Overview: What's Worked and What Hasn't as a Guide towards Predictive Admissions Tool Development

Autor/inn/en	Siu, Eric; Reiter, Harold I.
Titel	Overview: What's Worked and What Hasn't as a Guide towards Predictive Admissions Tool Development
Quelle	In: Advances in Health Sciences Education, 14 (2009) 5, S.759-775 (17 Seiten)Infoseite zur Zeitschrift PDF als Volltext Verfügbarkeit
Sprache	englisch
Dokumenttyp	gedruckt; online; Zeitschriftenaufsatz
ISSN	1382-4996
DOI	10.1007/s10459-009-9160-8
Schlagwörter	Emotional Intelligence; Student Evaluation; Grade Point Average; Medical Schools; Job Performance; Testing; Predictive Validity; Aptitude Tests; College Admission; Human Resources; Guidelines; Admission Criteria; Evaluation Problems; Interviews; Medical Education; Medical Students; Educational Trends; Educational Assessment; Measures (Individuals); Measurement Techniques; Evaluation Methods; Evaluation Criteria; Medical College Admission Test + Suchen Sie Ihr Suchwort? Emotionale Intelligenz; Schulnote; Studentische Bewertung; Medizinische Ausbildung; Work performance; Arbeitsleistung; Testdurchführung; Testen; Aptitude test; Eignungsprüfung; Eignungstest; Hochschulzugang; Hochschulzulassung; Zulassung; Humankapital; Richtlinien; Admission; Admission procedures; Zulassungsbedingung; Zulassungsverfahren; Interviewing; Interviewtechnik; Bildungsentwicklung; Education; assessment; Bewertungssystem; Messdaten; Messtechnik
Abstract	Admissions committees and researchers around the globe have used diligence and imagination to develop and implement various screening measures with the ultimate goal of predicting future clinical and professional performance. What works for predicting future job performance in the human resources world and in most of the academic world may not, however, work for the highly competitive world of medical school applicants. For the job of differentiating within the highly range-restricted pool of medical school aspirants, only the most reliable assessment tools need apply. The tools that have generally shown predictive validity in future performance include academic scores like grade point average, aptitude tests like the Medical College Admissions Test, and non-cognitive testing like the multiple mini-interview. The list of assessment tools that have not robustly met that mark is longer, including personal interview, personal statement, letters of reference, personality testing, emotional intelligence and (so far) situational judgment tests. When seen purely from the standpoint of predictive validity, the trends over time towards success or failure of these measures provide insight into future tool development. (As Provided).
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Erfasst von	ERIC (Education Resources Information Center), Washington, DC
Update	2017/4/10