目的：本研究旨在探討醫院如何透過最適宜的招募及甄選活動，以選擇合適且優秀之各類專業人員，故期望藉由各醫院招募管道及甄選工具使用頻率之調查，探討其與醫院規模間之關聯性，並比較各類人員甄選工具使用頻率之差異，更進一步分析招募各項成本及其可能達成之效益，以提供作為醫院未來在選擇招募管道及甄選工具等策略之參考。方法：本研究之問卷調查對象為醫策會所公佈之全國約500家醫院，採分層隨機抽樣方法進行調查，總共寄發問卷350份，回收98份、有效82份，有效回收率為23.43％。結果：研究結果發現，除醫師最常使用雜誌廣告之招募管道徵才外、其餘各類人員皆以網路徵才使用頻率最高，而各類人員最常使用的甄選工具皆為審核個人基本資料，另醫院規模對招募及甄選方式之使用差異性頗高。 結論：各甄選工具的使用頻率呈高度相關，招募管道成效與使用頻率間關係是否顯著則現不同專業人員而異。建議未來後續研究者可進一步根據企業及醫療機構的不同情況，探討其招募及甄選活動之差異。

Objectives: The purpose of this study is to discuss how hospitals select suitable and excellent professionals through appropriate recruitment and screening activities. Through investigation on the frequency of usage of hospital recruitment channels and screening tools, this study discussed their relationships with the scale of hospitals and compared the differences of usage frequency, and further analyzed each cost of recruitment and possible benefit. The results are provided to hospitals as reference on future recruitment and screening. Methods: Out of 500 hospitals listed in the bulletin of The Taiwan Joint Commission on Hospital Accreditation, 350 were targeted as subjects based on stratified random sampling. A total of 350 questionnaires were distributed, 98 were returned, and 82 were valid; the valid return rate was 23.43%. Results: The results showed that the most common recruitment channel for doctors is magazine ad, and that for other staffs is Internet. The most common screening tool is reviewing personal profile. The scale of hospitals showed significant difference in recruitment and screening methods, and high correlation with usage frequency. Conclusion: The effect of the recruitment channel on the usage frequency of related tools and methods varies for different professionals. It is suggested to future researches to discuss the difference between the recruitment and screening activities based on different characteristics of corporations and medical institutes.