Recruitment Policies Research Articles

Back When the Gates Were Open: The Settler Recruitment Policy in Early Qing Manchuria

During the first two centuries of their rule over China, the Qing sovereigns either strictly controlled or even forbade Chinese migration to Manchuria (present day Northeast China). Yet in the early years of the dynasty, for a very brief period (1653–1668), the rulers not only allowed Chinese immigration to their motherland, but actively encouraged it by establishing various incentives for settlers and settler recruiters. However, only one case of the full application of such regulations is documented in the sources, suggesting that either the court and the authorities were reluctant to implement the policy or that there were other obstacles. Previous research on this topic only focused on the launching and termination of the settler recruitment program. This paper will inquire into the process of its implementation, so to be able to better evaluate the importance of such policies and interpret the rulers’ attitude toward the migratory phenomenon in this phase.

인근 지역 학생들은 왜 지방 사립 C대학을 선택하였나

This study aimed to explore the selection factors influencing local students' choice of local private universities and to offer strategic recommendations for how these institutions can more effectively attract students. A single case study was conducted involving nine students admitted to a local private C University in Gwangju Metropolitan City through their strong performance in the undergraduate comprehensive entrance examination. Data collection and analysis were performed using Ginoshita's modified grounded theory approach. The findings revealed that students' decision to attend Local C University could be interpreted as a strategic action aimed at maximizing economic efficiency and future economic prospects. Notably, the relocation of public institutions specializing in electricity and AI to an innovation city near Gwangju has resulted in the implementation of recruitment policies prioritizing local talent. This employment prospect significantly influenced students' choice of C University. Furthermore, the university's extensive alumni network and positive reputation were identified as factors that enhanced students' perceived competitiveness in the labor market. For rural students, parental advice and support emerged as a critical component of the decision-making process. This reflects the strong family-oriented values characteristic of Asian cultures. Rural students often face substantial economic and psychological challenges when considering enrollment at metropolitan universities, thus making parental experience and local social networks essential sources of practical and realistic guidance. This support aids students in making rational choices that consider long-term economic stability and utility.

Career choices: exploring military migrants’ justifications for their enlistment in the British Armed Forces

PurposeUsing “on justification” theory, this article explores the rationality and justification of the West-African military migrants for joining the British Armed Forces.Design/methodology/approachWe utilise an interpretive qualitative research methodology in this study. We undertook semi-structured interviews with 42 military migrants who joined the British Armed Forces between 1998 and 2013.FindingsWe identify various factors that influenced the participants’ decision to join the British Armed Forces, such as individual aspirations, the need to find a “path” at a crossroad in life (e.g. a career dilemma or the loss of a parent), economic opportunities and institutional incentives. Military migrants’ career motivations are shaped by their deep affection for the Crown and their desire to give back to the country with which they share a colonial history.Practical implicationsThe UK’s Ministry of Defence, government and policymakers could gain valuable insights from this study. The findings could significantly shape their recruitment and retention policies, thereby enhancing the attractiveness of the military profession. This could be a crucial step in addressing the recruitment challenges and personnel deficit currently faced by the British Armed Forces.Originality/valueThis study provides a fresh perspective on the dynamics of the military service of foreign-born veterans. The article focuses on an underrepresented group (West-African military migrants) to enhance our understanding of their career motivations in the British Armed Forces. We identify and categorise the motivations and justifications for military migrants’ enlistment in the British Armed Forces according to seven justifications, each depicting a career pattern informing the participants’ motivations and justifications for their enlistment.

Exploring the Motivations, Challenges, and Integration of Internationally Educated Healthcare Workers in the UK: A Scoping Review.

