改变招聘结果：原因与方法。

Changing recruitment outcomes: the 'why' and the 'how'.

机构信息

Behavioral Health Services, Henry Ford Health System, Detroit, MI.

Dept. of Psychiatry, Univ. of Southern California, Los Angeles.

出版信息

Acad Psychiatry. 2011 Jul-Aug;35(4):241-244. doi: 10.1176/appi.ap.35.4.241.

DOI:10.1176/appi.ap.35.4.241

PMID:21804043

Abstract

OBJECTIVE

Residency programs compete for applicants and commit extensive resources to the recruitment process. After failing to fill in the match for 5 years (1999-2004), this program decided to make changes in its recruitment process. The authors describe one program's experience in improving recruitment outcomes.

METHODS

The new training director surveyed other program directors, reviewed medical student feedback, and evaluated previous recruitment processes, developing and implementing a new plan. Tracked outcome measures included USMLE scores, COMLEX scores, match results, and American graduate ratios.

RESULTS

After implementation of the new process in 2004-2005, the program has filled all six positions every year. Average median COMLEX 1 and 2 scores increased from 35.0 to 77.5 (p<0.012). The American graduate-to-International medical graduate ratio (AMG/IMG ratio) for the program changed from 7/16 in 1999 to 19/5 for Years 2006-2009.

CONCLUSION

Changes in the recruitment process can favorably alter match outcomes.

摘要

目的

住院医师培训项目之间存在激烈的竞争，为了招募到合适的申请人，它们投入了大量的资源。在连续五年（1999-2004 年）都没有招满的情况下，该项目决定对其招聘流程进行改革。本文作者介绍了一个项目改善招聘效果的经验。

方法

新任培训主管调查了其他项目主管、回顾了医学生的反馈，并评估了以往的招聘流程，从而制定并实施了新的计划。跟踪的结果指标包括美国医师执照考试（USMLE）成绩、综合医学执照考试（COMLEX）成绩、匹配结果和美国毕业生比例。

结果

在 2004-2005 年实施新流程后，该项目每年都招满了六名学员。平均 COMLEX 第 1 阶段和第 2 阶段的中位数成绩从 35.0 提高到 77.5（p<0.012）。该项目的美国毕业生与国际医学毕业生比例（AMG/IMG 比例）从 1999 年的 7/16 变为 2006-2009 年的 19/5。