... Letters of recommendation What other scientists think of your abilities and potential is of great interest to ... rely heavily upon this easy standard of comparison as a matter of convenience . If your perfor- mance on the exam is ... The Ph.D. Process offers the essential guidance that students in the biological and physical sciences need to get the most out of their years in graduate school. Drawing upon the insights of numerous current and former graduate students, this book presents a rich portrayal of the intellectual and emotional challenges inherent in becoming a scientist, and offers the informed, practical advice a "best friend" would give about each stage of the graduate school experience. What are the best strategies for applying to a graduate program? How are classes conducted? How should I choose an advisor and a research project? What steps can I take now to make myself more "employable" when I get my degree? What goes on at the oral defense? Through a balanced, thorough examination of issues ranging from

<h4>Background</h4>Assessment of technical aptitude, cognitive abilities, and personality characteristics is important in selecting candidates for surgical training. Currently, the selection of surgical training candidates does not systematically include objective assessment of these variables. Instead, it relies heavily on traditional selection methods, such as academic achievement, letters of recommendation, and interviews, whose presumed relationships with later performance are based on limited and inconsistent evidence.<h4>Objective</h4>This study examined evidence for validity based on relationships with other variables-a key source of validity evidence-to support the use of 2 novel tools for objectively assessing surgical training candidates: a nonimmersive (screen-based) virtual reality laparoscopic technical aptitude test, and a game-based assessment of cognitive abilities and personality characteristics.<h4>Methods</h4>This study had 3 phases, all focused on establishing validity based on relationships with other variables. In Phase 1, we evaluated convergent and discriminant evidence of validity by assessing the correlation between interns' performance in the 2 novel selection tests and in 4 established psychometric instruments for assessing dexterity, visuospatial ability, intelligence, and personality. In Phase 2, we evaluated evidence for the test-criterion relationship by assessing the correlation between residents' performance in the 2 novel tests and their concurrent residency performance evaluations. In this phase, we also assessed evidence for the fairness of the tests between genders. In Phase 3, we focused on the technical aptitude test and evaluated evidence for its relationship with training level by administering the test to a sample of expert surgeons and comparing their performance with that of the residents and interns from the previous phases.<h4>Results</h4>Interns' scores on the 2 novel selection tests were correlated with scores on the relevant established psychometric instruments, providing convergent and discriminant evidence (Phase 1). Residents' scores on the 2 novel tests were significantly correlated with relevant performance criteria (Phase 2). In addition, no evidence for gender bias in the tests was found. Finally, based on data collected in all 3 phases, we found evidence for expert-novice differences in the technical aptitude test scores, such that scores were correlated with surgical experience.<h4>Conclusions</h4>The findings provide validity evidence supporting the use of the novel virtual reality-based technical aptitude test and a game-based assessment of cognitive abilities and personality characteristics in selecting candidates for surgical training. However, because the test-criterion evidence was obtained using a concurrent design, further prospective longitudinal studies are required to determine whether these assessments predict subsequent residency performance.

Entrance to neurological surgery residency is highly competitive due to the large number of applicants vying for a limited number of spots. The process has become even more competitive in recent years, with a significant increase in applicants but a consistent number of available residency positions. Program director (PD) surveys offer valuable insights into the selection process and expectations for neurosurgical residency, guiding prospective candidates to navigate the challenging training path. We conducted a three-database scoping review confined to the last 20 years to compile all available PD survey results, excluding those released through the official National Resident Matching Program (NRMP) data. Studies were screened and selected according to specific inclusion and exclusion criteria. The selected articles were evaluated for survey year, distribution method, response rate, question type, number of items, and content. Most importantly, survey responses were detailed and summarized. Nineteen PD survey studies were eligible for inclusion in the present review. These revealed substantial diversity in survey structure and topics addressed over the past 20 years, with response rates averaging 54%. Studies focused on PD perspectives on applicant evaluation criteria, residency training factors, and the impact of COVID-19 on the application process. Key findings included the importance of the interview process, United States Medical Licensing Exam (USMLE) Step 2 scores, and letters of recommendation in resident selection, concerns about the impact of the USMLE Step 1 transitioning to pass/fail, and the need for enhanced research opportunities and mentorship to increase interest in neurosurgery. Residency training studies highlighted challenges related to duty hour restrictions, the importance of surgical simulation for resident education, and variations in subspecialty training experiences. The impact of COVID-19 on residency applications posed challenges for certain applicant groups during virtual interviews, and barriers remain in the post-pandemic era. Recent studies provide an in-depth look at PD perspectives on essential factors in the neurosurgery residency match, the impact of COVID-19 on recruitment, and the current state of training. Selection criteria still heavily rely on USMLE scoring, letters of recommendation, and interviews, with debates arising from the shift to pass/fail Step 1 scoring. Challenges in evaluating candidates, concerns about training quality, and the effects of the 80-hour workweek mandate are ongoing issues, while research participation is encouraged to enhance academic productivity. The pandemic has influenced the application process and led to mixed outcomes and financial barriers for some applicants despite the return to in-person interviews. These findings illustrate the continuous evolution of neurosurgical residency programs in response to various challenges and reforms.