Category Archives: Graduate Admissions

January 22, 2015

Six Questions Grad School Prospects Should Ask Themselves

In a US News article, six questions were presented for graduate school prospects to ask themselves when visiting and interviewing at potential colleges. The questions within the US News article are centered around the initial impression that the prospect had from the admissions office. Many times how one is treated as an applicant can be indicative of how the individual will be treated as a student. Listed below are the six questions that US News challenged grad school applicants to ask themselves.

graduate admissions

1. Did the admissions staff seem to care?

First impressions are everything. Showing potential students that you and your admissions staff care about the applicant and their individual situation is important. AMP, one of the most customized graduate application systems, is one way to help your office stay focused on giving prospective applicants an effective experience.

2. How professional and informed was the staff?

To be a professional and informed staff member, the staff needs to have a good overall understanding of the type of upcoming class and applicant that they want their school to have. An enrollment management system can keep staff informed on the applicant’s background, grades, history, interests, scheduled visits and more within one secure place, so that staff can effectively evaluate applicants for the best possible class.

3. How did the admissions staff behave during the campus visit, event, or fair?

The US News article also continues to ask , ”If you visited the campus, was your visit confirmed with you in advance? If you sent an RSVP, did you get a friendly reminder?” Admissions staff should be knowledgeable about the applicant’s situation during any encounter with the prospective applicant.

 AMP’s system takes care of notifying and informing faculty and applicants of their upcoming meetings and appointments. Instead of worrying if every faculty member or applicant knows when and where to be, the top administrators can focus on the applicant.

4. How long did it take to get someone on the phone or receive E-mail response?

Communication and staying engaged is key with prospective applicants. With many applicants and  faculty members, it’s hard to keep track of all of the communication going on between. AMP can help your staff organize the communications in one place. Keeping track of every communication with each student allows your staff to see which students have been helped and contacted.

5. How was admissions information presented on the website?

Applicants want to find information quickly and easily. Within AMP‘s enrollment management system, every bit of information can be micromanaged to ensure that your applicants are getting everything they need to know. AMP gives your staff the opportunity to edit every page that the applicants see in their portal, all the way down to the specific stage of the application process they’re in. This ensures that the applicant has all the information that they may need, which will help to further streamline and simplify the admissions process for both the admissions staff and the applicant.

6. What was the online application procedure like?

The actual application is a sensitive and important part of the application process. This is where your admissions office has a chance to see behind just the GPAs and academic scores, and to look at applicant’s experiences and thoughts on important matters. Easy access to a student’s information, letters of recommendation, and transcripts help to simplify the process for admissions staff. By keeping all of the application materials in one place, and integrating with third parties, like, AMCAS, CAS, and TMDSAS, the admissions staff can better evaluate applicants.

For the admissions and recruitment office, their goal is to have their school stand out to applicants. With detailed and complicated admissions processes for graduate schools, admissions offices frequently struggle to make enough time in the day to complete everything on their to-do lists. Utilizing an enrollment management system, like AMP, can simplify the admissions process and help admission staff members prepare for the next hectic, but exciting, admission season.

How does your school currently prepare for the admissions season?

October 7, 2014

Marketing vs. Counseling: The Changing Field of Admissions

In the last couple of decades, and particularly the past few years, colleges have become accessible to more than just the upper-middle-class. What used to be “the ideal college” is no longer tied to one demographic or set of qualities. Students are looking for many different options and features for their future college. With the number of entering college students hovering above 21.8 million and the number of accredited colleges nearing seven thousand, the options are bountiful and so are the students’ preferences.  Admission staffs are now forced to balance the needs of the institutions and the ever increasing and diversifying applicant pool.  Admission staffs are constantly struggling with enrolling students that will “ensure a college’s financial stability”, diversify and enrich the student population, and become substantial additions to the institution. In many cases, these requirements do not always match up, causing drifts between the financial and academic departments and leaving the admissions staff stuck in the middle. A field traditionally known as ‘counseling’ has turned into ‘marketing’.

Admission staffs are now starting to look more like marketing teams and this raises the stress levels on many of the officers who are not used to spending as much time and effort with the prospecting process. Institutions are continuously tightening budgets, which is causing an ever increasing rise of dependency on the recruitment and acceptance of future students. Class sizes from year to year are increasing at a phenomenal rate; the number of enrolled students has increased by six million in the last thirteen years – a 38% increase.  The growth in applications and admission duties has left admissions officers in a stressful and time-scarce cycle facing many challenges.

