RESUMO
BACKGROUND: Although most general surgery residency interviews remain virtual, the effect of this format remains understudied. Single-institution data have shown an increase in the number of applications received and interviews conducted with virtual interviewing but no change in the geographic backgrounds of interviewed or matched applicants. This study sought to compare national trends in geographic characteristics of general surgery applicants, interviewed applicants, and matched applicants between in-person and virtual application cycles. STUDY DESIGN: A retrospective review of 7 general surgery residency programs from application years 2016-2019 (in-person) and 2020-2021 (virtual) was conducted. Data collected included birth year, sex, race, medical school state, and contact location at the time of application. Data were analyzed using generalized mixed effects linear models. RESULTS: A total of 52,742 applicants, 4,550 interviewed applicants, and 329 matched applicants were included. During virtual application cycles, there were no increases in the average number of applicants (P = .25), interviewed applicants (P = .36), or matched (P = .84) applicants per year. Virtual cycles were associated with a larger proportion of interviews conducted with applicants from out-of-state medical schools (P < .01) and listing out-of-state contact locations (P < .01) compared with in-person application cycles. There were no significant geographic differences in matched applicants between virtual and in-person application cycles. CONCLUSION: Virtual application cycles had greater geographic diversity among interviewed applicants. However, similar differences were not seen in the geographic diversity of matched applicants. Additional efforts should focus on why no changes in the geographic diversity of matched applicants were identified.
Assuntos
Cirurgia Geral , Internato e Residência , Entrevistas como Assunto , Humanos , Internato e Residência/estatística & dados numéricos , Estudos Retrospectivos , Cirurgia Geral/educação , Masculino , Feminino , Entrevistas como Assunto/métodos , Estados Unidos , Seleção de Pessoal/métodos , Seleção de Pessoal/tendências , Avaliação de Programas e Projetos de SaúdeAssuntos
Seleção de Pessoal , Pesquisadores , Ciência , Inquéritos e Questionários , Recursos Humanos , Seleção de Pessoal/tendências , Pesquisadores/normas , Pesquisadores/provisão & distribuição , Pesquisadores/tendências , Recursos Humanos/normas , Recursos Humanos/estatística & dados numéricos , Recursos Humanos/tendências , LiderançaRESUMO
BACKGROUND: Despite the heavy demand for and knowledge of the benefits of diversity, there is a persistent lack of racial, ethnic, and gender diversity in orthopaedic surgery. Since the implementation of diversity initiatives, data have shown that general surgery has been one of the top competitive surgical fields and has demonstrated growth in racial, ethnic, and gender diversity, making general surgery a good point of reference and comparison when analyzing racial and ethnic growth in orthopaedic surgery. QUESTIONS/PURPOSES: (1) What were the growth rates for Black and Hispanic orthopaedic residency applicants and residents between 2015 and 2022? (2) How did the growth rates of Black and Hispanic individuals in orthopaedic surgery compare with those of general surgery? (3) How did applicant recruitment and resident acceptance differ between Black and Hispanic people in orthopaedic surgery? METHODS: Applicant data were obtained from historical specialty-specific data from the Association of American Medical Colleges Electronic Residency Application Service Statistics database between 2018 and 2022, and resident data were obtained from the Accreditation Council of Graduate Medical Education Data Resource Book between 2015 and 2021. Between 2018 and 2022, the number of residency applicants totaled 216,677, with 17,912 Black residency applicants and 20,413 Hispanic residency applicants. Between 2015 and 2021, the number of active residents totaled 977,877, with 48,600 Black residents and 62,605 Hispanic residents. Because the applicant and resident data do not overlap throughout all years of observation, a sensitivity analysis of overlapping years (between 2018 and 2021) was conducted to ensure observed trends were consistent and valid throughout the study. All datasets obtained were used to establish the different racial and ethnic proportions of Black and Hispanic residency applicants and residents in four nonsurgical primary care specialties and four surgical subspecialties. A reference slope was created using data from the Association of American Medical Colleges and Accreditation Council of Graduate Medical Education to represent the growth rate for total residency applicants and residents, independently, across all residency specialties reported in each database. This slope was used for comparison among the resident and applicant growth rates for all eight selected specialties. Datapoints