Improving Recruitment into Geriatric Medicine in Canada: Findings and Recommendations from the Geriatric Recruitment Issues Study

Abstract

As the number of Canadians aged 65 and older continues to increase, declining recruitment into geriatric medicine (GM) raises concerns about the future viability of this medical subspecialty. To develop effective strategies to attract more GM trainees into the field, it is necessary to understand how medical students, residents, GM trainees, and specialists make career choices. The Geriatric Recruitment Issues Study (GRIST) was designed to assess specific methods that could be used to improve recruitment into geriatrics in Canada. Between November 2002 and January 2003, 530 participants were invited to complete the GRIST survey (117 Canadian geriatricians, 12 GM trainees, 96 internal medicine residents, and 305 senior medical students). Two hundred fifty‐three surveys (47.7%) were completed and returned (from 54 participating geriatricians, 9 GM trainees, 50 internal medicine residents, and 140 senior medical students). The survey asked respondents to rate factors influencing their choice of medical career, the attractiveness of GM, and the anticipated effectiveness of potential recruitment strategies. Although feedback varied across the four groups on these issues, consistencies were observed between medical students and residents and between GM trainees and geriatricians. All groups agreed that role modeling was effective and that summer student research programs were an ineffective recruitment strategy. Based on the GRIST findings, this article proposes six recommendations for improving recruitment into Canadian geriatric medicine training programs.

Europe‐Wide Survey of Teaching in Geriatric Medicine

“…In the United Kingdom, 23 of 31 medical schools (74%) responded to a World Health Organization/Royal College of Physicians questionnaire; 13 in the United States, a cross-sectional survey of geriatric medicine fellowship programs had a response rate of 76% (96 of 126 program directors), 14 and a survey of geriatric training in internal medicine residency programs approved by the Accreditation Council for Graduate Medical Education had a response rate of 60% (235 of 389 internal medicine residency directors); 15 whereas in Canada, only a 48% response rate (253 of 530 geriatricians and medical trainees) to the Geriatric Recruitment Issues Study was achieved. 16 The good response rate of the present study is probably linked to the enormous support from the three major European geriatrics bodies (EUGMS, ER-IAGG, and UEMS-GS) and the involvement of the various national geriatrics societies. However, 16 European countries are not included in the present survey.…”

Gerontology in Canada: History, Challenges, Research

“…More generally, given the demand for expert gerontological clinicians, it is argued that medical and nursing schools will need to provide incentives and opportunities to increase their capacity. Recommendations to improve recruitment into geriatric medicine include: student incentive programs, mentorship programs, loan forgiveness, wage incentives, increase undergrad exposure and advocacy campaigns (Torrible 2004; Special Senate Committee on Aging: Final Report 2009).…”

“…Further, these deficiencies in Canadian professional education do not provide hope for addressing the current shortage of geriatric specialists in the country (only 211 geriatricians in 2007 and even fewer geriatric nurse practitioners CIHI, 2007). For sure, in addition to curriculum change, action also needs to be taken so that Canadian nurses and physicians are more interested in working with older people (Pringle 2009;Torrible et al 2004). …”

Late-Life Mental Health Education for Workforce Development: Brain Versus Heart?

“…Finally, the Geriatric Recruitment Issues Study Tool was modified to assess career interests in working with seniors among students from multiple disciplines. 7 The survey instruments are accessible through the SDC #2.…”