Looking at a bar chart figure from The Chronicle of Higher Education‘s Shaping the Class, admissions officers from different levels of colleges and universities are facing many challenges, including maintaining an enrollment focused culture in the institution.

Enrollment Management

Chronicle

The chart above shows just how far the responsibilities and functions of the  admissions officers have changed and expanded. There are ways to minimize and manage the amount of stress within the admissions office. Using scheduling tools, such as Schedule Today, has decreased the amount of time the admission staff have to spend on menial tasks like scheduling appointments and updating calendars. Medical, Law, and Graduate schools are also using programs, such as AMP Admissions Software, to balance the lengthy and in-depth admissions process. By transferring over duties automatically to simplified software, admission staffs are able to manage more time with students and balance tasks with tight budgets.

Although schools are finding ways to stretch budget dollars with prospecting and the admissions process, the question of how to balance a genuine relationship and encouraging ‘sales’ is still unanswered.  In a recent Chronicle article, Dr. Hawkins, director of public policy and research at NACAC, says, “Even though admissions has been around for a long time, the field still isn’t at a point where it has really defined itself. This profession is being shaped right now, and there’s this question of, Are we counselors or are we marketers? Do we understand the emerging markets that we’re trying to tap into? Ideally, you don’t want to see the entire emphasis be on marketing.”

March 4, 2014

Shaking Up the Status Quo of Med School Admissions with Holistic Review

Amidst a looming doctor shortage, the use of holistic review in medical admissions is gaining traction. Holistic review is a an approach to admissions wherein the applicant’s non-cognitive attributes such as personality, empathy, investment in learning, and confidence are reviewed alongside the typical cognitive focused admissions criterion such as test scores, letters of recommendation, and GPA. In taking a step back to look at the applicant as a whole person instead as a set of applicant data, medical schools hope to increase student diversity and engagement, and to ensure the quality and preparedness of future physicians.

Holistic review has been implemented in a handful of medical admissions departments as throughout the country and the Association of American Medical Colleges has shown its’ support by introducing an initiative to explore the topic.  This initiative aims to develop best practices in implementing holistic review in medical schools through inter-institutional collaboration, professional support, and research. For the AAMC, the end goal of holistic review is to ” increase the presence of individuals from underrepresented populations in medicine.”

As defined by the AAMC, holistic review is

“…a flexible, highly-individualized process by which balanced consideration is given to the multiple ways in which applicants may prepare for and demonstrate suitability as medical students and future physicians. Under a holistic review framework, candidates are evaluated by criteria that are institution-specific, broad-based, and mission-driven and that are applied equitably across the entire candidate pool.”

Holistic review offers many benefits for schools that aim to achieve focused changes within their applicant pool. Boston University School of Medicine implemented holistic review in 2003 and later found favorable results in their medical school classes; while standard measures of success (such as test scores and GPA) remained about the same as previous years, they found that diversity increased as well as overall student engagement, both in the classroom and outside.

“The general sense of the faculty, particularly those who teach our small-group problem seminars, is that the students are more collegial, more supportive of one another, more engaged in the curriculum, and more open to new ideas and to perspectives different from their own.” (Witzburgh & Sondheimer)

When considering a jump to holistic review, medical school admissions offices must first carefully evaluate best practices for holistic review, their programs’s mission, and the school’s long term admissions goals. It is important to approach this change with preparedness in mind. AMP paperless admissions is the perfect software tool to handle your new admissions process because their development team recently custom-built a module specifically for a holistic admissions workflow. Very few admissions software companies cater to new trends in admissions, but AMP paperless admissions has always been on the cutting edge of building tools for new admissions processes.

November 6, 2013

Takeaway from the 2013 AAMC Annual Meeting

We are finally back in Pittsburgh after a long, eventful weekend in Philadelphia for the AAMC Annual Meeting! We hope you were able to stop at our booth this year to talk to an admissions expert about AMP. If you didn’t have the time to say hello, please feel free to schedule a demo of AMP.

2013 AAMC Annual

This year’s meeting was bigger than ever with over 5,000 attendees, making it one of the largest gatherings of leaders in academic medicine. This premiere event in academic medicine allows leaders from all different institutions and backgrounds to give fresh perspectives on current academic medicine issues, news, trends, and concerns.

A variety of sessions were held, with topic discussions ranging from MOOCS to GME to the doctor shortage.This year, there has been constant discussion about what can be done to moderate the Affordable Care Act’s effect on academic medicine. In a session titled ‘Envisioning Changes in Health Care,’ Dr. Ian Morrison, health care futurist and author, discussed the rapidly changing landscape of health care and the impact of the Affordable Care Act on academic medicine.

