Residency Interview Prep

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All Adaptability Advocacy Behavioral Burnout Career Career Goals Challenges Clinical Scenarios Communication Conflict Conflict Resolution Core Decision-Making Diversity & Inclusion Equity Ethical Ethics Experience Feedback Hypothetical scenarios Interprofessional Collaboration Introduction Leadership Miscellaneous Motivation Patient Encounter Patient Safety Personal Personal Attributes Professional Growth Professionalism Program Fit Quality Improvement Research Residency CV Resilience Resource Stewardship Self-Reflection Specialty Specialty-Specific Systems-Based Practice Teaching Teamwork Telemedicine Time Management Top Wellness
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Could you talk about a time you led a group or team and things did not turn out the way that you wanted?

Experience Leadership
Why this question?
This question checks how you handle setbacks in leadership roles. They want to see if you can learn from mistakes and show resilience.
Best practices
  • Pick a real leadership story where things didn't go as planned.
  • Explain what went wrong and take responsibility for your part.
  • Share what you learned and how you applied those lessons later.
  • Use the STAR-L method: Situation, Task, Action, Result, Lessons Learned.
What to avoid
  • Don't blame others for the failure. Own your part.
  • Avoid saying you always succeed. Everyone has room to grow.
  • Don't skip the lesson learned. Show how you improved from the experience.
Background
Use STAR-L to structure responses to questions about your experiences:
-Situation: Briefly set the scene - where/when and what was going on?
-Task: What was your specific role or challenge in that situation?
-Action: What you did - focus on your steps, decisions, and contributions.
-Result: Share the outcome - ideally positive or meaningful.
-Lessons Learned: Reflect on what you took away and how you’ve grown.

Could you talk about a time when you were disappointed with your performance?

Experience Resilience
Why this question?
This question is all about self-awareness and growth. They want to see if you can recognize your own shortcomings and take steps to improve. It's like asking about a weakness but in a more personal way.
Best practices
  • Pick a real example where you didn't meet your own standards. It could be academic, clinical, or even extracurricular.
  • Explain why it was disappointing and what you learned from it.
  • Show how you took responsibility and what actions you took to improve.
  • Use the STAR-L method: Situation, Task, Action, Result, Lessons Learned.
What to avoid
  • Saying you've never been disappointed in yourself. Everyone has those moments!
  • Blaming others or external circumstances for your disappointment.
  • Ending on a negative note without showing any growth or resolution.
Background
Use STAR-L to structure responses to questions about your experiences:
-Situation: Briefly set the scene - where/when and what was going on?
-Task: What was your specific role or challenge in that situation?
-Action: What you did - focus on your steps, decisions, and contributions.
-Result: Share the outcome - ideally positive or meaningful.
-Lessons Learned: Reflect on what you took away and how you’ve grown.

Please describe a failure you experienced and how you managed it.?

Experience Resilience Core
Why this question?
This question is all about self-awareness and growth. They want to see if you can recognize your own shortcomings and take steps to improve. It's like asking, 'What did you learn from a tough time?'
Best practices
  • Pick a real example where you didn't meet your own standards.
  • Explain why it was disappointing and what you learned from it.
  • Show how you took responsibility and what you did to improve.
  • Use the STAR-L method: Situation, Task, Action, Result, Lessons Learned.
What to avoid
  • Don't dodge the question by saying you've never failed.
  • Avoid blaming others or external circumstances for your failure.
  • Don't end on a negative note; always highlight what you learned or how you grew.
Background
Use STAR-L to structure responses to questions about your experiences:
-Situation: Briefly set the scene - where/when and what was going on?
-Task: What was your specific role or challenge in that situation?
-Action: What you did - focus on your steps, decisions, and contributions.
-Result: Share the outcome - ideally positive or meaningful.
-Lessons Learned: Reflect on what you took away and how you’ve grown.

A patient encounter that taught you something about yourself.?

Experience Patient Encounter Core
Why this question?
This question is all about seeing how you learn and reflect from your clinical experiences. It's a chance to show your empathy, personal growth, and insight beyond just the medical side.
Best practices
  • Pick a specific patient encounter that taught you something about yourself.
  • Focus on the personal insight or lesson you gained from the experience.
  • Use the STAR-L method: Situation, Task, Action, Result, Lessons Learned.
What to avoid
  • Don't just describe a medical case without personal reflection.
  • Avoid framing patients negatively or blaming them.
  • Don't skip the 'lesson learned' part – it's crucial for showing growth.
Background
Use STAR-L to structure responses to questions about your experiences:
-Situation: Briefly set the scene - where/when and what was going on?
-Task: What was your specific role or challenge in that situation?
-Action: What you did - focus on your steps, decisions, and contributions.
-Result: Share the outcome - ideally positive or meaningful.
-Lessons Learned: Reflect on what you took away and how you’ve grown.

