In this thought-provoking TEDx talk, our CEO, Dr. Behrouz Moemeni, makes a case for the use of intrinsic motivation in university admissions screening and employee selection to make the selection process more valid, fair, all the while promoting diversity. Click here to watch the video on YouTube.
admissions assessment, medical school admissions, intrinsic motivation based selection, bias, burnout, medical education, intrinsic motivation
The stakes in the medical school admissions process are high and research in areas of medical education and medical school admissions process have been intense for decades. Universities spend a lot of time and resources hoping to select applicants most likely to become fantastic doctors in the future, possessing the essential core competencies & frameworks valued in the profession.
Professional misconduct and burnout could be prevented during the selection process by selecting the best-suited candidates for admission. Our physicians accumulate a vast amount of training and expertise, which they use in service of their communities. I personally have tremendous respect for medical doctors both because of my own personal history with medical doctors who have literally saved my life and allowed me to enjoy a quality of life that would not have been possible otherwise, but also because I have been fortunate enough to work with, learn from, and teach with over 50 medical doctors over the past several years. However, professional misconduct and burnout remain of great concern for the profession, its reputation, and the healthcare recipients. Is it possible to prevent these problematic issues at the earliest stage of the training process, at candidate selection? Selecting the right candidates during admissions could reduce these problems, AND produce higher performers who are happy at their job. However, this difficult task has eluded admissions thus far.
But why is it so hard to select future doctors that possess the essential core competencies given decades of research? Read more...
admissions assessment, admission assessment best practices, professional school admissions assessment
In film, casting can make or break a picture. Can you imagine Indiana Jones played by anyone but Harrison Ford. Would the first movie spawned have ever happened if Steven Spielberg decided to give the titular role to Peter Coyote or Tom Selleck as he initially planned instead?
It is yet even more important in university admissions. The wrong doctor or lawyer can be rude to those they are meant to serve, or worse cause damage to their patients and clients, and bring down the reputation of a whole profession.
While candidate selection is of paramount importance, there is a great variability in how universities enact this critical process. Many continuously fall into antiquated and ineffective practices such as these, which cause implicit bias, cost time, money and in many cases the reputation of the entire university.
If you want a thriving program or an entire university that becomes a household name and attracts future noble prizewinners, the bottom line is this:
You must master the art of selecting the RIGHT students with the RIGHT skills and the RIGHT motivation.
Here are the proven 14 rules you MUST follow to ensure that your institution is comprised of the most passionate, skilled, and collaborative students. Read more...
95% of medical students and residents believe current admissions practices need an overhaul and 94% would support a new, improved and transparent admissions screening tool.
Majority (75%) of future doctors report they were primarily motivated to apply to medical school by status, financial gain, or familial tradition.
Only 25% of current student & residents are intrinsically motivated and are willing to pursue medicine without external rewards.
30% of medical trainees come from households with an annual income of over $120,000/year at the time of medical school application.
54% of overall medical students and residents identify themselves as Caucasian with 39% of those from families earning over $120,000/year, the highest proportion of all groups.
On the other hand, 61% of those identifying as visible minorities were from families earning less than $80,000/year.
Use of MCAT preparation and admissions consulting services is not correlated with wealth.
No notable differences were observed in the reported trends across various admissions tools used to select applicants.
No correlation was found between cultural background or socioeconomic status and intrinsic motivation to pursue medicine.
Selecting applicants based on intrinsic motivation reveals a new approach to admissions practices in an effort to reduce socioeconomic and racial bias, while selecting best-suited future medical doctors. Read more...