Multiple mini-interview

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The multiple mini-interview (MMI) is an interview format that uses many short independent assessments, usually on a timed circuit, to derive the soft skills aggregate score of each candidate. In 2001, McMaster University Medical School began developing the MMI system, to address two known issues. Firstly, it has been shown that traditional interview formats or educational situation simulations do not accurately predict performance in medical schools. Secondly, when the licensing body or regulator reviews the physician's performance after the patient's complaint, the most common concerns are non-cognitive skills, such as interpersonal skills, professionalism and ethical/moral judgment. Since its official introduction at McMaster University Medical School in 2004, it has been adopted by medical, dental, pharmaceutical, and veterinary schools around the world.

Video Multiple mini-interview

Introduction

Interviews have been used extensively for various purposes, including assessment and recruitment. Assessment of candidates is usually considered successful when scores generated by measuring tools predict for upcoming results, such as job performance or job retention. Meta-analysis of human resource literature has shown low to moderate interview skills to predict future job performance. How well a candidate score in one interview only correlates with how well the candidate score in the next interview. Shift values ​​are marked in the buffer when collecting multiple scores on the same candidate, with a larger buffering effect provided by multiple interviews than some interviewers acting as panels for one interview. The score given by the interviewer in the first few minutes of the interview rarely changes significantly during the rest of the interview, an effect known as the halo effect.

Therefore, even very short interviews in the MMI format provide the same ability to differentiate reproductively between candidates. The ability to differentiate differently between candidates, also known as overall test reliability, is clearly higher for MMI than for other interview formats. This has been translated into higher predictive validity, correlated for much higher future performance than standard interviews.

Maps Multiple mini-interview

History

Aiming at increasing predictive correlations with future performance in medical school, post-graduate medical training, and future performance in practice, McMaster University initiated MMI research and development in 2001. The initial pilot was conducted on 18 volunteer graduate students as "candidate medical school". Overall high test reliability (0.81) led to a larger study conducted in 2002 against actual medical school candidates, many of whom submitted themselves after their standard interview to stay for MMI. Overall test reliability remains high, and follow-up continued through medical school and on the examination of the national license (Medical Council of Canada Qualifying Examination Parts I and II) reveals MMI to be the best predictor of clinical performance, professionalism, and subsequent ability to communicate with patients and managed to get a national license.

Since its establishment at the Michael G. DeGroote School of Medicine at McMaster University in 2004, MMI has since spread as an acceptance test in medical school, and into other healing disciplines. In 2008, MMI was used as an admissions test by the majority of medical schools in Canada, Australia, Israel, and Brunei. Also in 2008, trials were conducted with tools at the University of Cincinnati College of Medicine, and aired that fall of that year, as the first implementation of MMI at a medical college in the United States; Additional medical schools in the country have adopted the process.

This leads to the development of McMaster's spin-off company, APT Inc., to commercialize the MMI system. MMI is labeled as ProFitHR and available to the academic and corporate sectors. In 2009, the list of other disciplines using MMI included schools for dentistry, pharmacy, midwifery, physiotherapy and occupational therapy, veterinary medicine, ultrasound technology, nuclear medicine technology, X-ray technology, medical laboratory technology, chiropody, dental hygiene, and postgraduate training programs in dentistry and medicine.

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MMI procedure

1. Station interviews - the domains assessed at one station are variable, and usually reflect the purpose of the electoral body. Examples of domains include "soft skill" - ethics, professionalism, interpersonal relationships, the ability to manage, communicate, collaborate, and perform tasks. The MMI interview station takes a lot of time and effort to produce; It consists of several sections, including bar questions, probing questions for the interviewer, and an assessment sheet.
2. Circuit stations - to reduce MMI costs significantly below most interviews, "station" interviews remain short (eight minutes or less) and performed simultaneously on the circuit as bell checks. The number of stations desired depends largely on the characteristics of the group of candidates interviewed, although nine interviews per candidate represent a reasonable minimum. The interview station circuit should be within close proximity to allow the candidate to move from the interview room to the interview room. Some parallel circuits can be run, each circuit with the same set of interview stations, depending on the physical limitations of the plant.
3. The interviewer - one interviewer per interview station is enough. In a typical MMI, every interviewer stays in the same interview throughout, as the candidate plays through. The interviewer thus assesses each candidate based on the same interview scenario throughout the course of the exam.
4. Candidates - each candidate rotates through a series of interviews. For example, if each interview station is eight minutes long, and there are nine interview stations, it will take nine candidates examined on the circuit, 72 minutes to complete MMI. Each candidate starts at a different interview station, turning to the next interview station on ringing bells.
5. Administrators - each circuit requires at least one administrator to ensure that MMI is done fairly and timely.

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Utilities MMI

Security breaches are less likely to affect results. The candidate's gender and candidate status as an under-represented minority are less likely to affect results. Although several studies have suggested that preparatory courses taken by candidates tend to have less impact on outcomes, such studies have not been duplicated and further research should be undertaken to make a strong scientific argument for or against a preparatory course. In addition, such research should be designed to directly examine the efficacy of a leading preparatory course course rather than a general evaluation. MMI has been validated and tested for over seven years and this product is now available "off the shelf." Although, it can be said that all validation so far has been done by McMaster and/or its affiliated company which is a conflict of interest and any outcome must be interpreted with caution. However, it should be noted that MMI performance can be compromised by introversion.

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References

Source of the article : Wikipedia