RESUMEN
Inadequate numbers, maldistribution, attrition, and inadequate skill-mix are widespread health and care workforce (HCWF) challenges. Intersectoral-inclusive of different government sectors, non-state actors, and the private sector-collaboration and action are foundational to the development of a responsive and sustainable HCWF. This review presents evidence on how to work across sectors to educate, recruit, and retain a sustainable HCWF, highlighting examples of the benefits and challenges of intersectoral collaboration. We carried out a scoping review of scientific and grey literature with inclusion criteria around intersectoral governance and mechanisms for the HCWF. A framework analysis to identify and collate factors linked to the education, recruitment, and retention of the HCWF was carried out. Fifty-six documents were included. We identified a wide array of recommendations for intersectoral activity to support the education, recruitment, and retention of the HCWF. For HCWF education: formalise intersectoral decision-making bodies; align HCWF education with population health needs; expand training capacity; engage and regulate private sector training; seek international training opportunities and support; and innovate in training by leveraging digital technologies. For HCWF recruitment: ensure there is intersectoral clarity and cooperation; ensure bilateral agreements are ethical; carry out data-informed recruitment; and learn from COVID-19 about mobilising the domestic workforce. For HCWF retention: innovate around available staff, especially where staff are scarce; improve working and employment conditions; and engage the private sector. Political will and commensurate investment must underscore any intersectoral collaboration for the HCWF.
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Fuerza Laboral en Salud , Colaboración Intersectorial , Selección de Personal , Humanos , Fuerza Laboral en Salud/organización & administración , Selección de Personal/organización & administración , Personal de Salud/educación , COVID-19Asunto(s)
Economía de la Enfermería/organización & administración , Fuerza Laboral en Salud/organización & administración , Enfermería/organización & administración , Economía de la Enfermería/tendencias , Fuerza Laboral en Salud/economía , Fuerza Laboral en Salud/estadística & datos numéricos , Fuerza Laboral en Salud/tendencias , Humanos , Enfermería/estadística & datos numéricos , Enfermería/tendencias , Selección de Personal/economía , Selección de Personal/organización & administración , Selección de Personal/estadística & datos numéricos , Selección de Personal/tendencias , Salarios y Beneficios/estadística & datos numéricos , Salarios y Beneficios/tendencias , Reino UnidoRESUMEN
BACKGROUND: Inadequate and unequal distribution of health workers are significant barriers to provision of health services in Malawi, and challenges retaining health workers in rural areas have limited scale-up initiatives. This study therefore aims to estimate cost-effectiveness of monetary and non-monetary strategies in attracting and retaining nurse midwife technicians (NMTs) to rural areas of Malawi. METHODS: The study uses a discrete choice experiment (DCE) methodology to investigate importance of job characteristics, probability of uptake, and intervention costs. Interviews and focus groups were conducted with NMTs and students to identify recruitment and retention motivating factors. Through policymaker consultations, qualitative findings were used to identify job attributes for the DCE questionnaire, administered to 472 respondents. A conditional logit regression model was developed to produce probability of choosing a job with different attributes and an uptake rate was calculated to estimate the percentage of health workers that would prefer jobs with specific intervention packages. Attributes were costed per health worker year. RESULTS: Qualitative results highlighted housing, facility quality, management, and workload as important factors in job selection. Respondents were 2.04 times as likely to choose a rural job if superior housing was provided compared to no housing (CI 1.71-2.44, p<0.01), and 1.70 times as likely to choose a rural job with advanced facility quality (CI 1.47-1.96, p<0.01). At base level 43.9% of respondents would choose a rural job. This increased to 61.5% if superior housing was provided, and 72.5% if all facility-level improvements were provided, compared to an urban job without these improvements. Facility-level interventions had the lowest cost per health worker year. CONCLUSIONS: Our results indicate housing and facility-level improvements have the greatest impact on rural job choice, while also creating longer-term improvements to health workers' living and working environments. These results provide practical evidence for policymakers to support development of workforce recruitment and retention strategies.
