SELECTING ANESTHETISTS - THE USE OF PSYCHOLOGICAL-TESTS AND STRUCTURED INTERVIEWS

To test the predictive validity of a selection system for Senior House Officers (SHOs) and registrars in anaesthetics, 140 doctors short-lis ted from 635 applications between 1980 and 1987 were assessed by a sem i-structured interview assessed and a personality questionnaire (Catte ll 16PFQ-form C). The 62 doctors selected were followed up for between 3 and 8 years. Future performance was predicted from the psychologica l tests and by the interviewers. Academic, clinical, behavioural, and overall performance were used as criteria of outcome. Correlation coef ficients between prediction and outcome measures were statistically hi ghly significant (P<0.01). Using multiple regression, equations could be derived from five of the Cattell personality factors to predict ove rall performance. Personality measures discriminated significantly bet ween the best and poorest performers. Interview predictions were also statistically significant (P<0.01). The method provides a blueprint fo r the effective selection of junior anaesthetists. Wastage in terms of those leaving the specialty was 16%.