Background
Methods
Pseudo Identification Numbers | Province | Gender |
---|---|---|
Interv01 | BC | F |
Interv02 | BC | F |
Interv03 | BC | M |
Interv04 | BC | M |
Interv05 | BC | M |
Interv06 | AB | F |
Interv07 | AB | M |
Interv08 | ON | F |
Interv09 | ON | F |
Interv10 | ON | F |
Interv11 | ON | M |
Interv12 | ON | M |
Interv13 | ON | M |
Interview Protocol | |
Introduction & Demographic Questions (Examples): ➔ What is your official title? ➔ How long have you been involved with this family medicine training site? ➔ Why did you choose to work in your current setting? ➔ What types of residents do you work with? Follow-up questions … | |
Selection Process Reflective Questions (Examples): ➔ What is your role in the selection of candidates? ➔ What factors in the selection process do you most heavily weigh upon? for IMGs and CMGs? ➔ What current selection tools are used at your institution? Follow-up questions … | |
IMG Experience (Examples): ➔ What is your role in the supervision of trainees? ➔ What is the number of IMGs you have supervised over the past 5 years? ➔ Can you share an example of an IMG candidate that thrived in residency? ➔ What attributes did that IMG candidate have that made them succeed? Follow-up questions … | |
Philosophy: Aims of selection (Examples): ➔ Do you think candidates should be chosen based on their adaptability? ➔ Do you think family physician training should be different depending on what type of practice they will be taking up in the future? Follow-up questions … | |
IMG Selection Philosophy Introspective Questions ➔ What do you value or discount in an IMG candidate’s application? ➔ Do you think we are missing something in the current selection process? Follow-up questions … | |
Closing Questions and follow up remarks |
Results
Attribute | Predictors | Quote |
---|---|---|
Trainability | Professionalism | “Professionalism, always extremely professional [and in candidates we are’ looking for maturity, professionalism […] and reflectiveness.” (interv02) |
“We should be … recruiting doctors who are better nuanced in interpersonal skills.” (interv13) | ||
“[Unprofessional residents] in the classroom setting weren’t engaged, not interested, disruptive, … and on their phone.” (interv08) | ||
Ability to Accept and Integrate Feedback Well | “Their insight into their abilities, their lack of defensiveness when given feedback and to take feedback graciously and act on it.” (interv01) | |
“The other thing which is harder to assess but really has to do with personal integrity, ability to take feedback, that whole professional package, right” (interv10) | ||
“[They] need to be able to improve [and be] willing to take feedback constructively.” (interv06) | ||
High Emotional Intelligence (Maturity) | “I value people who are truthful and who are genuine, or have a way to express their genuine beliefs” (interv13) | |
“[How can you] state factors that you can’t read on a transcript or marks about the passion or the enthusiasm or the empathy that the candidate might have.” (interv07) | ||
Positive Attitude | Presence of Positive Attitude | “I love having a resident with passion, loves to learn […] to me that’s huge, you’ve got to have that passion. Because there isn’t a day I don’t go home, 30 years later and start reading about something I saw in the office. If you don’t have that as a student or a resident, you wonder why they’re here.” (interv11) |
“The one who was very strong [they] just had a very go-get-em attitude.” (interv03) | ||
Communication Skills | Proficient Communication Skills | “Fluency in English has different degrees. You can have fluency that you can travel and interact and go to the store, whereas to do an interview and take a sexual history or ask somebody about whether they’ve had any [delusions] – that requires a more sophisticated English.” (interv12) |
“One of the things that interests me [is] does the person have a breadth of activities that show collaboration and communication skills and ability to work with a team? Because I really think that more and more this is one of the most critical elements of all.” (interv04) | ||
Knowledge | High Level of Medical Knowledge | “An IMG resident who was phenomenal and ended up winning, the outstanding resident award at the end of the two-year residency. [This resident …] has continued on to be a preceptor in the community and does amazing work. I think that … (this resident is a) medical expert and has a solid foundation and background.” (interv09) |
“[Of this program’s star IMG trainee] Let’s not even talk about the good medical training [he or she had], the [y had] superlative medical training […]” (interv05) |
Major Codes | ||||
---|---|---|---|---|
Attitude | Communication Skills | Knowledge | Trainability | |
SUBCODES | Leadership | Excellent Command of the English Language | Extensive Relevant Clinical Experience | Superior Ethics / Professionalism |
Passion for Learning | Fluency in a Broad Range of Canadian Language Colloquialisms | Superior Medical Knowledge | Teachability | |
Positive Attitude | Recent Graduation | Extra Clinical Experience | ||
Honesty / Integrity | Ability to Accept and Integrate Feedback Well / Reflectiveness | |||
Team Player | High Emotional Intelligence (Maturity) |