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Selección de Profesión , Política de Salud , Enfermeras Obstetrices/organización & administración , Selección de Personal/organización & administración , Servicios de Salud Rural/organización & administración , Adulto , Análisis Costo-Beneficio , Femenino , Grupos Focales , Política de Salud/economía , Humanos , Entrevistas como Asunto , Malaui , Masculino , Motivación , Enfermeras Obstetrices/economía , Enfermeras Obstetrices/provisión & distribución , Selección de Personal/economía , Reorganización del Personal/economía , Servicios de Salud Rural/economíaRESUMEN
SUMMARY: The United States Medical Licensing Examination announced the changing of Step 1 score reporting from a three-digit number to pass/fail beginning on January 1, 2022. Plastic surgery residency programs have traditionally used United States Medical Licensing Examination Step 1 scores to compare plastic surgery residency applicants. Without a numerical score, the plastic surgery residency application review process will likely change. This article discusses advantages, disadvantages, and steps forward for residency programs related to the upcoming change. The authors encourage programs to continue to seek innovative methods of objectively and holistically evaluating applications.
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Evaluación Educacional/normas , Internado y Residencia/organización & administración , Licencia Médica/normas , Selección de Personal/organización & administración , Cirugía Plástica/educación , Humanos , Internado y Residencia/normas , Selección de Personal/normas , Cirugía Plástica/normas , Estados UnidosRESUMEN
ABSTRACT: Teaching resource of nursing students play an important role in improving clinical performance, while there is a little know and dearth of the access and development criteria or guidance of teaching resources for nursing undergraduates.To develop the admission and development criteria of education resources for nursing undergraduates, and to explore and determine its composition and connotation.A cross-sectional survey has been used.A total of 22 Chinese nursing schools and affiliated teaching bases (hospitals and community health centers).A total of 20 nursing experts were consulted to develop the questionnaire of admission and development criteria of teaching resource for nursing undergraduates in China, and then 285 valid experts from 22 Chinese nursing schools and affiliated teaching bases (hospitals and community health centers) conducted the questionnaire survey to evaluate experts' consensus rate and view on the composition and connotation of the developed criteria.There were 6 domains and 43 items included in the admission and development criteria of teaching resource for nursing undergraduates, which domains included educational budget and allocation of resources, infrastructure, clinical teaching bases, books and information services, educational experts, and educational exchanges. The experts' consensus rate was more than 90.2%.The standard is helpful to guide the future admission and development of teaching resource for nursing undergraduates, and favor the education quality improvement of nursing undergraduates.
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Educación en Enfermería/organización & administración , Personal Docente/organización & administración , Selección de Personal/normas , Facultades de Enfermería/organización & administración , Enseñanza/organización & administración , Adulto , China , Estudios Transversales , Educación en Enfermería/métodos , Educación en Enfermería/normas , Personal Docente/normas , Personal Docente/estadística & datos numéricos , Escolaridad , Humanos , Masculino , Persona de Mediana Edad , Modelos Educacionales , Selección de Personal/organización & administración , Mejoramiento de la Calidad , Facultades de Enfermería/normas , Facultades de Enfermería/estadística & datos numéricos , Encuestas y Cuestionarios/estadística & datos numéricosAsunto(s)
Internado y Residencia/estadística & datos numéricos , Selección de Personal/estadística & datos numéricos , Cirugía Plástica/educación , Comunicación por Videoconferencia/estadística & datos numéricos , Humanos , Internado y Residencia/organización & administración , Selección de Personal/organización & administración , Cirugía Plástica/estadística & datos numéricos , Comunicación por Videoconferencia/organización & administraciónRESUMEN
OBJECTIVE: Integrated vascular surgery residency is among the most competitive specialties, but little is known about the applicant perspective. The coronavirus disease 2019 outbreak impacted the 2021 integrated vascular surgery residency match because of travel restrictions. We sought to better understand pre-pandemic applicant recruitment strategies, logistics of away rotations, and the residency interview process to identify areas for improvement in the application process. METHODS: An anonymous survey was sent to matched students in 2020, inquiring about motivations for pursuing vascular surgery (VS), logistic of away rotations and interviews, and factors influencing students' rank lists. RESULTS: Seventy of the 73 matched students completed the survey (95.9% response rate). The median age was 27 (range, 25-41); 32.9% were female, 91.4% were U.S. medical students, and 77.1% were from institutions with a VS training program. Factors most strongly influencing the decision to choose VS as a career were interest in open vascular procedures, endovascular procedures, perceived job satisfaction, emerging technologies, and influence of a mentor. The prospect of the job market, future salary, and competitiveness of the application process had the least impact. Of the matched students, 82.9% completed an away rotation (median, 2; range, 1-4), with 51.7% of students paying a total cost of more than $2500. Fifty percent of students matched either at their home institution or where they had performed an away rotation. Students reported application submissions to a median of 50 programs (range, 1-70) and interviewed at 17 (range, 1-28), with 40% of students paying a total of more than $4000 for interview costs. The most significant factors affecting students' rank lists included program culture, open aortic surgical volume, geography, and complex endovascular procedure volume. Tours of facilities, resident salary, and male/female distribution had the least importance. CONCLUSIONS: Successfully matched applicants in 2020 prioritized operative case volume and program collegiality when ranking programs. Despite their high cost, away rotations played an important role in the Match, suggesting that time spent at potential institutions allowed ideal assessment of factors for students. The high average number of away rotations and in-person interviews performed in 2019-2020 was limited for the 2021 Match due to coronavirus disease 2019 restrictions. Programs will have to continue developing creative alternatives or additions to away rotations and the application processes to assure continued success in future post-pandemic Match cycles.
