1. Welcome!
Message from PAIRO President, Dr. Alim Pardhan:
As our thoughts turn to warmer weather and sunshine, it is also time
to think about the annual Health Professionals Recruitment Tour. We
are pleased to provide you with the information you will need to partici-
pate in the 2009 Tour.
We have also included some timely recruitment updates that we think
may be of interest to you:
• Restricted Registration: Learn more about a program that could assist
you with your community’s physician needs.
• The Community Partnership Program: Read about how the
HealthForceOntario Marketing and Recruitment Agency is linking
community needs with provincial resources.
If you have any questions, comments or ideas concerning the Tour,
please call or email a member of the Transition to Practice Team at
1-877-979-1183 or jobfair@pairo.org
The official newsletter of the Health Professionals Recruitment Tour
Did you know?
We asked community represen-
tatives how many recruits they
have made as a result of their
participation in the HPRT.
69% responded that they had re-
cruited at least one physician.
2009 Tour Locations and Dates
Ottawa, 4-8pm
Sunday Oct. 4th
Crowne Plaza Ottawa
101 Lyon Street
Kingston, 4-8PM
Monday Oct. 5th
Queen’s University
Location TBC
Hamilton, 4-8PM
Tuesday Oct. 6th
McMaster University
David Braley Athletic Centre, Sport Hall
London, 4-8PM
Wednesday Oct. 7th
University of Western Ontario
The Great Hall, Somerville House
Toronto, 4-8PM
Thursday Oct. 8th
University of Toronto, 89 Chestnut Street
89 Chestnut Street Residence
Tournews
2009 Edition
Pairo’s
Transition to
practice service
...has been interviewing resi-
dents who are eager to learn
about your community!
Please send us updates on
permanent and locum oppor-
tunities, new clinics etc...in
your community. We would
also like to hear your recruit-
ment success stories!
Contact Niki Lutz, Transi-
tion to Practice Coordinator
at ttp@pairo.org

2. 2
In 2008, Ontario welcomed its first
ever group of residents into the Re-
stricted Registration Pilot Project. Re-
stricted Registration (RR) provides an
opportunity for residents in Ontario,
like those in the majority of other
provinces across the country, to work
under supervision to help address the
health human resource challenge.
A member of PAIRO’s General Coun-
cil was able to spend some time in
Dryden as a locum last September and,
as communities with health human re-
source needs, we thought you would
like to hear about his experience there.
Dr. Jordan Chenkin, a 5th
year
Emergency Medicine resident at the
University of Toronto spent 11 days
providing essential health care ser-
vices to the city’s emergency room in
September 2008. Dryden has a 41-
bed acute care facility that provides
a full range of inpatient services in-
cluding medical, surgical, obstetri-
cal, chronic and critical care.
DuringhistimeatPAIRO,Dr.Chen-
kin has advocated for the opportunity
for senior residents to work outside
of their residency program. While in
Dryden, Jordan worked eight 12-hour
shifts and with duties that included
seeing emergency patients, as well as
attending to any in-hospital emergen-
cies that occurred during his shift. Un-
der the RR pilot project, Dr. Chenkin
always had a ‘most responsible physi-
cian’ available. “I feel that this was a
unique opportunity to gain experience
in a very different emergency depart-
ment setting from that which I typi-
cally work in”, he said. “As an FRCPC
emergency medicine resident, I train
in a tertiary care centre with specialty
backup available 24/7”, he adds. “In
Dryden, I was the primary physician
in the hospital for most of my shifts,
with specialty backup. This opportu-
nity helped me refine skills that I sel-
dom use in a large urban centre, such
as deciding
which patients
need transfer
to a larger cen-
tre, managing
pediatric and
obstetric prob-
lems, and treat-
ing unstable
trauma patients
without the
backup of a full
trauma team”.
Dr. Chen-
kin knows this
experience provided him with a learn-
ing opportunity not offered during his
residency, helped him gain confidence
and ease the transition to being an in-
dependent practitioner. In addition to
practicing emergency medicine, Jordan
plans to continue his work in medical
education and further develop the use of
technology and simulation for enhanc-
ing learning.
