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The hallmark of a thriving department is our ability to continuously replenish our ranks. This is most clearly illustrated in the annual cycle of recruitment of trainees, who choose to join one of the UCLA Department of Medicine’s (DoM) stellar training programs. Believe it or not, we are more than half-way through the current subspecialty fellowship interview season, which started in August and will run through the end of this month. As in prior years, we are confident that we will continue to attract some of the best and most accomplished residents, and look forward to celebrating the outcome, when fellowship match day arrives on December 6! In the meantime, our core training programs in internal medicine, medicine-pediatrics, dermatology, and physical medicine and rehabilitation are gearing up for fall recruitment of medical students who are looking to match here for residency training. Therefore, in this week’s post I will share with you some perspectives on recruitment of trainees, that guide our approach and contributes to our success in recruiting the best to the DoM.

The State of Residency and Fellowship Recruitment

Each year, residency and fellowship applicants face an important decision: where to train. While academic reputation and clinical excellence remain essential considerations, today's applicants are looking for something more. They want programs that will help them grow into the physicians, researchers, educators and leaders they aspire to become. Across the DoM’s training programs, program directors say that search increasingly centers on three key questions: Will I find purpose? Will I find community? And will this program help me become the physician I hope to be?

A Place to Build a Purpose-Driven Career

Today's applicants arrive with a strong sense of purpose and a desire to make an impact beyond patient care. They are seeking opportunities not only to become outstanding clinicians, but also to contribute as scientists, educators, advocates, policymakers and leaders.

Whether pursuing research, education, advocacy, quality improvement or subspecialty training, applicants increasingly want the flexibility to shape their own experiences. In the department of medicine, our diverse patient populations, varied clinical environments and strong mentorship culture allow trainees to tailor their paths while receiving exceptional clinical training.

Culture Matters

While opportunities are important, they are only part of the equation. This year’s applicants also want to know what it feels like to train within a program and whether they will find a community that supports their growth and success.

For Dr. Skinner, culture is one of UCLA's defining strengths.

"Our power is in our culture, which we believe should not just be described, but demonstrated," she said.

Rather than relying solely on presentations or recruitment materials, our programs prioritize authentic interactions between applicants, trainees, faculty and program leaders. These conversations provide a more meaningful understanding of the learning environment than any brochure or website ever could.

In rheumatology, Dr. Grossman sees a similar combination of high expectations and meaningful support. “At UCLA, rigorous training and extraordinary opportunity exist alongside a genuinely warm, collaborative and supportive culture,” she said. Fellows benefit from broad clinical and academic opportunities while remaining part of a close-knit community whose members want one another to succeed.

For medicine-pediatrics applicants, that sense of support is reinforced by a comprehensive approach to resident well-being and professional identity. Dr. Ntim said the program has been intentional about helping residents remain whole throughout training, including through the support of a dedicated wellness director and structures designed specifically for the development of medicine-pediatrics physicians.

Across programs, applicants consistently ask about mentorship, wellness, faculty accessibility and whether trainees feel comfortable asking for help when challenges arise. Those questions reflect a growing desire to find not only excellent training, but also a place where people genuinely care about one another's success.

Finding the Right Fit

Ultimately, recruitment is not about convincing applicants to choose the DoM. It is about helping them determine whether the DoM is the right fit for their goals, interests and values.

Program leaders say that process begins with transparency. By connecting applicants with residents, fellows, faculty and mentors, they create opportunities for honest conversations about the realities of training and the opportunities available within each program. Those interactions help applicants envision their future and determine whether they can see themselves becoming part of the DoM community.

For fellowship applicants, those connections often provide the clearest picture of a program's strengths. As Dr. Chang noted, meeting fellows and faculty with shared interests allows candidates to better understand the mentorship, collaboration and support available to them throughout training.

Likewise, Dr. Aragaki emphasized the importance of creating an environment where trainees feel supported as they grow professionally and personally, while Dr. Skinner highlighted UCLA's commitment to helping residents pursue meaningful careers that extend beyond traditional clinical practice. Together, these perspectives reflect a shared belief that successful recruitment begins with authenticity and a commitment to trainee success.

