Jan 15 Rank Order List Starts

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After interviewing 10 times as many candidates as the number of positions how does the selection committe rank and how many do they rank?

Do they score the applicant immediately after the interview or wait till all the interviews are done and score the applicants ? in the later case how do they remember exactly the applicants.

One of the program I interviewd clicked pictures using a professsional SLR camera so that the PD remembers the applicant when they prepare the match list.

 

[OldPsychDoc]

Here's how we do it.

Evaluations are collected the day of the interview. We have a few "analog rating scales" that allow us to assign some kind of score to the applicant based on their interview and application. Pictures (digital) are taken. Subjective comments are collected as well.

In early February, we (interested attendings, key residents, PDs) convene for dinner. Powerpoint slides are shown, in alphabetical order, reviewing the candidates. This is the first time we all see all of them together. Each slide has the picture, the numerical ratings, USMLE scores, and key comments from named interviewers. (Some of our staff are known to be harder to please than others--so a great comment from a "tough grader" can carry a lot of weight at this point.) We then look at a preliminary rank list, based on the analog score, generally drop some applicants completely, and then lobby to to move you all up or down where appropriate, usually based on our subjective impressions from the interviews. The program coordinator also gives us copies of our evals so we can remember who it was we interviewed and what we wrote about them back in November! It's usually friendly and consensus-driven, but that's the kind of program we are. The key issues are whether someone is in our top, middle, or bottom third of applicants, as we usually fill before we dip into the second half.

 

[sikegeek]

When do you all finalize your ROL? When is yours due? March?

 

[iqureshi7]

OldPsychDoc:

The whole interview process is rather cryptic to me. I mean you can clearly tell when things are going wrong. But is hard to tell when a interview went well vs. really well. What qualities or factors influence your subjective impressions (positively or negatively) in the interview?

Thanks in advance.

Here's how we do it.

Evaluations are collected the day of the interview. We have a few "analog rating scales" that allow us to assign some kind of score to the applicant based on their interview and application. Pictures (digital) are taken. Subjective comments are collected as well.

In early February, we (interested attendings, key residents, PDs) convene for dinner. Powerpoint slides are shown, in alphabetical order, reviewing the candidates. This is the first time we all see all of them together. Each slide has the picture, the numerical ratings, USMLE scores, and key comments from named interviewers. (Some of our staff are known to be harder to please than others--so a great comment from a "tough grader" can carry a lot of weight at this point.) We then look at a preliminary rank list, based on the analog score, generally drop some applicants completely, and then lobby to to move you all up or down where appropriate, usually based on our subjective impressions from the interviews. The program coordinator also gives us copies of our evals so we can remember who it was we interviewed and what we wrote about them back in November! It's usually friendly and consensus-driven, but that's the kind of program we are. The key issues are whether someone is in our top, middle, or bottom third of applicants, as we usually fill before we dip into the second half.

 

[OldPsychDoc]

OldPsychDoc:

The whole interview process is rather cryptic to me. I mean you can clearly tell when things are going wrong. But is hard to tell when a interview went well vs. really well. What qualities or factors influence your subjective impressions (positively or negatively) in the interview?

Thanks in advance.

The criteria we rate on the scales (and which determine your preliminary ranking) are academics, commitment to psychiatry (addressed in earlier thread), quality and enthusiasm of letters of rec, connections/interest in our locale, some indication that they've read up on our program, clarity of spoken and written communication.

The subjective written comments are usually more of a gestalt of the above--first impressions, how well you carry a conversation, etc. For me, if I'm scheduled with an applicant for 20 minutes and I run overtime because I'm enjoying the conversation, that's a positive. If I can't wait for it to be over, that's not good. Speaking for myself, as an attending who has residents rotating on my service, I really want to get a sense that I can work with this person--that they'll be an asset to the team, not alienate my patients, do appropriate write-ups and admission orders on call, etc.

Again--this is speaking only for our program. You may find a wide range of variation elsewhere in how candidates are evaluated.

 

[OldPsychDoc]

When do you all finalize your ROL? When is yours due? March?

Same day as yours is.

 

[redapple123]

All right guys.

Get ready and start praying hard.

God bless all

 

[Faebinder]

Time to find a sith lord to pledge allegiance to his dark teachings...