Understanding Options for the Unmatched Urology Applicant.

PURPOSE OF REVIEW: To evaluate recent literature regarding the pathways and options for unmatched urology applicants. RECENT FINDINGS: Urology remains a competitive surgical sub-specialty with a match process independent of the National Resident Matching Program. Each year a cohort of competitive applicants go unmatched and are faced with the decision to reapply the following cycle while doing a research fellowship or a preliminary internship in the interim or choose a different specialty altogether. In this review, we sought to evaluate the current match process and literature regarding outcomes and options for unmatched applicants as well as to provide future directions for research and improvements to support unmatched urology applicants. Presently, data regarding outcomes for unmatched applicants is relatively limited. Going forward it is imperative for national urology organizations to create centralized resources for applicants to provide the best possible information for applicants and mentors alike.

Assessing the competency of pharmacists in writing effective curriculum vitae for job applications: a cross-sectional study and readability index evaluation.

BACKGROUND: In today's competitive job market, pharmacists must have a well-crafted curriculum vitae (CV), cover letter, and personal statement. However, non-native English speakers may face challenges in crafting effective job application documents. Jordan is one such country where English is a second language for many, and little is known about the CV/job application writing skills of Jordanian pharmacists. Therefore, this study examined Jordanian pharmacists' ability to write job applications cover letters, and personal statements in English and investigated the association between several demographics and professional variables and the readability index of cover letters and personal statements. METHODS: This study aimed to investigate Jordanian pharmacists' ability to write job applications cover letters, and personal statements in English and evaluate the readability of their personal statements and cover letters. The data were blindly and independently reviewed by two researchers. The readability of the cover letters and personal statements was assessed using an online calculator that assigns a readability index score. A readability score of 7-12 was considered "target", while scores above 12 or below 7 were considered "complicated" or "simple", respectively. The relationship between readability index scores and other variables was analyzed using the chi-square test with a statistical significance level of 0.05. RESULTS: The study recruited 592 pharmacists. Most applicants, specifically 62.3%, were female, and 60.0% of them graduated more than six months before submitting their job applications. While 78.2% of the applications included a personal statement, only 34.8% included a cover letter, and 27.2% provided both. Of the 206 cover letters written in English, 43.2% were tailored, and 80.6% were structured. The study also found that the provision of an official photo was associated with providing a cover letter (P < 0.001, Phi(φ) = 0.14) while providing a structured cover letter was associated with including a personal statement (P < 0.001, Phi (φ) = 0.24). Only 102 cover letters and 65 personal statements had readability index scores within the target range. CONCLUSION: In this study, most Jordanian pharmacists undervalue the importance of cover letters and personal statements and lack job application writing skills. The study also highlighted the need for improved pharmacists' English proficiency to write effective job application documents in Jordan.

A survey of academic emergency medicine department chairs on hiring new attending physicians.

BACKGROUND: For graduating emergency medicine (EM) residents, little information exists as to what attributes department chairs are seeking in hiring new attendings. STUDY OBJECTIVES: To determine which qualities academic EM department chairs are looking for when hiring a new physician directly out of residency or fellowship. METHODS: An anonymous 15-item Web-based survey was sent to the department chairs of all accredited civilian EM residency programs in March of 2011. The questions assessed the desirability of different candidate attributes and the difficulty in recruiting EM-trained physicians. Respondents were also asked to give the current number of available job openings. RESULTS: Fifty-five percent of eligible department chairs responded. On a 5-point scale, the most important parts of a candidate's application were the interview (4.8 ± 0.4), another employee's recommendation (4.7 ± 0.5), and the program director's recommendation (4.5 ± 0.7). The single most important attribute possessed by a candidate was identified as "Ability to work in a team," with 58% of respondents listing it as their top choice. Advanced training in ultrasound was listed as the most sought-after fellowship by 55% of the chairs. Overall, department chairs did not have a difficult time in recruiting EM-trained physicians, with 56% of respondents stating that they had no current job openings. CONCLUSION: How a physician relates to others was consistently rated as the most important part of the candidate's application. However, finding a job in academic EM is difficult, with graduates having limited job prospects.

