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The Effect of Changing Fellowship Interview Format on Candidate Ranking Variabilities: The COVID-19 Experience.

Ta Chen Chang¹, Elizabeth A Hodapp¹, Richard K Parrish¹

¹Bascom Palmer Eye Institute, University of Miami Miller School of Medicine, Miami, FL, USA.

Journal of Ophthalmology

|April 25, 2022

Summary

Grouping interviewers in the same virtual room (WSR) reduced fellowship candidate ranking variability. Virtual interviews did not increase ranking variability compared to in-person interviews, suggesting perceptions remain consistent.

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Area of Science:

Medical Education
Ophthalmology Fellowship Training

Background:

The COVID-19 pandemic necessitated rapid shifts in fellowship interview formats.
Changes included transitioning from in-person to virtual interviews and from one-to-one to multiple-to-one interviewer formats.

Purpose of the Study:

To investigate the impact of these format changes on preliminary fellowship candidate ranking variability.
To assess whether virtual interviews and multiple-to-one formats affect interviewer consistency.

Main Methods:

A cross-sectional observational study comparing glaucoma fellowship interviews from 2018-2020.
Analysis of ranking ranges and categories (accept, alternate, pass) between in-person (2018-2019) and virtual (2020) formats.
Comparison of ranking variability within the same virtual room (WSR) versus not within the same virtual room (NWSR).

Main Results:

Interviewers within the same virtual room (WSR) exhibited significantly less ranking variability (mean difference 1.33, p=0.0003).
No significant difference in ranking variability was observed between in-person and virtual interview formats across the years.
Candidate attractiveness correlated with ranking variability, with the least and second least attractive candidates showing the lowest variability.

Conclusions:

Grouping interviewers within the same virtual room (WSR) effectively decreased ranking variability.
The shift to virtual interviews did not increase ranking variability, indicating that reduced nonverbal cues did not impair interviewer judgment.
These findings suggest that virtual interview formats can maintain the reliability of preliminary candidate assessments.