From the Department of Orthopaedic Surgery, University of Pittsburgh Medical Center, Pittsburgh, PA (Dalton, Chen, Cluts, Lee, and Shaw), the Department of Orthopaedic Surgery, Massachusetts General Hospital, Boston, MA (Fourman), and Pittsburgh Orthopaedic Spine Research Group (Dalton, Fourman, Chen, Cluts, Lee, and Shaw).
J Am Acad Orthop Surg. 2023 Feb 15;31(4):e207-e215. doi: 10.5435/JAAOS-D-22-00445. Epub 2022 Nov 23.
To provide insight into hiring trends/preferences in Academic Orthopaedic Spine Surgery after fellowship training.
Fellowship directors (FDs) listed by the North American Spine Society were surveyed regarding new faculty hiring preferences. Surveys were analyzed/stratified by response using the Kruskal-Wallis with Dunn multiple comparisons test, the Fisher exact test, and the Mann-Whitney U test for univariate comparisons.
Thirty-two of 52 (61.5%) FDs responded. 32.3% of graduated fellows pursued academic medicine, which was preferred by FDs (3.59 ± 0.67; 1 to 5 scale). From 2015 to 2020, of the 2.25 ± 1.46 faculty members hired per program, 45.8% were former residents/fellows. Top listed hiring qualities were "strong recommendation from a trusted colleague" (84.4%), "prior personal experience, as a resident/fellow" (78.1%), and "amicable personality" (53.1%). Twelve (38%) answered "no", six (19%) "yes", and 14 (44%) "other", regarding if hiring former residents/fellows benefits the field of spine surgery. "Other" answers endorsing in-house hiring most commonly mentioned consistency/stability (28.6%) while those opposed most commonly mentioned lack of diversity of training/novel techniques (42.9%). When considering programmatic size, while the stated perception of FDs regarding in-house hiring at larger (>2 fellows) versus smaller (1 to 2 fellows) programs was equivalent, the mean percentage of in-house hires at larger programs (67.8% ± 35.8%) was significantly greater than that of smaller programs (33.3% ± 44.8%, P = 0.04).
In-house hiring in spine surgery appears to occur more commonly than perceived by program leadership, particularly at larger fellowship programs. Further study of hiring preferences and their impact on the field of spine surgery is warranted.
Prospective Survey Study.
深入了解 fellowship培训后学术骨科脊柱外科的招聘趋势/偏好。
对北美脊柱学会列出的研究员主任（FD）进行了新教员招聘偏好调查。使用 Kruskal-Wallis 与 Dunn 多重比较检验、Fisher 确切检验和单变量比较的 Mann-Whitney U 检验对调查结果进行分析/分层。
52 名 FD 中有 32 名（61.5%）做出回应。32.3%的毕业研究员从事学术医学，这是 FD 所偏好的（3.59±0.67；1 到 5 的等级）。在 2015 年至 2020 年期间，每个项目聘用的 2.25±1.46 名教员中，有 45.8%是前住院医师/研究员。排名最高的招聘素质是“来自值得信赖的同事的强烈推荐”（84.4%）、“作为住院医师/研究员的先前个人经验”（78.1%）和“和蔼可亲的性格”（53.1%）。12 人（38%）回答“否”，6 人（19%）回答“是”，14 人（44%）回答“其他”，询问是否招聘前住院医师/研究员有利于脊柱外科领域。“其他”答案中，支持内部招聘的人最常提到一致性/稳定性（28.6%），而反对内部招聘的人最常提到培训/新技术缺乏多样性（42.9%）。在考虑项目规模时，虽然 FD 对较大（>2 名研究员）和较小（1 至 2 名研究员）项目内部招聘的看法相同，但较大项目内部招聘的平均百分比（67.8%±35.8%）明显高于较小项目（33.3%±44.8%，P=0.04）。
脊柱外科内部招聘似乎比项目领导层认为的更为常见，尤其是在较大的 fellowship 项目中。有必要进一步研究招聘偏好及其对脊柱外科领域的影响。
前瞻性调查研究。