Healthcare worker migration, influenced by push and pull factors, is accentuated by active recruitment strategies of developed nations. This scoping review explores experiences of internationally educated nurses, midwives, and healthcare professionals in the UK since 2010, acknowledging the historical context of UK recruitment policy and the implementation of codes of practice by the World Health Organisation and the UK government. Using the Population, Concept, and Context framework, systematic literature searches were conducted in various databases, including CINAHL, Science Direct, Scopus, PubMed/Medline, and Google Scholar. Covidence software facilitated screening, with data systematically extracted and analyzed. The scoping review included 24 papers focusing on nurses (n = 19), midwives (n = 1), and various allied health professions (n = 4), spanning from 2010 to 2023. Findings revealed diverse challenges and facilitators, from professional recognition and career opportunities to discrimination, language barriers, and socioeconomic factors influencing integration and retention. The review highlights the multifaceted experiences of internationally educated healthcare professionals (IEHPs) in the UK workforce. Despite their significant contributions, IEHPs face challenges such as unrecognized skills, third-party recruitment issues, and cultural adjustment difficulties. Addressing registration processes, recruitment practices, and cultural competence training is crucial to creating an inclusive environment that maximizes IEHPs' contributions and ensures their professional growth and well-being, ultimately benefiting the healthcare sector.

Reconstructing Civil Service Recruitment Policies in Indonesia: Ensuring Justice and Equity in Regional ASN Procurement Aligned with SDG 8 And SDG 10

Objectives: This study aims to analyze the limitations of Law Number 20 of 2023 on State Civil Apparatus (ASN Law) in accommodating the principle of justice in ASN procurement, especially in regional areas. Theoretical Framework: The study employs theories of fair governance and distributive justice, focusing on equitable access to public resources and services. The analysis also incorporates principles from SDG 8 (Decent Work and Economic Growth), which advocates for decent work opportunities across regions, and SDG 10 (Reduced Inequality), which underscores the need to reduce disparities in resource distribution across areas. Method: This research uses a normative approach, reviewing legal literature and regulations related to the governance of ASN procurement. Results and Discussion: The findings indicate that the centralistic nature of the ASN Law limits regional autonomy in managing ASN procurement, leading to challenges in adequately staffing local governments according to their unique needs. Issues such as the PNS moratorium and low ASN recruitment absorption rates exacerbate these challenges, creating gaps in human resources within local government ranks. The study proposes regulatory reconstruction, including a balanced division of authority between central and regional governments, enhanced coordination, and oversight from the central government, and regional ASN competency development. Research Implications: The proposed regulatory reconstruction has implications for strengthening regional capacity to address staffing needs and for promoting fair governance in ASN management. Originality/Value: This research offers unique insights into the limitations of Indonesia's current ASN Law and the need for a governance model that supports regional needs.

Evaluating the Effectiveness of Traditional Recruitment and Selection Practices in a Technologically Dominated Economy

In the contemporary business environment, there is a need for firms to plan and implement proactive traditional recruitment and selection, especially regarding employees working in the gig economy. However, the poor handling of traditional recruitment and selection processes can significantly affect the quality of employees and their performance in an organisation. This study aimed to evaluate the effectiveness of traditional recruitment and selection practices in a technologically dominated economy. The importance of attracting and selecting a highly skilled workforce in a tight and competitive market has made adopting best practices in recruitment and selection by organisations critical. Firstly, the study highlighted various traditional recruitment and selection methods in organisations. Secondly, the overall recruitment and selection process was identified. Finally, strategies to mitigate the identified challenges faced in the traditional recruitment and selection process were suggested. The study was qualitative, adopting the survey strategy. Purposive was adopted, and hematic was used for data analysis. Findings revealed that traditional recruitment and selection as a practice is important for both employees involved in the gig economy. Importantly, the strategic approach to traditional recruitment and selection practices is vital and should be the cornerstone of any projected recruitment and selection process in a gig economy. Results validate the critical role of the traditional recruitment and selection process in achieving organisational aims and objectives in a technologically dominated economy. The study also proves that collaborative methods are central to the success of any traditional recruitment and selection process. Recommendations affirmed that recruitment and selection should be planned and well implemented. Human resource planning was also measured to be vital and emphasis on significant features of traditional recruitment and selection as a process such as having a place a well and implemented traditional recruitment and selection policy was asserted.