Building a competitive application: exploring the entry routes and educational choices of otolaryngology higher surgical trainees in the UK.

BACKGROUND: This cross-sectional study investigates the educational background and entry routes of otolaryngology higher surgical trainees in the UK. METHOD: A survey was disseminated to trainees through training programme directors and 60 responses were received. RESULTS: Most trainees decided to pursue otolaryngology early in their training, with 50 per cent making the decision four or more years before applying for a higher surgical traineeship. Similarly, 68.3 per cent of trainees undertook otolaryngology-themed core surgical training, while two-thirds had an otolaryngology rotation during their foundation training. Most trainees (86.7 per cent) were accepted into core surgical training on their first attempt, and 71.7 per cent gained entry to higher surgical training on their first attempt. CONCLUSION: The findings highlight the importance of early exposure to otolaryngology and the pursuit of themed core surgical training programmes for building a competitive application. However, unsuccessful first attempts at core surgical training or higher surgical training should not discourage candidates from pursuing a career in otolaryngology.

Experiences of unemployed and/or work-disabled cancer survivors who have pursued to return to paid employment: a focus group study.

PURPOSE: To explore experiences of unemployed and/or work-disabled cancer survivors who have pursued to return to paid employment. METHODS: Four digital focus group interviews were conducted with 16 cancer survivors (< 10 years post-diagnosis) who have pursued to return to work within the last 2 years. Interview topics included motivations, facilitators of and barriers to job seeking, and returning to and maintaining paid employment. Interview audio recordings were transcribed verbatim and analyzed using conventional content analyses. RESULTS: Participants were mostly female (94%), and the majority had successfully returned to paid employment (56%). Both intrinsic factors (e.g., sense of purpose, social interactions) and extrinsic factors (e.g., financial necessity) motivated their return to paid employment. During job seeking, participants experienced facilitators including support, personal qualities (e.g., life experience), and trial workplaces. Barriers included inadequate support, perceived employer discrimination, and work ability uncertainty. Returning to and maintaining employment was facilitated by flexible work, supportive colleagues, and intrinsic drive, while barriers included side effects (e.g., fatigue) and overly demanding work. CONCLUSIONS: Unemployed and/or work-disabled cancer survivors are generally motivated to return to paid employment by both intrinsic and extrinsic factors, but uncertainty about their ability and inadequate support may hinder this. These findings highlight the need for trial workplaces, support during every phase of return to paid employment, and a flexible, supportive workplace. IMPLICATIONS FOR CANCER SURVIVORS: Tailored interventions addressing the needs identified in this study are urgently needed. The recommendations provided offer strategies for various stakeholders to enhance support for unemployed and work-disabled cancer survivors.

Impact of dentofacial deformity on the chance of being hired for a job.

Objective: This study aimed to determine the impact of dentofacial deformity on an individual's chances of being hired for a hypothetical job involving customer service. Materials and methods: Face photographs (frontal and lateral) of 15 patients with moderate to severe dentofacial deformity, taken before and after orthodontic-surgical correction, were selected and randomized between two different questionnaires. In addition, five patients without dentofacial deformity were used as controls in both questionnaires. These questionnaires were taken by adults responsible for hiring personnel to work in commerce and business activities, graduates or postgraduates in business administration, with experience in recruiting and hiring personnel. The evaluation took place using a Likert scale with values ranging from 0 to 10 (in which 0 corresponded to complete disagreement and 10 to complete agreement), considering the following variables in a first impression judgment: honesty, intelligence, productivity at work, and hiring chance. Data were tabulated and statistical analysis was performed using a linear regression model for the explanatory variables that showed statistical significance in the analysis of variance (ANOVA). Effect size through Cohen's d has been corrected for all comparisons performed. Results: All re-examined domains demonstrated statistical differences even when included in a multivariate model (p < 0.05), with lower mean values for those requiring pre-treatment (presenting deformity), although the effect size was small for all comparisons. Conclusion: Dentofacial deformity influenced the hiring chance, although not appearing to be a preponderant factor for hiring, acting as a tiebreaker among the candidates adopted.

