Structured Curriculum Vitae Scoring as a Standardized Tool for Selecting Interview Candidates for Academic Neuroradiology Faculty Positions

M. Braileanu, Benjamin B. Risk, N. Kadom, Mark E. Mullins, Elizabeth A. Krupinski, Amit M. Saindane, Brent D. Weinberg

Research output: Contribution to journalArticle

Abstract

Background and Purpose: Interview selection of candidates for academic radiology faculty positions is variable and subject to unconscious biases. The purpose of this study was to retrospectively apply a quantitative curriculum vitae (CV) rubric as a screening tool to identify qualified candidates for further consideration in the hiring process. Materials and Methods: Archived CVs submitted by applicants between 2012 and 2017 for neuroradiology faculty positions at our institution were anonymized. One blinded reviewer scored resumes based on categories that included education, work experience, extracurricular/teaching experience, and research. Logistic regression and receiver operating characteristics analysis were performed. This study was IRB exempted. Results: Of the total 102 applicants, 17 interviews were conducted and 10 candidates were offered a position. Maximum score of the model was 24 points. Mean score was 14 ± 4 (n = 102, range 5-22). Higher total CV score (P = 0.01), medical school ranking (P = 0.03), and number of published manuscripts (P = 0.03) were significantly associated with interview selection. The area under the curve in the ROC analysis for differentiating interview selection based on total CV scoring was 0.69 (95% confidence interval 0.56-0.82). At a cutoff of 14, the model is 82.4% sensitive, and 54.1% specific. Conclusion: Standardized CV scoring is feasible with a cut-off score of 14 points providing high sensitivity in identifying candidates eligible for interview. This tool can potentially be applied in the future to the hiring process as it is neutral to factors such as gender and race and provides an opportunity to address diversity in academic medicine.

Original languageEnglish (US)
JournalCurrent Problems in Diagnostic Radiology
DOIs
StatePublished - Jan 1 2019
Externally publishedYes

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Curriculum
Interviews
ROC Curve
Manuscripts
Research Ethics Committees
Medical Schools
Radiology
Area Under Curve
Teaching
Logistic Models
Medicine
Confidence Intervals
Education
Research

ASJC Scopus subject areas

  • Radiology Nuclear Medicine and imaging

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Structured Curriculum Vitae Scoring as a Standardized Tool for Selecting Interview Candidates for Academic Neuroradiology Faculty Positions. / Braileanu, M.; Risk, Benjamin B.; Kadom, N.; Mullins, Mark E.; Krupinski, Elizabeth A.; Saindane, Amit M.; Weinberg, Brent D.

In: Current Problems in Diagnostic Radiology, 01.01.2019.

Research output: Contribution to journalArticle

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abstract = "Background and Purpose: Interview selection of candidates for academic radiology faculty positions is variable and subject to unconscious biases. The purpose of this study was to retrospectively apply a quantitative curriculum vitae (CV) rubric as a screening tool to identify qualified candidates for further consideration in the hiring process. Materials and Methods: Archived CVs submitted by applicants between 2012 and 2017 for neuroradiology faculty positions at our institution were anonymized. One blinded reviewer scored resumes based on categories that included education, work experience, extracurricular/teaching experience, and research. Logistic regression and receiver operating characteristics analysis were performed. This study was IRB exempted. Results: Of the total 102 applicants, 17 interviews were conducted and 10 candidates were offered a position. Maximum score of the model was 24 points. Mean score was 14 ± 4 (n = 102, range 5-22). Higher total CV score (P = 0.01), medical school ranking (P = 0.03), and number of published manuscripts (P = 0.03) were significantly associated with interview selection. The area under the curve in the ROC analysis for differentiating interview selection based on total CV scoring was 0.69 (95{\%} confidence interval 0.56-0.82). At a cutoff of 14, the model is 82.4{\%} sensitive, and 54.1{\%} specific. Conclusion: Standardized CV scoring is feasible with a cut-off score of 14 points providing high sensitivity in identifying candidates eligible for interview. This tool can potentially be applied in the future to the hiring process as it is neutral to factors such as gender and race and provides an opportunity to address diversity in academic medicine.",
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