This is just one example of the type
of medical service residents can pro-
vide. To date, few communities have
utilized the RR Pilot Project Website
to post locums, call or shift vacancies
that residents can apply for. The City of
Dryden was happy to host Jordan and
utilize his specialized training and skill
sets in a rural setting. “Jordan received
great reviews from the staff and patients
alike while in Dryden. This program
provided us with an excellent physician
willing to provide considerable hours
in our ER program at a time when staff-
ing levels were tenuous”, reports Phy-
sician Recruitment Coordinator Chuck
Schmitt. “It was a win-win scenario and
we hope to make use of this program in
the future”, notes Schmitt. “Jordan also
got to enjoy a day sailing on the lake,
the drive-in theatre and some of the lo-
cal bike paths during his stay and we
were happy to know he left here as an
ambassador for our community.”
If you have physician needs in your
community – we encourage you to
contact the Pilot Project staff for as-
sistance in participating. There are
residents out there willing to lend a
helping hand but they can’t apply
until you post the opportunities!
For more information on how
your community/hospital can offer
locums/shifts at your hospital go to:
www.restrictedregistrationontario.ca
Dr. Jordan Chenkin is a fifth year Emergency Medicine
resident at the University of Toronto.
Medical Residents available to help
with community physician needs
Contact Us
For more information concerning
the HPRT, please contact a member
of the Transition to Practice Team.
Professional Association of Internes
and Residents of Ontario
1901-400 University Ave.
Toronto, ON M5G 1S5
Tel: 1 877 979-1183
Email: jobfair@pairo.org
Web: www.pairo.org

3. 3
2009 HPRT Community
Advisory Committee
Chuck Schmitt
Recruitment/Fundraising
Coordinator
Dryden Regional Health Services
Foundation
Cindy Snider
Recruitment and Retention
Coordinator
Kawartha Lakes Health Care
Initiative
Dianne Mitchell
Executive Assistant
Englehart and District Hospital
Maryellen Borndahl
Corporate Facilitator
Alexandra Hospital
Diane Harrison
Recruitment Officer
Wingham and Area Health Profes-
sional Recruitment Committee
Mary Jane Yorke
Manager, SSM Physician Recruit-
ment and Retention Program
City of Sault Ste. Marie
Mike Metcalfe
Development Officer
City of Cornwall
Joan Hatcher
Physician Recruitment
Niagara Health System
Dr. Vic Aniol
Chief of Staff
Red Lake Margaret Cochenour
Hospital
Catherine Coffey
Program Analyst
Underserviced Area Program
MOHLTC
The HealthForceOntario Market-
ing and Recruitment Agency
(HFO MRA) now has a presence at
the community level with the intro-
duction of Ontario’s new Commu-
nity Partnership Program.
HFO MRA developed the Commu-
nity Partnership Program to streamline
and coordinate physician recruitment
across Ontario. The program will place
a partnership coordinator in each Local
Health Integrated Network (LHIN) area
toworkwithlocalhealthcarestakehold-
ers and encourage collaborative action
between LHINs. Partnership coordina-
tors will help residents and physicians
learn more about job opportunities, ex-
plore communities of interest and con-
nect to other programs and resources of
the Agency.
Partnership coordinators also offer
on-the-ground physician recruitment
support to community recruiters, health
care organizations and health care pro-
viders within LHINs across Ontario.
As employees of HFO MRA, part-
nership coordinators have access to
extensive marketing and recruitment
resources. These include marketing
expertise, the HFOJobs online recruit-
ment portal, Ontario physician locum
coordination, community promotion,
as well as licensing information, guid-
ance and physician CV review.
HFO MRA’s mandate is:
• To recruit qualified health care
professionals into Ontario.
• To help internationally educat-
ed health professionals living
in Ontario become qualified to
practise in the province.
• To retain Ontario’s domestically
trained health care professionals.