A patient interaction that had a significant impact on you.?

Experience Patient Encounter
Why this question?
This question checks if you can learn and reflect from patient interactions. It's about showing empathy, personal growth, and insight beyond just medical knowledge.
Best practices
  • Pick a specific patient encounter that taught you something about yourself.
  • Use the STAR-L method: Situation, Task, Action, Result, Lessons Learned.
  • Focus on personal insights, like realizing a bias or learning to be more empathetic.
What to avoid
  • Don't just describe a medical case without personal reflection.
  • Avoid framing patients negatively or blaming them.
  • Don't skip the 'lesson learned' part; it's crucial for showing growth.
Background
Use STAR-L to structure responses to questions about your experiences:
-Situation: Briefly set the scene - where/when and what was going on?
-Task: What was your specific role or challenge in that situation?
-Action: What you did - focus on your steps, decisions, and contributions.
-Result: Share the outcome - ideally positive or meaningful.
-Lessons Learned: Reflect on what you took away and how you’ve grown.

What has been your most interesting patient case, and and why?

Experience Patient Encounter Core
Why this question?
This question checks out your clinical curiosity and enthusiasm. Interviewers want to see what kind of case excites you, showing your genuine interest in medicine and your ability to learn from experiences.
Best practices
  • Pick a case that truly fascinated you and explain why it was interesting.
  • Use the STAR-L method: Situation, Task, Action, Result, Lessons Learned.
  • Show what you learned or how it solidified your passion for medicine.
What to avoid
  • Don't just say 'most cases were routine' – it shows a lack of curiosity.
  • Avoid overly technical jargon; keep it simple and engaging.
  • Don't forget to mention your role, even if it was just observing something key.
Background
Use STAR-L to structure responses to questions about your experiences:
-Situation: Briefly set the scene - where/when and what was going on?
-Task: What was your specific role or challenge in that situation?
-Action: What you did - focus on your steps, decisions, and contributions.
-Result: Share the outcome - ideally positive or meaningful.
-Lessons Learned: Reflect on what you took away and how you’ve grown.

Can you share an example of a positive patient interaction?

Experience Patient Encounter
Why this question?
This question checks if you can build rapport, communicate compassionately, and create positive experiences for patients. It shows if you find genuine joy in working with patients, which is key for residency.
Best practices
  • Use the STAR-L method: Situation, Task, Action, Result, Lessons Learned.
  • Pick a story where you actively made a difference, not just observed.
  • Reflect on what you learned from the experience and how it impacted you.
What to avoid
  • Don't give a vague or generic answer without a specific example.
  • Avoid taking all the credit or blaming others in your story.
  • Don't skip the reflection part; show what you learned from the interaction.
Background
Use STAR-L to structure responses to questions about your experiences:
-Situation: Briefly set the scene - where/when and what was going on?
-Task: What was your specific role or challenge in that situation?
-Action: What you did - focus on your steps, decisions, and contributions.
-Result: Share the outcome - ideally positive or meaningful.
-Lessons Learned: Reflect on what you took away and how you’ve grown.

Can you share an example of a negative patient interaction?

Experience Patient Encounter
Why this question?
This question checks how you handle tough situations with patients. They want to see if you can stay calm, communicate well, and keep things professional when things get heated.
Best practices
  • Start by setting the scene: What was the situation and why was the patient upset?
  • Use the STAR-L method: Situation, Task, Action, Result, Lessons Learned.
  • Explain your role and what you did to address the issue.
  • Wrap up with the outcome and what you learned from the experience. Show growth and reflection.
What to avoid
  • Don't blame the patient or others. Focus on what you did to help.
  • Avoid saying you just walked away or let someone else handle it. Show ownership.
  • Steer clear of vague endings. Make sure to share a clear resolution or lesson learned.
Background
Use STAR-L to structure responses to questions about your experiences:
-Situation: Briefly set the scene - where/when and what was going on?
-Task: What was your specific role or challenge in that situation?
-Action: What you did - focus on your steps, decisions, and contributions.
-Result: Share the outcome - ideally positive or meaningful.
-Lessons Learned: Reflect on what you took away and how you’ve grown.

