I'd say that with those numbers you'd be in the top 50% of those applying to ENT, so go for it. I'm not sure what the current numbers are but I think they are holding pretty steady in that at worst 2/3 applicants match. It's probably slightly higher than that many years. Still with a 30% non-match rate that can be pretty scary.
I'd agree with the above in that you really want to try to get some publications out there if possible, but even without one, being able to describe the research in detail is worth points on the interview.
Here is what our committee looked for at the 2 schools where I've been involved with matching residents:
Paperwork Criteria, when deciding who to invite for an interview:
#1 - Step I
#2 - Class rank
#3 - Letters of Recommendation
#4 - Research (some schools rank this higher, but I was at 2 clinical programs)
#5 - Rotation Grades
#6 - AOA
#7 - Bonus stuff - extracurricular activities (some pheonomenal sports thing, or working as a museum curator, or having artwork published, or whatever)
#8 - Quality of the med school
Each bullet outranked the next one in importance, so if there were 2 candidates who looked similar, the chairman would keep looking to see if the next bullet broke the tie. If #7 is really special it could trump a lot of the above bullets. For example, there was a guy who played NCAA Div I ball for a team that went to the Final Four. He played all 4 years in college and then played a year of European ball before going to med school. His extracurricular stuff earned him an interview even though his numbers weren't as great.
In the Interview, at least at my program, the criteria were
#1 - Personality
#2 - Personality
#3 - Personality
In other words, once you made the interview, your academics were good enough to match. The question was whether you'd be a good fit for the personailty of the program. Every department has a different one and the better the chemistry among residents and between faculty members, the better the department is overall. Anyone who has been on a team with a great chief and good residents or who has been with a terrible chief and bitter residents knows this. I think that is particularly true in ENT when most of the ENT teams are small groups.