Nilsen Kari, Callaway Paul, Phillips Julie P, Walling Anne
Department of Family and Community Medicine, Wichita, KS.
Department of Family and Community Medicine, University of Kansas School of Medicine-Wichita.
Fam Med. 2019 May;51(5):405-412. doi: 10.22454/FamMed.2019.663971. Epub 2019 Mar 13.
Resident recruitment is one of the most important responsibilities of residency programs. Resource demands are among the principal reasons for calls for recruitment reform. The purpose of this study was to provide a national snapshot of estimated costs of recruitment among US family medicine programs. The aim was to provide data to assist programs in securing and allocating resources to manage the increasingly challenging recruitment process.
Questions were part of a larger omnibus survey conducted by the Council of Academic Family Medicine (CAFM) Educational Research Alliance (CERA). Specific questions were asked regarding how many interviews each program offered and completed; interview budget; additional funds spent on recruitment; reimbursements; and resident, faculty, and staff hours used per interviewee.
The response rate was 53% (277/522). Program directors estimated that residents devoted 6.4 hours (95% CI 6, 7) to each interview, faculty 5.6 hours (95% CI 5, 6), and staff 4.4 hours (95% CI 4, 5). The average budget for interviewing per program was $17,079 (±$19,474) with an additional $8,274 (±$9,615) spent on recruitment activities. The average amount spent per applicant was $213 (±$360), with $111 (±$237) in additional funds used for recruitment. Programs were more likely to pay for interviewee meals (82%) and lodging (59%) than travel (3%).
As individual programs face increasing pressure to demonstrate value for investment in recruiting, data generated by this national survey enables useful comparison to individual programs and sponsoring organizations. Results may also contribute to national discussions about best practices in resident recruitment and ways to improve efficiency of the process.
住院医师招聘是住院医师培训项目最重要的职责之一。资源需求是呼吁进行招聘改革的主要原因之一。本研究的目的是提供美国家庭医学项目招聘估计成本的全国概况。目标是提供数据，以协助各项目获取和分配资源，以管理日益具有挑战性的招聘过程。
这些问题是学术家庭医学理事会（CAFM）教育研究联盟（CERA）进行的一项更大规模综合调查的一部分。具体问题涉及每个项目提供和完成的面试数量；面试预算；招聘额外支出的资金；报销情况；以及每位面试者所花费的住院医师、教员和工作人员时间。
回复率为53%（277/522）。项目主任估计，住院医师每次面试投入6.4小时（95%置信区间6，7），教员投入5.6小时（95%置信区间5，6），工作人员投入4.4小时（95%置信区间4，5）。每个项目的平均面试预算为17,079美元（±19,474美元），招聘活动额外支出8,274美元（±9,615美元）。每位申请人的平均花费为213美元（±360美元），其中111美元（±237美元）用于招聘的额外资金。项目更有可能支付面试者的餐费（82%）和住宿费（59%），而不是差旅费（3%）。
由于各个项目面临着越来越大的压力，需要证明招聘投资的价值，这项全国性调查产生的数据有助于与各个项目和赞助组织进行有益的比较。结果也可能有助于就住院医师招聘的最佳实践以及提高招聘过程效率的方法展开全国性讨论。
