Schmidt K, Meyer J E, Liebeneiner J, Schmidt C E, Hüttenbrink K B
Klinik und Poliklinik für Hals-, Nasen-, Ohren-Heilkunde, Kopf- und Hals-Chirurgie, Universitätsklinikum Köln, Kerpener Str 62, Gebäude 23, 50924 Köln.
HNO. 2012 Feb;60(2):102-8. doi: 10.1007/s00106-011-2406-9.
The shortage of medical specialists in Germany has led to increased competition between hospitals, particularly in the recruitment of young skilled doctors. The quality of training appears to be the critical factor in a clinic's recruiting process. At the same time, the suitability of candidates is decreasing. There is currently no data on the suitability of candidates for otorhinolaryngology, nor are there any forecasts about the labor shortage in this speciality.
We compiled a questionnaire according to accepted guidelines, which was then sent to 160 ENT departments by email. We asked about the size and location of the department and the number of applicants that were suitable or unsuitable. Finally, we asked about the current availability of staff as well as the requirements set by the head physician.
The response rate was 34% (54 questionnaires). Departments received an average of 20 applications per year, of which 36% were unsuitable. Departments received more applications in the new German states than in the old; however, no difference in the quality of candidates was seen. University hospitals receive almost three times more applications than other hospitals. The size of the department correlates with the number of applications and quality of the candidates. Almost 60% of chief physicians expected the lack of qualified staff to worsen in the future. However, 40% of chief physicians of large departments (> 50 beds) expected the situation to improve or remain unchanged. Chief physicians' main expectations of candidates included commitment, independent learning and team spirit.
A broad and structured residency program for new employees is the most important factor in the recruitment of new physicians. Large departments and university hospitals have advantages here. The expectations of head physicians differ from those of young staff in terms of commitment and autonomous learning.
德国医学专家短缺导致医院之间的竞争加剧，尤其是在招聘年轻技术娴熟的医生方面。培训质量似乎是诊所招聘过程中的关键因素。与此同时，候选人的合适度在下降。目前尚无关于耳鼻喉科候选人合适度的数据，也没有对该专业劳动力短缺情况的预测。
我们根据公认的指南编制了一份问卷，然后通过电子邮件发送给160个耳鼻喉科科室。我们询问了科室的规模和位置以及合适或不合适的申请人数量。最后，我们询问了目前的人员配备情况以及主任医师设定的要求。
回复率为34%（54份问卷）。各科室每年平均收到20份申请，其中36%不合适。新德国州的科室收到的申请比旧州多；然而，候选人质量没有差异。大学医院收到的申请几乎是其他医院的三倍。科室规模与申请数量和候选人质量相关。近60%的主任医师预计未来合格员工短缺情况会恶化。然而，40%的大科室（>50张床位）主任医师预计情况会改善或保持不变。主任医师对候选人的主要期望包括敬业精神、自主学习能力和团队精神。
为新员工制定广泛且结构化的住院医师培训计划是招聘新医生的最重要因素。大科室和大学医院在此方面具有优势。主任医师在敬业精神和自主学习方面的期望与年轻员工不同。
