Residency Selection Policy

Updated: September 3, 2021

The residency selection process attracts a large number and wide range of highly competitive applicants. We accept applications through ERAS, and interviews are only offered through the NRMP ERAS matching program. 

We are committed to equity, inclusion, and a diverse surgeon workforce. Applicants come from many backgrounds and may have overcome significant challenges on their career path. Consider using this link to complete the optional checklist as it relates to challenges and barriers that you have overcome to reach this point to help us understand your journey and what distance you have travelled (DT) to reach this point in your career. 

The following items are required: 

  • CAS Common Application Form
  • Personal statement
  • Medical school transcript 
  • Dean’s letter or MSPE
  • USMLE, COMLEX and/or equivalent scores if available
  • 3 letters of recommendation  

The following is optional:

All submitted applications are reviewed using standardized criteria by two faculty members. We will utilize the DT information to contribute to a holistic review of your application. The applicant review committee will choose applicants to offer personal interviews and to place on a waitlist. The interview invitations will be sent by e-mail on 11/5/21 as per the recommendation by the Society of University Otolaryngologists. Faculty, including clinicians and basic science researchers, and residents are involved in the personal interviews. For 2021-22, we will offer 3 dates: 12/16/21, 12/17/21 and 1/5/22. All interviews will be held via Zoom. 

Applicants are encouraged to view the materials on our website to gain familiarity with the general structure of our program. On the day of the interviews, applicants will participate in a brief introductory session and then have interviews with 8-10 faculty members and residents, Dr. Meyer (program director) and Dr. Futran (chair). Interviewers will rate applicants on a variety of criteria, including medical school performance, letters of recommendation, interview performance, research interest, career goals, and accomplishments and distance travelled.  Interviewers will use both the application materials and their interactions with the applicants to assign the ratings and make summary comments. Applicants will also have access to residents on the day of interview during an informal “Resident Life” information session. 

Development of the rank list for the match involves a specific ranking committee composed of faculty and interviewing residents utilizing the criteria described above. Whether or not the applicant has signaled our program in September will not be used during the final rank list meeting. The program director and chair may review and revise the final list if needed. The final ranking list is submitted to the NRMP. The director of the Office of Graduate Medical Education Program Assessment and Development and the institution’s Graduate Medical Education Committee review the results of the match each year.

In the case of vacancies following the match, the department will participate in the SOAP process (supplemental offer and acceptance process). Please see the NRMP website for further details of this process.