A situation when you had to manage an angry patient.?

Experience Patient Encounter Core
Why this question?
This question checks how you handle tough situations with patients. They want to see if you can stay calm, show empathy, and solve problems under pressure.
Best practices
  • Start by explaining why the patient was upset. Set the scene.
  • Focus on how you responded: stay calm, listen, and show empathy.
  • Use the STAR-L method: Situation, Task, Action, Result, Lessons Learned.
  • Share the outcome and what you learned from the experience.
What to avoid
  • Don't dismiss the patient's feelings or get defensive.
  • Avoid blaming others or saying 'it's not my problem.'
  • Don't forget to mention what you learned from the situation.
Background
Use STAR-L to structure responses to questions about your experiences:
-Situation: Briefly set the scene - where/when and what was going on?
-Task: What was your specific role or challenge in that situation?
-Action: What you did - focus on your steps, decisions, and contributions.
-Result: Share the outcome - ideally positive or meaningful.
-Lessons Learned: Reflect on what you took away and how you’ve grown.

A challenging patient encounter you have experienced.?

Experience Patient Encounter
Why this question?
This question is about seeing how you handle tough situations with patients. They want to know if you can stay calm, communicate well, and learn from the experience.
Best practices
  • Use the STAR-L method: Situation, Task, Action, Result, Lessons Learned.
  • Pick a story that shows your skills in action, like empathy and problem-solving.
  • End with what you learned or how you grew from the experience.
What to avoid
  • Don't blame the patient or others; focus on what you did.
  • Avoid vague stories; be specific about your actions and the outcome.
  • Don't skip the reflection part; share what you learned from the encounter.
Background
Use STAR-L to structure responses to questions about your experiences:
-Situation: Briefly set the scene - where/when and what was going on?
-Task: What was your specific role or challenge in that situation?
-Action: What you did - focus on your steps, decisions, and contributions.
-Result: Share the outcome - ideally positive or meaningful.
-Lessons Learned: Reflect on what you took away and how you’ve grown.

A time you were criticized and how you handled it.?

Experience Professional Growth Core
Why this question?
This question checks if you can handle feedback maturely. In residency, you'll get a lot of critique, and they want to see if you can take it in stride and use it to improve.
Best practices
  • Pick a meaningful example, not something trivial.
  • Admit your initial feelings but focus on your professional response.
  • Use the STAR-L method: Situation, Task, Action, Result, Lessons Learned.
  • Show how you used the feedback to improve and what you learned from it.
What to avoid
  • Don't dismiss the criticism as unfair without reflection.
  • Avoid sounding bitter or defensive about the feedback.
  • Don't skip the part where you show what you learned or how you grew from the experience.
Background
Use STAR-L to structure responses to questions about your experiences:
-Situation: Briefly set the scene - where/when and what was going on?
-Task: What was your specific role or challenge in that situation?
-Action: What you did - focus on your steps, decisions, and contributions.
-Result: Share the outcome - ideally positive or meaningful.
-Lessons Learned: Reflect on what you took away and how you’ve grown.

Can you provide an example of when you had to offer constructive criticism to someone, and how did you approach it?

Experience Professional Growth
Why this question?
This question checks if you can give feedback tactfully. In residency, you'll guide others, so they want to see if you can do it without causing offense or conflict.
Best practices
  • Pick a scenario where you noticed something that needed feedback.
  • Use the STAR-L method: Situation, Task, Action, Result, Lessons Learned.
  • Choose the right time and place for the conversation.
  • Be respectful and focus on behavior and solutions, not personal attacks.
  • Mention any positive result or how the feedback was received.
What to avoid
  • Being too vague, like saying 'I told someone to do better.'
  • Describing a confrontation that went poorly without learning from it.
  • Sounding blunt or accusatory, which can lead to defensiveness.
  • Ignoring the importance of timing and setting for the conversation.
  • Not reflecting on what you learned from the experience.
Background
Use STAR-L to structure responses to questions about your experiences:
-Situation: Briefly set the scene - where/when and what was going on?
-Task: What was your specific role or challenge in that situation?
-Action: What you did - focus on your steps, decisions, and contributions.
-Result: Share the outcome - ideally positive or meaningful.
-Lessons Learned: Reflect on what you took away and how you’ve grown.
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