Original content from: Radiological Society of North America
Original Author: Mary Henderson
The field of radiology faces a persistent imbalance between the supply of radiologists and the growing demand for imaging services. This discrepancy creates abundant job opportunities for newly trained professionals while placing significant workloads on existing practitioners.
Several factors contribute to this shortfall, including early retirements, an increasing number of complex imaging studies driven by an aging and sicker population, and a lack of federally funded residency training positions.
Although interest in radiology among medical students is at an all-time high, the number of graduate medical education (GME) training slots has remained largely unchanged for three decades, creating a bottleneck in the supply of new radiologists.
“Expanding the number of trainees is challenging without substantial federal funding,” said Amita Kamath, MD, MPH, an abdominal radiologist specializing in body MRI at Mount Sinai and program director of the radiology residency program at Mount Sinai West in New York City. “We need broad funding increases across all specialties experiencing shortages to effectively expand training programs.”
Attracting Medical Students to Radiology Initial concerns about artificial intelligence (AI) potentially deterring medical students from radiology have proven unfounded, as interest in the field has surged.
“There was a dip in applications about a decade ago, but that’s definitely not the case now,” Dr. Kamath observed. Over her seven-year tenure as program director, applications have doubled from 600 to 1,200.
“Every year, the caliber of trainees continues to exceed my expectations,” she added. “We see a new generation of applicants with technological backgrounds—they are gamers, proficient in coding, and have engaged in innovative research before even starting residency.”
She also highlighted how radiology aligns well with post-pandemic priorities among medical students.
“Radiology offers the type of work-life balance and flexible scheduling that many newer medical professionals prioritize, which is less available in other specialties,” she said.
Recruitment Challenges in Academic Radiology Economic realities have complicated efforts to recruit for academic radiology positions, according to Carolyn Meltzer, MD, professor of radiology and dean of the Keck School of Medicine at the University of Southern California. Rising salaries have given graduates more career options, including opportunities for reduced hours and virtual work.
“It’s difficult to assemble competitive salary packages,” Dr. Meltzer explained. “Departments are addressing shortages by trying to recruit their trainees, increasing salaries, and leveraging teleradiology.”
She noted that most academic institutions are understaffed, limiting faculty involvement in research and educational initiatives.
“If everyone is overburdened with clinical work, there is less time to advance the field,” Dr. Meltzer said.
Innovative Solutions to Staffing Shortages Institutions are adopting creative strategies to mitigate workforce gaps. These include recruiting retired radiologists, hiring physician extenders, and offering part-time positions.
Weill Cornell Medicine in New York City has embraced remote and flexible work models, while Mount Sinai West provides pathways for international medical graduates to transition into faculty roles following fellowship completion.
“We’ve also leveraged our evening overnight team to assist with day shifts when staffing is tight,” Dr. Kamath said.
With increasing workloads contributing to burnout risks, Dr. Meltzer, also an RSNA Board member, emphasized the importance of radiologist well-being.
“Retention is driven by fulfillment,” she said. “Protecting time for professional development and satisfaction fosters a rewarding career. People stay where they feel valued and recognized.”
The Impact of Workplace Culture on Retention Geraldine McGinty, MD, MBA, professor of radiology and associate dean at Weill Cornell Medicine, echoed the sentiment that compensation alone does not drive retention.
“While our salaries are not the highest, our low turnover is attributed to strong department leadership and culture,” she explained.
Dr. McGinty emphasized the value of personal engagement, noting that the department chair personally meets with every new hire to foster a sense of community and belonging.
“This approach permeates the entire department, instilling a culture of support and appreciation,” she said.
When advising residents and fellows on career choices, Dr. McGinty encourages them to consider more than just salary.
“I caution residents against restrictive covenants that could limit their future options,” she advised.
To address long-term workforce imbalances, Dr. Meltzer stressed the need for additional GME slots in radiology training programs.
“This has been a persistent issue for 30 years and won’t be solved overnight,” she acknowledged. “However, AI-driven innovations may help alleviate some of the burden by streamlining workflow and optimizing prioritization.”
Dr. Kamath remains optimistic about radiology’s future.
“The development of cutting-edge radiology tools for both research and clinical use will help manage growing workloads,” she said. “Ultimately, these advancements will allow us to focus more on the aspects of our work that we love.”