• Faculty with prior clinical experience contribute invalu­able insights, practical wisdom, complementary proce­dural skill sets, and increased condence and are often able to step right into their patient care role, generally offering a fresh perspective and new creative ideas; at the same time, seasoned clinicians may struggle to develop a robust faculty skill set from scratch or appreciate estab­lished paradigms for approaching learners in a graduate medical training context.

• Connect candidates with current URM faculty ambassa­dors for additional insights shared.

Faculty recruitment is an institutional effort led by the pro­gram director. Every department member and individual within the sponsoring institution and its partners, who can contribute to the successful recruitment of faculty, residents, and students, is a stakeholder in the residency program. One unanticipated example is the impact of environmental ser­vices (ES) on recruitment. ES staff can have a signicant inuence on resident satisfaction and recruitment success by ensuring the tidiness and cleanliness of the hospital and the “call room” environment. The authors found in their own medical institution that the personable and friendly relation­ships established by their staff with ES team members fre­quently led to warm hallway greetings that contributed to an inviting work atmosphere—a collegial tone that impressed recruits during interview tours. A similarly welcoming work climate can be achieved between family medicine faculty, residents, and staff with other specialty departments and hos­pital staff.

Traditional recruitment methods include advertising in aca­demic journals and on specialty-specic websites, although such advertising is typically done in short increments of time and can be cost-prohibitive, often with less-than-ideal results. Maintaining an ongoing relationship with the institutional physician recruiter can help garner support for faculty recruitment, especially when demonstrating cost savings associated with hiring graduates [4, 9, 14] and also by ensur­ing a clear appreciation for the value of the program and fac­ulty within the larger context of the institution’s advancement. A relatively easy way to increase visibility and connection to potential hires is to encourage all members of the program, including residents, to establish and maintain an updated presence on various social media outlets, particularly profes­sionally focused ones. A robust online network can pay divi­dends decades later when programs boast a vast, strong network of successful faculty and graduates. Such outcomes speak more powerfully than most recruitment spiels, and maintaining the connections can result in the recruitment of program graduates and qualied individuals within their net­works. Other options for recruitment include listing posi­tions on faculty organization email message groups, and this is incrementally more powerful when the PD and faculty interact with the email group on a regular basis. Individuals who contribute meaningful questions and solutions are more likely to benet from word-of-mouth recommendations or other program PD’s encouragement of their graduates to apply for a position. Seeking out and applying for grants that can support faculty recruitment and development efforts are