Influencing Factors in Teaching Career Choices in Cambodia in Teacher Education Colleges: A Conceptual Framework

An education system should strive to attract qualified teachers and teacher candidates who have a high degree of professional commitment to meet the society requirements these days as well as, in the future, toward country development. The purpose of this study was to investigate the factors influencing the decision to teach career choices and aspirations among primary and lower secondary school teachers in Cambodia and student teachers at teacher education colleges (TECs). This study was synthesized from several previous studies, review papers, academic publications, public organization sources, instructional resources and empirical investigations. Four main factors, namely, the influence of others, including family, friends, teachers and mass media; motivational influences; sociocultural factors; and teaching as a fallback career, influence the decision to choose teaching as a career. The implications of the findings from the various sources have been discussed in this study. This study can help relevant people, as well as other researchers, to be aware of the influencing factors in career choice so that they can refine recruitment policies, increase their actions and efforts, and enter a preparation program for teaching careers in the Cambodian context.

4.Q. Scientific session: Global landscapes of healthcare worker migration: advancing effective and equitable solutions

Abstract Background Healthcare workforce migration not only increased in numbers, the mobility flows and migration patterns are also changing and becoming more diverse. The labour market push-and-pull factors and related risks of ‘brain-drain’ are still relevant and many countries, especially in the western world, heavily rely on foreign-born and foreign-trained healthcare workers to mitigate shortages and respond to the healthcare workforce crisis. However, this migration pattern increasingly co-exists with other patterns, blurring the categories of hosting and sending countries. For instance, some low- and middle-income countries have created the export of skilled healthcare workers as business model, others invest in healthcare worker education without advancing national labour market capacities. There is also an increase in crisis migration caused by wars, climate change, and other conflicts, yet these refugee healthcare workers are often excluded from the formal labour market. These examples illustrate that health policy across countries largely failed to respond to the changing global landscapes of migration and to govern education, recruitment and retention more effectively. The healthcare workforce debate is primarily driven by health labour market needs, while health policy and human rights remain marginal. There is also a lack of comprehensive data and research, that would allow for evidence-based decision-making. Ineffective policy and existing governance gaps exacerbate the global healthcare workforce crisis, increase stress and workload of the healthcare workers, and often ignore worker and human rights. Objectives This workshop looks beyond labour market push-pull factors and highlights the complexity of healthcare worker migration. It makes the diverse needs, stakeholder interests, and institutional frameworks visible that shape mobility patterns of healthcare worker, seeking to identify capacity for more effective governance and good-practice examples. The following major questions will be discussed, among others: What data and research are needed to better understand the global migration landscapes? What can we learn from cross-country knowledge exchange and good practice experiences? How can public health advance more equitable and effective education, recruitment and retention policy, and what role could global contracts and international organisations play? The interactive discussion will be facilitated by a commentary on global capacity building for equitable healthcare worker migration and the action taken by WHO. The presenters and the audience will advance knowledge exchange and critically explore novel solutions to the healthcare workforce crisis that are more sensitive to the needs of both individual migrant healthcare workers and less well-resourced countries, in the global South as well as within Europe. Key messages • Increasingly divers patterns of healthcare worker migration call for novel governance approaches that align labour markets, health policy needs, and human rights. • More effective, equitable and ‘humanised’ governance of healthcare worker migration needs a global public health and human rights approach.

The Role of Recruitment and Selection on Organisational Performance: A Case of National Housing Corporation in Tanzania

