K Hendrickson¹*, R Rodgers²*, T Juang³*, T Ritter⁴*, Y Perry⁵*, J Brindle⁶*, E Covington⁷*, (1) University of Washington, Seattle, WA, (2) Vanderbilt University School of Medicine, Franklin, TN, (3) UC San Diego, La Jolla, CA, (4) VCU Health System, Chesterfield, VA, (5) University of Toledo, Toledo, OH, (6) Rhode Island Hospital / Warren Alpert Medical, Providence, RI, (7) University of Michigan, Ann Arbor, MI

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  K Hendrickson
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  R Rodgers
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  T Juang
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  T Ritter
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  Y Perry
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  J Brindle
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  E Covington

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TU-GH-206-0 (Tuesday, 7/12/2022) 1:45 PM - 3:45 PM [Eastern Time (GMT-4)]

Room 206

Both recruiting talent and finding the right position between applicants and positions in medical physics is a shared goal throughout the workforce. Whereas many professional sessions will focus exclusively on the applicants, the recruiters (e.g., graduate programs, residencies, clinics), or a single aspect of the application process, this extended session will speak to both sides of the table while taking a holistic view of recruitment and applications.

Recruiters and applicant evaluators can easily be hampered by challenges and biases, often unintended, in the screening of applications and the interview methods used. State-of-the-art methods and evidence-driven techniques will be presented for recruiting a future workforce that matches the values and principles of our profession. The importance of diversity, equity, and inclusion will be discussed: Why these factors should be important to all those involved in recruitment, and how to build an application review process grounded in these principles. Due to the potential for bias during the selection process, actionable strategies, such as holistic and blinded reviews, will be highlighted and discussed as mitigation strategies. Applicant selection will be tied back to designing a process based on mission values and institutional goals.

For applicants, one of the most challenging situations in life can be promoting yourself without overstating or understating abilities. Applicants need to present themselves and their skills consistently on paper, during real-time interactions, and into the future. Strategies for effectively presenting your best self, in both applications and interviews, will be presented in multiple settings ranging from graduate school admissions to early career positions.

Learning Objectives:
1. Recruiters: Reviewing current best practices in application screening (e.g., holistic review, blinded review, mission-focused processes), along with actionable implementation methods.
2. Recruiters: Valuing the importance of diversity, equity and inclusion to our field as well as the challenging, exclusionary aspects that the application process may perpetuate.
3. Recruiters: Understanding the importance of building an application review and interview process that thoughtfully adheres to your principles while reducing the influence of biases.
4. Applicants: Preparing your entire self for the application process by crafting a powerful application portfolio (e.g., cover letter, personal statement, resume, CV, recommendation letters) that applies to different employment opportunities and settings.
5. Applicants: Communicating your skills and strengths through verbal, non-verbal, written, and comportment for multiple aspects of the application process and a variety of job interview styles.
6. Applicants: Following up after the interview, considering an offer, and selecting what is the right fit for you.

Handouts

• 175-63442-16291659-183400-983558271.pdf (Kristi Hendrickson)
• 175-63445-16291659-183815-607583340.pdf (Timothy Ritter)
• 175-63444-16291659-183471-410738922.pdf (Titania Juang)
• 175-63447-16291659-183144-704355680.pdf (James Brindle)

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