Determining personal talents and behavioral styles of applicants to surgical training: a new look at an old problem, part II.

BACKGROUND: The selection of applicants for training in any particular surgical program is an imprecise exercise. Despite the abundance of information on particular candidates, many of the fundamental qualities that are associated with success for the surgical trainee cannot be identified by review of the applicants' grades, scores, letters of recommendation, personal statement, or even from the interview process. We sought a method to determine behavior, motivation, and values possessed by applicants that coincided with traits by our current residents who had demonstrated success in our program. METHODS: The methods have been described in detail in Part I.(1) Briefly, the individual applicants' personal talent report was used to develop a rank-ordered list by the outside consultant and was compared to the traditionally developed rank list developed by the Department in the traditional fashion and the newly developed job benchmark. RESULTS: Five hundred thirty-five applications were received and interviews were offered to 112 (21%) applicants. Seventy-five on-line surveys were completed by the 77 applicants who were interviewed. The consultant was able to identify important personal talents, elements of motivation, and behavioral style that were not gleaned from the application or the interview process, some of which prompted a revision of our final ranking order.(1) This report discusses the results of the motivational analysis and of the Personal Talents Skills Inventory. Applicants with a strong motivation for the theoretical (knowledge) and social commitment (desire to help others) are important characteristics. Clear views of the external world and of self, as well as a sense of satisfaction with the applicants' vision of their future are positively associated with success in our program. CONCLUSIONS: The ability to identify unique behavioral, motivational and personal talents that applicants bring to the program that were not identifiable from the traditional application and interview process has allowed us to determine applicants who were a good match for the structure and culture of our program.

Determining personal talents and behavioral styles of applicants to surgical training: a new look at an old problem, part I.

BACKGROUND: The selection of residents for any program and their evaluation for success is an inexact science. Errors can prove costly, disruptive, and potentially damaging to training programs, and personal and professional setbacks can occur for resident applicants. A method was sought to determine the intangible characteristics of applicants to a general surgery residency program, particularly an assessment of behavior and motivation. The hypothesis was that such information could contribute to a more objective analysis of how well an applicant might fit into a program and its culture, and therefore improve the residents' chance for success and reduce the attrition rate. METHODS: Applications were screened by the Program Director and selection committee according to departmental standards. Those applicants who were offered the opportunity for interview were asked to complete an on-line survey that assessed behavioral style, intrinsic motivators, and dimensional balance. The assessment is known as the TriMetrix Personal Talent Report (TriMetrix; Target Training International, Ltd; TTI, Phoenix, AZ). An initial job benchmark was constructed from data based on surveys of current residents and faculty, and from interviews held with Subject Matter Experts (SMEs) familiar with the demands of the position and the qualities necessary for success. Resident selection was carried out as has been done historically within the program. An independent contractor, who was blinded to the ranking by the program, presented an applicant list based on the candidate's Personal Talent Reports against the job benchmark. The ranking lists were then compared. RESULTS: Of the 535 applications received, interviews were offered to 112, and 77 interviews were conducted. Seventy-five on-line TriMetrix (TTI) assessments were completed by the applicants. Rank lists developed independently by the program and by the consultant were compared, with obvious discrepancies. Overall there was little concordance between the two lists, suggesting that the TriMetrix (TTI) assessment measures something different. The job benchmark identified different behavioral styles among the most successful of the current residents, suggesting that a diversity of natural behavior does not preclude success in the program. CONCLUSIONS: Objective data regarding an individual's personal style can be used to identify applicants who match with a training program's job benchmark. Factors predictive of success specific to our program include an independent desire for knowledge, a commitment to the service of others, and a view of the world with a sense of direction and purpose. The diversity of our current residents' styles as identified by this analysis indicates that many different individuals can be successful. While the instrument can provide important information regarding elements that contribute to successful performance, it is weighted as one essential component utilized in conjunction with other tools.