This study examines the role of recruitment and selection practices on organisational performance at Tanzania's National Housing Corporation (NHC). Employing a descriptive research design, the study targeted all 76 employees at NHC headquarters across various departments, using census sampling to ensure comprehensive data collection and eliminate bias. Data were gathered through structured questionnaires with closed-ended questions measured on a five-point Likert scale. Analysis involved both descriptive statistics (percentages, frequency distributions, mean, and standard deviations) and inferential statistics (correlation) to examine relationships between independent variables (recruitment and selection, training and development, performance appraisal) and dependent variable (NHC's organisational performance). Findings reveal that recruitment and selection at NHC play a critical role on organisational performance. NHC has a well-communicated recruitment policy with high employee awareness and involvement. Internal advertising of new positions is common, supporting talent retention and growth opportunities. While job applicants generally receive adequate information, some inconsistencies exist. The recruitment process is perceived as transparent, though improvements are possible. NHC is seen as an equal-opportunity employer, but reinforcement is needed in some areas. Employees feel reasonably included in the selection process, which is merit-based with clearly defined criteria. Selected candidates generally fit well with the organisational culture. However, inclusiveness in selection could be enhanced. Recommendations include improving recruitment policy communication, increasing employee engagement, strengthening internal advertising, reinforcing equal opportunity practices, maintaining merit-based selection, ensuring cultural fit, and fostering trust and transparency. These suggestions aim to optimize recruitment and selection practices, thereby enhancing NHC's organizational performance and potentially benefiting other organizations.

Foreign Workers and Remittance Outflow in Malaysia

This conceptual paper reviews foreign workers and remittance outflows in Malaysia. Foreign workers in Malaysia, who remit a portion of their earnings back home, play a crucial role in the country's economic development. With approximately 1.5 million foreign workers engaged in various sectors such as manufacturing, plantation, construction, and agriculture, Malaysia relies heavily on foreign labor. Predominantly, these workers come from Indonesia, Nepal, and Bangladesh. Factors such as Malaysia's economic performance, government recruitment policies addressing labor shortages, and cultural and geographical proximity influence why these workers choose Malaysia. Despite concerns that foreign workers might negatively impact short-term labor market outcomes by taking jobs from locals and suppressing wages, the evidence suggests their presence does not significantly harm these outcomes. However, the growing number of foreign workers has led to a notable increase in remittance outflows. Remittance outflows represent a transfer of capital from host countries to the workers' countries of origin. Among the ASEAN-5 countries, Malaysia has recorded the highest remittance outflows, surpassing inflows. While research on remittance flows has expanded, the focus has traditionally been on inflows, with outflows receiving less attention due to their relatively small impact on the macroeconomic indicators of sending countries. Existing literature indicates that remittance outflows can influence the economic growth and inflation of sending countries, including Malaysia, despite varied findings.

Who is more popular in the faculty recruitment of Chinese elite universities: overseas returnees or domestic graduates?

Chinese universities typically demonstrate a preference for individuals with overseas educational experience in their faculty recruitment policies. However, there is a notable lack of research examining whether and to what extent overseas returnees possess an advantage over domestic graduates in securing employment at higher-ranking universities. To address this research gap, this study employs propensity score matching to compare the probability of being employed as academic faculty by prestigious universities between these two cohorts. This study entails the compilation of curriculum vitae data from faculty members at prestigious universities in China, totaling ~90,000 resumes. The results substantiate a positively skewed influence of overseas education on academics’ career advancement. Overseas returnees are more likely to obtain academic positions at higher-ranking universities compared to domestic graduates, with this effect demonstrating a consistent upward trend over time. Further subgroup analyses revealed that the advantage of overseas education varies among faculties graduating from different undergraduate institutions and undergoes changes over time. The latest trend indicates that those who attended Project 985 universities during their undergraduate stage derive the most significant advantages from studying abroad during their doctoral phase.

Impacts of human resources management strategies and practices on workers performance in construction industry: a review

