How can recruitment be improved in obstetrics and gynaecology?

Exploring UK medical school differences: the MedDifs study of selection, teaching, student and F1 perceptions, postgraduate outcomes and fitness to practise

“…entry into particular career specialties, or performance on postgraduate examinations). There are many potential outcome measures that could be investigated, and for examination results, we have concentrated on six particular specialties: General Practice and Psychiatry because there is current concern about recruitment, as there is also for Obstetrics and Gynaecology (O&G) [30,31]; Surgery, as there is a recent report on entry into Core Surgical Training [32]; and Anaesthetics and Internal Medicine, since postgraduate examination results are available (as also for General Practice and O&G). We have also considered two non-examination outcomes-problems with Annual Record of Competency Progression (ARCP) (ARCP for non-exam reasons, and fitness to practise (FtP) problems with the General Medical Council) which many indicate wider, non-academic problems with doctors.…”

A qualitative review of challenges in recruitment and retention in obstetrics and gynecology in Ireland: The consultants’ solution based perspective

“…An unfavorable postgraduate medical training experience has been blamed for the exodus of DIT [ 41 ], and basic specialist trainees have been shown in particular to be more dis-satisfied than those at a higher level [ 42 ]. Morgan’s opinion piece complements a lot of the findings we have made, commentating on career motivation, attrition and the need for welfare and support in order to mitigate against attrition, but also promote recruitment [ 1 ].…”

“…In order to ensure consistency, only one author (SOS) conducted all interviews. An interview guide was designed over several stages by several authors (SOS/DB/MH), and reflected themes arising from the literature nationally and internationally (such as physician morale, [ 5 ] impact of the media [ 8 ], recruitment and retention [ 1 , 15 , 16 ]). It consisted of 11 main questions (see S1 File ).…”

“…Obstetrics and gynecology is a medical specialty that is prone to recruitment and retention issues, which are escalating over time [ 1 ]. According to a recent Royal College of Obstetrics and Gynecology report, attrition rates amongst trainees are now approaching 30% [ 2 ].…”

“…Through medical training, consultants impart clinical knowledge and skills to junior staff but can also offer advice and mentorship with respect to their career progression, and help them negotiate milestones during their training such as gaining out of program experience and supervising research endeavours [ 14 ]. Obstetrics and gynecology consultants who have established careers have witnessed changes in healthcare on the ground, have had opportunities to work internationally in different healthcare systems and have engaged in medical education throughout their working lives [ 1 ]. These insights could be integral to the future of the specialty.…”