Another topic of concern for attendees is the affect of the recent government shutdowns on academic medicine. A session led by Dr. Darrell Kirch, the AAMC CEO and President, discussed how the government shutdown has made it more difficult for institutions to accomplish their missions in education, clinical care, and research.

One of the most pressing topics discussed was the shortage of doctors and how institutions can manage the shortage of residency programs at medical schools and hospitals. Currently, medical school applications have reached record highs, with a 5.8% increase from 2012 to 2013. This increase, as well as increased enrollment at osteopathic schools, helps to alleviate the doctor shortage issue. However, this increased enrollment will soon highlight the lack of residency positions available to medical students. This past year, 528 medical school graduates were unable to find a job among the government’s 115,000 government allotted residency programs. If the current increase in residency slots of 1% per year continues, hospitals will be 2,000 positions short for graduates by 2021. This is very concerning for medical school graduates, who have an average of $180,000 in debt. Students can’t afford to not find a job immediately after graduation. At the AAMC annual meeting, the greatest minds in medicine get together to strategize solutions to complicated issues such as the doctor shortage.

This year’s AAMC meeting highlighted many important topics related to academic medicine. This opportunity to share ideas will enable the attendees to evaluate their best practices in managing their school, with the resources that are available. The annual meeting is always an excellent opportunity for attendees to learn more about the latest in academic medicine, and we cannot wait to attend next year’s meeting in Chicago.

October 9, 2013

Trends in MBA Admissions

Selecting students for admission into a competitive and prestigious MBA program is no easy feat. In order to effectively evaluate applicants, the admissions offices draw upon a wide variety of data, including applications, essays, interviews, and test scores. Programs are constantly looking for ways to improve their admissions procedures by streamlining the process, vigorously screening applicants, and by searching for the subtle personality qualities that make an applicant stand out.

Trend #1: Smart Data, Smart Decision Making with AMP

  • Analyze data with data reporting tools to compare applicants.
  • AMP is a college admissions software built specifically to handle complex admissions processes. Originally developed for medical admissions, it is an extremely flexible product that can be customized for your existing processes.
  • AMP can handle complex admissions procedures such as Multiple Mini Interviews (MMI), interview scheduling, committee evaluations, and applicant screening.
  • AMP’s powerful custom reporting tool means that you’ll be able to generate statistics to better evaluate your applicants and more efficiently narrow the pool to only the most promising prospects.

Trend #2: Evaluating Ethics with Turnitin

  • Turnitin.com is an online tool commonly used by professors to screen submitted papers for plagiarism. It has also proven useful for screening application essays in the admissions office.
  • Pennsylvania State University’s Smeal School of Business used Turnitin during the 2012-2013 admissions season and subsequently rejected 48 applicants because of plagiarism. At the UCLA Anderson School of Management, 15 applicants were rejected as a result of plagiarism.
  • Especially in an MBA program, ethical decision-making is a very important quality in a strong applicant.

Trend #3: Rethink the essay question

  • Several MBA programs are getting personal & creative when it comes to their evaluation criteria. These unorthodox methods put the applicant in an unexpected situation, catching them off guard. Then, the admissions office can better evaluate an applicant’s personality and grace under pressure.
  • At Chicago Booth’s MBA program, they allow applicants to submit a 4 slide powerpoint presentation instead of a traditional essay response.
  • Georgetown’s McDonough School of Business challenged applicants to tweet a reason why they want to attend the school’s MBA program.
  • The University of Toronto’s Rotman School has replaced a traditional written essay question with a 90-second video interview. “We wanted to know more about the personality and passions of our applicants”, explains Niki da Silva, Rotman’s Director of Admissions. “Candidates were picking out keywords from our website for their essays, and we felt that we were losing in authenticity.”

With abundant resources, here are many ways to improve the performance of your admissions office.

Has your school implemented any new evaluation methods?

May 1, 2013

Paperless Review at NAGAP 2013

NAGAP Conference 2013The admissions experts from ZAP Solutions just returned from the Annual NAGAP Conference in Orlando, Florida! National Association of Graduate Admissions Professionals (NAGAP)’s mission is to engage and advance Graduate Enrollment Management Professionals by promoting excellence and collaboration through education, research, and professional development. The NAGAP Conference is an excellent opportunity for attendees to learn and discuss the different approaches and aspects of graduate enrollment management. The ZAP team had a wonderful time networking with other admissions professionals and spreading the word about AMP, ZAP’s paperless admissions solution.