Human resource management (HRM) plays a vital role in the growth and sustainability of companies and in achieving company objectives, as HRM relates to the workers’ practices and their functional roles. The main objective of this paper is to identify the HRM strategies, practices and their impact on worker’s performance in the Architecture, Engineering, and Construction (AEC) Industry. The method which was used in this study was based on three stages. After the completion of the database and web engine search, the total number of sources found were 149. Next, the sources’ titles and abstracts were reviewed and those marked as relevant to the review were chosen to be retrieved and thoroughly reviewed. The sources were chosen based on the following inclusion criteria: (a) the sources implied in HRM strategies in the AEC industry, (b) the sources released between 2010 and 2023, (c) the online sources, and (d) the English-language sources. Also, the selected sources are reviewed to extract the factors using the content analysis method which is a thorough and systematic study of the contents of a specific body of material. In addition, content analysis is carried out to extract practices of HRM strategies and their impact on worker performance. This can be followed up and observed through the figures and tables that come later. As a final result, which concludes the outputs of the previous stages which results in a first-round total of 31 HRM strategies practice but in the second-round result of reaching 39 different sources from 149 related sources. After that, discussing the most popular between them based on the appearance of it in the sources which reviewed beside that, the impact of it on worker’s performance were viewed in the AEC industry. Based on that, it was found the following 5 categories of strategies: (1) Human Resources Planning; (2) Polarization and Recruitment; (3) Training and Development; (4) Human Resources Following-up; (5) Career Planning. At the same time the most popular practices are based on appearance in sources: In terms of Human Resources Planning Strategy, “The company’s management analyses the functions accurately”. In Polarization and Recruitment Strategy, “The company’s internal resources are the best to provide its human resource needs” and “Selection and recruitment policies are in line with the company’s current and future needs”. In Training and Development of Human Resources Strategy, “The company evaluates the results of development and training programs to achieve the purpose of feedback”. In Human Resources Following-up Strategy, “There is a fair incentive system in the company”. In Career Planning Strategy, “There is a clear description of the relationship of workers to each other”. Finally, human resource management strategies and practices are one of the major players in the AEC industry, which is evidenced by its impact on the performance of workers. First published online 22 October 2024

Closing the employment gap: Estimations of Indigenous employment in Indigenous- and non-Indigenous-owned businesses in Australia

Abstract Indigenous-owned businesses in Australia are strong employers of Indigenous people, maintaining rates of Indigenous employment that are not seen across the breadth of the Australian economy. Despite an increasing focus from governments and private organisations to improve rates of Indigenous employment, there is limited evidence to suggest that substantial improvements are being made. Despite acknowledgement from government of the crucial role played by Indigenous employers in creating Indigenous employment, there has been little focus on what may be learned from the Indigenous business sector in informing public and private Indigenous workplace and recruitment policies. Given the significantly strong levels of Indigenous employment in Indigenous-owned businesses, it is important to interrogate the extent to which this employment differs from that in non-Indigenous businesses and the potential explanations for such divergence. Using data from Supply Nation (2,291 Indigenous-owned businesses) and a survey of 680 non-Indigenous businesses, this paper finds that Indigenous businesses employ Indigenous people at a rate 12 times higher than non-Indigenous businesses. Regression analyses and Oaxaca–Blinder decompositions reveal that these divergent employment outcomes cannot be explained by the broad characteristics of the two sectors (such as industry, location, or profit status). These findings help confirm that the unique workplace practices of Indigenous businesses may explain their strong Indigenous employment and, therefore, provide the template for all Australian businesses to be better employers of Indigenous people.

Strategi Perekrutan dan Pelatihan dalam Mengurangi Angka Pengangguran pada Dinas Tenaga Kerja dan Transmigrasi Kabupaten Karawang

In Karawang Regency, the high open unemployment rate in 2020 reached 11.52%, becoming a serious challenge that has the potential to cause negative impacts such as poverty, increased crime, school dropouts, and an increase in the number of beggars on the streets. This research aims to find effective strategies in reducing the unemployment rate in Karawang Regency through recruitment and training policies. This research uses qualitative research methods, located at the Karawang Regency Manpower and Transmigration Service. In this research, the data analysis technique used is a qualitative technique. Data source testing is carried out through the triangulation method, which aims to ensure that information from different sources is re-evaluated. Apart from that, expansion can be done by combining the results of the interviews. Strategies for reducing the unemployment rate in Karawang Regency include recruitment through the infoloker website which focuses on local placements and competency-based training to improve job seeker skills. As a result, the Karawang Manpower Office has succeeded in implementing an effective strategy in reducing unemployment in Karawang Regency. This strategy includes competency-based training and recruitment via the infoloker website. Competency-based training ensures trainees develop skills and knowledge that are relevant and applicable in their work context. Meanwhile, the infoloker website facilitates the job search process, making it more effective and efficient for labor users and job seekers. These strategies have shown a positive impact in reducing unemployment and improving the quality of the workforce in Karawang Regency.

