[Human resource management in health. Consensual paths forward. SESPAS Report 2024]. / Gestión de recursos humanos en sanidad. Vías de avance consensuables. Informe SESPAS 2024.

Healthcare professionals deserve good management, and Spain, stagnant in its productivity, needs it. Good management is possible, as evidenced during the states of alarm in 2020. None of the lessons learned have been consolidated. Dismissing the term "public management" as an oxymoron is extreme, as there has never been a greater need for a well-functioning state, along with a better market, for reasons beyond the consolidation of the welfare state. The opposite extreme of thinking that salvation lies only within the civil service is also unhelpful. Bureaucratic sclerosis, a sign of deterioration, focused on legality or its appearance, cannot continue to ignore the need for effectiveness. The quality of management, both in general and in the healthcare sector, can be measured, and there is knowledge on how to improve it. More flexible models of labor relations -for selection, recruitment, and retention based on improved criteria of "equality, merit, and capability"- require modifications in institutional architecture, as proposed in this article: competitor benchmarking among autonomous centers and responsible entities that share standardized rules. The healthcare system, the jewel of the country, thanks in large part to the quality of its human resources, not only deserves to have its potential unleashed but can also lead the necessary increase in its resolution capacity, ensuring its impact on social well-being. It can also document its research and innovative capabilities in intellectual property, thereby contributing to the gross domestic product.

[Recruitment, selection and retention staffing policies in health services directly managed. SESPAS Report 2024]. / Reclutamiento, selección y retención de profesionales en servicios de salud de gestión directa. Informe SESPAS 2024.

In an organization with highly specialized and changing services over the course of a working life, such as health services managed directly by public administrations (DM-NHS) are, the issues related to the recruitment, selection and retention of professionals should receive special attention. much larger than what is provided. For too long, the DM-NHS has mainly been working to resolve the problems that affect the organization, with enormous disregard for those suffer by the recipients of its services, the real population to which it provides assistance. In the DM-NHS, its administration (rather than management) of human resources is circumscribed by the contours of the Framework Statute and its implementing regulations and rulings. This is an inadequate instrument, both empirically in view of the results obtained (50% temporary employment among professionals working in the NHS), and conceptually, since it fails to comply with the reasons that normatively justify its existence: "that its legal regime is adapts to the specific characteristics of the practice of health professions, as well as the organizational peculiarities of the National Health System". The text describes the characteristics of statutory regulation and reviews how regulatory restrictions affect recruitment, selection and retention policies. Finally, possible alternatives are proposed to have coherent and rational permanent staffing policies that cover the real needs of the health services.

[Recruitment, selection and retention of health professionals in indirect management and private management entities]. / Captación, selección y retención de profesionales sanitarios en entidades de gestión indirecta y de gestión privada. Informe SESPAS 2024.

The recruitment and retention of professionals in indirectly managed and privately managed health care institutions is governed by a different regulatory framework than in directly managed institutions. That legal framework is the Workers' Statute, which contains its own regulatory elements in terms of bargaining power and general basic conditions, among others. The regulatory framework of the Workers' Statute allows for a broad capacity for management, negotiation and agreement in the field of human resources management, and specifically in the processes of recruitment, selection and retention, but for some years now basic legislation and interventions by public control bodies have been incorporated which have modified this discretionarily for indirect management entities, bringing them closer and closer to the system of administrative management for civil servants/statutory employees, and consequently limiting the capacity for decision making and adaptation typical of business/private management. This article attempts to explain the similarities and differences between the different areas of management and to explore the weaknesses and opportunities of each of them in terms of recruitment, selection, and retention policies, offering a specific reflection on the selection of executives and managers, as well as an analysis and assessment of the retention of professionals in healthcare institutions.

Explainability does not mitigate the negative impact of incorrect AI advice in a personnel selection task.

Despite the rise of decision support systems enabled by artificial intelligence (AI) in personnel selection, their impact on decision-making processes is largely unknown. Consequently, we conducted five experiments (N = 1403 students and Human Resource Management (HRM) employees) investigating how people interact with AI-generated advice in a personnel selection task. In all pre-registered experiments, we presented correct and incorrect advice. In Experiments 1a and 1b, we manipulated the source of the advice (human vs. AI). In Experiments 2a, 2b, and 2c, we further manipulated the type of explainability of AI advice (2a and 2b: heatmaps and 2c: charts). We hypothesized that accurate and explainable advice improves decision-making. The independent variables were regressed on task performance, perceived advice quality and confidence ratings. The results consistently showed that incorrect advice negatively impacted performance, as people failed to dismiss it (i.e., overreliance). Additionally, we found that the effects of source and explainability of advice on the dependent variables were limited. The lack of reduction in participants' overreliance on inaccurate advice when the systems' predictions were made more explainable highlights the complexity of human-AI interaction and the need for regulation and quality standards in HRM.

