Multiple Mini-Interviews (MMIs)Selected Websites of Canadian Schools that are Using MMIs:
Journal Articles of Potential Interest to Applicants as well as to Evaluators:
The authors showed that having a higher number of interviews, each with one rater, is better than the traditional panel interview approach and it is a low cost alternative to the medical school pre-administration interview.
The authors found that the relationship between people who did well in MMIs and their post-graduate national high stakes clinical skills exam was significant and it cast further doubt on the ability of the traditional (trait-based) interview to predict performance.
The authors had applicants undergo both an MMI and a traditional interview and found that the MMI allowed them to be more competitive, it was more enjoyable and it was the applicants favorite part of the interview process. In addition, the evaluators preferred it to the traditional interview style; it showed it was a promising technique.
The authors studied trends between what applicants reported post-interview with regards to their understanding of the MMI process, for example, their opinion on a one-to-one interview, attributes assessed, attributes that should be assessed, etc.
The authors found that undergoing coaching before undertaking entry selection tests did not assist and may have even hindered students’ performance on the MMI. However, practicing similar MMIs did improve overall scores.
Both candidates and interviewers filled out questionnaires; both groups agreed that the MMI format was reliable, fair and asked appropriate, easy-to-understand, questions.
The authors showed that MMI performance was the best predictor of later OSCE performance, clerkship encounter cards and clerkship performance ratings.
The authors found that the MMI can assess the personal qualities of candidates by accounting for context specificity with a multiple sampling approach. In addition, they found that increasing the heterogeneity of interviewers increases the heterogeneity of accepted candidates.
The authors found that GPA, medical school admissions test and MMIs show validity in predicting future performance but not personal interviews, statements, letters of reference, personality testing, emotional intelligence, or situational judgment tests.
The authors looked at the cost effectiveness of the MMI style interview versus the traditional interview.
The authors assessed the relative value of characteristics of medical students that the medical profession and society find desirable.
The authors found that there was significant variability among interviewers’ ratings and moderate validity in interviewers’ ratings of the candidates’ true level of performance.
These publications have been selected and annotated by Johannah Profit (2013) with the assistance of Elizabeth Foy.