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The Residency Application Process – How We Do It

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.

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The Residency Application Process – How We Do It

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  1. 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

  2. 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

  3. 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)

  4. Residency Application Process and Treating a Tibial Fracture?

  5. 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?

  6. 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

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

  8. 7% of residents will be a headache! Probation or fire AVOID COMPLICATIONS!

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

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

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

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

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

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

  15. Sort the Applications (Classify) Average about 600-650 applications for 4 positions Screen - USMLE scores (cutoff if less than 220 with few exceptions) Transcript GPA 3.75 cutoff

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

  17. Interviews • 55-70 will be granted interview from the 200 • Decision between all three of us • Each with own thoughts - takes one afternoon to decide

  18. What About Rotators? • We have 15-20 • Interview at end of rotation • Invite back only if we are interested – costly to interview if have no chance

  19. Interview Process • Multiple Dates 15-20 • 3-5 per day • One resident assigned to each interview day • Why?

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

  21. Interview Styles – The right one? • Typically 30-45 minutes • Process relaxed each interviewer own style and has an evaluation sheet, but comments galore! • Ultimately each ranks best to least

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

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

  24. 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

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

  26. 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

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

  28. 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!

  29. 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)

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