ORIGINAL RESEARCH article
Front. Public Health
Sec. Public Health Policy
Volume 13 - 2025 | doi: 10.3389/fpubh.2025.1682732
A Study on the Demand for High-Level Talent Recruitment in Tertiary Public Hospitals in Chongqing Based on the Kano Model
Provisionally accepted
- 重庆医科大学, 重庆市, China
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Objective:This study examines the recruitment demands for high-level talent at tertiary public hospitals in Chongqing, providing scientific evidence to assist hospital administrators in formulating optimized strategies for attracting such personnel. Method:A stratified random sampling method was employed to investigate the recruitment demands for high-level talent in tertiary public hospitals in Chongqing. Quantitative analysis was conducted using the Kano model and Better-Worse matrix analysis. Results:The Kano analysis identified that among the 20 high-level talent recruitment demands, the majority were categorized as one-dimensional and attractive demands, with only talent incentive schemes, career development opportunities, and performance appraisal systems being must-be demands.The Better-Worse analysis revealed 6 must-be, 5 attractive, 6 one-dimensional ,and 3 indifferent demands. Ranked according to the priority of high-level talent recruitment demands, the top five demands are: a scientifically sound and reasonable performance appraisal system; opportunities for professional development; talent incentive measures; receiving respect and care; and generous remuneration packages. Conclusion:In the recruitment of high-level talents, Must-be demands are the core factor, One-dimensional demands are the paramount priority, and attractive demands serve as supplementary factors. When formulating talent recruitment strategies, hospital administrators should adopt targeted measures to prioritize fulfilling the must-be demands of of high-level talents, enhance their one-dimensional demands, and elevate their attractive demands. They must fully consider the importance and priority of different demands, identify the key strengths and weaknesses in talent acquisition, and continuously and dynamically monitor shifts in the demands of high-level talent.
Keywords: Kano model, talent recruitment demands, High-level talent, Public hospitals, Chongqing
Received: 12 Aug 2025; Accepted: 17 Oct 2025.
Copyright: © 2025 Liu, Dai, Wen, Deng and Li. This is an open-access article distributed under the terms of the Creative Commons Attribution License (CC BY). The use, distribution or reproduction in other forums is permitted, provided the original author(s) or licensor are credited and that the original publication in this journal is cited, in accordance with accepted academic practice. No use, distribution or reproduction is permitted which does not comply with these terms.
* Correspondence: Jing Li, 3249222574@qq.com
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