Student Recruitment in Allied Healthcare and Nursing Programs

Lacy Newsom

This study was conducted at a higher education institution in the southeastern United States to address the problem of declining and inconsistent application numbers in allied healthcare and nursing programs. These Associate in Science degree programs have experienced downward or unstable application trends since the onset of COVID-19. Guided by the human performance technology (HPT) model, the study investigated this problem using literature, evidence-based research, and performance analysis procedures.The HPT model served as the conceptual framework throughout the process. Performance analysis examined the institution’s current and desired states by analyzing mission statements, goals, and application data. The organizational elements model (OEM) was applied to code and organize institutional documents. Additional data collection included interviews with program directors and a survey adapted from the Healthcare Career Choice/Nursing Career Choice Scale, distributed to applicants and enrolled students. The survey also incorporated demographic questions and open-ended responses about participants’ experiences with program entry. Data analysis was conducted using coding procedures and the Statistical Package for the Social Sciences (SPSS). Gaps were identified and organized using Rothwell’s six-cell gap analysis, after which stakeholders ranked them by criticality. The top three gaps—limited face-to-face social interaction, lack of student understanding about the profession and programs, and overwhelming program requirements—were selected for root cause analysis. Root causes were examined through stakeholder discussions, the Five Whys method, and fishbone diagrams, with stakeholders prioritizing causes based on urgency and feasibility. Interventions were designed through Van Tiem et al.’s (2012) preliminary, survey, and selection phases. Selected interventions included a virtual open house, student testimonial videos, and a job aid summarizing prerequisite requirements. These interventions were categorized under communication networks, communities of professional practice, and job aids. Their design and development were guided by Van Tiem et al.’s (2012) eight-step tool, while implementation planning was structured with Gantt charts and supported by Kotter’s eight-step change management model (Kotter, 2012). Evaluation followed the full-scope model, incorporating formative, summative, and confirmative evaluations to assess effectiveness before, during, and after implementation. Summative evaluation results provided constructive feedback, informing continuous improvement of the intervention set. The study has both organizational and societal implications. Other departments may adopt the HPT model within the institution to analyze challenges or replicate interventions for similar issues. Externally, successful implementation could strengthen the regional healthcare workforce by increasing program applicants and, ultimately, graduates entering the field. This dissertation in practice reinforced the importance of maintaining solution-neutrality and reflexivity while addressing complex organizational challenges. The process enhanced my development as a practitioner and a leader, contributing to professional growth and advancing evidence-based practice in higher education.

Student Recruitment in Allied Healthcare and Nursing Programs

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Student Recruitment in Allied Healthcare and Nursing Programs

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