Document Type : Original Article


Department of Forecasting and Theory Building, The Iranian Academy of Medical Sciences, Tehran, Iran


BACKGROUND: Employing appropriate and deserving staff is goal of human resource
management (HRM). A group of staff at medical science universities are clinical teachers. Considering
the position and importance of these peoples, this study addresses the challenges of recruiting
clinical teachers.
MATERIALS AND METHODS: This is a qualitative study of the conventional content analysis done
in Isfahan medical university in 2018. The participants were selected through intensity sampling of
purposive sampling method, and data were obtained through semi‑structured interviews conducted
to survey 23 experts and clinical faculty members concerning the challenges involved in employing
clinical teachers. Data were analyzed using conventional content analysis method and OneNote 2013.
RESULTS: Two main categories and ten subcategories were classified as follows: HRM inadequacy
in educational departments with six subscales such as indefiniteness of the workforce status for HR
managers, reluctance of educational departments to increase human resources, nonproportionality
of the teacher–student ratio, recruitment of faculty based on the needs in the treatment sector,
weakness of the infrastructure to use nonfaculty teachers, and reduced public interest in employment
as a faculty and weakness of the selection process with four subscales based on data analysis such
as undesirable manner of selection, recruitment based on the score given by the national board of
medical examiners, purpose‑based calls to recruit predefined individuals, and personal and emotional
issues, rather than managerial standards, governing cooperation with teachers.
CONCLUSION: Recruitment process is part of HRM tasks. Employment system in a medical
sciences university must be considered to improve the clinical faculty recruitment. HRM inadequacy
in educational departments and weakness of the selection process are challenges that affect the
employment system. According to these findings, it is necessary to review the regulations and tasks
of HRM in medical sciences universities.


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