Research on current situation and problems of recruiting civilian personnel in military hospitals

Background　In recent years, the recruitment of civilian personnel in military hospitals has faced challenges such as low recruitment rates in core specialties and a shortage of high-caliber professionals, which have emerged as significant constraints on the development of military hospital civilian workforce.Objective　To investigate the recruitment status of civilian personnel, identify systemic constraints, and formulate evidence-based improvement strategies.Methods　A comparative analysis of Chinese and foreign civilian personnel systems was conducted through literature review methodology, while questionnaire surveys and interviews were administered to assess the social impact and positional stability of civilian posts, and the social impact and positional stability of postgraduate graduates from five medical academies and four categorized military medical institutions were systematically analyzed through empirical investigation methodologies.Results　Literature review findings indicated that Chinese military civilian personnel recruitment mechanisms were less diversified and flexible than foreign counterparts. Questionnaire survey data revealed that primary determinants influencing graduates' career decision-making were positional stability (formal tenure status), compensation packages, and career development platforms. Military medical institutions maintained actual civilian personnel onboarding rates below 50%. Unit hierarchy analysis revealed lower institutional grades and less developed host cities correlated with reduced recruitment rates. Professional distribution examination demonstrated financial, engineering, nursing, and pharmaceutical positions exhibited relatively higher recruitment performance, while medical specialties showed the lowest recruitment rates. Educational attainment assessments indicated persistent challenges in supplementing highly-educated professionals and top-tier talent. Regional economic evaluations demonstrated higher attrition rates in developed areas were principally attributed to household registration restrictions and elevated living costs.Conclusion　Although the competition for civil servant positions is becoming increasingly fierce, there are also problems including disproportionate application distribution across specialties, suboptimal institutional recruitment rates, and persistent difficulties in attracting high-caliber professionals and core field specialists. Strategic solutions involving formulating compensation policies aligned with market competition principles, refining position qualification frameworks, establishing recruitment coordination mechanisms, and enhancing public awareness campaigns demonstrate significant potential to address these systemic issues.