Hiring for Attitude

摘要

Background: No interview tool has yet been identifiedto adequately predict a candidate’s propensity for successor fit within a residency program. Additionally, interpretingcandidates’ responses is largely based on interviewer feelingsor gestalt, which is fraught with many confounders andsusceptible to significant bias.Objectives: We set out to identify a series of questions thatcould objectively predict future success of interview candidatesat our program, regardless of changes in the interviewer line-up.We expected that thoughtful, targeted, objective questions couldreliably predict performance as gauged by clinical competencycommittee (CCC) Milestone achievement.