How to Predict On-the-Job Success in Your Residency Matching Process

While the process of selecting medical residents and fellows is unique, it’s still a selection/hiring process intended to identify the candidates most likely to succeed.

Editor's Note: This article originally appeared on Select International's website.

Decades of tradition and, particularly with regard to residency programs, a rather formal matching process, have kept organizations from thinking about this selection process in the correct light. Not surprisingly, there is little data supporting the efficacy of the current process.

After nearly a decade of helping hospitals and health systems to more successfully identify the right candidates for senior leadership roles, manager roles, nursing roles, and other front-line staff positions, these same organizations started asking about a more deliberate approach to hiring physicians and physician leaders. Now we are getting inquiries about a better way to select medical residents and fellows.

Leading organizations in other industries have been using these methods to identify attributes and the data that are most predictive of success on the job to build a selection system to objectively, deliberately and consistently evaluate these criteria for decades. In fact, we adopted the term “evidence-based hiring” to describe these methods and processes. The same concepts apply to physicians, residents and fellows. Click here to continue>>

 

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