Correlation of Behavioral Interviewing Performance With Obstetrics and Gynecology Residency Applicant Characteristics☆?>.
OBJECTIVE
To determine which individual residency applicant characteristics were associated with improved performance on standardized behavioral interviews. Behavioral interviewing has become a common technique for assessing resident applicants. Few data exist on factors that predict success during the behavioral interview component of the residency application process.


METHODS
Interviewers were trained in behavioral interviewing techniques before each application season. Standardized questions were used. Behavioral interview scores and Electronic Residency Application Service data from residency applicants was collected prospectively for 3 years.


METHODS
It included the Accreditation Council for Graduate Medical Education-accredited obstetrics-gynecology residency program at a Midwestern academic medical center.


METHODS
Medical students applying to a single obstetrics-gynecology residency program from 2012 to 2014 participated in the study.


RESULTS
Data were collected from 104 applicants during 3 successive interview seasons. Applicant's age was associated with higher overall scores on questions about leadership, coping, and conflict management (for applicants aged ≤25, 26-27, or ≥28y, mean scores were 15.2, 16.0, and 17.2, respectively; p = 0.03), as was a history of employment before medical school (16.8 vs 15.5; p = 0.03). Applicants who participated in collegiate team sports scored lower on questions asking influence/persuasion, initiative, and relationship management compared with those who did not (mean, 15.5 vs 17.1; p = 0.02).


CONCLUSIONS
Advanced applicant age and history of work experience before medical school may improve skills in dealing with difficult situations and offer opportunities in leadership. In the behavioral interview format, having relevant examples from life experience to share during the interviews may improve the quality of the applicant's responses. Increased awareness of the factors predicting interview performance helps inform the selection process and allows program directors to prioritize the most appropriate candidates for the match.
Division of Gynecology, Mayo Clinic, Rochester, Minnesota. Electronic address: breitkopf.daniel@mayo.edu.
Daniel M
DM
Breitkopf
Division of Biomedical Statistics and Informatics, Mayo Clinic, Rochester, Minnesota.
Lisa E
LE
Vaughan
Division of Gynecology, Mayo Clinic, Rochester, Minnesota.
Matthew R
MR
Hopkins
D000046:Academic Medical Centers; D000328:Adult; D001519:Behavior; D002321:Career Choice; D016208:Databases, Factual; D004503:Education, Medical, Graduate; D005260:Female; D006176:Gynecology / Q000193:education*; D006801:Humans; D007407:Interviews as Topic; D007586:Job Application; D008297:Male; D009774:Obstetrics / Q000193:education*; D012189:Retrospective Studies; D013337:Students, Medical / Q000523:psychology; D013647:Task Performance and Analysis; D058013:Test Taking Skills; D014481:United States
Interpersonal and Communication Skills; Professionalism; applicant assessment; interpersonal and communication skills; medical residency