Building a Residency through effective recruiting...• 2012 ABSITE: 48th percentile. Only five...
Transcript of Building a Residency through effective recruiting...• 2012 ABSITE: 48th percentile. Only five...
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Jon D. Simmons, M.D.
University of South Alabama
Associate Residency Director
Division of Trauma & Surgical Critical Care
Building a Residency through
effective recruiting
Jon D. Simmons, M.D.
General Surgery Program Director
University of South Alabama
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Disclosures
• I have no financial disclosures
pertaining to this lecture
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My Background
• College basketball scholarship
• Bachelor’s in Marketing & Advertising
• Administrative Chief Resident as PGY 4&5.
• Fellowship with Pam Lipsett M.D.
• Came to USA in 2011
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Our residency in 2011
• 5 categorical residents per year
• Existing residents:
– PGY-4 ABSITE %tile scores: 0, 1, 1, 3, 5.
– Avg USMLE Step 2 = 205 (4 failed)
– 11 did prelim years
– ABS Board Pass rate = 43% (second worst)
• From Chair: “We are getting site-visited
next year by RRC and we will definitely
go on probation”
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Educational Curriculum
in 2011
• A faculty member was
scheduled to give a
lecture each week based
on a book chapter
• Simulation: none
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Mindset of Residents
• Multiple residents had
repeated years and/or
dismissed from the
residency
• Competing with each
other due to a
perceived “bottleneck”
in the PGY-3 year
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Goal #1
• Pass the RRC site visit in one year
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Objectives to pass RRC in 1 year
• Must improve ABSITE scores
significantly (four months)
• Current chiefs must pass written boards
(11 months)
• Must engage the residents to gain trust
change the culture of the program
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Curriculum
• Active Learning
• SCORE – residents to give “facilitated
discussions”
• Journal Clubs & Tumor Boards
• Simulation (cadavers & FLS)
• Mock Orals (6 per year) with video
• Obtained residents help to start writing
the PIF and redesigning the program
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Short-term Goal
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Long-term Goal
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Major Hurdle
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How to Gain Trust
• Protection against disruptive physicians
• Allow residents to participate in building
the program and major dept decisions
• Create a truly anonymous evaluation
process to evaluate each rotation and
attending
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Complete Engagement
• Involve the residents in the process of
recruiting and selecting the applicants
for the Match
– Trust
– Teamwork with each other
– Improved Morale
– See me as an advocate and mentor
– Ownership of the residency
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Principles of
Marketing/Advertising
• Know your own core competencies
• Identify the target audience
• Identify desired characteristics of the
target audience
• Determine best way to display the
characteristics to the target audience
• Implement and maintain the marketing
effort
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Core Competencies
• Technical Skills
– Patient population
– Only trauma center
in region
– No fellowships
• Research
• Residents = Grit &
Resilient
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Future Competency
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Target Audience
• AOA and Gold
Humanism
• Good test taker
(high USMLE’s)
• Evidence for
teamwork
• Don’t care if: U.S.,
Caribbean, D.O.,
FMG
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What Applicants Want
• Safe and team-
oriented environment
• Family atmosphere
• Good clinical training
• Ability to get fellowship
• Ability to do missions
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Recruiting 101
What humans want the most:
“to feel you are wanted”
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Showing what applicants want
• Creating family atmosphere:
– Pick up applicants from airport
– Dinner at my house
– Residents transport applicants to my house
– Resident bring spouse and children
– Applicants bring spouse and children
– Residents cook the dinner
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Showing what applicants want
• Safe Environment
– Dinner at my house
– I pick them up from the airport
– I am with them the entire interview process
– Continuously reiterate that my most
important role as a PD is to protect
residents
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Marketing 101
• The best way to advertise is to get the
costumers (i.e. applicants) to do it for
you
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Seal the deal
• Tell them why they are perfect for your
program
• Follow-up immediately with emails and
phone calls reiterating how great they
are
• Subsequent follow-ups using emails, etc
• Call top 10 prior to match
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Improve each year
• Send information about the family
atmosphere prior to the interview
• Decrease hotel rates
• Breakfast at hotel
• “goodie bag” at hotel with program
information
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Honesty
• Must be completely
honest and
transparent
• Discuss
weaknesses and
how they are being
improved
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Attitudes & Culture
• Residents were engaged with the
curriculum and improving their education
• Formed study groups
• Accountability
• Worked as a team
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Results
• 2012 ABSITE: 48th percentile. Only five
residents below 35th percentile.
• 2012 ABS Qualifying Exam: All five
passed.
• RRC Site Visit 2012: “Most dramatic
transformation of a residency I have
seen in over 20 years of doing this”
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ABSITE - Sustainability
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Sustainability
• Current Board Pass Rates:
– QE: 96%
– CE: 82%
• Fellowships: >80% get their first choice
in fellowship.
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Match List
• Regularly match five categoricals in top
10 of rank list.
• Went to #6 this year on the rank list
• Many of our residents are: AOA, Gold
Humanism, Med school class
presidents, Valedictorians, Collegiate
Athletes, etc
• ALL are great teammates and
humanitarians
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Conclusion
• We used the process of applicant
recruitment to improve all aspects of our
residency.
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