were placed into a scatterplot with regression lines, using slope equations to depict rate of growth and R 2 values to depict linear fit. Applicant growth corresponded to applicant recruitment and resident growth corresponded to resident acceptance. Chi-square tests were used to compare residents and residency applicants for the Black and Hispanic populations, separately. Two-way analysis of variance with a time-by-specialty interaction term (F-test) was conducted to determine differences between growth slopes. RESULTS: There was no difference in the growth rate of Black orthopaedic surgery applicants between 2018 and 2022, and there was no difference in the growth rate of Hispanic orthopaedic surgery applicants (R 2 = 0.43; p = 0.23 and R 2 = 0.63; p = 0.11, respectively). However, there was a very slight increase in the growth rate of Black orthopaedic surgery residents between 2015 and 2021, and a very slight increase in the growth rate of Hispanic orthopaedic surgery residents (R 2 = 0.73; p = 0.02 and R 2 = 0.79; p = 0.01, respectively). There were no differences in orthopaedic and general surgery rates of growth for Black applicants between 2018 and 2022 (0.004 applicants/year versus -0.001 applicants/year; p = 0.22), and no differences were found in orthopaedic and general surgery rates of growth for Black residents between 2015 and 2021 (0.003 residents/year versus 0.002 residents/year; p = 0.59). Likewise, Hispanic orthopaedic applicant growth rates did not differ between 2018 and 2022 from the rates of general surgery (0.004 applicants/year versus 0.005 applicants/year; p = 0.68), and there were no differences in orthopaedic and general surgery rates of growth for Hispanic residents (0.007 residents/year versus 0.01 residents/year; p = 0.35). Furthermore, growth rate comparisons between Black orthopaedic applicants and residents between 2018 and 2021 showed applicant growth was larger than resident growth, illustrating that the recruitment of Black applicants increased slightly more rapidly than resident acceptance. Growth rate comparisons between Hispanic applicants and residents showed a larger rate of resident growth, illustrating Hispanic resident acceptance increased slightly faster than applicant recruitment during that time. CONCLUSION: We found low acceptance of Black residents compared with the higher recruitment of Black applicants, as well as overall low proportions of Black and Hispanic applicants and residents. Future studies might explore the factors contributing to the higher acceptances of Hispanic orthopaedic residents than Black orthopaedic residents. CLINICAL RELEVANCE: We recommend that more emphasis should be placed on increasing Black and Hispanic representation at the department level to ensure cultural considerations remain at the forefront of applicant recruitment. Internal or external reviews of residency selection processes should be considered, and more immersive, longitudinal orthopaedic surgery clerkships and research mentorship experiences should be targeted toward Black and Hispanic students. Holistic reviews of applications and selection processes should be implemented to produce an increased racially and ethnically diverse applicant pool and a diverse residency work force, and implicit bias training should be implemented to address potential biases and diversity barriers that are present in residency programs and leadership.
Assuntos
Negro ou Afro-Americano , Hispânico ou Latino , Internato e Residência , Humanos , Internato e Residência/estatística & dados numéricos , Hispânico ou Latino/estatística & dados numéricos , Negro ou Afro-Americano/estatística & dados numéricos , Estados Unidos , Feminino , Masculino , Cirurgia Geral/educação , Ortopedia/educação , Educação de Pós-Graduação em Medicina , Seleção de Pessoal/tendências , Diversidade Cultural , Cirurgiões Ortopédicos/educação , Cirurgiões Ortopédicos/tendências , Cirurgiões Ortopédicos/estatística & dados numéricosAssuntos
Economia da Enfermagem/organização & administração , Mão de Obra em Saúde/organização & administração , Enfermagem/organização & administração , Economia da Enfermagem/tendências , Mão de Obra em Saúde/economia , Mão de Obra em Saúde/estatística & dados numéricos , Mão de Obra em Saúde/tendências , Humanos , Enfermagem/estatística & dados numéricos , Enfermagem/tendências , Seleção de Pessoal/economia , Seleção de Pessoal/organização & administração , Seleção de Pessoal/estatística & dados numéricos , Seleção de Pessoal/tendências , Salários e Benefícios/estatística & dados numéricos , Salários e Benefícios/tendências , Reino UnidoAssuntos
Escolha da Profissão , Internato e Residência/estatística & dados numéricos , Seleção de Pessoal/estatística & dados numéricos , Cirurgiões/estatística & dados numéricos , Cirurgia Plástica/educação , Competência Clínica/estatística & dados numéricos , Humanos , Internato e Residência/tendências , Licenciamento em Medicina/estatística & dados numéricos , Seleção de Pessoal/tendências , Cirurgiões/educação , Cirurgia Plástica/estatística & dados numéricos , Cirurgia Plástica/tendências , Estados UnidosAssuntos
