title: Changing recruitment outcomes: the 'why' and the 'how'.
abstract: OBJECTIVE
  Residency programs compete for applicants and commit extensive resources to the recruitment process. After failing to fill in the match for 5 years (1999-2004), this program decided to make changes in its recruitment process. The authors describe one program's experience in improving recruitment outcomes.
  
  
  METHODS
  The new training director surveyed other program directors, reviewed medical student feedback, and evaluated previous recruitment processes, developing and implementing a new plan. Tracked outcome measures included USMLE scores, COMLEX scores, match results, and American graduate ratios.
  
  
  RESULTS
  After implementation of the new process in 2004-2005, the program has filled all six positions every year. Average median COMLEX 1 and 2 scores increased from 35.0 to 77.5 (p<0.012). The American graduate-to-International medical graduate ratio (AMG/IMG ratio) for the program changed from 7/16 in 1999 to 19/5 for Years 2006-2009.
  
  
  CONCLUSIONS
  Changes in the recruitment process can favorably alter match outcomes.
authors.affiliation: Behavioral Health Services, Henry Ford Health System, Detroit, MI. lmaclea1@hfhs.org.|Dept. of Psychiatry, Univ. of Southern California, Los Angeles. lmaclea1@hfhs.org.
authors.forename: Lisa
authors.initials: L
authors.lastname: MacLean
authors.affiliation: Behavioral Health Services, Henry Ford Health System, Detroit, MI.|Dept. of Psychiatry, Univ. of Southern California, Los Angeles.
authors.forename: Michèle T
authors.initials: MT
authors.lastname: Pato
mesh_terms: D006801:Humans; D007396:Internship and Residency / Q000639:trends; D010560:Personnel Selection / Q000379:methods* / Q000639:trends; D011570:Psychiatry / Q000193:education / Q000639:trends; D011795:Surveys and Questionnaires; D000078329:Workforce