[Human resources in the National Health System. Medical education. SESPAS Report 2024]. / Recursos humanos del Sistema Nacional de Salud. Formación. Informe SESPAS 2024.

The problems posed by medical education in Spain are diverse. This paper analyzes the system currently used to select candidates who will be admitted to a public faculty of medicine in Spain and some issues arising from the unprecedented increase in both public and private medical schools in our country. The importance of generic competencies in today's medicine and the need to return to a core design in specialist training are other aspects that are discussed. The degree of development of advanced accreditation diplomas and areas of specific competence is also subject to analysis. Finally, the authors emphasize the importance of continuous professional development and the idea of professional recertification as a system that guarantees patients the quality of the care they receive.

Predictive validity of a selection instrument measuring resilience: The INSPIRE resilience scale.

Military personnel needs to be resilient to be able to remain effective, motivated, and in good mental and physical health. Military organizations select on resilience to determine whether candidates are psychologically fit for their job. The INSPIRE Resilience Scale (IRS) is such a selection instrument that aims to assess the psychological resilience potential of candidates in high-risk professions. A longitudinal predictive validity study was conducted in five European Defense organizations and in the Dutch National Police. The IRS was submitted in selection (N = 11,404), and criterion data about performance and health were collected in the second half of the first training year (N = 726). The results based on correlational and regression analyses showed that the IRS scores significantly predicted the criterion measures. Emotional stability, part of the IRS, turned out to be the best predictor. Results also showed that candidates who dropped out of training had significantly lower means on the IRS in selection than candidates who were still in training in the second half of the first training year. Overall, the IRS proved to be a valid instrument to assess resilience potential in candidates for high-risk professions. Selecting on resilience may therefore contribute to training success and reduction of health problems.

A methodology for personnel selection in business development: An interval type 2-based fuzzy DEMATEL-ANP approach.

The employee selection procedure holds significant importance for every company or organization involved in current economic activities. It is vital to underscore staff selection since it plays a crucial role in determining a firm's success. When a corporation selects a suitable applicant for a position and initiates the recruiting process, it might mark a critical point for the firm and substantially impact its functioning. In the present study, I utilized the trapezoidal interval type-2 (IT2) fuzzy Decision-Making Trial and Evaluation Laboratory (DEMATEL) - Analytic Network Process (ANP) methodology to conduct person selection. Additionally, statistically significant values for both the primary and secondary criteria related to staff recruitment were determined. The employment of square comparison matrices is essential for implementing the DEMATEL-ANP approach. The number of subcriteria for this application is equal to that of the alternative. The approach was successfully executed without facing any obstacles. The aim of this research was to investigate the viability of employing IT2 Fuzzy Systems to handle and control uncertainty efficiently. In addition, the implementation of sensitivity analysis plays a vital role in the context of multicriteria decision-making (MCDM) techniques.

Predictive Validity, Applicant Reactions, and Influence of Personal Characteristics of a Gamefully Designed Assessment / [Validez predictiva, reacciones de los candidatos e influencia de las características personales de una evaluación que utiliza juegos]

The use of game-related assessments (GRAs) in personnel selection is increasing. However, the type of GRA under investigation should be considered. This study focuses on game-based assessments, which closely resemble leisure-oriented videogames. We specifically examined a serious game that assesses personality traits (assertiveness, sociability, tolerance, and rules). We analyzed its predictive validity, applicant reactions, and the impact of personal and job-related factors on scores. The study included 182 participants who played the GRA and completed a Big Five questionnaire. Findings revealed that the game predicts adaptive performance, offering incremental value over the Big Five (ΔR2 = .107). Additionally, candidates reacted more positively to the GRA in terms of comfort and fit, although the effect size was small (d = -0.1757 and -0.3119, respectively). Relating to personal and job-related characteristics, only job experience significantly affected the assertiveness score, albeit with a small effect size (d = -0.3870).(AU)

