If You Build It, Will They Come? An Analysis of Candidate Attitudes Toward A New Residency Program

This article was migrated. The article was marked as recommended. Background: To address looming healthcare workforce shortages, the Association of American Medical Colleges (AAMC) has recommended a substantial increase in residency positions. However, new residency programs face unique recruitment challenges. Objective: To identify new program characteristics and recruitment practices that most influence candidate-ranking decisions. Methods: In a post-match survey, applicants who interviewed during the first two recruitment seasons of a new program were asked to rate program characteristics and recruitment techniques regarding the effects they had on ranking decisions, and to describe the most attractive and concerning features. Somers' D directional coefficients were calculated to determine the correlation between applicants' ranking of the program and ranking of survey items. Qualitative responses were analyzed as word clouds. Results: 163/349 surveys were returned (47%). The strongest correlating items included the opportunities to work closely with faculty, to help shape a new program, and to be one of the first graduates. Influential recruitment practices included program communications and website vividness. Concerns included lack of senior residents, fear of unforeseen difficulties, and no evidence of outcomes. Conclusion: New programs have unique features that influence candidates' ranking decisions. Recruitment practices should be designed to identify candidates who embrace the unique opportunities of a new program.