RECRUITMENT POLICY OF CIVIL SERVANT CANDIDATES OF THE MINISTRY OF EDUCATION, CULTURE, RESEARCH, AND TECHNOLOGY FOR DIASPORA APPLICANTS WITH INDONESIAN CITIZENSHIP

In this study, researchers used the Yuridis-Normative legal research and writing methodology by using 3 (three) approaches, including conceptual approaches, statutory approaches, and comparative approaches. This research discusses the opportunities for Diaspora with Indonesian citizenship in the recruitment of Civil Servant Candidates for the Ministry of Education, Culture, Research and Technology. The legal issues raised in this research are as Diaspora with Indonesian citizenship are part of Indonesian citizens who are constitutionally valid so that their rights and obligations apply absolutely based on the 1945 Constitution of the Republic of Indonesia. The issues discussed are the recruitment mechanism to accommodate the participation of Indonesian Diaspora who apply in the general formation and the continuation of studies for Diaspora who have passed the CPNS recruitment. Moreover, in this case, the Diaspora is not regulated in general formations, but special formations.

Understanding the Influence of 21st Century Diverse Mathematics Educators on Secondary School Student Outcomes in Mathematics in Mezam Division, Cameroon

This study explores the influence of 21st-century diverse mathematics educators on student outcomes in secondary school mathematics within Mezam Division, Cameroon. Employing an ex-post facto research design, the study assesses how gender, cultural diversity, and pedagogical diversity among mathematics teachers affect students' academic outcomes. The sample consisted of 518 students from 16 public and private high schools, who had completed their General Certificate of Education (GCE) Ordinary Level exams and were transitioning to Lower Sixth. Data were collected via a self-designed questionnaire, which evaluated perceptions of the impacts of teacher gender diversity, cultural diversity, and pedagogical diversity. Statistical analyses, including one-sample t-tests, revealed that male mathematics teachers had a significant positive impact on student outcomes compared to female teachers. Furthermore, cultural diversity among teachers significantly enhanced students' mathematics outcomes, and pedagogical diversity had a substantial positive effect as well. The findings underscore the importance of balancing gender representation, fostering cultural diversity, and embracing various pedagogical approaches to improve educational outcomes in mathematics. Recommendations include implementing policies for gender-balanced recruitment, supporting cultural inclusivity, and promoting diverse teaching methods to optimize student performance in mathematics.

The importance of international and national publications for promotion and the impact of recruitment policies

The importance of international and national publications for promotion and the impact of recruitment policies

Drafting restraint: Are military recruitment policies associated with interstate conflict initiation?

Are countries that use conscription more restrained in their use of military force? A common argument holds that military conscription restrains leaders from using force because it increases the political cost of war and distributes them more evenly and broadly across the population. Despite this intuition, empirical evidence to support it is at best inconclusive. This article introduces a novel perspective on the relationship between military recruitment (MR) policies and conflict initiation (CI) by arguing that the military’s size relative to society – its military participation rate (MPR) – is an important and overlooked part of this story. MPR is a more direct measure of the population’s exposure to the costs of war, but high MPR may also increase CI by enhancing military capacity. By incorporating MPR into the analysis of CI, both independently and in interaction with conscription, this article provides a more comprehensive understanding of how MR practices shape CI. It tests these new hypotheses about the relationship between MPR, conscription and CI using a variety of time-series models that cover all country-years from 1816 to 2011. The findings do not support the conventional wisdom, instead revealing that neither conscription nor volunteerism is independently associated with restrained initiation of military conflicts abroad. On the contrary, these recruitment practices are more likely to be associated with an increase in the likelihood of CI. These findings indicate that we should be skeptical of traditional arguments that assume conscription leads to restraint in the use of force, either independently or conditional on MPR. These counterintuitive results underscore the need for additional research on the complex relationship between MR practices, civil–military relations and foreign policy.