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Selección de Profesión , Internado y Residencia/estadística & datos numéricos , Especialidades Quirúrgicas/estadística & datos numéricos , Estudiantes de Medicina/estadística & datos numéricos , Procedimientos Quirúrgicos Vasculares/educación , Adulto , COVID-19/epidemiología , COVID-19/prevención & control , Control de Enfermedades Transmisibles/normas , Femenino , Humanos , Internado y Residencia/organización & administración , Internado y Residencia/normas , Masculino , Mentores , Motivación , Pandemias/prevención & control , Selección de Personal/organización & administración , Selección de Personal/normas , Selección de Personal/estadística & datos numéricos , Especialidades Quirúrgicas/educación , Especialidades Quirúrgicas/organización & administración , Estudiantes de Medicina/psicología , Encuestas y Cuestionarios/estadística & datos numéricos , ViajeRESUMEN
OBJECTIVES: This pilot study explores how healthcare leaders understand spiritual care and how that understanding informs staffing and resource decisions. METHODS: This study is based on interviews with 11 healthcare leaders, representing 18 hospitals in 9 systems, conducted between August 2019 and February 2020. RESULTS: Leaders see the value of chaplains in terms of their work supporting staff in tragic situations and during organizational change. They aim to continue to maintain chaplaincy efforts in the midst of challenging economic realities. CONCLUSIONS: Chaplains' interactions with staff alongside patient outcomes are a contributing factor in how resources decisions are made about spiritual care.
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Actitud del Personal de Salud , Servicio de Capellanía en Hospital/organización & administración , Toma de Decisiones , Liderazgo , Cuidado Pastoral/organización & administración , Rol Profesional , Espiritualidad , Adulto , Anciano , Clero , Femenino , Humanos , Relaciones Interprofesionales , Entrevistas como Asunto , Masculino , Persona de Mediana Edad , Servicios de Salud del Trabajador/organización & administración , Selección de Personal/organización & administración , Admisión y Programación de Personal/organización & administración , Proyectos Piloto , Estados UnidosAsunto(s)
Centros Médicos Académicos/organización & administración , Asistencia Sanitaria Culturalmente Competente/organización & administración , Prestación Integrada de Atención de Salud/organización & administración , Gastroenterólogos/organización & administración , Gastroenterología/organización & administración , Cooperación Internacional , Conducta Cooperativa , Humanos , Ohio , Selección de Personal/organización & administración , Emiratos Árabes UnidosAsunto(s)
Medicina Interna/educación , Internado y Residencia/tendencias , Entrevistas como Asunto/métodos , Solicitud de Empleo , Selección de Personal , Comunicación por Videoconferencia , COVID-19/epidemiología , COVID-19/prevención & control , Control de Enfermedades Transmisibles , Educación/métodos , Educación/organización & administración , Humanos , Innovación Organizacional , Selección de Personal/métodos , Selección de Personal/organización & administración , SARS-CoV-2RESUMEN
As the SARS-COV-2 pandemic created the need for social distancing and the implementation of nonessential travel bans, residency and fellowship programs have moved toward a web-based virtual process for applicant interviews. As part of the Society of Asian Academic Surgeons 5th Annual Meeting, an expert panel was convened to provide guidance for prospective applicants who are new to the process. This article provides perspectives from applicants who have successfully navigated the surgical subspecialty fellowship process, as well as program leadership who have held virtual interviews.
