Hiring Pediatric Hospitalists: The Process Matters

[摘要] Over the past 10 years, hospitals across the United States have increasingly adopted a hospitalist model of care.1 The field of pediatric hospital medicine is now the fastest growing pediatric specialty, with ∼3000 pediatric hospitalists currently practicing in the United States.2 Most programs are young and expanding. A survey of 112 pediatric hospitalist leaders by Freed et al3 in 2007 found that 55% of programs had been in existence for ≤ 5 years, and 48% reported some turnover in their pediatric hospitalist workforce over the preceding 2 years. Because demand currently exceeds supply, program leaders have been advised to “never stop recruiting” because a “hospitalist programs’ biggest challenge is accommodating growth.”4 These recruiting efforts apply for both career-committed hospitalists as well as people who may be more transient, such as those headed eventually for fellowships or residency graduates who have not yet decided on a permanent career path.When queried about how they hire a new hospitalist, leaders of other pediatric hospitalist programs usually recite a familiar story; there may (or may not) be a job posting, there may (or may not) be a detailed job description, and a determination is made as to whom to invite for interviews based on their curriculum vitae (CV) and cover letter. The interviews are conducted over a 1- or 2-day period, and candidates meet with various individuals who may have a connection with the applicant’s clinical or research interest or personal background (“She’s from Colorado, just like you!”). There is usually a dinner or two, and the people who are involved in this process have an opportunity to get a feel for how they like the individual. Of course, they probably review the candidate’s CV ahead of time, and they may have a rich discussion about the possibilities for …

[学科分类] 儿科学

[关键词] Campylobacter;proljev;dob