Beyond credentialing in physician selection: Application of an instrument that measures behavioral aptitude
This article explores the idea that the assessment of candidates for the role of physician caregiver can be enhanced by evaluating their inter-personal and behavioral aptitude as well as their clinical skills. The objective of this work was to determine whether results of a structured interview corr...
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The Beryl Institute
2014
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| Acceso en línea: | https://doaj.org/article/cb90791c82d24818a95a428b5ff46ba2 |
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oai:doaj.org-article:cb90791c82d24818a95a428b5ff46ba22021-11-15T03:52:33ZBeyond credentialing in physician selection: Application of an instrument that measures behavioral aptitude2372-0247https://doaj.org/article/cb90791c82d24818a95a428b5ff46ba22014-11-01T00:00:00Zhttps://pxjournal.org/journal/vol1/iss2/7https://doaj.org/toc/2372-0247This article explores the idea that the assessment of candidates for the role of physician caregiver can be enhanced by evaluating their inter-personal and behavioral aptitude as well as their clinical skills. The objective of this work was to determine whether results of a structured interview correlate to performance ratings for physicians. Two data sets were collected: a structured aptitude assessment for physicians (the Physician Interview) and job performance data for physicians. Analysis of performance data allowed categorization of the physicians into three groups: top performers, contrast performers, and neither. The two data sets were then analyzed to assess the correlation between a physician’s job performance and score on the Physician Interview. The research was conducted at a multi-site, cancer care hospital system. Sixty-three physicians were nominated for inclusion. Nineteen physicians met the criteria as top performers, twenty-three as contrast performers. Twenty-one physicians were excluded, as they did not meet the criteria. Results suggest that applying the structured Physician Interview as a standard step in the selection process can significantly increase the likelihood of identifying top-performing and contrast-performing physicians before they are hired.Edgar StarenSusan HirtDoug RathThe Beryl Institutearticleselectioninterviewassessmenthealthcareclinicalnon-clinicalphysicianstructured interviewcancer treatment centers of americatalent plusjob performanceMedicine (General)R5-920Public aspects of medicineRA1-1270ENPatient Experience Journal (2014) |
| institution |
DOAJ |
| collection |
DOAJ |
| language |
EN |
| topic |
selection interview assessment healthcare clinical non-clinical physician structured interview cancer treatment centers of america talent plus job performance Medicine (General) R5-920 Public aspects of medicine RA1-1270 |
| spellingShingle |
selection interview assessment healthcare clinical non-clinical physician structured interview cancer treatment centers of america talent plus job performance Medicine (General) R5-920 Public aspects of medicine RA1-1270 Edgar Staren Susan Hirt Doug Rath Beyond credentialing in physician selection: Application of an instrument that measures behavioral aptitude |
| description |
This article explores the idea that the assessment of candidates for the role of physician caregiver can be enhanced by evaluating their inter-personal and behavioral aptitude as well as their clinical skills. The objective of this work was to determine whether results of a structured interview correlate to performance ratings for physicians. Two data sets were collected: a structured aptitude assessment for physicians (the Physician Interview) and job performance data for physicians. Analysis of performance data allowed categorization of the physicians into three groups: top performers, contrast performers, and neither. The two data sets were then analyzed to assess the correlation between a physician’s job performance and score on the Physician Interview. The research was conducted at a multi-site, cancer care hospital system. Sixty-three physicians were nominated for inclusion. Nineteen physicians met the criteria as top performers, twenty-three as contrast performers. Twenty-one physicians were excluded, as they did not meet the criteria. Results suggest that applying the structured Physician Interview as a standard step in the selection process can significantly increase the likelihood of identifying top-performing and contrast-performing physicians before they are hired. |
| format |
article |
| author |
Edgar Staren Susan Hirt Doug Rath |
| author_facet |
Edgar Staren Susan Hirt Doug Rath |
| author_sort |
Edgar Staren |
| title |
Beyond credentialing in physician selection: Application of an instrument that measures behavioral aptitude |
| title_short |
Beyond credentialing in physician selection: Application of an instrument that measures behavioral aptitude |
| title_full |
Beyond credentialing in physician selection: Application of an instrument that measures behavioral aptitude |
| title_fullStr |
Beyond credentialing in physician selection: Application of an instrument that measures behavioral aptitude |
| title_full_unstemmed |
Beyond credentialing in physician selection: Application of an instrument that measures behavioral aptitude |
| title_sort |
beyond credentialing in physician selection: application of an instrument that measures behavioral aptitude |
| publisher |
The Beryl Institute |
| publishDate |
2014 |
| url |
https://doaj.org/article/cb90791c82d24818a95a428b5ff46ba2 |
| work_keys_str_mv |
AT edgarstaren beyondcredentialinginphysicianselectionapplicationofaninstrumentthatmeasuresbehavioralaptitude AT susanhirt beyondcredentialinginphysicianselectionapplicationofaninstrumentthatmeasuresbehavioralaptitude AT dougrath beyondcredentialinginphysicianselectionapplicationofaninstrumentthatmeasuresbehavioralaptitude |
| _version_ |
1718428896280444928 |