Aumenta en el campo de la selección de personal la utilización de la evaluación relacionada con juegos (ERJ). El estudio se centra en la evaluación mediante juegos, un tipo de ERJ cercano a los videojuegos recreativos convencionales. En concreto se analizó un juego serio que mide rasgos de personalidad (asertividad, sociabilidad, tolerancia y reglas), investigando su validez predictiva, las reacciones de los candidatos y la influencia de las variables personales y laborales. En la investigación participaron 182 personas que jugaron a la ERJ y cumplimentaron un cuestionario de personalidad Big Five. Los resultados muestran la validez incremental de la ERJ con respecto a los Big Five en la predicción del desempeño adaptativo (ΔR2 = .107). Además, las reacciones fueron más positivas a la comodidad y al ajuste al puesto para la ERJ que para la prueba de personalidad, aunque con un tamaño del efecto modesto (d = -0.1757 y -0.3119). Con respecto a las características personales y laborales, la experiencia laboral se asoció a una mayor asertividad, aunque el efecto también es pequeño (d = -0.3870).(AU)

Assessing professionalism in mental health clinicians: development and validation of a situational judgement test.

BACKGROUND: Situational judgement test (SJT) scores have been observed to predict actual workplace performance. They are commonly used to assess non-academic attributes as part of selection into many healthcare roles. However, no validated SJT yet exists for recruiting into mental health services. AIMS: To develop and validate an SJT that can evaluate procedural knowledge of professionalism in applicants to clinical roles in mental health services. METHOD: SJT item content was generated through interviews and focus groups with 56 professionals, patients and carers related to a large National Health Service mental health trust in England. These subject matter experts informed the content of the final items for the SJT. The SJT was completed by 73 registered nurses and 36 allied health professionals (AHPs). The primary outcome measure was supervisor ratings of professionalism and effectiveness on a relative percentile rating scale and was present for 69 of the participating nurses and AHPs. Personality assessment scores were reported as a secondary outcome. RESULTS: SJT scores statistically significantly predicted ratings of professionalism (ß = 0.31, P = 0.01) and effectiveness (ß = 0.32, P = 0.01). The scores demonstrated statistically significant incremental predictive validity over the personality assessment scores for predicting supervisor ratings of professionalism (ß = 0.26, P = 0.03). CONCLUSIONS: These findings demonstrate that a carefully designed SJT can validly assess important personal attributes in clinicians working in mental health services. Such assessments are likely to represent evidence based, cost-effective tools that can support values-based recruitment to mental health service roles.

Visualizing Cross-Sections of 3D Objects: Developing Efficient Measures Using Item Response Theory.

Spatial ability is important for success in STEM fields but is typically measured using a small number of tests that were not developed in the STEM context, have not been normed with recent samples, or have not been subjected to modern psychometric analyses. Here, an approach to developing valid, reliable, and efficient computer-based tests of spatial skills is proposed and illustrated via the development of an efficient test of the ability to visualize cross-sections of three-dimensional (3D) objects. After pilot testing, three measures of this ability were administered online to 498 participants (256 females, aged 18-20). Two of the measures, the Santa Barbara Solids and Planes of Reference tests had good psychometric properties and measured a domain-general ability to visualize cross-sections, with sub-factors related to item difficulty. Item-level statistics informed the development of the refined versions of these tests and a combined measure composed of the most informative test items. Sex and ethnicity had no significant effects on the combined measure after controlling for mathematics education, verbal ability, and age. The measures ofcross-sectioning ability developed in the context of geology education were found to be too difficult, likely because they measured domain knowledge in addition to cross-sectioning ability. Recommendations are made for the use of cross-section tests in selection and training and for the more general development of spatial ability measures.

Effects of face masks on fairness in on-site personnel selection during a pandemic.

Introduction: Despite significant challenges, personnel selection procedures had to continue as on-site testing in the Covid-19 pandemic. Health and safety measures and specifically the use of face masks threaten to limit the fairness of cognitive testing and behavioral observation in the assessment center. Methods: In this study, we compare the performance and pass rates of pilot selection under three different conditions in the selection campaigns of 2019 (pre-pandemic), 2020 (health and safety measures without mask), and 2021 (health and safety measures with mask). Results: Mask wearing and other health and safety measures had no influence on the objective parameters of pilot selection. However, for some of the areas of competence in the assessment center subjective observability was rated lower for the condition with face masks. Discussion: We conclude that the fairness and precision of selection processes are not compromised by wearing face masks and that a high degree of standardization in diagnostic instruments prevents a partially reduced subjective observability from affecting the selection's outcome.