COVID-19 , Cirurgia Colorretal/educação , Educação/métodos , Internato e Residência , Candidatura a Emprego , Seleção de Pessoal , COVID-19/epidemiologia , COVID-19/prevenção & controle , Educação/organização & administração , Educação/tendências , Docentes , Humanos , Internato e Residência/métodos , Internato e Residência/organização & administração , Internato e Residência/tendências , Entrevistas como Assunto/métodos , Minnesota , Sistemas On-Line , Inovação Organizacional , Seleção de Pessoal/métodos , Seleção de Pessoal/tendências , SARS-CoV-2 , Percepção Social , Inquéritos e QuestionáriosRESUMO
Annual recruitment data of new graduates are manually analyzed by human resources (HR) specialists in industries, which signifies the need to evaluate the recruitment strategy of HR specialists. Different job seekers send applications to companies every year. The relationships between applicants' attributes (e.g., English skill or academic credentials) can be used to analyze the changes in recruitment trends across multiple years. However, most attributes are unnormalized and thus require thorough preprocessing. Such unnormalized data hinder effective comparison of the relationship between applicants in the early stage of data analysis. Thus, a visual exploration system is highly needed to gain insight from the overview of the relationship among applicant qualifications across multiple years. In this study, we propose the Polarizing Attributes for Network Analysis of Correlation on Entities Association (Panacea) visualization system. The proposed system integrates a time-varying graph model and dynamic graph visualization for heterogeneous tabular data. Using this system, HR specialists can interactively inspect the relationships between two attributes of prospective employees across multiple years. Further, we demonstrate the usability of Panacea with representative examples for finding hidden trends in real-world datasets, and we discuss feedback from HR specialists obtained throughout Panacea's development. The proposed Panacea system enables HR specialists to visually explore the annual recruitment of new graduates.
Assuntos
Visualização de Dados , Candidatura a Emprego , Seleção de Pessoal/tendências , Especialização , Recursos Humanos/organização & administração , Educação de Pós-Graduação , Humanos , Japão , UniversidadesRESUMO
BACKGROUND: Health leadership groups have identified a need for more culturally competent nurses as a means to reduce health disparities. Nurses who identify as minorities are more likely to practice in underserved areas with minority populations, leading to more effective, culturally competent care. Despite efforts to increase the number of minority students graduating from nursing programs, the number remains disproportionately low and little is known about the specific experiences of the stressors experienced by these students. METHOD: This qualitative phenomenological study used focus group interviews to explore the lived experiences of stress in Latinx prelicensure nursing students. RESULTS: Five main themes emerged: Stress of Coursework, School-Life Balance, Navigating Uncharted Territory, Feeling Unsupported, and Staying the Course. CONCLUSION: Findings help paint a picture of the experiences of Latinx students. Understanding the experiences of stress in Latinx nursing students can help to improve nursing recruitment and retainment efforts, which will increase the number of culturally competent nurses and ultimately help to reduce health disparities within the Latinx community. [J Nurs Educ. 2021;61(1):6-12.].
Assuntos
Bacharelado em Enfermagem , Grupos Minoritários , Seleção de Pessoal , Estresse Psicológico , Estudantes de Enfermagem , Assistência à Saúde Culturalmente Competente , Bacharelado em Enfermagem/métodos , Humanos , Grupos Minoritários/psicologia , Seleção de Pessoal/tendências , Estudantes de Enfermagem/psicologiaRESUMO
Men continue to be significantly underrepresented within the nursing profession, making up less than 10% of the Canadian nursing workforce. While studies have explored the challenges faced by men in nursing, fewer studies have explored the recruitment and retention barriers experienced by male nursing students. The purpose of this study was to explore the recruitment and retention of male nursing students currently enrolled in an undergraduate baccalaureate nursing program. Snowball sampling was used to recruit male nursing students (n = 17) to participate in focus groups where they shared what factors affected their decision to enter a nursing program and what experiences contributed to their decision to remain in the nursing program. The results of this research can contribute to the development of strategies to recruit and retain men in nursing and ultimately have the effect of diversifying the nursing profession.
