key: cord-0051547-9bdn15la
authors: Rekawek, Peter; Graves, Lindsay L.; Panchal, Neeraj; Schlieve, Thomas
title: Navigating the “Virtual Match”: Pitfalls of the Virtual Interview
date: 2020-10-13
journal: J Oral Maxillofac Surg
DOI: 10.1016/j.joms.2020.10.012
sha: 295f3db1beac27ed40ae8d043d4363a92e740b4f
doc_id: 51547
cord_uid: 9bdn15la

nan

Each year oral and maxillofacial surgery applicants compete for coveted residency positions. Adopted in 1952, the National Resident Matching Program (Match) oversees the process of pairing the preferences of applicants and residency programs. A candidate matches with their top-ranked selection if there is a vacant position. If a favored candidate ranks that program equally, the Match replaces the first individual with the preferred applicant. The process continues until positions are filled or residencies exhaust their rank list. The algorithm is renowned for its ability to optimize outcomes for applicants, while ensuring that 99.9% of programs achieve positive results. 1 Today, residency programs are adjusting to the uncertainties and travel restrictions surrounding COVID-19 through the incorporation of social media, virtual externships, and virtual interviewing. Adaptations may be necessary during the upcoming "virtual Match" as application inflation may be common in the 2020-2021 oral-maxillofacial surgery application cycle. As a result, an added emphasis on the holistic assessment of candidates, strategic extension of interview invitations, and meticulous ranking of applicants and programs may be essential for a successful Match.

In a survey distributed to oral-maxillofacial surgery residents in 2019, respondents applied to between 11 and 20 programs. On average, applicants were invited to 11 interviews, of which they attended 9. 2 In past cycles, finances and availability limited the number of submitted applications and accepted interviews. Highly qualified applicants began to reject additional invitations once they received interviews from their desired programs. These invitations may have been extended to other candidates who were potentially better aligned with some residencies. Opportunities to develop relationships with prospective residents were restricted due to cancelled externships. Virtual interviews may also limit genuine communication. As such, program directors may feel inclined to place additional emphasis on quantifiable markers, such as dental school rank and CBSE scores. However, basing the distribution of interview invitations on these markers may only exacerbate the potential pitfalls associated with this Match.

It may be critical for programs that are not historically preferred by the most competitive applicants to avoid emphasizing quantifiable markers. These programs should interview the caliber of applicant who may be inclined to rank the program highly, thereby maximizing the probability of a match. It may be important to communicate with mutual colleagues to identify a One proposed solution to these issues of interviewee supply-and-demand and clandestine communications is the use of virtual "tokens" to "signal" programs that they are among the most desired interviews to obtain by an applicant. This "preference signaling" is intended to demystify an applicant's intentions and add value to their application, as potential interviewees have only a limited number of tokens to hand out. Our otolaryngology colleagues will be testing such as system this cycle, and it would behoove us to observe how it plays out. 4 It may be that this J o u r n a l P r e -p r o o f attempt to abolish some of the upcoming guesswork only adds another layer of complexity to the game.

With the application cycle underway, widespread modifications to the Match may not be possible. Although many variables are out of the control of applicants, candidates can still successfully navigate this year's application cycle. Applicants should accept interviews and devise rank lists following a true-preference strategy, while ensuring honesty in their communications with programs. However, it is critical for program directors to be conscious of application and interview inflation during the "virtual Match". Programs should holistically assess and rank their applicants, while also being aware of the tribulations of using quantifiable markers as the primary selection criteria. This non-traditional oral-maxillofacial surgery application cycle may finalize the transition to a holistic application review. Although the Match was devised to provide the best outcome for both applicant and program, the impact of virtual interviewing will be a true test of the algorithm's ability to successfully match the next class of oral-maxillofacial surgery residents.

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