Validez Predictiva e Igualdad de Trato de la “Oposición” como Método de Selección para Inspectores de Hacienda y Técnicos de Hacienda del Estado / Predictive Validity and Equal Treatment of “Competition” as a Selection Method for State Treasury Inspectors and Treasury Technicians

La “oposición” es el método de selección de personal para los cuerpos superiores de la función pública española y cientos de miles de candidatos participan en las oposiciones cada año. A pesar de ello, permanece sin haberse estudiado su validez predictiva y sus potenciales efectos sobre la igualdad de trato para hombres y mujeres. Este artículo presenta dos estudios independientes dedicados establecer la validez predictiva y el grado de igualdad de trato de la “oposición”. En el primero se examinó con candidatos al Cuerpo de Técnicos de Hacienda. Los resultados indicaron una validez operativa ρ = .54 (N = 392) y un valor d de Cohen promedio de .14 para la igualdad de trato favorable a los hombres. El segundo estudio se realizó con candidatos al Cuerpo Superior de Inspectores de Hacienda y la validez operativa fue de ρ = .50 (N =.70) y la d de Cohen de .33 favorable a las mujeres. Los resultados indican que la “oposición” muestra una validez semejante o superior a la de los mejores instrumentos de selección de personal. Finalmente, se discuten las implicaciones para la práctica y se hacen recomendaciones para mejorar este sistema de acceso a la función pública.(AU)

The "competition” (“oposición” in Spanish) is the method of personnel selection for the higher Corps of the Spanish civil service, and hundreds of thousands of candidates participate in the competitive examinations each year. Despite this, its predictive validity and its potential effects on equal treatment for men and women remain unknown. This article presents two independent studies devoted to establishing the predictive validity and the degree of equal treatment of the "competition". In the first one, the validity was examined with candidates for the Corps of Treasury Technicians. The results indicated an operational validity ρ = .54 (N = 392) and an average Cohen's d value of .14 for equal treatment favorable to men. The second study was conducted with candidates for the Corps of Senior Treasury Inspectorate and the operational validity was ρ = .50 (N =.70) and Cohen's d of .33 favorable to women. The results indicate that the "competition" shows similar or superior validity to that of the best personnel selection instruments. Finally, implications for practice are discussed and recommendations are made to improve this system of access to the civil service.(AU)

Impact of Orthodontic Appliances on Hiring Prospects in Saudi Arabia: A Cross-Sectional Study.

This study provides valuable insights into the cosmetic impact of orthodontic appliances on job-hiring prospects in Saudi Arabia. Both ceramic braces and clear aligners are considered cosmetic corrective devices compared to traditional metallic braces. This survey-based, cross-sectional study used two models, one male, and one female. Four standardized smiling frontal photographs were taken for each model: one without any appliance and three with different orthodontic appliances (i.e., metal braces, ceramic braces, and clear aligners). The photographs of each model were shown to potential employers, followed by three questions for each photo to assess the employers' views on the applicants' professionalism, communication skills, and the likelihood of being hired. The survey was distributed via an electronic questionnaire to employers in Saudi Arabia, collecting feedback from 189 participants. The sample was collected from October 2022 to February 2023. The models' scores while wearing metal and ceramic bracket appliances were significantly lower than when the models were wearing clear aligners or were not wearing any appliance in each domain. In conclusion, orthodontic appliances have cosmetic implications that affect job-hiring prospects, with a higher chance of being hired if the candidate does not have an orthodontic appliance.

Comments on the articles dealing with individual performance criteria that are included in this special issue of Military Psychology.

Individual performance criterion measurement is central to effective personnel management in the military services, and to all other organizations as well. The articles in this special issue summarize the state of the art in all major phases of performance criterion development and assessment. The overall record, while it varies in terms of current progress across the major parts, is admirable. What's next is an equally thorough examination of the utility of validity.

¿Cuántos años tienes?, ¿estás casado?, ¿tienes hijos? preguntas irrelevantes y discriminación encubierta en la selección de personal / How old are you? are you married? do you have children? irrelevant questions and covert discrimination in personnel selection / Quantos anos você tem? você é casado? você tem filhos? perguntas irrelevantes e discriminação oculta na seleção de pessoal

La selección de personal ha demostrado ser un procedimiento de incalculable valor para las organizaciones. Sin embargo, en la práctica los empleadores suelen (y prefieren) utilizar los métodos de selección de escaza y cuestionable evidencia. En el contexto boliviano, el uso de preguntas personales relacionadas a la edad, estado civil, sexo, raza, embarazo, entre otros, parece estar bastante extendido. Aunque, la utilidad que justifique su inclusión sigue sin demostrarse. En el presente artículo, analizo la relevancia y el soporte de las preguntas personales en función de su contribución para tres propósitos de la selección de personal: validez para predecir el desempeño laboral, reclutamiento y discriminación. Finalmente, proporciono algunas sugerencias: (1) para mejorar la eficiencia de los procesos de selección, y (2) para enmendar y fortalecer las leyes contra la discriminación en la selección de la legislación laboral boliviana.

