The Residency Application Process – How We Do It CORD Conference Annual Meeting Denver, CO – June 15, 2013 Kyle J. Jeray Greenville Health System University of South Carolina Greenville, SC

Disclosures  Editorial board JOT and JBJS Newsletter, Reviewer JBJS, JOT, JAAOS; Consultant for Zimmer; Research support from Department of Defense, CIHR, NIH, AO North America, OTA; Oral examiner for ABOS Department has received funds for educational support from Smith & Nephew, Zimmer, Synthes, Stryker  I have no conflicts with this presentation

Background  163 programs with 693 positions  1038 applicants of which 833 were US seniors  All but one filled via the NRMP (67% of applicants matched in orthopedic surgery)

Residency Application Process and Treating a Tibial Fracture?

Residency Application Process and Treating a tibial Plateau Fracture?  Are they the same?  Who looks good?  Goals?  Outcomes?  Tips and Tricks to get there, wherever there is?

How one gets to Matching a resident Varies Primarily valgus force +/- axial load Compressive and shearing forces Bone quality + rate, direction, magnitude of force Determine ultimate fracture pattern

Goal – Find Resident that -  Works hard (PASSION!)  Fits in well  Passes ABOS I and II  Safe and competent

AVOID COMPLICATIONS! 7% of residents will be a headache! Probation or fire

ERAS - Physical Examination ERAS – Electronic Residency Application Service Open applications starting in mid August

ERAS Transcript CV Board scores Personal statement + or – picture Letters of Recommendation – 3 (but most send at least 4)

ERAS Work experience Publications Research (in or out of orthopedics) Volunteer experience

What about Additional Forms?  May help?  Burden to others?  My opinion – All or None

What is Really Relevant?  Does anyone know? Maybe Jack Choueka?  His talk next - but if we did we would all match same group?

The Dean’s Letter  Helpful?  Released earlier last year now most by mid October

Sort the Applications (Classify) Average about applications for 4 positions Screen - USMLE scores (cutoff if less than 220 with few exceptions) Transcript GPA 3.75 cutoff

Who to Finally Interview?  After the screening we are usually down to about 200 applications  The PD, Chair, and Associate PD review  Scoring forms?

Interviews  will be granted interview from the 200  Decision between all three of us  Each with own thoughts - takes one afternoon to decide

What About Rotators?  We have  Interview at end of rotation  Invite back only if we are interested – costly to interview if have no chance

Interview Process  Multiple Dates  3-5 per day  One resident assigned to each interview day  Why?

Who Interviews?  Program Director  Chairman  Associate PD  Chief Resident  At least 2-4 other faculty varies each day

Interview Styles – The right one?  Typically minutes  Process relaxed each interviewer own style and has an evaluation sheet, but comments galore!  Ultimately each ranks best to least

Interviewing – To Do  Read the application ahead of time  Focus questions on what “fits” your program  Ask about what’s in the application research

Interviewing – To Avoid?  Rash “Blink” decisions  Talking too much about program  Gimmicks  Making decisions on ridiculous questions  Small talk  What would you do questions

Take Your Time!  It isn’t a race  10 extra minutes spent doing a good job will be 10 minutes well spent  Applicants appreciative  Needing everyone’s opinion

Logistically how do you do it?  Coordinator key role in scheduling  Remember only need 2 hours to interview 4 applicants (start before 1 st case see 2 between and 4 th after)  A resident assigned to “entertain” during down time

Most Important Interview!!!!  The night before with ONLY a few residents for a casual dinner (typically 2-3 residents and 3-5 applicants)  Setting relaxed and our residents get idea of “fit” for program over 2-3 hours socially

Soooo Why things don’t turn out? Understand Your Equipment! Pre-op plan!!

No Application Process is Perfect! Lots of ways to do things (are 4 good interviews better than 10 or 15 for 5-10 minutes for an applicant?) Different strokes for different folks As much as the process may impact your decision it still is all about DECIDING WHO TO TAKE!

Remember -  One bad resident is a 5 year headache  Take your time, screen, prepare, interview and ultimately HOPE it is the right decision! (from Adam Starr)