RESUMO
Objective:To improve the recruitment management process of public hospitals and enhance the quality of recruitment.Methods:Through the introduction of the people capability maturity model(P-CMM), the recruitment practice system of a tertiary hospital was evaluated. The evaluation scoring was expressed as the average score±standard deviation( ± s), and the scorer′s reliability index was expressed as Kendall coefficient. Results:According to the P-CMM recruitment practice standards, a total of 16 level-1 indicators and 35 level-2 indicators were set up. Among them, there were 7 standard projects and 9 gap projects, with reasons for the gaps analyzed.Conclusions:It is necessary to enhance the strategic vision of the recruitment process, systematically implement hospital post management, build a recruitment platform based on multi-party participation, and scientifically analyze the recruitment process to further improve the recruitment quality of public hospitals.