The selection of personnel has proven to be an invaluable procedure for organizations. However, in practice employers often (and prefer) to use the selection methods of scarce and questionable evidence. In the Bolivian context, the use of personal questions related to age, marital status, sex, race, pregnancy, among others, seems to be quite widespread. Although the usefulness that justifies its inclusion remains unproven. In this article, I analyze the relevance and support of personal questions based on their contribution to three purposes of personnel selection: validity to predict job performance, recruitment, and discrimination. Finally, I provide some suggestions: (1) to improve the efficiency of the selection processes, and (2) to amend and strengthen the laws against discrimination in the selection of Bolivian labor law.

A seleção de pessoal provou ser um procedimento inestimável para as organizações. No entanto, na prática, os empregadores costumam (e preferem) usar métodos de seleção de evidências escassas e questionáveis. No contexto boliviano, o uso de perguntas pessoais relacionadas à idade, estado civil, sexo, raça, gravidez, entre outros, parece ser bastante difundido. Embora a utilidade que justifique a sua inclusão permaneça não comprovada. Neste artigo, analiso a relevância e o suporte de perguntas pessoais com base em sua contribuição para três propósitos de seleção de pessoal: validade para prever o desempenho no trabalho, recrutamento e discriminação. Finalmente, apresento algumas sugestões: (1) melhorar a eficiência dos processos de seleção e (2) alterar e fortalecer as leis contra a discriminação na seleção da legislação trabalhista boliviana.

Factors Influencing Underrepresented in Medicine Urologist Recruitment to Academic Institutions.

INTRODUCTION: We characterize factors associated with recruitment of underrepresented in medicine urology trainees and faculty to academic institutions given the excessive disparity between urology and other fields of medicine. METHODS: A database of urology faculty and residents in Accreditation Council for Graduate Medical Education programs was created. Demographic data were obtained from departmental websites, Twitter, LinkedIn, and Doximity. Program prestige was defined by U.S. News and World Report rankings. Program location and city size were determined using the U.S. Census data. Multivariable analysis was performed assessing the association of gender, AUA section, city size, and rankings on underrepresented in medicine recruitment. RESULTS: Of urologists in this study 8.7% were underrepresented in medicine status. More women urologists were underrepresented in medicine (31.4%) than non-underrepresented in medicine (21.3%; P < .001). Factors predictive of more underrepresented in medicine urologists were practice in South Central AUA section (OR 2.1, P = .04), and medium metro areas (OR 1.6, P < .01). Among residents, factors predictive of more underrepresented in medicine urologists were female gender (P < .001), living in medium metro areas (P = .03), and training in top 10 programs (P = .001). Underrepresented in medicine faculty were more likely to be women compared to non-underrepresented in medicine faculty (P = .05). Pearson correlation test found no association between the presence of underrepresented in medicine faculty and underrepresented in medicine residents (r = 0.20). CONCLUSIONS: Underrepresented in medicine urology residents and faculty were more likely to be women, compared to non-underrepresented in medicine residents and faculty. Underrepresented in medicine residents are more prevalent in medium metro areas and in top 10 programs. More underrepresented in medicine faculty status was not associated with more underrepresented in medicine residents.

A Pioneer Project of a School Psychotechnic Center (1920) / [Un proyecto pionero de un centro de psicotecnia escolar (1920)]

Emilio Mira y López (1896-1964) was the great international figure of Spanish applied psychology in the first half of the 20th century. His work “The selection of drivers for the Bus General Company” (1922) was a key contribution to the development of personnel selection and the evaluation of professional skills in Spain. Another relevant work, but scarcely cited, has been “Initiation of school children in social life. Necessity of establishing vocational guidance schools or institutes. Means for their creation and development”, to which this article is dedicated. Mira’s work consists of three parts (a) the social preparation of the child at school, (b) the need to establish vocational guidance schools or institutes, and (c) the means for its creation and development. Mira makes a distinction between guidance and selection tasks and discusses various practical aspects such as the minimum working hours of such centers, the structure of the guidance process, and the guidance functions of the center. Finally, the article summarizes Mira’s theoretical and practical contribution.(AU)

