Rural Dermatology Residency Slots: Priming the Pump

Abstract

There has been an ever-increasing shortage of dermatologists working in rural settings. Reducing this shortage requires effective recruitment and retention strategies, beginning in medical school and residency training. There are currently dermatology residency programs that recruit residents specifically to work in a rural setting. These programs use strategic recruitment criteria in order to find the resident who will be the best ‘fit’ for the settling in a rural area. This may include identifying the residents’ wishes regarding practice in their rural hometown, or their significant other’s or family member’s connection to a local community. Similarly, programs use retention strategies, including identifying residents desire for parenting of children and compatibility with the medical community, in order to assess the potential for a resident to have a long-lasting career in the rural community where they start their practice. Long-term mentorship to identify ties to pursing a rural career are vital for successful recruitment and retention of these residents. While there are financial risks and an investment of time required to implement a rural dermatology residency program, successful implementation can effectively impact the shortage of physicians, including dermatologists, in underserved areas.