External Recruitment and Staff Retention Dilemma at Dar es Salaam University College of Education, Tanzania

This paper describes the scenario of external recruitment and staff retention dilemma at Dar es Salaam University College of Education (DUCE) as experienced between 2021 and 2023. In a similar period, a newly appointed Principal of the College, immediately started to analyze the issue with intention to sort it out by conveying regular meetings with the Head of Departments and senior staff. The case investigated the root causes behind the increased turnover rates among academic staff at DUCE, specifically the case explored the effectiveness of the institution's recruitment policy, weighing the advantages and disadvantages of hiring from external sources versus promoting employees internally. Using the Resource-Based View (RBV) and Equity Theory as guiding frameworks, the study examined the implications of both recruitment strategies on employee morale, satisfaction, and the institution's overall credibility. The business case adopted analytical approach in order to present the event or situation of external recruitment and staff retention dilemma in the College as well as the actions and decisions which were implemented against the problem. The qualitative data were collected by this business case through discussion with the protagonists and analyzed using qualitative methods of explanation and discussions. The research employed a decision-making case design and qualitative approach, involving interviews with 5 key administrative members at DUCE, documentation was used in reviewing the secondary information such as turnover rates statistics and recruitment policy. Findings indicate that external recruitment, while beneficial for bringing in top talent and enhancing the institution's credibility, has demoralized internal staff, leading to higher turnover rates. Conversely, internal promotions enhance employee satisfaction and commitment but may not always meet the qualifications required for senior positions. The study concludes that a dual recruitment strategy, which balances internal promotions to boost morale and external hiring for specialized expertise, could be an effective solution to address the turnover dilemma. Recommendations include developing a robust internal control system, investing in staff capacity building, and aligning recruitment practices with government policies to ensure the institution's long-term sustainability and growth. In view of this, the business case proposes that the management need to strike the balance between the external recruitment objectives and the internal staff promotion procedures while keeping the employee retention system in place.

Female interns are not choosing radiology as a career-national survey providing insights into gender imbalance.

Women are under-represented in Radiology, both globally and in Ireland. An annual review of the medical workforce in Ireland for the year 2021-2022 revealed that although the overall gender breakdown of trainees is similar, with 56% female and 44% male trainees, certain specialities have disproportionate numbers of a given gender. Females only account for 38% of Irish Radiology trainees, one of the lowest of all the specialties. The cause for this disparity is likely multifactorial, but a lack of interest inapplying for Radiology training by female doctors is a possible cause. The objectives of this study were to identify specific factors that attract or deter intern doctors from considering a career in Radiology and to identify underlying gender-specific differences. Anonymous online surveys were distributed to 50% of the intern population in Ireland between May and June 2022. The survey included questions on demographics, prior radiology exposure, and dedicated multiple-choice questions for those either considering or not considering radiology, which were subdivided into potentially influencing factors. Two-hundred-seven interns responded giving a response rate of 48.3%, which totalled almost 25% of the interns in Ireland. For those interns considering radiology, significantly more male interns (n = 24/67, 35.8%) are considering radiology compared with females (n = 26/139, 18.71%), (p < 0.009). Significantly more females were deterred by the perception of radiology as a male-based speciality (p < 0.004). Significantly fewer females are considering radiology, deterred by physics knowledge, use of technology, and, significantly, by the perception of radiology as a male-dominated speciality. This survey highlights important reasons that female interns are deterred from radiology. It will help direct future medical training and doctor recruitment policies, with a view to addressing the ongoing gender disparity in the Irish radiology workforce. Women are under-represented in the Irish and global Radiology workforce. Female interns are dissuaded from Radiology as a career by their perception of Radiology as male-dominated. This survey will shape medical training and doctor recruitment policies to improve gender diversity in radiology.