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COVID-19/prevención & control , Cirugía General/educación , Internado y Residencia/organización & administración , Selección de Personal/métodos , Comunicación por Videoconferencia/organización & administración , COVID-19/epidemiología , COVID-19/transmisión , Certificación/organización & administración , Certificación/normas , Docentes/psicología , Docentes/normas , Becas/organización & administración , Becas/normas , Humanos , Internado y Residencia/normas , Liderazgo , Pandemias/prevención & control , Selección de Personal/organización & administración , Selección de Personal/normas , Distanciamiento Físico , Interacción Social , Consejos de Especialidades , Cirujanos/psicología , Cirujanos/normasAsunto(s)
Manejo de Caso/organización & administración , Atención a la Salud/organización & administración , Selección de Personal/organización & administración , Admisión y Programación de Personal/organización & administración , Derivación y Consulta/organización & administración , Adulto , Femenino , Humanos , Masculino , Persona de Mediana EdadRESUMEN
The COVID-19 pandemic has presented unique challenges to medical education. With the lack of in-person away rotations for the 2020-2021 residency application cycle, virtual rotations have surfaced as an alternative. The virtual rotations that the authors participated in allowed for active participation in various resident educational activities such as journal club, grand rounds, and morning conferences. One critical aspect of virtual rotations was the one-on-one meetings with the program leadership. In addition to a virtual tour of the hospital and campus, many programs offered virtual social hours with the residents to converse about the program, the city, and the match process. A few programs even allowed applicants to attend virtually live-streamed surgeries. These rotations offer students, especially those without a corresponding home program, an invaluable opportunity to express their interest in a particular program and gain foundational knowledge about the specialty. Virtual rotations also provide underrepresented minorities and international medical graduates with clinical exposure, mentorship, and networking opportunities, mitigating some of the challenges presented by COVID-19.
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COVID-19/prevención & control , Diversidad Cultural , Educación a Distancia/organización & administración , Internado y Residencia/organización & administración , Pandemias/prevención & control , COVID-19/epidemiología , COVID-19/transmisión , Educación a Distancia/métodos , Educación a Distancia/estadística & datos numéricos , Humanos , Internado y Residencia/métodos , Internado y Residencia/estadística & datos numéricos , Mentores , Selección de Personal/organización & administración , Selección de Personal/estadística & datos numéricos , Distanciamiento Físico , Rondas de Enseñanza/métodos , Rondas de Enseñanza/organización & administración , Rondas de Enseñanza/estadística & datos numéricosRESUMEN
Objectives: Although the population of older adults is rising, the number of physicians seeking geriatrics training is decreasing. This study of fellows in geriatrics training programs across the United States explored motivating factors that led fellows to pursue geriatrics in order to inform recruitment efforts. Design: Semi-structured telephone interviews with geriatrics fellows. Setting: Academic medical centers. Participants: Fifteen geriatrics fellows from academic medical centers across the United States. Measurements: This qualitative telephone study involved interviews that were transcribed and descriptively coded by two independent reviewers. A thematic analysis of the codes was summarized. Results: Fellows revealed that mentorship and early exposure to geriatrics were the most influential factors affecting career choice. Conclusion: The results of this study have the potential for a large impact, helping to inform best practices in encouraging trainees to enter the field, and enhancing medical student and resident exposure to geriatrics.
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Selección de Profesión , Educación , Geriatría/educación , Mentores , Selección de Personal , Anciano , Educación/métodos , Educación/normas , Becas , Humanos , Internado y Residencia/métodos , Selección de Personal/métodos , Selección de Personal/organización & administración , Psicología Educacional , Estudiantes de Medicina/psicología , Recursos HumanosRESUMEN
BACKGROUND: Training diverse house staff, including those who are underrepresented in medicine, is vital to provide high-quality patient care for the communities that we serve. In 2018, the Accreditation Council for Graduate Medical Education announced new common program requirements for systematic efforts to recruit and retain a diverse workforce. However, questions remain about how to implement such efforts. MATERIALS AND METHODS: Electronic Residency Application Service (ERAS) data from eight residency programs spanning two recruitment cycles (2017-2018, 2018-2019) was reviewed. The number of candidates at each stage in the process (applicant, invited to interview, interviewed, and matched) was examined by self-identified race or ethnicity. These data were presented to residency program directors at our Graduate Medical Education committee meeting before the next recruitment cycle. Data were analyzed following the 2019-20 residency match. Odds ratios and Pearson's chi-squared test were used to assess statistical significance. RESULTS: A total of 10,445 and 10,982 medical students applied to our 8 core residency programs in 2017 and 2018, respectively. Medical students who applied and self-identified as Asian, Black or African American, and Hispanic or Latino or Spanish origin had lower odds of being invited to interview than those who self-identified as White. After data presentation, the odds of inviting Black or African American applicants to interview increased significantly. The odds of attending an interview once invited were the same across groups. CONCLUSIONS: Sharing ERAS data patterns with residency program directors was associated with a significant year over year change in interviewee diversity. Structured analysis of institutional ERAS data can provide insight into the resident selection process and may be a useful tool to improve house staff diversity.
