Introduction
On March 11, 2020, the World Health Organization declared the COVID-19 outbreak a
global pandemic. Since then, government agencies have taken significant measures to
contain the spread of the coronavirus, imposing aggressive measures such as travel
bans and shelters-in-place. While these aggressive efforts have flattened the curve
and curtailed the spread of the virus, they have also produced negative collateral
effects on the economy and medical education. Tens of thousands of third-year medical
students across the United States were abruptly frozen in their progress of choosing
and securing medical specialties in which to train after graduation.
Official guidance on medical student activity was released by the Association of American
Medical Colleges (AAMC) on March 17, 2020, with recommendations to suspend student
participation in direct patient contact [1]. Additionally, the AAMC suspended both
student and program access to the Visiting Student Application Service in adherence
to broader travel restrictions and social distancing measures. On May 11, 2020, a
special work group of the Coalition for Physician Accountability, comprised of numerous
stakeholders including the AAMC, the National Resident Matching Program (NRMP), and
the Accreditation Council for Graduate Medical Education, released their recommendations
regarding away rotations, in-person interviews, and the Electronic Residency Application
Service (ERAS) timeline for this application cycle. Among these recommendations, the
work group stated that for the 2020-2021 cycle, all interviews for prospective residents
should be conducted virtually [2]. On May 21, 2020, a position statement was released
jointly by the Association of Program Directors in Radiology and the Association of
Program Directors in Interventional Radiology, which supported the recommendations
of the work group, urging all residency programs in diagnostic radiology and interventional
radiology to commit to them [3].
Beginning in March 2020, in accordance with social distancing guidelines, the National
Board of Medical Examiners (NBME) suspended most licensing exams administered at Prometric
testing centers, including Step 1, Step 2 CK, and Step 3. This is anticipated to create
a backlog of examinations once testing centers reopen. As a result, residency applicants’
Step 2 CK test dates have been pushed as far back as December 2020, well past the
deadline for ERAS application submission and most programs’ application review.
The impact of COVID-19 on this year's residency interview season will be profound.
The move to virtual interviewing means that both students and programs must make ranking
decisions without information provided by the in-person interview experience. Programs
will need to find a reliable alternative means by which to market themselves and obtain
additional information about applicants. The aim of this article, written from the
trainee's perspective, is to provide recommendations to radiology residency programs
for filling the information gaps created by the rapid transition to virtual interviewing.
We feel it is critical for programs to concentrate on three primary areas: (1) establishing
an active, online presence as a source of reliable information for applicants, (2)
employing additional screening tools to better select applicants for interview, and
(3) creating a virtual department visit so that applicants and programs can still
discover important information they seek in one another.
Programs Should Establish an Online Presence
Historically, the most important and reliable data used by students to assess residency
programs has been obtained at the in-person interview [4]. Verbal and nonverbal information
is processed by applicants at every step of the interview experience, including the
pre-interview dinner with residents, the hotel accommodations, the look and feel of
the city, the interview presentation, the formal interview sessions, informal conversations
with residents, the campus tour, interactions with department staff, and the noon
conference experience. Because the in-person interview day will no longer be available,
potential sources of program information will now be limited to direct outreach to
residents themselves as well as the program websites, ranked two and three in order
of importance, respectively [4].
Without the benefit of the interview experience to market themselves and inform students
of their programs’ strengths, residency directors must now find ways of reaching out
to accomplish these tasks. Programs with a social media presence are certainly at
an advantage, as they will already have an established platform for outreach [5].
Social media enables two-way communication—both for students to ask questions, and
for residents, faculty, and program directors to provide meaningful answers. Specifically,
Twitter (Twitter.com, San Francisco, CA) is very effective at promoting and marketing
a residency program, allowing for the regular advertisement of departmental achievements
such as leadership positions, scholarships, awards, published articles, and presentations
at national meetings [4]. This information is crucial for medical students as academic
reputation and resident happiness are among the most important factors that medical
students consider when ranking programs [4,6]. Programs without social media are losing
out on these opportunities for outreach.
While social media may be helpful for understanding how happy residents are at their
programs, departmental websites are the primary sources for students to obtain official
program information. Unfortunately, a recent study of diagnostic radiology websites
revealed that only 55% listed fellowship placement of their residents, and less than
70% described departmental research projects [7]. Worse, nearly one third of integrated
interventional radiology residency programs lacked a dedicated website [8]. Of those
that did, only 50% mentioned active research within the department. As students scramble
to gather information during this year's virtual interview season, it is imperative
that academic radiology departments quickly update their websites with accurate and
complete information regarding their educational programs. More than ever before,
the information, images, videos, and personal testimony provided on departmental websites
will be responsible for shaping student impressions of residency programs.
Programs Should Enhance Screening and Interviewing Processes
Without the luxury of away rotations, in-person interviews, or licensure exam results,
programs must innovate new methods of screening and ranking applicants. A 2018 survey
conducted by the NRMP identified factors most important to diagnostic radiology program
directors for selecting applicants to interview. Aside from board-score related metrics,
the highest rated factors included prior personal knowledge of the applicant, letters
of recommendation in the specialty, the medical student performance evaluation letter,
and perceived commitment to specialty [9].
The loss of the away rotation will make it difficult for students to become familiar
with and express their interest in programs distant from their home institutions.
Additionally, students such as Osteopathic and International Medical Graduates that
have traditionally relied on away rotations for gathering letters of recommendation
due to lack of home-institutional departments will now be hard-pressed to obtain specialty-specific
letters and may have to rely on letters from core rotations. For these reasons, other
components of the application, such as the personal statement or volunteer work, may
be of more value this application cycle, offering the best insight into a student's
personality and commitment to the specialty. As clinical experiences for students
will be heterogeneous and limited this year, programs should provide reassurance to
students by stating publicly on their department websites that: 1) students will not
be penalized for canceled away radiology rotations or sub-internships, and 2) admissions
committees anticipate variability in the number and mix of letters of recommendation
this application cycle.