For prospective residents and fellows, choosing a training program is about finding a place where they can thrive. Through a combination of outstanding clinical training, personalized mentorship, diverse opportunities and a culture rooted in collaboration and support, the DoM continues to attract the next generation of physician LEADERS.

The Resident Perspective: Helping Applicants See Themselves in the DoM

For residency applicants, choosing a training program is about more than evaluating curricula, clinical experiences or research opportunities. It is also about finding a place where they can envision themselves spending the next several years learning, growing and building relationships.

According to the chief residents, applicants are increasingly interested in finding programs where they have a voice.

"Applicants want to know that resident feedback is heard and that they can actively contribute to shaping the program," they said.

Those conversations often become an opportunity to highlight one of the program's greatest strengths: its willingness to evolve in response to trainee needs. Chief residents frequently share examples of resident-led initiatives and improvements that have emerged from feedback and collaboration with program leadership. These examples help demonstrate that trainees are not simply participants in the program, but active contributors to its future.

Another topic that resonates with applicants is the ability to personalize their training experience. Whether their interests lie in research, medical education, advocacy, quality improvement or clinical innovation, prospective residents want to know they will have opportunities to explore those passions while receiving exceptional clinical training.

The chief residents point to our diverse patient populations, broad clinical experiences and supportive faculty mentorship as key factors that allow residents to pursue a wide range of career paths. At the same time, they emphasize that no two residency experiences look exactly alike.

Perhaps most importantly, chief residents help applicants assess whether the DoM is the right fit for them. Rather than trying to persuade candidates to rank the program highly, they focus on providing an authentic perspective that allows applicants to make informed decisions about their future.

Those honest conversations can leave a lasting impression.

For many applicants, the people they meet during recruitment become just as influential as the program itself. Through their openness, transparency and willingness to share their experiences, the IM chief residents help prospective trainees envision what their future could look like and whether they can see themselves becoming part of the DoM community.

The Administrative LEADERS Who Make Recruitment Possible: Meet Tricia Barrow

For applicants navigating residency recruitment, interview day may feel like a single moment in time. Behind the scenes, however, months of planning, coordination and preparation help create an experience that feels seamless from beginning to end.

That preparation creates the foundation for what applicants ultimately experience. Yet for Tricia, logistics are only one part of the job. Equally important is the human element.

"I try to remember that every interaction an applicant has with me contributes to their overall impression of our program," she said. "Applicants carry a heavy load as they navigate the application process and make decisions about where to apply."

As one of the first people many applicants interact with, she views each email, phone call and conversation as an opportunity to help candidates feel respected, supported and welcomed. Whether responding to a routine question or helping someone navigate a challenge, she strives to balance professionalism with warmth.

"A kind response often means more than a standard one," she said.

Although relatively new to the recruitment role, Tricia has embraced a philosophy of continuous learning. She credits resources provided through Program Director's WorkStation (PDWS), Electronic Residency Application Service (ERAS) and Thalamus, as well as the mentorship and support of colleagues, for helping her develop confidence and expertise. She is especially grateful to her predecessor, Bear Waters, and recruitment leadership for the categorical and primary care teams, whose guidance has helped her navigate the complexities of recruitment.

Rather than focusing on implementing every new tool or process, Tricia believes success often comes from refining what already works. She and her colleagues continually evaluate workflows, update documentation, simplify processes and improve communications to create a more consistent experience for applicants and faculty alike.

Much of that work remains invisible to applicants.

"I think many applicants may not realize how much coordination happens behind the scenes to make interview day feel effortless," she said. Even when unexpected challenges arise, such as last-minute schedule changes or technology issues, administrators work quickly to ensure the experience remains smooth and professional.

The goal, she explained, is simple: applicants should feel welcomed, informed and supported throughout the process. When recruitment runs smoothly, applicants may never see the countless details being managed behind the scenes. That, in many ways, is a sign that the work is succeeding.

As the DoM continues to recruit the next generation of physicians, administrators like Tricia play an essential role in shaping the experience. Through careful preparation, attention to detail and a commitment to treating every applicant with kindness and respect, she helps ensure that DoM’s values are reflected in every interaction, often before applicants ever step into an interview.

