Background and Objectives: In 2020-2021, the Family Medicine Residency Network (FMRN) programs participated in virtual recruitment. We conducted a study to describe the recruitment activities utilized by programs and to identify which of these activities were most and least helpful to both students and the programs. Methods: In May 2021, we sent an electronic survey to the incoming interns (n=242) asking which recruitment activities they participated in, which were most and least helpful in deciding their rank list, and which most positively impacted their perception of the program. Simultaneously, we surveyed the 43 FMRN program directors (PDs), asking them which virtual recruitment activities they offered, which were most and least helpful in creating their rank list, and which they thought most positively impacted students’ perception. Results: The 167 intern survey responses (69% response) indicated that virtual interviews and virtual get-togethers with residents were most helpful to deciding rank list order while receiving gifts and meals were least helpful. Websites, bios, and social media positively impacted perception of a program. PDs (79% response) overestimated the importance of the recruitment video and a prerecorded hospital/clinic tour and underestimated the importance of resident-only social interactions to the applicants. Conclusions: Programs may improve the effectiveness of their virtual recruitment process by maximizing interactions with current residents and creating opportunities for interviews with individuals in different positions across the program. Reducing spending on gifts and meals frees up funds better spent on activities with greater impact such as website improvement and more events for student interaction with current residents.

Background and Objective: The National Resident Matching Program’s (NRMP) Supplemental Offer and Acceptance Program (SOAP) places unmatched applicants in residency programs. We examined the outcomes and experience of family medicine residency programs that matched with residents through SOAP. Methods: In 2020, all program directors in a regional family medicine residency network whose programs had participated in SOAP (n=23) completed a survey on their experience with SOAP and characteristics of residents who were matched via SOAP (n=52) anytime between 2012 and 2020. Resident outcome measures included graduation, remediation, leadership, fit, and comparisons of Milestones areas. Experiences with the SOAP process included factors that may have led the program to SOAP and advice for other programs participating. Results: Eighty-seven percent of residents matched via the SOAP graduated, and the majority compared favorably to other residents. Two-thirds of program directors were very likely to hire their residents matched via the SOAP. Rural programs had similar outcomes, although rural-track positions represented 30% of all residents matched via the SOAP in the study. More than half of all responding program directors reported being underprepared for the SOAP process. Program directors recommend getting familiar with the NRMP resources and setting aside time for key personnel in case a program needs to participate in SOAP. Conclusions: The vast majority of residents matched via the SOAP are well prepared for training, contribute to their programs, and perform as well as other residents. Rural programs are more likely to place residents via SOAP than nonrural programs.

Context: The Supplemental Offer and Acceptance Program (SOAP) is part of the National Resident Matching Program (NRMP) and is the process for matching unmatched student applicants with unfilled residency programs. Little research has been done on the SOAP, on how these students perform in residency or what factors may have led programs to go unfilled. Objective: The main objective of our study was to describe characteristics and outcomes of residents who went through SOAP; secondary objectives included identifying residency program factors that may contribute to SOAP and strategies for programs to prepare to SOAP. Study Design: survey Setting: Residency programs in the Family Medicine Residency Network (FMRN) Population studied: 23 programs and rural training tracks from the FMRN who participated in the SOAP since its inception in 2012 (of 39 total programs) and the residents who were matched to those programs in the SOAP (54 of 1658 total residents) Outcome Measures: Primary outcomes were resident performance, including graduation from residency, performance on key competency areas at the beginning and end of residency, likelihood to need remediation, likelihood to hold leadership positions, resident "fit" with program culture, and program director likelihood to recommend to a colleague for hiring. Secondary outcomes were around program experiences with SOAP, including program director perception of factors that led to the program SOAPing and suggestions for preparing other programs to participate in the SOAP process. Results: We had a 100% response rate. Program Directors reported a largely positive experience with their SOAP residents, viewing them as mostly equal or more favorable to the average resident. Respondents offered a number of factors that may have led them to SOAP including being ill prepared, being a new program, location (rural), program director turnover, low morale, and potential program weaknesses. Program Directors shared advice for preparing for SOAP including clearing schedules during Match week, understanding the process, screening applicants and communicating with applicants. Conclusions: Our findings help dissuade concerns programs may have about the quality of residents obtained through SOAP and confirm the assumption that rural training tracks are more likely to SOAP.