While there were many informative and engaging presentations at the conference, one in particular caught our attention – “Best Practices for a Paperless Application and Review Process.” In this session, representatives from Duke, North Carolina State University, and the University of Minnesota presented their experiences with moving to an electronic admissions process. While listening to their presentations, we were surprised to discover that the committee review of applicants was being discussed as a new feature in online admissions management, since AMP has featured committee reviews being accessible online in our web-based admissions management system for the past ten years.

AMP has the ability to enable each of our schools to utilize an admissions management system that is customized specifically to their admissions process, including committee review.  The Committee Review process in AMP has features for administrators and committee members including:

    • Schedule committee review meetings
    • Assign applicants to specific committee members, automatically or manually
    • Review applicants’ screening reports, interview reports, and full application data
    • Rank applicants
    • Submit decisions with related comments
    • View a summary of committee decisions, as shown below

AMP - Committee Admin Summary

We are pleased to know that our well-established practices are becoming the new standard in admissions management. The AMP development team is constantly working with clients to innovate new ways to expedite the admissions process. For example, AMP recently launched the new “Experience Timeline,” a tool that charts the extracurricular involvement of an applicant, making it easy to evaluate a student’s activities over the course of several years.

We are always searching for new ways to make the admissions process easier for our schools, which is why AMP is one of the first-to-market in developing new features in paperless admissions management software, like our online committee review and MMI interviews. Our more than ten years of experience with admissions management has enabled AMP to become a market leader in innovative admissions management software.

April 22, 2013

Go Green with Paperless Admissions for Earth Day!

Today marks the 43rd Annual Earth Day!

Did you know….

  • Earth Day was conceived by Senator Gaylord Nelson after he visited the site of an oil spill in 1969.
  • The first Earth Day was celebrated in 1970.
  • By 1990, Earth Day had gained international momentum and was celebrated in 141 countries, creating a huge growth in recycling efforts worldwide.
  • Some communities in the United States take Earth Day a step further and celebrate Earth Week!
  • It is easy for Admissions Departments to celebrate Earth Day all year round by eliminating paper waste with an electronic admissions system like AMP.
  • Paper waste accounts for up to 40% of waste produced in the United States each year, amounting to 71.6 million tons of paper waste per year in the U.S. alone. To put that into perspective, that is the same weight as approximately 12,452,174 elephants!
  • You can find out more tips on how to commit to going paperless on the Paperless 2013 Blog.
  • In the last 40 years, paper consumption has increased 400% and deforestation has become more and more worrisome. Do your part! Plant a tree and go paperless.

Are you doing anything special for Earth Day 2013? Does your admissions department care for the environment year-round with a paperless process? Let us know in the comments section!

February 28, 2013

Evaluating Noncognitive Skills in Admissions

Every year, the admissions officers have the tough task of evaluating applicants for admittance. Officers are not only seeking out candidates who have good grades and test scores, but who also have certain unmeasurable traits that will make them assets to their school. These unmeasurable traits, also known as noncognitive or metacognitive traits, are where knowledge and motivation meet. Noncognitive traits include emotional intelligence, confidence, curiosity, study skills, and creativity, among others.

Why should noncognitive traits be important in admissions? Think of it this way; one student gets an “A” on a French test by cramming the night before and quickly memorizing vocabulary words. Another student gets an “A” on the same test because he diligently studied and practiced speaking the vocabulary each night for two weeks preceding the test. If you simply evaluate their grades, these students are equally intelligent. But if you factor in the noncognitive traits of the students (time management, commitment, maturity), the latter would clearly be a more promising candidate for admission to a university.

Charles E. Lovelace, Jr. is the executive director of the Morehead-Cain Foundation, an organization that provides scholarships at the University of North Carolina at Chapel Hill. Several years ago, he had an epiphany about noncognitive evaluation criteria for scholarship candidates. At the time, his foundation reevaluated their scholarship program and were surprised to discover that although scholarship recipients were earning good grades, many of them weren’t highly engaged on the campus.

Trying to get at the core of the issue, the foundation then rated the campus engagement level of about 350 scholarship recipients. Mr. Lovelace was shocked at the results; there was absolutely no correlation between campus engagement and the scholarship application evaluation criteria (SAT scores, high school activities, past leadership, etc). A student who excelled on paper and in the classroom wasn’t necessarily a stellar asset to the campus as a whole. “That was a real wake-up call that really transformed how we think about this,” Mr. Lovelace said.

