目标:在2021年过渡到虚拟面试之后,受访者开始接受礼物作为招聘策略,以代替面试前的晚宴。这项研究描述了数量,type,以及与节目感知和排名相关的礼物接收频率。
方法:进行了一项匿名调查研究。变量包括人口统计,面试方式,礼品类型,礼品收据的频率,货币价值,以及节目感知和排名的变化。进行了描述性分析和Pearson卡方检验。
方法:具有中型到大型普外科计划规模的单一机构。
方法:所有普外科住院医师在单一机构不排除。
结果:约25名居民回答(60%的回答)。两名受访者(8%)参加了面对面(IPI)和虚拟访谈(VI)。约72%(n=18)参加了VIs,36%(n=9)的IPIs。大约68%的人在2021年或更晚的时候匹配。总的来说,76%的人在面试时收到了礼物。100%的IPI收到了礼物,而67%的VIs收到了礼物。88.9%的IPI收到了一顿饭。收到的VIs:膳食共享(28.6%),不共享膳食(14.3%),食品专用礼品卡(28.6%),其他食品(21.4%),或其他(7.1%)。约66.7%的IPI(n=6)报告76%至100%的节目提供一餐,而没有VI报告76%至100%的项目提供(p=0.0002)。VI不太可能有共享的用餐体验(p=0.017)。大约55.5%的IPI和VIs收到非食品礼物。居民对节目兴趣的感知,资源,根据送礼的不同,该计划的排名没有显着差异。
结论:虚拟访谈在收到礼物时引入了异质性。可变的送礼经历的影响尚不确定,但引起了人们对招聘过程中潜在的新偏见来源的关注。
OBJECTIVE: Following the transition to virtual interviews in 2021, interviewees began receiving gifts as a recruitment strategy in lieu of the preinterview dinner. This study characterizes quantity, type, and frequency of gift receipt in relation to program perception and ranking.
METHODS: An anonymous survey study was conducted. Variables included demographics, interview modality, gift type, frequency of gift receipt, monetary value, and changes in program perception and ranking. Descriptive analyses and Pearson\'s chi-square testing were performed.
METHODS: Single institution with a medium to large general surgery program size.
METHODS: All general surgery residents at the single institution without exclusion.
RESULTS: About 25 residents responded (60% response). Two respondents (8%) participated in both in-person (IPIs) and virtual interviews (VIs). About 72% (n = 18) participated in VIs, 36% (n = 9) IPIs. About 68% matched in 2021 or later. Overall, 76% received a gift during interviews. 100% of IPIs received a gift, while 67% of VIs received a gift. 88.9% of IPIs received a meal. VIs received: meal shared (28.6%), meal not shared (14.3%), food-specific gift card (28.6%), other food items (21.4%), or other (7.1%). About 66.7% of IPIs (n = 6) reported 76% to100% of programs offered a meal, whereas no VIs reported 76% to 100% of programs offering (p = 0.0002). VIs were less likely to have a shared meal experience (p = 0.017). About 55.5% of IPIs and VIs received nonfood gifts. Residents\' perception of a program\'s interest, resources, and ranking of the program were not significantly different based on gifting.
CONCLUSIONS: Virtual interviews introduced heterogeneity in the receipt of gifts. The impact of a variable gifting experience is uncertain but raises concern for a potential new source of bias in the recruitment process.