Jove
Visualize
Contact Us
JoVE
x logofacebook logolinkedin logoyoutube logo
ABOUT JoVE
OverviewLeadershipBlogJoVE Help Center
AUTHORS
Publishing ProcessEditorial BoardScope & PoliciesPeer ReviewFAQSubmit
LIBRARIANS
TestimonialsSubscriptionsAccessResourcesLibrary Advisory BoardFAQ
RESEARCH
JoVE JournalMethods CollectionsJoVE Encyclopedia of ExperimentsArchive
EDUCATION
JoVE CoreJoVE BusinessJoVE Science EducationJoVE Lab ManualFaculty Resource CenterFaculty Site
Terms & Conditions of Use
Privacy Policy
Policies

Related Experiment Videos

Making medical recruitment practices fair

S Maddock1

  • 1Organisation and Gender Consultant, Chorlton, Manchester, UK.

Postgraduate Medical Journal
|March 1, 1996
PubMed
Summary

Medical recruitment often overlooks clear selection criteria, leading to biased hiring. Developing equality strategies is crucial for fair practices in public sector organizations.

Related Concept Videos

You might also read

Related Articles

Articles linked to this work by shared authors, journal, and citation graph.

Sort by
Same author

Liver function tests from a surgical point of view.

Federation proceedings·2010
Same author

The experimental production of acute pancreatitis.

Federation proceedings·2010
Same author

The Relation of Increased Intra-abdominal Pressure to the Liver Lesions of Eclampsia.

The American journal of pathology·2009
Same author

Cognitive antecedents of consumers' willingness to purchase fish rich in polyunsaturated fatty acids (PUFA).

Appetite·1999
Same author

Engineering secondary metabolism in maize cells by ectopic expression of transcription factors.

The Plant cell·1998
Same author

Women doctors: multiprofessional working in health care.

British journal of hospital medicine·1997

Area of Science:

  • Medical Education and Training
  • Healthcare Management
  • Equality and Diversity in Public Sector Recruitment

Background:

  • Historically, medical graduates were guaranteed employment, fostering a perception of recruitment as a mere formality.
  • This led to a lack of defined person or post selection criteria in medical recruitment processes.
  • Current recruitment panels often lack objective bases for differentiating equally qualified candidates.

Purpose of the Study:

  • To highlight the inadequacy of current medical recruitment selection criteria.
  • To address the discriminatory outcomes of informal 'face-to-fit' selection practices.
  • To provide guidance on developing and implementing equality strategies for fair public sector recruitment.

Main Methods:

  • Analysis of historical recruitment practices in the medical field.
  • Identification of biases in current 'face-to-fit' selection methods.
  • Review of principles for developing equality strategies in public sector organizations.

Main Results:

  • Current recruitment practices are often subjective, favoring candidates based on non-meritocratic factors.
  • This informal selection process results in discrimination against women, black doctors, and certain white men.
  • A significant gap exists in structured criteria for assessing and selecting candidates.

Conclusions:

  • Rethinking medical recruitment is essential to move beyond informal biases.
  • Developing and implementing clear equality strategies can promote fairer selection.
  • Adopting structured criteria will enhance diversity and equity in public sector medical recruitment.

Related Experiment Videos