Assessment of gender differences in letters of recommendation for pharmacy residency applicants.

PURPOSE: Letters of recommendation (LORs) are highly regarded components of pharmacy residency applications, as they provide insight into an applicant's character and capabilities. In other medical fields, differences in language have been reported for letters written for female and male applicants; however, data on gender differences in LORs for pharmacy residency applications are currently lacking. METHODS: LORs for applicants to our institution's postgraduate year 1 pharmacy residency program for the 2019-2020 academic year were extracted and processed by a natural language processing service. Words within 18 categories were identified and counted for each LOR. Total word count was also compared. RESULTS: Of the 473 LORs included for analysis, 320 (67.7%) were written for female applicants and 153 (32.3%) were written for male applicants. Approximately two-thirds of all writers were women for both female and male applicants. In comparing letters for women and men, there was a statistically significant difference in the percentage of LORs that contained terms in categories described as gendered, solitary/reserved, and desire. There was no statistically significant difference in total word count or in the presence of words in other categories such as grindstone, standout, agentic, or communal. When controlling for grade point average, writer gender, duration that the writer knew the applicant, and the writer's professional position, there were no changes to the statistical findings. CONCLUSION: Letters written for female and male applicants were largely similar with regard to length and word categories utilized. While no clear gender bias was found when evaluating pharmacy residency LORs, writers must continue to assess their implicit biases and how those biases might affect a candidate's application.

Does dental trauma and its consequences influence the professional hiring process? Development, validation and application of an assessment tool.

OBJECTIVES: To develop and validate a questionnaire concerning the aspects evaluated during the hiring process by human resources professionals (HRPs); to apply the validated questionnaire; and to evaluate the perceptions and judgment of HRPs regarding different traumatic dental injuries (TDIs) and their consequences (TDI-Cs). MATERIALS AND METHODS: The acceptability, discriminative properties, internal consistency and test-retest reliability of the developed questionnaire were evaluated, using the same methodology as the main study and adopting a pilot sample. For both the validation process and the application phase, images of one male and one female were manipulated, or not (control), to create different types of TDI (enamel fracture, enamel and dentin fracture, avulsion) and TDI-Cs (crown discoloration, tooth loss due to avulsion). In the application phase, the images were analyzed by 100 HRPs using the validated questionnaire, and the results were analyzed using the Friedman, Wilcoxon and Mann-Whitney tests (P < 0.05). RESULTS: The developed questionnaire produced excellent acceptability, strong discriminative properties, satisfactory internal consistency and excellent to good test-retest reliability. The presence of TDIs and TDI-Cs had a negative effect on the evaluated aspects used during the hiring process (P < 0.001). Tooth loss provoked the worse level of judgment in all evaluated characteristics and in professional hiring. CONCLUSIONS: The developed questionnaire produced valid and reliable responses concerning the aspects evaluated during the hiring process by Brazilian HRPs. TDIs and TDI-Cs had a negative influence on the aspects evaluated during the HRP professional hiring process. CLINICAL SIGNIFICANCE: TDIs and TDI-Cs had a negative influence on the aspects evaluated during the HRP professional hiring process.

Preparing for Your First Job: A Resident's Outline to Curriculum Vitae Writing.

Description A curriculum vitae (CV) is a requirement for any physician seeking employment. Writing a job-winning CV requires preparation and discipline. This article presents useful guidelines for preparing and writing a CV aimed at residents seeking their first job as full-fledged physicians.

Uncharted territory: navigating the pediatric urology job market.