Moreover, the cost savings and uncertainty associated with this year's virtual interview
season is likely to encourage students to try to interview at more programs than usual,
leading to an unprecedented number of applications for most programs. This may create
the need for programs to enhance their application screening policies. Care should
be taken to screen in a way that does not discriminate against students that have
yet to receive their board scores, who are from different geographical areas, or who
do not have specialty-specific letters of recommendation. In order to ensure fairness,
programs should allow extra time for screening and plan to review a greater diversity
of applications this cycle.
Programs that typically require Step 2 CK scores for consideration should forgo these
restrictions this year to ensure fairness to students that could not reschedule Step
2 in time. Programs should also consider that many applicants this year will not have
the opportunity to demonstrate improvement on Step 2 following a suboptimal Step 1
performance. The prolonged suspension of student activities during the pandemic has
affected many vital metrics within the ERAS application that program directors traditionally
use to compare applicants, such as clinical rotation experiences, Step 2 scores, and
quality of recommendation letters. Programs should seek to level the playing field
for student assessment by utilizing alternative screening and interviewing methods,
such as holistic application review, supplementary essays, and the multiple mini interview
(MMI) technique. Holistic review emphasizes a balanced consideration of applications
utilizing a strategic, evidence-based approach, recognizing diversity as an essential
component to program success. A short supplementary essay, which would require a writing
prompt from programs, would give students control of an additional component in their
applications with which they could convey interest, passion, and creativity. Programs
may also choose to put more emphasis on the personal statement this year, as this
will be one of the few elements that students truly control.
The MMI involves a number of short interviews, each conducted with a different interviewer.
Applicants rotate through each interviewer in a similar setup to an Objective Structured
Clinical Encounter (OSCE) or the traditional oral boards [10]. In comparison to a
traditional interview, the MMI involves shorter interviews, each with a pre-determined
question or topic to be discussed. With shorter interview lengths, programs can schedule
more interviews per day using this technique. Assessing applicant responses to the
same list of vetted questions may help level the playing field with respect to direct
comparison of candidates. With more applicants per program anticipated this year,
this technique may help programs cast a wider net and ensure enough ranks to match
successfully.
Programs Should Create a Virtual Visiting Experience
A study conducted by Phitayakorn et al. in 2015 evaluated factors most of value to
applicants when selecting and ranking programs. The results showed that among the
5 most important factors were resident morale, faculty availability, and faculty involvement
in resident training [11]. The avenues by which students are able to gauge these measures
have traditionally been the interview day and the away rotation. Without being able
to visit programs in person to meet and interact with the residents and faculty, students
will not be able to evaluate the criteria that they say they value most.
Successful programs will likely be those that can innovate ways to capture these opportunities
and provide them to students online in time for the 2020-2021 interview season. This
will mean brainstorming department and residency strengths, devising strategies for
how to best market those strengths, and then delivering the digital content to students.
One such idea would be to offer “virtual away rotations.” Interested radiology applicants
could simply join the day-to-day activities of a department using the same web-based
platforms currently being used to conduct resident educational conferences, department
meetings, and even virtual social gatherings. These electives could offer access to
teaching curricula, departmental educational resources, and live sessions with residents
to help foster relationships as students seek information about the program and the
city.
The American College of Radiology has already taken lead, creating a two-week virtual
curriculum that provides medical students with independent required reading assignments,
online modules, and online scenarios to incorporate evidence-based strategies for
imaging services [12]. Several radiology (Geisel School of Medicine at Dartmouth and
Weill Cornell Medicine) and radiation oncology (Stanford University and Ohio State
University) programs have followed suit, designing and piloting virtual rotations
for students. These efforts will likely provide programs a recruiting advantage, showcasing
their residents, faculty, and program to applicants.
Residency programs could also produce short videos available online to provide the
kind of information normally sought by students during the course of the interview
experience or away rotation. Well-produced segments featuring residents or faculty
addressing important topics such as faculty involvement in education, resident morale,
department support of the educational mission, details of the rotation curriculum,
and professional development opportunities would likely allow programs to stand out
among the competition. Video would also be an effective way to showcase a department's
facilities, teaching faculty, residents, campus, and city. Brief messages given by
department chairs, program directors, chief residents, and other education leaders
would help underscore the program's branding.
Social media platforms such as Facebook (facebook.com, Menlo Park, CA) and Twitter
could also be utilized to highlight a program's educational and innovative initiatives
such as resident team building, academic work, and resident awards and achievements.
Another idea to help applicants and programs connect is to set up virtual small-group
sessions, such as “Zoom happy hours”, between a program's residents and students,
allowing applicants to ask questions and discuss the kind of topics that would normally
get covered during the in-person pre-interview dinner.
Conclusion
The COVID-19 pandemic will make the next interview season challenging for radiology
residency programs. The suspension of medical students’ clinical rotations will lead
to great heterogeneity in applications with respect to their clinical experiences,
their ability to take USMLE examinations, and their success in finding optimal letter
writers. The move to virtual interviewing will make it harder for students and programs
to learn about one another. Updating department websites and establishing a strong
social media presence may be the most crucial way for programs to provide vital program
information to students. Utilizing additional unbiased screening measures and increasing
manpower will help programs appropriately find and select best-fit applicants. Allowing
applicants to visit programs virtually, either through virtual away rotations or the
production of high-yield videos, will help fill the information gap left by the loss
of in-person interviews. Implementing these recommendations are likely to improve
outcomes for both applicants and programs during the 2020-2021 interview season and
beyond.
Declaration of Competing Interest
None.