The Impact of Recruitment: Compassion in Action

Recruitment is about more than attracting talented trainees to UCLA. At its heart, it is an investment in the future of patient care. Every interview day, applicant conversation and onboarding experience is designed to identify and support physicians who will make a meaningful difference in the lives of their patients.

Sometimes, the impact of that investment comes into focus through the words of a grateful family.

But after revisiting the letter, she found herself thinking about the small moments that can shape a patient's experience.

"Sometimes the small things we do for the patient also matter," she said. "The mix of terror, boredom and loneliness of sitting in a hospital bed all day can be mitigated by a simple 'hello, how are you?' from a doctor and their team in the afternoon."

That philosophy guides the way she approaches patient care. While clinical expertise is essential, she believes trust often begins with genuine human connection.

"I approach patient care very informally," she said. "A knuckle touch and a 'what team are you rooting for?' goes a long way. I truly believe that coming in as an imperfect human exhibiting genuine concern rather than a perfect doctor builds good relationships."

Yet even as the family's letter celebrated her care, Dr. Newens is quick to redirect the spotlight to those around her.

She credits the experience to a collaborative effort involving sub-intern Michelle Ryder, nurse Hugo, medical student Tim Lee and the entire VA Geriatrics Team 6. Whether coordinating care, communicating with specialists or simply spending extra time at the bedside, every member of the team played a role in supporting the patient and family.

"The timeliness and efficiency of these actions would not have been performed without their help," she said.

For Dr. Newens, the family's recognition ultimately reflected something larger than any one individual.

"What makes this patient's interaction unique is truly the team environment," she said. "We created a super team with Dr. Ryder, Hugo, Tim Lee and Geriatrics Team 6. Even when POCUSing the patient, the genuine interest in the patient's well-being was evident from each team member."

The family's letter may have been addressed to one resident, but it highlighted values shared by an entire team: compassion, communication, collaboration and a commitment to treating every patient with dignity and respect.

The Impact of Recruitment: Being Present When It Matters Most

Throughout this reflection, we've explored the people and processes that help recruit the next generation of physicians to the DoM. From program directors and chief residents to the administrative professionals who help create a welcoming applicant experience, each plays an important role in attracting talented trainees to our programs.

Ultimately, however, the success of those efforts is measured not by interview days or Match results, but by the care our residents provide to patients and families.

"One of the aphorisms that stays with me in these moments is that while we may withdraw life-sustaining interventions, we never withdraw care," he said.

For Dr. Rork, caring for patients extends beyond medical treatment alone. As his team worked to preserve the patient's dignity and comfort, he recognized that supporting the family was also an essential part of honoring her life and wishes.

"As my team's focus shifted towards preserving my patient's dignity and minimizing her suffering throughout her death, I became acutely aware that helping her family bear the weight of their grief was one of the other ways we could continue to honor her," he said.

That perspective reflects a broader lesson he has learned throughout his training: the importance of truly being present.

A former classical studies major, Dr. Rork often finds himself reflecting on the meaning of words commonly used in medicine. One word in particular has shaped his thinking about patient care.

"When I think of listening, communication and presence, I think of 'attending,'" he explained. "When I'm with a patient, I 'attend' to them by giving them the fullness of my attention and presence."

It is a lesson he has learned from the many physicians who have helped shape his training.

"I'm very fortunate to have so many wonderful attendings as examples thus far in my training," he said.

As he continues his residency journey, Dr. Rork views compassion not as an optional quality, but as a foundational virtue of medicine.

"In my practice I see compassion as an essential virtue, which for me is holding the suffering of my patients as I work towards relieving it," he said.

That commitment reflects the kind of physician he hopes to become. While medicine continues to evolve, he remains dedicated to growing alongside it, continually refining both the science and the art of patient care.

"One of the things I love about medicine is that it isn't static," he said. "As the practice of medicine changes, I hope to be a physician who continues growing in the science and art of medicine in order to be the best I can be for the patient in front of me."

I close by conveying my personal gratitude to our trainees, faculty and staff, who collectively work to project our values and culture and commitment to generating LEADERS who will Lead in Innovation, Transform Care and Advance Health for All.

Dale

P.S.

In thinking about our talented trainees, I sometimes get close to concluding that we recruit trainees who “walk on water”. I recently experienced what that could feel like. The image of my feet below was not AI generated!

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