1. Preparing your trainees for their career
AND MOST IMPORTANTLY…
Identifying and retaining the ones that you want to keep
Jennifer Kambies, Cleveland Clinic
Frank Gallagher, Baystate Health
Donna Ecclestone, Duke Medicine

2. The Goal
Establish lasting relationships with your training programs that will call you every year to assist their residents/fellows
Guide your trainees through the job search and as they begin their career in medicine

3. GME Gatekeepers Limit our avenues of communications
Program Coordinators
Use them to your benefit and show them your value
Can help access residents and fellows
Let them know the services you have to offer
Program Directors
Need to be aware of your services as they mentor the residents and fellows can point them in your direction
GME Director
Great resource to know what the residents and fellows need so you can tailor your services to meet their needs

4. Building a pipeline
We do not expect to keep all trainees and will help regardless of where they accept a position
Hope to recognize those trainees that wish to stay
May not communicate with Department Chair or do not feel wanted if not asked to stay
Build recruitment pipeline and establish relationships

5. Accessing your own Residents and Fellows
It’s not as easy as it seems!

6. Outreach Suggestions Emails to Program Directors Program Coordinators
Send reminders about services at strategic times
Request scheduling presentation for their group
SharePointe website
Use to create toolbox for residents and fellows
Intake requests
Job database

7. Outreach continued House Staff Association Presentations at meetings
Another way to get in front of your audience
Chief Resident
Calls s

8. Outreach continued General Presentations Quarterly meetings
GME newsletter
Use weekly e Newsletter to post announcements for presentations
Periodically have an article included
General Presentations
Done monthly open to all residents and fellows during lunch hour
Quarterly meetings
Never hurts to remind Program Directors and Program Coordinators of your services

9. Outreach continued Brochures in Residency/Fellowship offices
Resident and Fellow Orientation
Great opportunity to make a first impression and let them know what you have to offer

10. Baystate Health Example

11. Annual Resident/Fellow Event
Physician Recruitment aligns with Academic Affairs to host an annual “Careerp Planning” event each Fall Features: Panel Discussion/ Q&A Event. Information is presented by peers/colleagues Members of Panel include former residents, Program Directors and/or Coordinators, lead physicians in practice that are actively recruiting Subjects include: Job Search 101, How to write a CV, Pros/Cons of various work models All trainees are invited although attendance by final-year residents/fellows is strongly encouraged. Program Director support has increased over time. Residents actually ask when the meeting will be scheduled each year. Great opportunity to start to introduce BHS openings to trainees. Recruitment team then plans recruitment dinners for interested candidates.

12. Other Services to Offer
Monthly general job search presentations
Helps guide Residents and Fellows on timing as they begin job search
Quarterly CV seminars
Presentation to give direction and tips to lower class residents as they begin developing a CV
CV and Cover Letter Reviews
Team assists with reviewing CVs and Cover Letters as requested
Initial Contract Reviews
Individual review of contract to identify red flags
Individual Career Counseling
Meeting with Resident or Fellow to help guide them with job search
Help identify their needs and resources to use when searching

13. Services Continued Department specific job search presentations
Career Planning Booklet
Breaks down job search timeline, gives advice on site visits, opportunity comparison worksheets and addresses other topics to consider when beginning employment
Nationwide job opportunities
Developed through outreach to ASPR and AIR network, post opportunities for other recruiters
SharePointe website (intake request, toolkit, job opportunities)

14. Once you are in… Need to be of value
Programs/individuals will reach out to you for your services
Nurture relationships
Be visible

15. Job Search Timeline 18 Months 18-12 Months 12 Months 6 Months
Relocation planned
Transition planned
Establish start date
Set-up office
Follow-up on credentialing
licensure and insurance applications
Develop CV & cover letter
Determine what is important
personally and professionally
Practice type
Location
Case Mix
Narrow interview choices
to 5 or less
Compare opportunities
18 Months
18-12 Months
12 Months
6 Months
6-0 Months
Seek additional counsel – contract review
Address visa concerns
Determine where you will live
Complete medical licensure & credentialing
Network
Research locations/opportunities
Recruitment Options
Own search vs. recruiter/headhunter

16. Guide trainees to find the right fit
Job Satisfaction
Reality
46% of physicians are likely to resign from a new position within the first 3 years and 60% within the first 5 (AMGA and Cejka Search, 2007)
Guide trainees to find the right fit

17. Educational Tools
ASPR has a wealth of information on residency education
Presentations
Newsletters
Worksheets
Staff Recruiter Directory
Create documents for distribution at presentations
Make website if possible
Can use as a toolbox for Residents and Fellows

19. Important Reminder Properly onboard new trainees!
Use same onboarding program for all new hires- including trainees
Prepare itinerary
Ensure all IT connections are updated with new role
Send out announcement when start
Introduce to internal leads/contacts
Schedule check-ins

20. Something to consider…
New hires, even internal hires, don’t know what they don’t know.. Anticipate their questions and address their needs! ASK THIS!!

21. Questions???