• To deliver clinical care in the
form of locum programs.
• To administer interprofessional
care grant programs.
HFO MRA is a core component
of the HealthForceOntario strat-
egy—a multi-year, collaborative
plan launched by the Government
of Ontario in 2006 to provide On-
tario with the right number and mix
of healthcare providers, now and in
the future. With its focus on the inte-
gration and coordination of health-
care recruitment, HFO MRA is the
natural home for the Community
Partnership Program.
To contact a partnership coordi-
nator near you or for more infor-
mation about the program, please
e-mail communitypartnership@
healthforceontario.ca
The Community Partnership Program
Linking Community Needs with Provincial Resources
by Jay Orchard, Manager, HFO MRA Community Partnership Program
We want YOU!
From time to time we receive
requests from the media to
interview community represen-
tatives concerning health profes-
sional recruitment issues.
If you are interested in adding
your name to the list of contacts
willing to do this, please send an
e-mail to jobfair@pairo.org

4. 4
Hotel Accomodations*
Ottawa
Oct. 3,4
Crowne Plaza Ottawa
101 Lyon Street
Phone: 1 877 660-8550
Rate: $139/night
Kingston
Oct. 5
Four Points by Sheraton Hotel
285 King Street East . .
613 544-4434
Rate: $185/night .
Radisson Harbourfront
1 Johnson Street .
613 549-8100
Rate: $179/night /////
Toronto
Oct. 6-8
Metropolitan Hotel Toronto
108 Chestnut Street
1 800 668-6600
Rate: $155/night
*When making reservations be sure to ask for the
PAIRO/Health Professionals Recruitment Tour room block.
Each year following the Tour,
community and health care
professional attendees are sur-
veyed. PAIRO takes this feedback
seriously and with the assistance
of the Community Advisory Com-
mittee, uses the information to
make ongoing modifications.
In 2008, the Tour received an aver-
age overall satisfaction rating of 77.5%
from health care attendees. In addi-
tion, we received some great sugges-
tions for enhancement. We wanted to
share with you some of the feedback
that relates specifically to community
representation. We encourage you to
review the comments and share them
with anyone who represented your
community at the tour.
• “All community booths should
have signs listing the health care
professions they are seeking.”
• “If possible, provide general infor-
mation about living in rural com-
munities (e.g. cost of living, avail-
ability of accommodations).”
• “Tell me what makes your commu-
nity special. For a med student look-
ing for an elective or a resident look-
ing for locums, tell them about the
quality of the experience. For me, I
was attracted to Hearst because of
the opportunity to hone my French
and spend a week on a reserve.”
• “Encourage recruiters to be a little
less forceful. There were a few in-
stances where I didn’t care to take
information or talk to them but I felt
pressured to do so.”
• “If this really is for health profes-
sionals, and not just medicine,
then efforts need to be made
to ensure each booth has infor-
mation about the needs for all
health professionals.”
• “Hand out less paper at booths
and provide links for how to find
online information.”
• “Its good as it was. I was surprised
at how organized it was. The
stickers were a great help instead
of filling out many forms.”
And the survey says…
Resume Review 101
In the first 5-8 seconds in review-
ing a physician’s resume you need
to know:
• Is he/she eligible to work in
Canada/Ontario?
• Does he/she have the creden-
tials I need?
• When is he/she available to start
practicing?
Physicians are professionals and this
should be reflected in their resume.
Content should be recent and relevant
with clear and consistent formatting.
Typical red flags are:
• Consistent relocation
• Gaps in training or work history
• Leaves of absence from the
profession
Be sure to check their cover letter
for possible explanations.
Personal Information such as age,
marital/family status, religion, so-
cial insurance, and country of origin
should be disregarded and not con-
sidered in the screening process.
Look for leadership and team qual-
ities through committee/membership
involvements and review the extra-
curricular section. This offers a good
basis for conversation in an interview
and will help you assess personality
fit within your community.
Lastly, always check at least
three references.
Happy Recruiting!