Tips to be Successful When Pursuing a Health System Residency or Job

Kevin Robertson, PharmD, BCPSClinical Coordinator – Pharmacy

PGY1 Residency Program DirectorBaptist Health Medical Center

North Little Rock, Arkansas

Learning Objective

• List common traits of a great resident and employee

• State desired traits of the ideal resident• Describe an ideal employee• Identify the “dos and don’ts” of an effective

interview

BHMC-NLR Overview

• 248 licensed beds– Average census 150-200

patients

• Central Pharmacy- 24 hour distributive and clinical services– FTEs (non-management)

• Pharmacist I & II (10.5)• PGY1 Resident (2)• Technicians (11.5)• Student Interns (1.8)• APPE Students (~8/month)

BHMC-NLR Overview

– Clinical Pharmacy Services• Code Blue• Pharmacokinetics• Nutrition• Electrolytes• CMS Core Measures• HCAHPS• Antibiotic Stewardship• Anticoagulation

Common Traits: Great Resident and

Employee

Common Traits: Great Resident and Employee

• Personality > Knowledge/Skillset• Personable• Professional

Chad Kelly

Personality

Common Traits: Great Resident and Employee

• Personality > Knowledge/Skillset• Personable• Professional

• Positive attitude• Attitudes are contagious• Improved coworker relationships

• Team player > Works best alone• Healthcare is a team environment

Teamwork

Common Traits: Great Resident and Employee

• Personality > Knowledge/Skillset• Personable• Professional

• Positive attitude/”Upbeat”• Attitudes are contagious (+ or -)• Improved coworker relationships (joy vs. exhausting)

• Team player > Works best alone• Healthcare is a team environment• IMPORTANT: Effective communicator (includes listening)

Listening

Listening

Traits of an Ideal PGY1 Resident

Traits of an Ideal PGY1 Resident

Traits of an Ideal PGY1 Resident

• Leadership• Seeks department and institutional opportunities (cardiac rehab)• Organizational (poster and/or podium presentations)

• Self awareness and commitment to improvement• Take ownership in developing EBM skills application• Preparation before rounds

• Service orientation• Place needs of patients and others above their own• Seeks challenges beyond CV development and “match”

Traits of an Ideal PGY1 Resident

• Pride in the profession• Establishing a new service or program (rehab rounds, TCT, etc)• Making a difference is enjoyable

• Creative and innovative• It is through inquisitiveness that one learns• Residency provides experiences that will manifest creativity

beyond the residency experience

• Conscious and trustworthiness• Maturity, reliability, and dependability (round independently)• Trust is hard to gain but easy to loss (trust bank)

Trust

Traits of a Great PGY1 Resident

• Time management and prioritization• Responsible for assigned tasks/deadlines• Allow preceptor revisions• Little need for reminders

• Ethically sound decision making• Patient’s best interest• If unsure will seek guidance

• Clinical knowledge base• Must be able to grasp ENTRY level concepts• Teachable

General Thoughts

• Not all residents will have all textbook attributes• Positive traits can be acquired and learned• Residents who pursue acquiring and mastering these skills

will stand out• Residency program responsibility

• Educate candidates your expectations during the interview

Expectations

General Thoughts

• Not all residents will have all textbook attributes• Positive traits can be acquired and learned• Residents who pursue acquiring and mastering these skills

will stand out• Residency program responsibility

• Educate candidates your expectations during the interview• Residency Program Director: Identify candidates who are the best

fit for their program

Traits of an Ideal Employee

Ideal Employee

• Intelligent/Critical Thinking• Strong foundation• Able to move to “autonomy” faster• COMMON SENSE

Common Sense

Ideal Employee

• Intelligent/Critical Thinking• Strong foundation• Able to move to “autonomy” faster• COMMON SENSE

• Autonomous• Job done without a lot of “hand holding”

• Action oriented• Hire people who take action and chances (out of comfort zone)

• Ambitious• Spawns creativity• Not happy with the “same ole same”

Ambition

Ideal Employee

• Displays Leadership• Leadership begins with self-confidence• Informal vs. Formal leadership

• Confident BUT NOT “ABRASIVE”• Take on challenges that others shy away from• Culture of improvement

• Modest• Hard working but humble• Action > words

• Marketable• Represent your department in a positive manner

Ideal Employee

• Detail oriented• Passionate• Disciplined and punctual• AVOIDS GOSSIP

Gossip

How to Prepare for PGY1 Application

Preparation for PGY1

• There are lots of resources out there….

Preparation for PGY1

Preparation for PGY1

• P1 through P3– Organizational involvement

• Join 1-3 professional organizations• Quality better than quantity

• Research involvement– Patients, databases, review article, etc– Present a poster/abstract at a conference

• Community Service– Beyond required by CoP

Preparation for PGY1

• Clinical Skills Competition– Not afraid of a challenge– Great practice/test of skills

• Professional work during school– Ability to manage time– Hands on learning

• Curriculum vitae (CV)– Develop early– Update constantly– If its on your CV, you better be able to discuss!

Be able to discuss your CV….

Preparation for PGY1

• Social Media– Clean it up– Professional

• IPPE and APPE experiences– Challenging experiences/preceptors– A good match for programs you are applying to?– Experience at application site?

Timeline: P4

• September– Update CV– Ask for letters of recommendation (be smart)

• October– Review ASHP residency directory– Request additional information from programs of

interest– ASHP Midyear meeting? (depends on a few things)– Register for PhORCAS and The Match

Timeline: P4

• November– Finalize CV– Draft letters of interest– Request transcripts to be sent to PhORCAS

• December– Attend ASHP Midyear meeting?– Know your site’s of interest application deadlines– Complete and submit PhORCAS application– Schedule on-site interviews

Timeline: P4

• January– Men: Get a suit– On-site interviews begin (MAD DASH)

• February– Narrow your choices – “Is it a good fit?”; “Is this the type of

practice I believe I want long-term?”

• March– Submit your rank order list– Receive “match” results

The Match

Preparation for Interviews

Effective Interviewing

• Interview process– Orient interview to how things will proceed– “What do you like to do for fun?”

• Interviewer’s skills (list of questions to ask)– Qualifications of position– Goals and objectives of the department– Traits of an ideal resident/employee– Strengths and weaknesses of the dept etc– Review the candidates CV– Open ended questions– After a question… Long silent pauses are ok…..

Effective Interviewing

• Interviewee’s Do’s…– Common sense.. Be on time, proper attire, research

the company, etc– First impressions: Firm handshake, proper eye

contact, etc– Provide examples that helps answer the questions

and clarify your “selling points”– Have questions ready (person/role specific)– Be appropriately enthusiastic

Enthusiasm

Effective Interviewing

• Interviewee’s Do’s…– Set yourself apart from the competition

• Residency• Board Certification

– Be able to explain why you left your past job(s)– Send “thank you” letter(s) to all involved with interview

Effective Interviewing

• Interviewee’s Don’ts…– Look like you just “fell out of a dryer”– “Bad mouth” your ex-employer or colleagues– Project a negative/entitled attitude– Provide “yes” or “no” answers– Provide vague answers

Summary

• There are common traits between a ideal resident and employee

• The short timeframe within a residency requires focus on key traits when ranking candidates

• Ideal employees are a pleasure to work with (avoid the 80/20 people)

• The timeline for residency preparation is upon us

• An effective interview takes preparation