INTRODUCTION: There is not a structured algorithm, timeline, or resource on how, when, and which programs are looking for a new staff pediatric urologist. We hypothesized that current and future pediatric urology fellows could benefit from the experiences of recently graduated fellows on navigating the urology job market. OBJECTIVE: The purpose of this study was to survey current and recent pediatric urology fellowship graduates about the process of finding their first job. STUDY DESIGN: A Research Electronic Data Capture (REDCap) online survey was designed and distributed through email to current fellows and 2012-2017 graduates. Results were evaluated using STATA. RESULTS: 153 participants were emailed, and 94 (61%) completed the survey. The plurality of applicants (44%) began the job search at the Spring American Urological Association meeting, 14 months before finishing (Figure). Of those who started 14 months before finishing, 33% wished they started earlier and 61% would have started at the same point. The median number of programs contacted for a position was 3-4 and the median number of programs visited and offers received was two. After the offer, 40% reported having >8 weeks to decide. Less than half (38.5%) hired an attorney for contract negotiation. Of those who hired an attorney, 68% felt it provided benefit. Regarding contract negotiation, 22% did not negotiate and 35% negotiated for salary. Unsurprisingly, 28% of those who took academic jobs thought negotiating for protected research/educational time was most important compared with only 4% of those who took non-academic jobs (P = 0.02). When asked how they learned about the job they accepted: 28% were contacted by the program, 25% cold called the program, 30% accepted where they did residency or fellowship, and 18% learned through society websites. The plurality (50%) thought the number of desirable positions during the process were as they expected. 41% however, thought the number of desirable positions were expectedly or surprisingly low. Regarding quality of life and satisfaction with job/career choice, 98% stated that they would still choose to subspecialize in pediatric urology. CONCLUSIONS: The results from this survey should provide guidance to fellows on how to approach the job search with respect to timing, expectations, contract negotiation, and initial job satisfaction.

So, you are looking for a job: Pearls for a successful first cardiothoracic job search.

The final year of cardiothoracic surgery residency is an exciting time for most trainees because it marks the culmination of many years of hard work and dedication. However, it is not uncommon for trainees to also experience some degree of anxiety or uncertainty, particularly when it comes to understanding the necessary steps and finer details involved in seeking out and securing that much anticipated and well-deserved first job. This article explores the philosophy, strategy, and etiquette essential to navigating the various stages of one's initial job search, providing valuable information and perspective to those hoping to find a position that is best suited to one's skill set, needs, and long-term career goals.

Hermenéutica del burnout: una tematización bioética a la luz de la condición humana

Propósito/Contexto. El síndrome de burnout como enfermedad trasciende lo laboral y abarca también factores sociales, históricos e individuales. El propósito de este artículo es tematizar el burnout como un asunto bioético que puede ser analizado a través de la condición humana descrita por Hannah Arendt; parte de esta tematización implica el develamiento de tensiones que convergen tanto el plano conceptual como en el ámbito práctico de la evolución y el diagnóstico de la enfermedad. Metodología/Enfoque. La propuesta metodológica se sustenta en dos momentos: en primer lugar, se toman herramientas de la fenomenología hermenéutica para analizar la traducción y la definición del burnout, esbozando repercusiones teóricas y prácticas de ello. En segundo lugar, se hace una lectura a través de los conceptos labor, trabajo y acción de Hannah Arendt y algunos aportes teóricos de Ricardo Maliandi de la ética como tematización del ethos, según lo cual, se propone entonces una tematización bioética del burnout a la luz de la condición humana y los niveles de reflexión ética. Resultados/Hallazgos. Los resultados presentan la conflictividad de la traducción y la definición actual del burnout, así como lo contradictorio que puede ser manejar el estrés en un mercado laboral que requiere de personas con competencias de trabajo bajo presión, sin fracasar en el intento al enfermarse por ello. Discusión/Conclusiones/Contribuciones. Una tematización bioética del burnout es más que necesaria para exponer traducciones y definiciones problemáticamente anestésicas, pero también para develar fenómenos de normalización de discursos y prácticas de trabajo bajo presión que pueden conllevar a la consecuencia de reducir, fáctica y teóricamente, la vita activa a solo la labor por la mera supervivencia y este esfuerzo por sobrevivir puede atentar contra la supervivencia misma.

