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Multiple mini interview
The multiple mini interview (MMI)〔Eva KW, Reiter HI, Rosenfeld J, Norman GR. An admissions OSCE: the multiple mini-interview. Medical Education, 38:314-326 (2004).〕 is an interview format that uses many short independent assessments, typically in a timed circuit, to obtain an aggregate score of each candidate’s soft skills. In 2001, the McMaster University Medical School began developing the MMI system, to address two widely recognized problems. First, it has been shown that traditional interview formats or simulations of educational situations do not accurately predict performance in medical school. Secondly, when a licensing or regulatory body reviews the performance of a physician subsequent to patient complaints, the most frequent issues of concern are those of the non-cognitive skills, such as interpersonal skills, professionalism and ethical/moral judgment. Since it was formally introduced at McMaster University Medical School in 2004, it has been adopted by medical, dental and pharmacy schools around the world.
==Introduction==
Interviews have been used widely for different purposes, including assessment and recruitment. Candidate assessment is normally deemed successful when the scores generated by the measuring tool predict for future outcomes of interest, such as job performance or job retention. Meta-analysis of the human resource literature has demonstrated low to moderate ability of interviews to predict for future job performance.〔Barrick MR, Mount MK. The Big 5 personality dimensions and job performance: a meta-analysis. Personnel Psychology 1991, 44:1-26.〕 How well a candidate scores on one interview is only somewhat correlated with how well that candidate scores on the next interview. Marked shifts in scores are buffered when collecting many scores on the same candidate, with a greater buffering effect provided by multiple interviews than by multiple interviewers acting as a panel for one interview.〔Eva KW, Reiter HI, Rosenfeld J, Norman GR. The relationship between interviewer characteristics and ratings assigned during a Multiple Mini-Interview. Academic Medicine, 2004 Jun; 79(6):602.9.〕 The score assigned by an interviewer in the first few minutes of an interview is rarely changed significantly over the course of the rest of the interview, an effect known as the halo effect.
Therefore, even very short interviews within an MMI format provide similar ability to differentiate reproducibly between candidates.〔Dodson M, Crotty B, Prideaux D, Carne R, Ward A, de Leeuw E. The multiple mini-interview: how long is long enough? Med Educ. 2009 Feb;43(2):168-74.〕 Ability to reproducibly differentiate between candidates, also known as overall test reliability, is markedly higher for the MMI than for other interview formats.〔 This has translated into higher predictive validity, correlating for future performance much more highly than standard interviews.〔Eva KW, Reiter HI, Rosenfeld J, Norman GR. The ability of the Multiple Mini-Interview to predict pre-clerkship performance in medical school. Academic Medicine, 2004, Oct; 79(10 Suppl): S40-2.〕〔Reiter HI, Eva KW, Rosenfeld J, Norman GR. Multiple Mini-Interview Predicts for Clinical Clerkship Performance, National Licensure Examination Performance. Med Educ. 2007 Apr;41(4):378-84.〕〔Eva KW, Reiter HI, Trinh K, Wasi P, Rosenfeld J, Norman GR. Predictive validity of the multiple mini-interview for selecting medical trainees. Accepted for publication January 2009 in Medical Education.〕〔Hofmeister M, Lockyer J, Crutcher R. The multiple mini-interview for selection of international medical graduates into family medicine residency education. Med Educ. 2009 Jun;43(6):573-9.〕
抄文引用元・出典: フリー百科事典『 ウィキペディア（Wikipedia）』
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