Department of Surgery, University of Massachusetts Chan Medical School, Worcester, Massachusetts.
Department of Surgery, Dartmouth Health, Lebanon, New Hampshire.
J Surg Educ. 2023 Jun;80(6):767-775. doi: 10.1016/j.jsurg.2023.02.019. Epub 2023 Mar 17.
In recent years, mounting challenges for applicants and programs in resident recruitment have catapulted this topic into a top priority in medical education. These challenges span all aspects of recruitment-from the time an applicant applies until the time of the Match-and have widespread implications on cost, applicant stress, compromise of value alignment, and holistic review, and equity. In 2021-2022, the Association of Program Directors in Surgery (APDS) set forth recommendations to guide processes for General Surgery residency recruitment.
This work summarizes the APDS 2021-2022 resident recruitment process recommendations, along with their justification and program end-of-cycle program feedback and compliance. This work also outlines the impact of these data on the subsequent 2022-2023 recommendations.
After a comprehensive review of the available literature and data about resident recruitment, the APDS Task Force proposed recommendations to guide 2021-2022 General Surgery resident recruitment. Following cycle completion, programs participating in the categorical General Surgery Match were surveyed for feedback and compliance.
About 122 of the 342 programs (35.7%) participating in the 2022 categorical General Surgery Match responded. Based on available data in advance of the cycle, recommendations around firm application and interview numbers could not be made. About 62% of programs participated in the first round interview offer period with 86% of programs limiting offers to the number of slots available; 95% conducted virtual-only interviews. Programs responded they would consider or strongly consider the following components in future cycles: holistic review (90%), transparency around firm requirements (88%), de-emphasis of standardized test scores (54%), participation in the ERAS Supplemental application (58%), single first round interview release period (69%), interview offers limited to the number of available slots (93%), 48-hour minimum interview offer response time (98%), operationalization of applicant expectations (88%), and virtual interviews (80%). There was variability in terms of the feedback regarding the timing of the single first round offer period as well as support for a voluntary, live site visit for applicants following program rank list certification.
The majority of programs would consider implementing similar recommendations in 2022-2023. The greatest variability around compliance revolved around single interview release and the format of interviews. Future innovation is contingent upon the ongoing collection of data as well as unification of data sources involved in the recruitment process.
近年来，申请人和住院医师招聘项目面临的挑战日益增多，这使得该主题成为医学教育的首要任务。这些挑战涵盖了从申请人申请到匹配期间的招聘各个方面，对成本、申请人压力、价值一致性的妥协以及整体审查和公平性都有广泛的影响。2021-2022 年，外科住院医师培训计划主任协会（APDS）提出了指导普通外科住院医师招聘流程的建议。
本工作总结了 APDS 2021-2022 年住院医师招聘流程建议，以及其依据和项目结束周期的计划反馈和合规情况。本工作还概述了这些数据对随后的 2022-2023 年建议的影响。
在对有关住院医师招聘的现有文献和数据进行全面审查后，APDS 工作组提出了指导 2021-2022 年普通外科住院医师招聘的建议。在周期完成后，对参加普通外科分类匹配的计划进行了反馈和合规调查。
在参加 2022 年普通外科分类匹配的 342 个计划（35.7%）中，约有 122 个计划做出了回应。根据周期开始前的可用数据，无法就确定的申请和面试数量提出建议。约 62%的计划参加了第一轮面试邀请期，其中 86%的计划将邀请数量限制在可用名额以内；95%进行了纯虚拟面试。各计划回应称，他们将在未来周期中考虑或强烈考虑以下因素：整体审查（90%）、明确确定要求（88%）、降低标准化考试成绩的重要性（54%）、参与 ERAS 补充申请（58%）、单一第一轮面试发布期（69%）、面试邀请数量限于可用名额（93%）、面试邀请回复的最短时间为 48 小时（98%）、实施申请人期望的操作性（88%）和虚拟面试（80%）。在单一第一轮报价期的时间安排以及对申请人在计划排名名单认证后进行自愿现场访问的支持方面，反馈存在差异。
大多数计划将考虑在 2022-2023 年实施类似建议。在合规方面最大的差异是单一面试发布和面试的形式。未来的创新取决于对招聘过程中涉及的数据的持续收集以及数据源的统一。