Purpose/Background: Burnout syndrome as a disease, transcends the occupational, it also encompasses social, historical and individual factors. The purpose of this article is to thematize burnout as a bioethical issue that can be analyzed through the human condition described by Hannah Arendt; part of this thematization involves the unveiling of tensions that converge both conceptually and in the practical field of the evolution and diagnosis of the disease. Methodology/Approach: The methodological proposal is based on two moments, firstly, tools from hermeneutic phenomenology are used to analyze the translation and definition of burnout outlining its theoretical and practical repercussions. Secondly, a reading is made through Hannah Arendt's concepts of work and action and some of Ricardo Maliandi's theoretical contributions of ethics as a thematization of ethos, a bioethical thematization of burnout is then proposed in the light of the human condition and the levels of ethical reflection. Results/Findings: the results show the conflicting nature of the translation and the current definition of burnout, as well as the contradictory nature of managing stress in a labor market that requires people with the competences to work under pressure, without failing in the attempt to become ill as a result. Discussion/Conclusions/Contributions: A bioethical thematization of burnout is more than necessary, to expose problematically anesthetic translations and definitions; but also to unveil phenomena of normalization of discourses and practices of work under pressure, which can lead to the consequence of reducing, factually and theoretically, the active life to mere survival work, and this effort to survive can threaten survival itself.

Objetivo/Contexto: A síndrome de burnout, como doença, transcende o aspecto ocupacional, englobando também fatores sociais, históricos e individuais. O objetivo deste artigo é tematizar o burnout como uma questão bioética que pode ser analisada por meio da condição humana descrita por Hannah Arendt; parte dessa tematização envolve o desvelamento de tensões que convergem tanto conceitualmente quanto no campo prático da evolução e do diagnóstico da doença. Metodologia/Abordagem: A proposta metodológica baseia-se em dois momentos: em primeiro lugar, utilizam-se ferramentas da fenomenologia hermenêutica para analisar a tradução e a definição de burnout, delineando suas repercussões teóricas e práticas. Em segundo lugar, faz-se uma leitura dos conceitos de trabalho e ação de Hannah Arendt e de algumas contribuições teóricas de Ricardo Maliandi sobre a ética como tematização do ethos, propondo-se, então, uma tematização bioética do burnout à luz da condição humana e dos níveis de reflexão ética. Resultados/Descobertas: os resultados mostram a natureza conflitante da tradução e da definição atual de burnout, bem como a natureza contraditória do gerenciamento do estresse em um mercado de trabalho que exige pessoas com competências para trabalhar sob pressão, sem falhar na tentativa de adoecer em decorrência disso. Discussão/Conclusões/Contribuições: Uma tematização bioética do burnout é mais do que necessária, para expor traduções e definições problematicamente anestésicas; mas também para revelar fenômenos de normalização de discursos e práticas de trabalho sob pressão, que podem levar à consequência de reduzir, factual e teoricamente, a vida ativa a mero trabalho de sobrevivência, e esse esforço para sobreviver pode ameaçar a própria sobrevivência.

Multicenter Validation of a Customizable Scoring Tool for Selection of Trainees for a Residency or Fellowship Program. The EAST-IST Study.

RATIONALE: Few data have been published regarding scoring tools for selection of postgraduate medical trainee candidates that have wide applicability. OBJECTIVES: The authors present a novel scoring tool developed to assist postgraduate programs in generating an institution-specific rank list derived from selected elements of the U.S. Electronic Residency Application System (ERAS) application. METHODS: The authors developed and validated an ERAS and interview day scoring tool at five pulmonary and critical care fellowship programs: the ERAS Application Scoring Tool-Interview Scoring Tool. This scoring tool was then tested for intrarater correlation versus subjective rankings of ERAS applications. The process for development of the tool was performed at four other institutions, and it was performed alongside and compared with the "traditional" ranking methods at the five programs and compared with the submitted National Residency Match Program rank list. RESULTS: The ERAS Application Scoring Tool correlated highly with subjective faculty rankings at the primary institution (average Spearman's r = 0.77). The ERAS Application Scoring Tool-Interview Scoring Tool method correlated well with traditional ranking methodology at all five institutions (Spearman's r = 0.54, 0.65, 0.72, 0.77, and 0.84). CONCLUSIONS: This study validates a process for selecting and weighting components of the ERAS application and interview day to create a customizable, institution-specific tool for ranking candidates to postgraduate medical education programs. This scoring system can be used in future studies to compare the outcomes of fellowship training.

