their VR experience at the end of the interview season, and rank features of the interview day in order of importance. RESULTS: There were 33 respondents out of 54 interviewees. Approximately two thirds (63-66%) agreed that VR was non-inferior and superior to in-person facility tours, and that the use of VR had a favorable impact on their perception of the program. However, almost 50% of the applicants had some difficulty using VR technology. CONCLUSION: Use of VR facility tours as an alternative to in-person tours of affiliate training facilities during a residency interview day is a viable and innovative option that can save time and money and favorably impact the applicant's impression of the program. More research is necessary to assess whether VR tours can replace in-person tours at the main teaching site, however, while social distancing measures are in place, VR tours may become necessary for programs moving forward. ABBREVIATIONS: Med-Peds: Internal Medicine-Pediatrics; VR: Virtual Reality; AAMC: Association of American Medical Colleges; IRB: Institutional Review Board.

Content and Functionality of United States Medical School Websites.

Introduction Most medical school applicants use the internet as a source of information when applying for medical school. Previous analyses have evaluated residency and fellowship websites; however, an in-depth analysis of medical school websites is lacking. Methods We evaluated 192 United States (US) medical school websites for presence or absence of 39 items relevant to medical school applicants. Items fell into seven general categories: curriculum, research, demographics of incoming class, admissions information, faculty, financial aid, and social. Results Of the 192 websites evaluated (152 allopathic and 40 osteopathic schools), websites contained a mean of 23 items (59%) with a standard deviation of 4.2 items. Conclusion Our study examining US medical school websites revealed a lack of online information for medical school applicants. As medical school interviews transition to being online during the COVID-19 pandemic, the importance of the medical school website to applicants becomes increasingly crucial. The information contained in our study could be used to improve the functionality and quality of information on medical school websites, which could help both applicants and the medical schools themselves.

Optimizing the Virtual Otolaryngology Residency Information Sessions: A Survey of Applicants.

The 2020-2021 otolaryngology residency application cycle has been immensely distorted by travel restrictions mandated in response to coronavirus disease 2019, limiting opportunities for applicants to meet and rotate with programs of interest. The purpose of this study was to evaluate otolaryngology applicants' preferences toward the content and format of virtual residency information sessions. An anonymous online survey was developed to gauge applicants' virtual exposure to otolaryngology programs and investigate their preferences during virtual sessions. Almost all respondents attended at least 1 virtual information session (89%). Respondents felt that the most important aspects of these sessions were meeting residents, learning about operative volume, and meeting faculty. The majority (85%) preferred these sessions last no longer than 2 hours. Participants preferred virtual sessions to include breakout sessions with participant video/microphone on. These findings have implications for future virtual resident recruitment strategies.

Otolaryngology Residency Application during the SARS-CoV-2 (COVID-19) Pandemic.

The escalation of the COVID-19 pandemic has affected health care at every level, including medical education. As some fourth-year medical students graduate early to join the front lines, we must now turn our attention to those trainees in their penultimate year. In this commentary, we address the unique dilemmas facing otolaryngology residency candidates for the 2020-2021 cycle, with a focus on those applicants with no institutional otolaryngology department.