Bindal Taruna, Wall David, Goodyear Helen M
West Midlands Deanery, UK.
Med Teach. 2007 Jun;29(5):501-3. doi: 10.1080/01421590701509670.
Recruitment to Paediatric Senior House Officer (SHO) posts has traditionally been undertaken by each individual hospital trust.
This study looks at whether shortlisting and interview scores from a Central Paediatric SHO recruitment process are a reliable predicator of performance.
A questionnaire was completed by educational supervisors including 11 Likert questions with a scale from 1 (strongly disagree) to 6 (strongly agree) 3 months into the SHOs posts.
There was a 61% (54/88) response rate. Overall performance of trainees was good with mean scores for the Likert questions ranging from 4.4 to 4.91. There was a highly significant correlation between the interview scores and educational supervisors assessment of communication skills at 3 months (p = 0.007) but not with shortlisting scores. Personal and clinical skills and career planning showed a weakly positive correlation with both the shortlisting and interview scores.
These results suggest suitable candidates are being selected but longer term follow up is needed to monitor the progress of these trainees through to a certificate of completion of training in Paediatrics.
传统上，各医院信托机构负责招聘儿科高级住院医师（SHO）职位。
本研究旨在探讨中央儿科SHO招聘过程中的入围和面试分数是否是表现的可靠预测指标。
教育主管完成了一份问卷，其中包括11个李克特量表问题，量表范围为1（强烈不同意）至6（强烈同意），在SHO职位工作3个月时填写。
回复率为61%（54/88）。学员的总体表现良好，李克特量表问题的平均分数在4.4至4.91之间。面试分数与教育主管在3个月时对沟通技巧的评估之间存在高度显著相关性（p = 0.007），但与入围分数无关。个人和临床技能以及职业规划与入围和面试分数均呈弱正相关。
这些结果表明正在选拔合适的候选人，但需要进行长期随访以监测这些学员直至获得儿科培训结业证书的进展情况。
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