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Diversidad Cultural , Fuerza Laboral en Salud/organización & administración , Internado y Residencia/estadística & datos numéricos , Grupos Minoritarios/estadística & datos numéricos , Selección de Personal/organización & administración , Estudiantes de Medicina/estadística & datos numéricos , Negro o Afroamericano/estadística & datos numéricos , Asiático/estadística & datos numéricos , Estudios de Factibilidad , Fuerza Laboral en Salud/estadística & datos numéricos , Hispánicos o Latinos/estadística & datos numéricos , Humanos , Internado y Residencia/organización & administración , Solicitud de Empleo , Selección de Personal/estadística & datos numéricos , Estados Unidos , Población Blanca/estadística & datos numéricosRESUMEN
OBJECTIVES: To capture the perspectives of candidates applying for otolaryngology residency positions in the 2020-21 cycle, in the context of disruption caused by the coronavirus disease 2019 (COVID-19) pandemic. SUBJECTS AND METHODS: Candidates planning to apply to the otolaryngology 2020-21 match were invited to complete a cross-sectional online survey. Distribution was via otomatch.com and word of mouth. Descriptive statistics were performed. RESULTS: Of 85 eligible responses (estimated 18.9% of all applicants), many have had at least one board examination (71.8%) disrupted. A majority (85.9%) believe evaluation of candidates will change due to the pandemic, and 54.1% report they were now less confident in matching. Female applicants (37.6% of respondents) were found to have significantly higher odds of decreased confidence in matching (OR 2.781 [95% CI 1.045-7.4044]; P = .041). Many report a move to virtual interviews would increase the number of applications submitted (45.9%) and the number of interviews attended (77.6%). Some applicants (36.5%) did not believe residency programs would gather sufficient information about their candidacy to make an informed decision, and most (62.4%) did not believe that they would gather sufficient information to inform their own rank list. CONCLUSIONS: We find that candidates believe their candidacy will be assessed differently in light of the COVID-19 pandemic, are largely less confident in successfully matching, and are planning to apply and interview more broadly. These data are relevant to otolaryngology residency leadership to inform clear dialogue and a smooth transition into an unprecedented application cycle.
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COVID-19/epidemiología , Internado y Residencia , Solicitud de Empleo , Selección de Personal/organización & administración , Estudiantes de Medicina/psicología , Pruebas de Aptitud , Competencia Clínica , Estudios Transversales , Femenino , Humanos , Internado y Residencia/métodos , Internado y Residencia/organización & administración , Masculino , Innovación Organizacional , Otolaringología/educación , SARS-CoV-2 , Autoimagen , Estados UnidosRESUMEN
BACKGROUND: Clinical decisions regarding the utility of carotid revascularization are informed by randomized controlled trial (RCT) results. However, RCTs generally require participating surgeons to meet strict inclusion criteria with respect to procedure volume. The purpose of this study was to compare annual surgeon volume for carotid endarterectomy (CEA) in contemporary practice to RCT inclusion thresholds. METHODS: Surgeon volume thresholds were identified in 17 RCTs evaluating the efficacy of CEA (1986-present, n = 17). Contemporary annual surgeon volumes (2012-2017) were identified by aggregating data from the Medicare Provider Utilization Database and Healthcare Cost and Utilization Project Network (HCUP), and compared to RCT inclusion thresholds. Further comparisons were performed over time, and across specialties (i.e., vascular surgeon vs. other, based on board certification associated with provider NPI). RESULTS: Minimal surgeon volume in 17 RCTs ranged from 10 to 25 CEA annually when specific case volumes were required. From 2012 to 2017, CEA incidence in Medicare beneficiaries declined from 68,608 to 56,004 and became increasingly consolidated in fewer providers (7,331 vs. 6,626). However, in 2016 only 26.2% of surgeons performing CEA in Medicare beneficiaries would have met the least stringent volume requirement (10 CEA/year). Only 6.5% of surgeons performing CEA met the most stringent RCT volume threshold (25 cases/year) during the same time period. In 2017, 819 vascular surgeons (25.5% of those certified in the specialty) performed >10 CEA in Medicare beneficiaries. CONCLUSIONS: The majority of surgeons performing CEA do not meet the annual volume thresholds required for participation in the RCTs that have evaluated the efficacy of carotid revascularization. Given the established volume-outcome relationship in CEA, the disparity between surgeon experience in the context of RCTs versus contemporary practice is concerning. These findings have potential implications for informed decision-making, hospital privileging, and regionalization of care.