Oportunidades de emprego e trabalho para egressos do sistema prisional: revisão sistemática / Employment and work opportunities for egressed from the prison system: a systematic review

OBJETIVO: Analisar a literatura científica sobre a reinserção social de egressos do sistema prisional no mercado de trabalho. MÉTODO: Foi realizada uma revisão sistemática com busca e seleção de estudos via Portal de Periódicos da Coordenação de Aperfeiçoamento de Pessoal de Nível Superior (Capes) de 2009 a 2019, adotando critérios de disponibilidade na íntegra, em língua espanhola, inglesa ou portuguesa. A busca, seleção, avaliação de qualidade e extração de dados foram realizadas independentemente por duas pesquisadoras. Foram encontradas 555 produções, sendo filtradas a partir de título e resumo e, na sequência, inventariados tecnicamente; posteriormente, foi realizada a análise do texto na íntegra dos artigos selecionados nas etapas anteriores. RESULTADOS: Foram avaliados 10 artigos, onde seis estudam a inserção do egresso no mercado de trabalho na perspectiva do sexo masculino e apenas um artigo trata dos dois sexos. Quanto à perspectiva de gênero, não foi encontrada referência. Os resultados dos estudos analisados tiveram objetivos distintos, tendo em comum a investigação de diferentes tipos de inserção de ex-detentos no mercado de trabalho e as tendências dessas produções são caracterizadas pela restrição de encontrar trabalho. CONCLUSÃO: A análise dos artigos verificou que os egressos do sistema prisional enfrentam uma confluência de fatores de difícil superação para alcançar algum tipo de trabalho, quais sejam, o estigma que pesa sobre eles, o baixo nível de escolaridade e a precarização do trabalho.

OBJECTIVE: To analyze the scientific and scientific literature on the social reintegration of former prisoners into the labor market. METHOD: A systematic review was carried out with search and selection of studies via the Portal of Periodicals of the Coordination for the Improvement of Higher Education Personnel (Capes) from 2009 to 2019, adopting availability criteria in full, language (Spanish, English, or Portuguese). The search, selection, quality assessment, and data extraction were carried out independently by two researchers. A total of 555 productions were found, being filtered based on title and summary and, subsequently, technically inventoried later, the full-text analysis of the articles selected in the previous steps was carried out. RESULTS: 10 articles were evaluated, of which six studied the insertion of the graduate in the labor market from the male perspective; only one article deals with both sexes. Regarding the gender perspective, we found no reference. The results of the analyzed studies had different objectives, having in common the investigation of different types of insertion of ex-prisoners in the labor market, the restriction of finding work characterizes the tendencies of these productions. CONCLUSION: The analysis of the articles found that the graduates of the prison system face a confluence of factors that are difficult to overcome in order to achieve some type of work, namely, the stigma that weighs on them, the low level of education, and the precariousness of work.

Preparing a successful, role-specific curriculum vitae.

An internet search reveals just how many articles there are on preparing a curriculum vitae (CV). The preparation of a CV should not be regarded as a 'one-off' event, to be updated periodically. A successful CV requires thoughtful preparation to ensure it is directed towards a specific post and should consider two important perspectives. First, an understanding of what is required of the practitioner in the nursing post (demand), and second, what the nurse can offer in terms of his or her skills, experience, qualities and qualifications (supply). The demands of the post will also include meeting professional standards, such as those that have emerged following consideration of the Report of the Mid Staffordshire NHS Foundation Trust Public Inquiry (Francis 2013). This article explores how to prepare a successful CV for a specific role, using a demand and supply perspective--where a nurse seeks to match the specific requirements of the post by summarising what he or she has to offer.