We’re proud of the positive reception our recent research paper ‘New evidence on the validity of the selection methods for recruitment to general practice training: a cohort study’ has received. It was recognised as one of the BJGP Open Top 10 Most Read Research Articles of 2024.
We spent some time reflecting on why some research generates real-world impact and engagement.
Why is it timely to talk about this topic now?
The healthcare sector continues to face unprecedented workforce challenges, with recruitment and retention of GPs high on the policy agenda. Stakeholders across healthcare are aware of the important role of the two part psychometric assessment – the Multi-Specialty Recruitment Assessment (MSRA) – in selecting candidates for GP training, but there was limited recent published evidence on its predictive power, fairness, and utility.
Our paper helps fill this evidence gap by providing robust, data-driven insights into how the MSRA performs as a selection tool. In a climate where evidence-based recruitment is more important than ever, this research offers timely reassurance and guidance for stakeholders who are using the MSRA in recruitment. Furthermore, the research supports the use of these kinds of assessments, if well-designed and well-delivered, in high-stakes professions.
What makes the paper accessible and clear?
We think one of the strengths of the paper lies in its clarity and structure. We were intentional about presenting complex psychometric analyses in a way that was understandable for all. Visuals such as charts and tables were used to enhance understanding, and we included practical interpretations of statistical findings to help to bridge the gap between what the data shows and actual recruitment practices.
We also made a conscious effort to use our findings to suggest future optimisation and improvements that could be made; this type of content really resonates with stakeholders who are responsible for setting future policy.
Was it published and promoted in the right way?
Yes, and this was a key factor in its success. The paper was published in a peer-reviewed journal which we knew had a strong reach across the medical education and occupational psychology communities. We supported the launch of the paper with a targeted dissemination strategy, including sharing key insights via LinkedIn, and blog posts. We have presented the findings at relevant conferences, encouraging discussion and multi-disciplinary reflection.
Using these strategies across a range of channels has helped amplify the paper’s visibility and impact.
Who collaborated on it and why is this a strength?
The paper was the result of a collaborative effort between Work Psychology Group, academic researchers, and NHS partners. This multidisciplinary approach brought together expertise in psychometrics, occupational psychology, and medical education. This helped to ensure the paper connected with many different audiences.
This collaboration also ensured the research was methodologically rigorous and grounded in the realities of healthcare recruitment. We felt this would lend credibility to the findings, as stakeholders could see that the work was informed by both scientific and practical perspectives.
What are the next steps for research or practice?
The paper opens up several important avenues:
- For research: Further studies could explore the long-term predictive validity of the MSRA, its impact on diversity in recruitment, and how it can be used alongside other selection tools, across different medical specialties. We are progressing some of these research goals at the moment.
- For practice: Our findings support the continued use of the MSRA as a selection tool, but also highlight opportunities for continuous improvement. Highlighted areas include enhancing feedback available to candidates, and considerations about how the MSRA could be combined with other selection methods to optimise recruitment processes for different candidate groups.
We hope this paper continues to provide value, and prompts ongoing dialogue and development in the field of selection.
If you’d like to read the full paper or discuss how these insights could inform your organisation’s selection practices, please get in touch — we’d love to hear from you.
