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01-10-2016 | Original article | Uitgave 5/2016 Open Access

Perspectives on Medical Education 5/2016

Multiple independent sampling within medical school admission interviewing: an “intermediate approach”

Tijdschrift:
Perspectives on Medical Education > Uitgave 5/2016
Auteurs:
Mark D. Hanson, Nicole N. Woods, Maria Athina Martimianakis, Raj Rasasingham, Kulamakan Kulasegaram

Abstract

Introduction

Balancing reliability and resource limitations as well as recruitment activities during admission interviews is a challenge for many medical schools. The Modified Personal Interview (MPI) has been shown to have good psychometric properties while being resource efficient for specialized admission interviews. We describe implementation of an MPI adaptation integrating psychometric rigour alongside resourcing and recruitment goals for larger-scale medical school admission interviewing at the University of Toronto.

Methods

The MPI was implemented during the 2013–2014 admission cycle. The MPI uses multiple independent sampling by having applicants interviewed in a circuit of four brief semi-structured interviews. Recruitment is reflected in a longer MPI interviewing time to foster a ‘human touch’. Psychometric evaluation includes generalizability studies to examine inter-interview reliability and other major sources of error variance. We evaluated MPI impact upon applicant recruitment yield and resourcing.

Results

MPI reliability is 0.56. MPI implementation maintained recruitment compared with previous year. MPI implementation required 160 interviewers for 600 applicants whereas for pre-MPI implementation 290 interviewers were required to interview 587 applicants. MPI score correlated with first year OSCE performance at 0.30 (p < 0.05).

Discussion

MPI reliability is measured at 0.56 alongside enhanced resource utilization and maintenance of recruitment yield. This ‘intermediate approach’ may enable broader institutional uptake of integrated multiple independent sampling-based admission interviewing within institution-specific resourcing and recruitment goals.
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