Table 2.
Factors as Perceived by Candidates | Mean Score ± SD |
---|---|
Resident–faculty relationship (i.e., perceived as positive or negative) | 8.7±1.5 |
Clinical and surgical volume (i.e., busy clinic, perform large number of procedures) | 8.5±1.3 |
Diversity of training (i.e., breadth of pathology, patient diversity) | 8.5±1.5 |
Interview experience with faculty (i.e., perceived as positive or negative) | 8.3±1.5 |
House staff quality of life (i.e., favorable on-call schedule, balance between work and personal life) | 8.1±1.8 |
Desirable geography and climate of training location | 7.9±1.9 |
Prestige of program (i.e., highly ranked nationally) | 7.8±1.8 |
Presence of a resident-run clinic (i.e., residents have their own patients) | 7.5±2.0 |
Clinic appearance and features (i.e., new and well-equipped lanes, latest technology) | 7.4±1.7 |
Overall average response | 7.2±2.4 |
Exposure to residents during interview day | 7.0±2.3 |
Proximity of training location to family support | 7.0±2.5 |
Caring for underserved population | 6.8±2.1 |
Size of residency program (i.e., number of faculty and residents) | 6.8±2.2 |
Opportunities for resident research (i.e., residents frequently publish) | 6.7±2.3 |
Cost of living associated with training location | 5.7±2.7 |
Cultural and ethnic diversity of training location | 5.6±2.7 |
Diversity of house staff and faculty (i.e., by gender or ethnicity) | 4.6±2.8 |
SD = standard deviation.