Assuntos
Enfermeiros/psicologia , Seleção de Pessoal/métodos , Estudantes de Enfermagem/psicologia , Adolescente , Adulto , Atitude do Pessoal de Saúde , Escolha da Profissão , Bacharelado em Enfermagem/métodos , Bacharelado em Enfermagem/tendências , Grupos Focais/métodos , Humanos , Masculino , Enfermeiros/estatística & dados numéricos , Seleção de Pessoal/tendências , Pesquisa Qualitativa , Estudantes de Enfermagem/classificação , Estudantes de Enfermagem/estatística & dados numéricosRESUMO
OBJECTIVE: The virtual interview for residency and fellowship applicants has previously been utilized preliminarily in their respective processes. The COVID-19 pandemic forced many programs to switch to a virtual interview process on short notice. In the independent plastic surgery process, which was underway when the pandemic started, applicants had a heterogeneous experience of in-person and virtual interviews. The purpose of this study was to assess if applicants prefer a virtual interview experience to an in-person interview as well as determine if virtual interview applicants had a different opinion of a program compared to the in-person interview applicants. DESIGN/SETTING/PARTICIPANTS: The 2019 to 2020 applicants who interviewed at the Indiana University Independent Plastic Surgery program were administered an anonymous online survey about their interview experience at our program. RESULTS: Our survey response was 60% (18/30). The in-person interview group (nâ¯=â¯10) rated their overall interview experience higher than the virtual interview group (nâ¯=â¯8) 8.8 vs 7.5 (pâ¯=â¯0.0314). The in-person interview group felt they became more acquainted with the program, the faculty, and the residents more than the virtual group (4.7 vs 3.25, p < 0.0001) (4.3 vs 3.25, pâ¯=â¯0.0194) (4.3 vs 2.75, p < 0.0001). The majority of applicants favored in-person interviews (16/18, 88.9%). The in-person interview group spent significantly more money on their interview at our program compared to the virtual interview group ($587 vs $0, p < 0.0001). CONCLUSION: Our study demonstrated that the virtual interview process was an efficient process for applicants from both a financial and time perspective. However, the virtual interview process left applicants less satisfied with their interview experience. The applicants felt they did not become as acquainted with the program as their in-person counterparts. The virtual interview process may play a large role in residency and fellowship applications in the future, and programs should spend time on how to improve the process.
Assuntos
COVID-19/epidemiologia , Internato e Residência , Seleção de Pessoal/tendências , Cirurgia Plástica/educação , Adulto , Educação de Pós-Graduação em Medicina , Feminino , Humanos , Indiana/epidemiologia , Entrevistas como Assunto , Masculino , Pandemias , SARS-CoV-2RESUMO
OBJECTIVE: As a result of COVID-19 pandemic, the 2021 US residency MATCH was devoid of the traditional in-person interviews. Herein, we assess the impact of Virtual Interviews (VIs) on resident selection, from the perspectives of Orthopedic Surgery (OS) Program Directors (PDs). MATERIALS AND METHODS: A 14-item survey was sent to PDs of ACGME-accredited OS residencies. Questions were designed to assess the pros, cons, and robustness of VIs compared to their antecedent in-person format. RESULTS: Forty-seven PDs responded to our survey. VIs antagonized PDs' ability to assess applicants' fit to program (76.6%), commitment to specialty (64%), and interpersonal skills (68.1%). This led to heavier dependence upon applicants' portfolios (64%). Almost all respondents (97.9%) found VIs to be more cost-efficient, saving a median of $3000 in interview-related expenses. Overall, only 8.5% of PDs were willing to conduct exclusive VIs in future cycles, compared to the majority in favor of dual formats (51.5%) or exclusive in-person interviews (40.4%). CONCLUSIONS: VIs have been an overall success, making most PDs opt for dual interview formats in future cycles. How this technology is further implemented in the future remains to be seen.