In order to remedy the issue, the Morehead-Cain Foundation revamped their application process to hone in on the noncognitive aspects of an applicant. Instead of listing dozens of high school activities, applicants can include a limited number of activities and write a description of their participation. Professional readers perform the initial screening. After the first round of evaluations, grades and test scores are not considered as a factor, but noncognitive criterion are evaluated. Finally, behavioral-based interviews are conducted with applicants. As a result of this overhaul, the Foundation has diversified their applicant base and upped the caliber of their scholarship recipients.

Although we still lack a universally accepted methodology for evaluating noncognitive traits, there are various methods to look into. There is the Personal Potential Index (PPI) from the Educational Testing Service and the short-answer format “Insight Resume” from Eastern Washington University. Noncognitive assessments are especially helpful in evaluating students who are on the borderline for a decision, and also for low-income or minority students who struggle with standardized tests but have otherwise redeeming qualities.

“This gets us out of the habit of talking about students as a 3.8, 29 ACT,” says Jon Boeckenstedt, associate vice president for enrollment at DePaul University, which now allows students to reply to short-answer questions instead of submitting test scores. “If nothing else,” Mr. Boeckenstedt says, “this allows us to think of students as multidimensional.”

How does your school evaluate noncognitive skills in applicants?

December 15, 2012

Praxis Cheating Scandal

Clarence Mumford Sr, a longtime educator in Tennessee, is being investigated for running a cheating ring based around the Praxis exams. In thirty-seven states, the Praxis tests are a requirement to become a certified teacher. Mr. Mumford is accused of hiring ringers to take the test in place of his customers. These ringers would use forged identification documents to gain entry into testing facilities and then take the test under the name of Mumford’s customers. His customers a re aspiring teachers that paid close to $1,500 per passing grade. The fraud includes Praxis examinations in Tennessee, Arkansas, and Mississippi. In light of the forged documents, Mr. Mumford is being charged with more than 60 counts of fraud and conspiracy.

The fraud went undetected from 1995 until 2009, when test taker John Bowen was caught taking the exam twice in one day under two different names. Bowen has since plead ”guilty” to his charges and has provided valuable insight into how the ring was operated. Ten more individuals have been charged with crimes related to Mr. Mumford’s cheating ring, including Mumford’s own son and former Pittsburgh Steelers wide receiver, Cedrick Wilson.

This fraud raises concerns about the security surrounding the Praxis exams. Mr. Mumford successfully duped the system for fifteen years without notice. Not only that, but John Bowen has revealed that he had been earning money as a phony test taker since 1990 – long before he became employed by Mr. Mumford.  No official changes in security policy have been made since the discovery of the cheating ring. ”What happens at many testing centers is that a whole bunch of test-takers show up simultaneously, early on a Saturday morning, and the proctors give only a cursory look to the identification,” said Robert Schaeffer, public education director for the National Center for Fair & Open Testing. “It’s not like going through airport security where a guy holds up a magnifying glass and puts our license under ultraviolet light to make sure it has not been tampered with.”

It is a shame to know that there are so many educators who would stoop to cheating in order to pursue a career in which they will be expected to teach their students the importance of ethically earning their grades. Ultimately, the students who were taught by unqualified candidates are the victims of these crimes. The case of Mumford’s cheating ring is especially concerning when you consider the relative ease of the Praxis exams; none of the sections of the test are above high school level.

“These are pretty basic tests,” said Sarah Almy, the director of teacher quality at the Education Trust. “The fact that there were folks who felt like they needed to bring somebody else in in order to meet a very basic level of content knowledge is disturbing, in particular for the kids those teachers are going to wind up teaching.”

It is equally surprising that so many candidates would resort to cheating  since 84-98% of test takers pass the test according to a study by the Education Trust. In fact, there is currently a movement among union leaders to make the test more rigorous to weed out unqualified candidates. Hopefully, this case will spark a renewed effort to ensure security and accountability in standardized testing locations.

December 11, 2012

The Doctor Shortage & Medical Admissions

The Origin

AAMC Physician Supply & Demand ChartA perfect storm is brewing in the American healthcare system; too many new patients and not enough new doctors.

The U.S. is experiencing a demographic shift. The Baby Boom population is aging and increasing the numbers of elderly patients who require healthcare for age-sensitive conditions. Those numbers will continue to rise for many years to come. The Affordable Care Act (“Obamacare“) is a less influential factor that will allow 30 million new patients access to insured healthcare.