Emilio Mira y López (1896-1964) ha sido la gran figura internacional de la psicología aplicada española de la primera mitad del siglo XX. Su artículo, “La selección de conductores de la para la Compañía General de Autobuses” (1922) supuso una aportación fundamental para el desarrollo de la selección de personal y la evaluación psicológica de las capacidades profesionales en España. Otro trabajo relevante, pero escasamente citado, ha sido “Iniciación de la infancia escolar en la vida social. Necesidad de establecer escuelas o institutos de orientación profesional. Medios para su creación y desenvolvimiento”, al que está dedicado el presente artículo. El trabajo de Mira consta de tres partes (a) la preparación social del niño en la escuela, (b) la necesidad de establecer escuelas o institutos de orientación vocacional y (c) los medios para su creación y desarrollo. Mira hace una distinción entre las tareas de orientación y selección y aborda varios aspectos prácticos como las horas mínimas de trabajo de esos centros, la estructura del proceso de orientación y las funciones de orientación del centro. Finalmente, el artículo hace un resumen de la aportación teórica y práctica de Mira.(AU)

Implementing Holistic Review Practices in a Pulmonary and Critical Care Fellowship.

Background: Medical schools have used holistic review in admissions to increase mission-aligned enrollment of students from backgrounds underrepresented in medicine. Graduate medical education programs have increasingly followed suit. However, there is a paucity of literature regarding holistic review at the fellowship level. Objective: Here, we share our experience implementing the Association of American Medical Colleges core principles of holistic review during the 2021 recruitment cycle. Methods: We used a partially asynchronous and online learning strategy to train division members on the principles of holistic review. Following the match, we conducted a survey of faculty members and fellows to understand their opinions on our holistic review training and implementation. Results: Although few of our colleagues clearly understood holistic review before the training, they were able to identify broad-based criteria that aligned with our division's mission and balanced applicants' experiences, attributes, competencies, and metrics. These were viewed as better selection criteria than traditional measures and were incorporated into the individualized consideration of applicants. Our survey had a 41.5% response rate, with 10 of 22 fellows and 24 of 60 faculty members responding. Most faculty members and fellows agreed that holistic review decreases socioeconomic disparities in fellowship recruitment (79.2% and 80.0%, respectively) and promotes inclusion and diversity (83.3% and 90.0%, respectively). Faculty members appeared more confident than fellows that our training efforts had influenced recruitment. All respondents agreed that it would be critical for such training to be repeated yearly. Conclusion: Although this was a single-institution experience, implementing holistic review was feasible and well received by faculty and fellows.

Profesionales médicos cubanos para la atención primaria de salud: el caso de Portugal / Cuban health personnel for primary health care: the Portugal case

RESUMEN Objetivo Analizar el proceso de contratación de médicos cubanos por parte del Gobierno de Portugal y comprender la percepción de los profesionales cubanos sobre el ejercicio de la profesión en el exterior. Métodos Se realizó un estudio de caso cualitativo-descriptivo-analítico, con triangulación de datos a partir de la recolección de información de múltiples fuentes de evidencia. Se entrevistó a un total de 16 informantes clave, se analizaron documentos y se realizó observación directa. Resultados Los resultados más evidentes muestran que se estableció una cooperación para hacer frente a la escasez crónica de médicos en atención primaria; la elección de médicos de nacionalidad cubana tiene una dimensión política. Se llevó a cabo un acuerdo entre las partes para permitir el registro de médicos cubanos en la Orden de Médicos de Portugal. Conclusiones Hubo un resultado positivo en la contratación de médicos cubanos por parte de Portugal, ya que aumentó el número de usuarios con acceso a los servicios y también se tuvo una brecha de tiempo para que el gobierno tomara algunas medidas para mitigar el problema de la escasez de médicos.

ABSTRACT Objective To analyze the process of recruitment of Cuban doctors by the government of Portugal and to understand the perception of these Cubans about the exercise of their professions abroad. Methods A qualitative-descriptive-analytical case study was carried out, with data triangulation, based on the collection of information from multiple sources of evidence. Sixteen key informants were interviewed, documents were analyzed, and direct observation was carried out. Results The most evident results demonstrate that the cooperation was established to address the chronic shortage of doctors in primary care; the choice of Cuban doctors had a political dimension. An arrangement was made to enable the registration of Cuban doctors in the Portuguese Medical Association. Conclusions There was a positive outcome in the recruitment of Cuban doctors by Portugal since it increased the number of patients with access to services, and allowed a time gap for the government to take some measures in order to mitigate the problem of shortage of doctors.