What do Residency Directors Really Want?

The 2012 NRMP Program Director Survey results are out, and they are very instructive. The NRMP sends questionnaires every two years to residency directors who have participated in the previous Match in an attempt to determine what factors program directors use to decide whom to interview and then whom to Match.

The overall response rate this year was 44.8% - down from 2010's survey - but the results are as useful as ever. Of note, the personal statement is one of the top factors in deciding whom to interview - more than Step 2 scores! (See page 3 for details.) Furthermore, interactions with faculty and house staff and interpersonal skills are more important than Step 1 scores and honors in clinical clerkships in ranking applicants. (See page 5 for details.)

What this means: Your personal statement and your interview skills are critical for success in the application process! Some candidates spend months studying for the Boards, yet they rush through their application written materials and don't practice before their interviews. Don't be one of those misguided people! Contact me for assistance.

Check me out at www.insidermedicaladmissions.com

Important ERAS Date

This is just a quick reminder that residency applicants can begin applying to Accreditation Council for Graduate Medical Education (ACGME) residency programs tomorrow, September 15.

NRMP Data Worth Viewing

The National Residency Matching Program (NRMP) does an excellent job of collecting and publishing Match statistics. One of their latest publications is "Results and Data: 2012 Main Residency Match," which includes valuable information like how many positions were matched in each specialty in 2012. Here is the report.

Check me out at www.insidermedicaladmissions.com

Take a Lesson from Google

I recently read this article in the New York Times regarding recruiting and keeping women at Google. Toward the bottom of the piece is something that is relevant to those applying to medical school, residency, fellowship, and dental school. Here’s the excerpt:

Google’s spreadsheets, for example, showed that some women who applied for jobs did not make it past the phone interview. The reason was that the women did not flaunt their achievements, so interviewers judged them unaccomplished.

My Mock Interview clients know that I reinforce that applicants must showcase their accomplishments fully. In the almost ten years I’ve conducted real and practice interviews, I’ve noticed that women and non-U.S. born candidates are more likely to be “overly modest” in interviews. Although modesty is an excellent trait, one doesn’t want to be overlooked because s/he is not highlighting important achievements. If you feel that it’s rude to “brag,” consider that you are really just stating facts when you speak to an interviewer about what you’ve done. Remember, too, that by understating your achievements you may be overlooked when others are skillfully showcasing successes.

For Mock Interview help, contact me. Please note: I am currently booking 2 to 3 weeks in advance.

Check me out at www.insidermedicaladmissions.com