Changing Recruitment Outcomes: The “Why” and The “How”

Objective Residency programs compete for applicants and commit extensive resources to the recruitment process. After failing to fill in the match for 5 years (1999–2004), this program decided to make changes in its recruitment process. The authors describe one program’s experience in improving recru...

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Bibliographic Details
Published in:Academic psychiatry 2011-07, Vol.35 (4), p.241-244
Main Authors: MacLean, Lisa, Pato, Michèle T.
Format: Article
Language:English
Subjects:
Administrators
Brief Reports
Candidates
Departments
Evaluation
Feedback (Response)
Geographic Location
Graduate Medical Education
Hospitals
Humans
Internship and Residency - manpower
Internship and Residency - trends
Interviews
Learning Activities
Medical Education
Medical residencies
Medical Students
Medicine
Medicine & Public Health
Personnel Selection - methods
Personnel Selection - trends
Psychiatry
Psychiatry - education
Psychiatry - manpower
Psychiatry - trends
Recruitment
Surveys
Surveys and Questionnaires
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Summary:Objective Residency programs compete for applicants and commit extensive resources to the recruitment process. After failing to fill in the match for 5 years (1999–2004), this program decided to make changes in its recruitment process. The authors describe one program’s experience in improving recruitment outcomes. Methods The new training director surveyed other program directors, reviewed medical student feedback, and evaluated previous recruitment processes, developing and implementing a new plan. Tracked outcome measures included USMLE scores, COMLEX scores, match results, and American graduate ratios. Results After implementation of the new process in 2004–2005, the program has filled all six positions every year. Average median COMLEX 1 and 2 scores increased from 35.0 to 77.5 (p
ISSN:1042-9670
1545-7230
DOI:10.1176/appi.ap.35.4.241