• Douglas R Oyler, Kelly M Smith, E Claire Elson, Heather Bush, and Aaron M Cook.
• Douglas R. Oyler, Pharm.D., is Postgraduate Year 1 Pharmacy Resident, Department of Pharmacy, UK HealthCare, Lexington, KY. Kelly M. Smith, Pharm.D., BCPS, FASHP, FCCP, is Associate Dean of Academic and Student Affairs, University of Kentucky College of Pharmacy, Lexington. E. Claire Elson, Pharm.D., is Postgraduate Year 2 Pediatrics Resident, Department of Pharmacy, St. Louis Children's Hospital, St. Louis, MO. Heather Bush, Ph.D., is Assistant Professor, Department of Biostatistics, University of Kentucky College of Public Health, Lexington. Aaron M. Cook, Pharm.D., BCPS, is Clinical Coordinator, Neurosciences/Pulmonary-Critical Care, Department of Pharmacy, UK HealthCare, and Assistant Adjunct Professor, University of Kentucky College of Pharmacy.
• Am J Health Syst Pharm. 2014 Feb 15;71(4):297-304.

PurposeThe incorporation of the multiple mini-interview (MMI) into the postgraduate year 1 (PGY1) pharmacy residency program selection process was evaluated.MethodsFour MMI stations evaluating the highest-rated nonacademic attributes of prospective residents (critical thinking, teamwork, ethical reasoning and integrity, and communication and interpersonal skills) were incorporated into the traditional PGY1 residency interview process at an academic medical center. After completion of the interview, candidates and interviewers were surveyed regarding their perceptions of the refined interview process. Data regarding scores on various components of the applicant profile were also compared for significant correlations. Descriptive statistics were calculated for questionnaire responses and individual components of candidate profiles. Pearson's correlation coefficients were calculated between MMI score, traditional interview score, age, grade point average, application score, college of pharmacy rank, and final candidate rank (subjective score).ResultsA total of 38 candidates were interviewed, 37 of whom completed the postinterview survey. Candidates agreed that the MMI allowed them to convey their abilities effectively; however, they disagreed that it was more effective than traditional interviews. Candidates did not agree that the MMI caused less anxiety than traditional interviews. All 15 interviewers completed the postinterview survey and believed that the MMI effectively evaluated soft skills and that the MMI was more effective than traditional interviews in assessing candidates' abilities, skills, and thought processes.ConclusionThe use of the MMI in a PGY1 pharmacy residency applicant selection process appeared to be well accepted by both candidates and interviewers and likely assesses different attributes than do traditional interview techniques.

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