Presentation on theme: "The Value of Admission Interviews"— Presentation transcript:
1 The Value of Admission Interviews Wednesday, April 15, : :00 amThe Value of Admission InterviewsLisa Rosenberg, PhD, RNAssociate ProfessorRush University College of Nursing
2 OverviewDo interviews provide relevant data in making admission decisions?Are attrition rates affected when interviews are conducted?
3 Times Have Changed Qualified applicant pools Waitlists Expanding enrollmentsFaculty shortagesOverflowing clinical sitesFull classrooms
4 Attrition RatesGeneral pre-licensure attrition reported in literature from 10-44%Accelerated pre-licensure attrition, 10-20%Rush Generalist Entry Master’s program, < 5% thus farOther Rush graduate programs (specialty Masters, DNP, PhD)
5 Why It Matters More nurses will enter the workforce Fiscal implications for school and studentEffect on morale of faculty and student body
6 What Does the Literature Tell Us Are Predictors of Academic Performance GPAStandardized TestsEnvironmental variables, e.g., child care, family crisisWorking full or part-timePersonal problemsProfessional incompatibilitiesBehavioral anomalies
7 Cost-Benefit of Interviewing # of hours to interview applicant pool, file review and interviewer trainingAverage faculty salary per hourTuition for a single student over total programIf the data provided from just one interview led to the denial of an applicant who was believed less likely to succeed and was replaced by an applicant who was ultimately successful, then the financial cost of interviewing was immediately recovered, as well as theprojected revenue.
8 Admission Interview Reliability Demonstrable rating criteriaStandardized interview guideInterviewer trainingPaired faculty interviews“Post-Mortem” review to guide revisions to the interviewing process
9 The Interview Process Experienced teachers in relevant program Two faculty, 25 min. interview, 5 min. post-discussionInterview guide followed, standard information gathered, addl. questions as neededOne faculty records during interviewEvaluation form completed in post-discussion
10 The Interview Guide Five questions + related probes 1 – 5 rating scale Interviewers assess:The candidate’s motivation to enter nursing and capacity for empathyAbility to describe what nurses doSuitable personal characteristics and readinessAbility to manage a full-time programAcademic/life inconsistencies
11 Interview Guide cont. Summary comments An overall rating of highly recommend, recommend, recommend for waitlist or deny is requiredFor each rating there is a standardized detailed description
12 The Post-MortemImportant to review the files of those students who, especially early on, did not complete the program.Could these student outcomes have been predicted from their applications or interview information?Data that was either overlooked by the interviewers or not viewed as significant by the admissions committee gave indication to potential difficulties ahead.
13 But Does It Work? Attrition comparison from regular to accelerated BSN Anecdotal experience – applicant who “looked good on paper” but in interview presented with obvious behavioral anomaliesThe professional and fiscal benefits of interviewing do not rely on making many good decisions, just one
14 Interviewing for MSN Specialty, DNP and PhD Programs MSN Specialty - Specific advanced practice specialty requirements, understands specialty practice role of interest, possible case scenariosPost-Master’s DNP – Leadership context and ability to complete a large scope change projectPhD – Research phenomena of interest appropriate fit with institution and facultyAlways assessing for problematic behavioral or interpersonal characteristics
15 SummaryDone well, interviewing applicants is in their best interest as well as that of the faculty, student body and institution.Though a time commitment is necessary, even minimally improved attrition rates make interviewing a fiscally prudent decision.