INTRODUCTION: As plastic surgeons are continuing to form larger groups, it is essential to select candidates who will contribute to a positive work environment. This article shows which traits may be the most valuable when selecting candidates and in which ways a selection committee may want to focus their search. METHODS: For the study, the Canadian Society of Plastic Surgeons' members answered a survey containing questions about demographics, the factors which influence the selection process, and their hiring experiences. Responses were separated and compared in groups based on gender, practice type, group size, and years practising. Significance was established if P < .05 using the χ2 test. RESULTS: The most and least important factors regarding hiring a new group member were established. Statistically significant results were obtained between several different factors, including hiring a non-Canadian, the importance of the candidate's professional reputation, the number of publications by the candidate, and the presence or absence of program director letters. A majority (54%) of society members regret having hired a candidate, with the vast majority of these (75%) indicating personality and work ethic issues as opposite to professional skills as the uncomplimentary feature. CONCLUSION: This study has identified the key features which influence hiring new candidates. The need to develop a more efficient hiring process has been identified and has highlighted the difficulty faced by Canadian plastic surgery groups when recruiting new members.
INTRODUCTION: As plastic surgeons are continuing to form larger groups, it is essential to select candidates who will contribute to a positive work environment. This article shows which traits may be the most valuable when selecting candidates and in which ways a selection committee may want to focus their search. METHODS: For the study, the Canadian Society of Plastic Surgeons' members answered a survey containing questions about demographics, the factors which influence the selection process, and their hiring experiences. Responses were separated and compared in groups based on gender, practice type, group size, and years practising. Significance was established if P < .05 using the χ2 test. RESULTS: The most and least important factors regarding hiring a new group member were established. Statistically significant results were obtained between several different factors, including hiring a non-Canadian, the importance of the candidate's professional reputation, the number of publications by the candidate, and the presence or absence of program director letters. A majority (54%) of society members regret having hired a candidate, with the vast majority of these (75%) indicating personality and work ethic issues as opposite to professional skills as the uncomplimentary feature. CONCLUSION: This study has identified the key features which influence hiring new candidates. The need to develop a more efficient hiring process has been identified and has highlighted the difficulty faced by Canadian plastic surgery groups when recruiting new members.
Authors: Sheina A Macadam; Steven Kennedy; Don Lalonde; Alex Anzarut; Howard M Clarke; Erin E Brown Journal: Plast Reconstr Surg Date: 2007-06 Impact factor: 4.730
Authors: Qutaiba N M Shah Mardan; Nouf A Alamari; Hatan M Alzahrani; Mohammed A Almarghoub; Nouf A Al Saud; Moraya S Alqahtani Journal: Plast Reconstr Surg Glob Open Date: 2021-02-18
Authors: Andrea E Copeland; Daniel E Axelrod; Chloe R Wong; Janna L Malone; Lucas Gallo; Ronen Avram; Brett T Phillips; Christopher J Coroneos Journal: Plast Surg (Oakv) Date: 2021-05-17 Impact factor: 0.558