Strategic Recruitment in GME: Aligning Physician Training with Community Health Needs

With residency recruitment in full swing, now is a great time for Graduate Medical Education programs to consider how to build a physician workforce that is prepared to address the varied needs of the populations they serve. Germane Solutions’ Unity and Embrace Employee Resource Groups have outlined frameworks for navigating recruitment challenges and implementing evidence-based practices to achieve meaningful, mission-aligned outcomes:

Aligning Your Workforce with Community Health Needs

A physician workforce that reflects the varied perspectives and experiences within a community strengthens healthcare delivery: it enhances patient-provider relationships, improves patient outcomes in underserved communities, and enriches research priorities (Alda). The AAMC champions holistic review strategies for applicants for this very purpose, recognizing that effective healthcare requires fully understanding and addressing a population’s comprehensive health needs. Residency programs have a unique opportunity during recruitment season to lean into this vision, creating a better healthcare system for the future.

Embracing a Holistic Application Review Process

The Electronic Residency Application Service (ERAS) and Thalamus are powerful GME recruitment tools, but their filters require thoughtful strategy. With USMLE’s recent transition to pass/fail, programs are developing new approaches to applicant evaluation as they can no longer rely on test scores. However, these new approaches, such as optional blinding features, lead to compliance risks and can create challenges for maintaining consistent review standards across selection committees. Evidence suggests that masking demographics only offers limited benefit, with one study finding that it did not significantly alter candidate ratings and introduced additional logistical challenges (Clapp).

A more effective approach is the systematic evaluation of experiences, attributes, and academic metrics together. For example, a Family Medicine program that implemented a systematic holistic review tool (SHARP process) reported significant success in identifying and matching candidates who brought valuable perspectives to their training community (Igarabuza). Programs can leverage ERAS and Thalamus reporting tools to track and refine these initiatives, ensuring they select candidates who align with both their mission and community needs.

Designing Consistent Interview Processes

The interview structure itself can significantly impact selection outcomes. While unstructured interviews provide flexibility, they also introduce significant subjectivity and inconsistency in evaluation. Structured interviews utilize standardized questions with clear scoring rubrics ensuring all candidates are measured against the same benchmarks. Formats like Multiple Mini-Interviews (MMI) have demonstrated effectiveness in maintaining evaluation fairness while identifying candidates well-suited to program needs (Bergelson).

The success of any interview format depends on trained faculty. Regular training on evaluation standards, such as those offered by the AAMC, is essential. Brief, pre-interview reminders from program leadership can further reinforce these principles, ensuring every candidate is evaluated consistently and fairly.

From Recruitment to Retention: Supporting Long-Term Program Success

Effective recruitment is just the beginning of developing a training environment where all physicians can thrive. Lasting progress depends on visible leadership commitment, ongoing faculty development, and policies that support professional growth for all residents.

A deliberate, strategic approach to recruitment is a professional responsibility. By adopting holistic review practices, standardizing interviews, and investing in faculty training, GME programs can build a physician workforce prepared to deliver exceptional care to every community they serve.

Germane Solutions specializes in helping GME programs develop and implement strategic recruitment plans that align with community health needs. Contact us to learn how our experts can support your initiatives in holistic review, process improvement, and data-driven strategy.

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Alda, Gonzaga MD, MS et al. “A Framework for Inclusive Graduate Medical Education Recruitment Strategies: Meeting the ACGME Standard for a Diverse and Inclusive Workforce.” Academic Medicine, vol. 95, no. 5, 2020. A Framework for Inclusive Graduate Medical Education Recruit... : Academic Medicine (lww.com).

Bergelson, Ilana et al. “Best Practices for Reducing Bias in the Interview Process.” Curr Urol Rep, vol. 23, 2022. Best Practices for Reducing Bias in the Interview Process.

Clapp, Justin et al. “Does Masked Interviewing Encourage Holistic Review in Residency Selection? A Mixed-Methods Study.” Teach Learn Med, vol. 36 no.3, 2024. Does Masked Interviewing Encourage Holistic Review in Residency Selection? A Mixed-Methods Study.

Igarabuza, Laura et al. “SHARPening Residency Selection: Implementing a Systematic Holistic Application Review Process.” Academic Medicine, vol. 99, no. 1., 2023. SHARPening Residency Selection: Implementing a Systematic Holistic Application Review Process.