Recruitment Resources

All faculty members involved in recruitment and evaluations of GME trainees should participate in annual training about challenges that may disadvantage applicants. 

• Training Modules
  
• Cultural Humility Training
• Mitigating Unconscious Bias in Decision Making Training
• Bias Resources and Training

The steps below will help communicate a welcoming environment to your applicants:

• Ensure the images on your program's website are representative of many backgrounds.
• Share your program's demographic data on your website or during the interview process.
• Become familiar with school-wide and GME resources in place to support our trainees, so that you can discuss them.

Additional resource: AAMC four step process

A robust recruitment effort requires presence in spaces where the talent is. Below is a list of the recruitment events where IU School of Medicine has a routine presence.

• Student National Medical Association (SNMA)
• Latino Medical Student Association (LMSA)
• Howard University College of Medicine Annual Residency Fair
• IU School of Medicine residency and fellowship open houses in August and May, respectively

The application screening process can be daunting. But, it is encouraged for programs to use mission aligned ERAS filters that emphasize the attributes, experiences, background and resilience of the applicants.

A holistic approach involves using the Experiences, Attributes, Competencies and Metrics (EACM) Model for reviewing applicants. 

AAMC Holistic Review Primer for Program Directors

These AAMC tools and resources provide an overview of holistic review in residency selection. This primer and these videos are designed to quickly help program directors: 1) review the criteria you are prioritizing and 2) define and assess if your materials and processes reflect your priorities.

• Mitigating Bias in the Admissions Process
• Using Holistic Principles to Identify the Applicants You Desire for Your Program
• Holistic Principles in Resident Selection — An Introduction
• Application of Holistic Principles in Resident Selection
  
  

Programs should use structured interviews that incorporate behavioral and situational questions and rubrics for interview evaluation.

Programs should employ interview day "dos and don'ts" and best practices, which include focusing on environment, spaces, interactions and behavior that will make the interview experience enjoyable and respectful for all applicants.

Programs must ensure that the rank selection committee includes members from varied backgrounds  and perspectives who have done training in implicit bias.

To measure success, programs are encouraged to track the demographic data of their trainee workforce and use that data to make improvements to the recruitment process.

Focusing on recruitment without addressing the culture and the clinical learning environment will hinder the program’s retention efforts. It is important to know that trainees from different backgrounds experience the clinical learning environment differently. It is incumbent on the program to assess the experience of all their trainees and make appropriate changes so that each group has an opportunity to thrive in the environment. Engaging all shareholders within the clinical learning environment (faculty, nursing, etc.) in building an environment of shared success is critical.