“This is a national problem across the board and it is going to get much worse,” said Christiane Mitchell, director of medical affairs for the [Association of American Medical Colleges]. “We have an aging population and a whole lot of doctors retiring. We need to increase the pipeline of new doctors.”

It is estimated that the U.S. will need 65,000 additional primary care doctors by 2025. That sounds like a long time to prepare, but it takes a decade for most doctors to complete their schooling – action needs to be taken right away in order to avoid a crisis.

Implications for Patients

With fewer available doctors, patients will soon feel the healthcare pinch.

As a solution, The American Academy of Family Physicians believes that the best way to reduce the shortage is through patient-centered medical homes. The medical home is a team-based approach, where every patient has a personal physician who leads a team of professionals, including nurse practitioners, physician assistants, nurses and other health care professionals. With plenty of staff support for a small number of M.D.’s, patient care is streamlined.  However, the Association of American Medical Colleges (AAMC) doesn’t believe that medical homes are the cure-all solution for the looming shortage. Team-based approaches may help reduce the shortage, but will not eliminate it.

Why don’t we have enough Family Physicians?

The doctor shortage isn’t really a “Doctor” shortage per se; there are 17,364 new doctors that graduated in 2011 according to the AAMC. The real problem is that too few of those doctors chose primary care as a career, preferring to specialize in more lucrative areas of medicine.

In a 2008 census by the AAMC and the American Medical Association, research revealed that the number of medical graduates choosing a career in family medicine dropped nearly 27 percent. This is partially a financial decision; primary care physicians in the United States make $140,000 to $150,000 annually, but specialists can make up to 2-3 times as much. For medical school students buried under a mountain of debt after 10+ years of schooling, choosing a more lucrative career choice is the logical course of action.

Students also take into consideration their future satisfaction in their chosen field. During medical school, 2-week rounds of clinical rotations is where students get first-hand experience in many different medical specialties. In these clinical rotations, Dr. Phillips of Harvard said that medical students often observe “primary care doctors unhappy doing with what they are doing…Practicing [family] doctors feel overworked and under supported and are generally unhappy,” he added. Clinical rotations don’t do justice to the benefits of a career in primary care; the true payoff in family medicine comes from long-term relationships with patients. “The values of primary care don’t come out in a two-week rotation. You don’t get that experience that a primary care physician loves,” said Jon Kole, a fourth-year medical student at the University of Pennsylvania.

Implications for Medical Admissions

Many academics say that medical schools could do a lot more to encourage students to study primary care, and it all starts in the Admissions department. Professors suggest that admissions could select more students whose applications indicate a preference for family medicine. The AAMC has also put forth an initiative urging all U.S. medical schools to increase enrollment by 30%. According to the AAMC’s annual enrollment survey, many schools will have met that goal by 2016.

Some schools are already trying to counteract negative perceptions about family medicine. Seeing an opportunity to fill a gap, New York’s Mount Sinai School of Medicine is starting a new Department of Family Medicine. Dr. Dennis Charney, dean of the medical school, says “It’s a big deal for our institution. We want to be one of the leading medical schools that educates the next generation of primary care doctors.”

Schools can’t do it all alone, though. Amidst a climate of deep budget cuts for education, Congress must switch gears and support medical education funding, especially for primary care physicians. The U.S. government has already offered financial incentives such as loan repayments and scholarships to get doctors to practice in under-served areas.

“As a result of ongoing budget discussions, cuts to doctor training will worsen the physician shortage and jeopardize the health of patients around the nation.  It takes years to train a doctor.  For more doctors tomorrow, there must be increased funding for doctor training today,” says the AAMC

A good defense is the best offense

Medical schools must take action now in anticipation of the doctor shortage. They can begin by re-evaluating the end goal of their admissions procedures and adjusting school culture to be more encouraging of family care physicians. For example, Texas Tech is trying to encourage students to choose family medicine, by reducing the cost of medical school with an accelerated three-year program that allows primary care physicians to graduate a year early.

AMP is another example of an admissions tool that medical school admissions offices can use to prepare for this complicated and ever-changing world of medical admissions. Customizable applicant reports can allow admissions staff to efficiently evaluate the demographics of students, including ratios of how many students are interested in family medicine vs. pursuing a specialty. Visit Paperless Admissions to learn about how AMP can streamline and help your admissions office better evaluate applicants in your medical admissions process.