Table 2 Comparison of selection process in a centralized vs decentralized country
From: Different approaches to selection of surgical trainees in the European Union
| Â | Â | Centralized (Ireland) | Decentralized (Sweden) |
Governing body responsible for training | Â | Royal College of Surgeons UNIVERSITY based education | Local Hospital APPRENTICESHIP model. Guidelines from Swedish surgical Society and National Board of Health and Welfare |
Announcement of training positions | Â | Core Surgical Training positions are announced once/year and open to all eligible applicants. | Local traditions at each recruiting hospital. Locum positions are customarily not externally announced. |
Application process | |||
|  | Checklist of eligibility, required documents and exams | Checklist available | No standardization or checklist exist Trainee positions are internally and/or externally announced depending on employer’s choice. |
Personal letter | - | Email or letter to head of surgical department or head surgeon responsible for trainee doctors | |
CV | Standardized. 1) Verification of presentations, publications 2) case reports 3) audits 4) attendance at meetings, courses | Not standardized No checklist available | |
Reference forms | Two references required | Not standardized Contact details to one or two references | |
Letter of support from supervisor | If applicable | - | |
Exams | 1. MRCS Part A/B results If applicable 2. Verification of Eligibility for the Irish Medical Council Trainee Division | Medical exam and passed internship resulting in medical license. | |
Assessment of candidates | |||
Tool | IRELAND | SWEDEN | |
Exams | Undergraduate academic record 15% of total score | Objective assessment | Pass/fail medical exam |
Aptitude | Surgical Aptitude 15% of total score | Psychomotor skills, Visuospatial ability perception Laparoscopy test | Not investigated |
Interview | Multiple Mini Mini Interviews at four stations, each lasting 8 min, 2 faculty members interview and rate individually | No guidelines exist. All interviews differ between hospitals and depend on the head of departments own structure. Clinical scenarios are not customarily assessed. | |
Clinical judgment 15% of total score | Structured sequential clinical scenario × 2 | ||
Interpersonal skills 15% of total score | Communication Teamwork/Leadership Crisis management Negotiation/conflict resolution | ||
Professional Development 15% of total score | Clinical research projects Attendance at meetings /courses Audit projects Teaching activities | ||
Suitability for speciality training 15% of total score | References Motivation/drive Knowledge of speciality Time/stress management Work ethic/professionalism | ||
Score & ranking | Ranking of candidates. Highest score chose first | Maximum score 100 | Not performed in a structured and transparent manner |
Cut | After 2 years selection for higher surgical training is conducted | - | |