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Competencia Clínica/normas , Endarterectomía Carotidea/estadística & datos numéricos , Ensayos Clínicos Controlados Aleatorios como Asunto/normas , Cirujanos/estadística & datos numéricos , Carga de Trabajo/estadística & datos numéricos , Estenosis Carotídea/cirugía , Competencia Clínica/estadística & datos numéricos , Toma de Decisiones en la Organización , Endarterectomía Carotidea/normas , Humanos , Selección de Personal/organización & administración , Selección de Personal/normas , Cirujanos/normasRESUMEN
BACKGROUND: The COVID crisis hit during the interview season for the Complex General Surgical Oncology (CGSO) fellowship. With minimal time to adapt, all programs transitioned to virtual interviews. Here we describe the experience of both program directors (PDs) and candidates with virtual interviews, and provide guidelines for implementation based on the results. METHODS: Surveys regarding interview day specifics and perceptions were created for CGSO fellowship PDs and candidates. They were distributed at the conclusion of the season, prior to match. RESULTS: Thirty (94%) PDs and 64 (79%) candidates responded. Eighty-three% of PDs and 79% of candidates agreed or strongly agreed that they felt comfortable creating a rank list. If given the choice, 60% of PDs and 45% of candidates would choose virtual interviews over in-person interviews. The majority of candidates found PD overviews, fellows only sessions and pre-interview materials helpful. CONCLUSION: Overall, the majority of PDs and candidates felt comfortable creating a rank list; however, more PDs preferred virtual interviews for the future. Our results also confirm key components of a virtual interview day.
Asunto(s)
Internado y Residencia/organización & administración , Satisfacción Personal , Selección de Personal/métodos , Oncología Quirúrgica/educación , Telecomunicaciones/organización & administración , Adulto , COVID-19/epidemiología , COVID-19/prevención & control , Control de Enfermedades Transmisibles/normas , Femenino , Humanos , Internado y Residencia/métodos , Internado y Residencia/estadística & datos numéricos , Masculino , Pandemias/prevención & control , Selección de Personal/organización & administración , Selección de Personal/normas , Selección de Personal/estadística & datos numéricos , Cirujanos/psicología , Cirujanos/estadística & datos numéricos , Oncología Quirúrgica/organización & administración , Oncología Quirúrgica/normas , Encuestas y Cuestionarios/estadística & datos numéricos , Telecomunicaciones/normas , Telecomunicaciones/estadística & datos numéricosRESUMEN
BACKGROUND: As a result of the coronavirus disease 2019 pandemic, many Pediatric Surgery Fellowship programs were forced to convert their normal in-person interviews into virtual interviews. This study sought to determine the perceived value of virtual interviews for Pediatric Surgery Fellowship. METHODS: An anonymous survey was distributed to the applicants and faculty at a university-affiliated, free-standing children's hospital with a Pediatric Surgery fellowship program that conducted one of three interview days using a virtual format. RESULTS: All applicants who responded to the survey had at least one interview that was converted to a virtual interview. Faculty (75%) and applicants (87.5%) preferred in-person interviews over virtual interviews; most applicants (57%) did not feel they got to know the program as well with the virtual format. Applicants and faculty felt that virtual interviews could potentially be used as a screening tool in the future (7/10 Likert) but did not recommend they be used as a complete replacement for in-person interviews (3.5-5/10 Likert). Applicants were more likely than faculty to report that interview type influenced their final rank list (5 versus 3/10 Likert). CONCLUSIONS: Faculty and applicants preferred in-person interviews and did not recommend that virtual interviews replace in-person interviews. As the coronavirus disease 2019 pandemic continues, more virtual interviews will be necessary, and innovations may be necessary to ensure an optimal interview process. TYPE OF STUDY: Survey. LEVEL OF EVIDENCE: N/A.