This puts in the top half of all applicants. This is available based on NRMP data as well. Quite simply, the more interviews you have the better chances you have to match. What if I have 1 interview? Below is data showing IMG applicants and the success rates. For candidates contemplating applying in several specialities, you can calculate your chances below.
Simmons: I was invited to 17, and I did 13 or I ranked One program I just did not rank. It was a very successful season for me. There was one time I decided to do five interviews in one week. I do not suggest that. But you do have the advantage of being able to do that if you have to. I had a rotation and at the end of it I crammed those interviews together, which was helpful.
Brown: I really appreciate your transparency, Carmen. I think that will be super helpful for people. I was also surprised at how well it went. I expected it to be logistically challenging. I expected not be able to get to know the applicants. I had great conversations with people. People got to know our program. It was great. There was definitely Zoom fatigue. We did minute interviews, and we made it so that it literally cut off at 25 minutes.
That would definitely be something that I would change. It was super awkward. I think the one downside for programs is that maybe the travel which I totally agree with Carmen is not necessary is a hurdle for students that is determining how interested they are in programs.
Part of that was fear because we had no idea what it would be like. There were myths going around in program director circles that students were applying to every program, and the best students were taking all the interview slots.
Our interns are a great fit for our program. What are the stressors now? What are your expectations? Annie Rutter, M. These were students who were doing clinical work for the first time, and they were doing it in a pandemic with protective equipment and struggling with their own clinical burden of being a student-physician for the first time in uncharted territory. That kind of overlaid everything.
Some of those are alleviated this year. Most of our students are vaccinated, at least at my institution. I think the current surges and delta variant could become really scary things, but I think the personal safety and the stressors related to COVID are a little less this year. But their clinical education was impacted by COVID, so are they going to have robust enough experiences to get letters of recommendation? So there is still anxiety students are feeling, kind of a COVID hangover from last year when students were pulled from clinical experiences.
How has that impacted this year? I think students saw what their colleagues went through last year. How is the community? Does that community have the supports I need? Are there people who look like me there? Those are real issues. The away rotations thing is a big wrench. They get to interview a program for a month, and a program gets to interview them for a month. By showing up and doing amazing work for a month. The limitation on these audition rotations is a reality for students.
What else did you learn from last year? How will you tweak your process this year? Brown: In the past, I would meet applicants when they showed up in person and talk to them and describe the program and go over a PowerPoint. I made that into a video, which I loved because by the end of three months, I would get sick of saying the same thing. And I would be using the same jokes and trying to pretend like I had made up a new joke just for that day.
So I made a video, we made a welcome video for our hospital, which people said they loved. And then we did actually pretty similar interviews. We had three faculty interviews on Zoom. We really wanted that five-minute break between interviews so that people could let their dogs out or just decompress for a little while. I would like to do something different with the resident hangouts. I think my suggestion to students, and what we would tell our residents, is really bring your best self to every one of those little chats.
How much variation did you see in how programs approach this? Simmons: I think one of the ways we can gauge student interest is to have virtual interviews and then do in-person second looks.
I loved my program in the virtual format. I would really like to meet these people in person. I would say that the virtual interviews that are all day — maybe not. No, just no. Some programs did videos, which I thought was helpful.
However, some programs made us watch the videos on Zoom, and that was unnecessary. Just give us the link. Brown: Dr. Simmons brings up a good point, which is, what do we do for second looks? Is that going to be an option?
The family of family medicine and the program directors are very divided on that. Hopefully, programs will not penalize students who decide to do a virtual second look instead of an in-person second look — if there even is a second look. Rutter: This is a question I have been asked since I first started working with medical students almost 10 years ago.
Anecdotally, Steve mentioned that he did more interviews. I think programs did more interviews because of that fear. Morgan adds that without an in-person component, many applicants and programs alike will now look to increase their interview numbers to ensure that they find the right match. However, this inflation may pose some risks for applicants, as the number of applications per applicant have significantly risen.
They also sought to model potential consequences in the residency application cycle with virtual interviews. Their work was recently published in the Journal of Surgical Education. When reviewing their data, the team paid close attention to whether or not the applicants were able to schedule an uncapped number of interviews versus adhering to a scheduling cap of just 12 interviews.
The research team then divided candidate responses into groups depending on the number of interviews they were offered. Morgan also says that this work highlights how current inefficiencies may lead to negative consequences with virtual interviews.
And she stresses that equitable solutions like such interview caps and preference signaling systems need to be considered.
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