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Dissertation
Improving the Full-Cycle Recruitment Process at an Academic Medical Center
University of West Florida Libraries
Doctor of Education (EDD), University of West Florida
2025
Abstract
This dissertation explored the complexities of full-cycle recruitment processes for college of medicine (COM) physicians in an academic medical center (AMC) on the west coast of Florida. AMCs face unique challenges due to their multifaceted mission areas of teaching, research, clinical care, community health improvement, and intricate organizational structures. These complexities often have resulted in inefficiencies, fragmented communication, and inconsistencies in onboarding and orientation. In this study, I addressed these challenges through a performance improvement initiative guided by the human performance technology (HPT) and human performance improvement (HPI) models by proposing and implementing an innovative tracking system to streamline processes and improve stakeholder satisfaction.
In Chapter 1, I frame the problem of practice, identifying significant challenges in the recruitment, onboarding, and orientation processes for newly hired COM physicians at the AMC. Recent organizational changes, including establishing a managed service organization (MSO), had exacerbated inefficiencies and underscored the need for intervention. The research highlighted the urgency, feasibility, and strategic importance of improving these processes, emphasizing transparency, efficiency, and stakeholder satisfaction. I conducted a review of relevant literature on physician recruitment and onboarding to support the study’s foundation and drew on examples, such as technology-enabled onboarding and standardized orientation programs, that enhance efficiency and reduce early turnover.
In Chapter 2, I provide a comprehensive analysis identifying key performance gaps and their root causes, including organizational silos, inconsistent processes, and communication barriers between the COM, affiliated Hospital, and MSO. Using quantitative and qualitative methodologies, I uncovered systemic inefficiencies that impeded recruitment and onboarding. In my recommendations, I prioritized a centralized tracking system to enhance coordination, standardized protocols, and improved transparency across stakeholder groups. I used stakeholder feedback and iterative evaluations to guide the design of interventions aligned with the AMC’s strategic goals, fostering a cohesive approach to recruitment and onboarding.
In Chapter 3, I explore designing and implementing a full-cycle recruitment tracking system developed using Monday.com, a cloud-based platform with customizable workflows and real-time reporting capabilities. This system integrated automated communication tools, streamlined workflows, and facilitated cross-functional collaboration mechanisms to address inefficiencies. The phased implementation process included extensive stakeholder training, iterative optimization, and proactive engagement to overcome potential barriers such as resistance to change and technical challenges. Evaluative frameworks like the Dessinger-Moseley full-scope evaluation model (Dessinger & Moseley, 2006) ensured the intervention’s alignment with organizational objectives and sustainability.
In Chapter 4, I conclude with a comprehensive review of intervention findings, implications, and recommendations. The tracking system implementation yielded measurable improvements, including reduced time-to-hire, increased task completion rates, and enhanced stakeholder satisfaction. The intervention also promoted equity and social impact by standardizing workflows, reducing bias, and fostering inclusivity in recruitment processes. Reflexivity and continuous stakeholder engagement ensured the intervention’s adaptability to evolving organizational needs. Future research opportunities include leveraging predictive analytics to optimize workforce planning, assessing the system’s impact on diversity and retention, and scaling the approach to other health care settings.
Overall, this study demonstrated the power of a structured, theory-driven approach to addressing operational inefficiencies in complex health care systems. By integrating innovative solutions with established performance improvement frameworks, the intervention addressed immediate challenges and laid the foundation for sustainable organizational excellence. The findings underscore the importance of transparency, stakeholder collaboration, and strategic alignment in driving meaningful change in complex health care environments.
Details
- Title
- Improving the Full-Cycle Recruitment Process at an Academic Medical Center
- Resource Type
- Dissertation
- Contributors
- Jacqueleen Reyes Hull (Committee Member)Holley Handley (Advisor)
- Publisher
- University of West Florida Libraries; Argo Scholar Commons
- Format
- pdf
- Number of pages
- 365
- Copyright
- Unpublished work © Tiffany Marie Brown
- Identifiers
- 99381559332806600
- Academic Unit
- School of Education
- Language
- English
- Awarding Institution
- University of West Florida; Doctor of Education (EDD)
- Theses and Dissertations
- Doctor of Education (EDD), University of West Florida