Recruitment Of Professionals Research Articles

Recruitment and retention in the dental workforce: the benefits of a strengths-based approach

The NHS is facing a crisis in recruitment and retention of dental professionals. In order to tackle this problem, we need to explore new avenues. One evidence-based approach is strengths-based recruitment (SBR), in which employees’ natural talents and strengths are matched to particular roles. This has been shown to improve not only employee retention but also engagement, wellbeing and job satisfaction. This paper presents, for the first time, the concepts and benefits of SBR in relation to dentistry.

Health care professional recruitment of patients and family carers to palliative care randomised controlled trials: A qualitative multiple case study.

Trial participant recruitment is an interactional process between health care professionals, patients and carers. Little is known about how clinicians carry out this role in palliative care trials and the reasons why they do or do not recruit participants. To explore how clinicians recruit to palliative care trials, why they choose to implement particular recruitment strategies, and the factors that influence their choices. A qualitative multiple case study of three UK palliative care trials. Data collection included interviews and study documentation. Analysis involved developing and refining theoretical propositions, guided by the '6Ps' of the 'Social Marketing Mix Framework' as an a priori framework (identifying participants, product, price, place, promotion and working with partners). Framework Analysis guided within and then cross-case analysis. Study investigators and research staff (n = 3, 9, 7) from trial coordinating centres and recruitment sites (hospice and hospital). Cross-case analysis suggests the 'Social Marketing Mix Framework' is useful for understanding recruitment processes but wider contextual issues need to be incorporated. These include the 'emotional labour' of diagnosing dying and communicating palliative and end-of-life care to potential participants and how the recruitment process is influenced by the power relationships and hierarchies that exist among professional groups. These factors can lead to and support paternalistic practices. Those planning trials need to ensure that trial recruiters, depending on their experience and trial characteristics, have access to training and support to address the 'emotional labour' of recruitment. The type of training required requires further research.

Research on the Impact and Development of Fintech on Banks

This paper studies the effect of fintech on the development and transformation of banks, and selects several large commercial banks in China to compare their total investment in fintech in the past three years. The results show that in recent years, commercial banks have paid more and more attention to fintech, and their annual total investment in fintech keeps rising. In addition, effective risk control and the recruitment and retention of fintech professionals are two key factors in the digital transformation process of banks. When cooperating with fintech companies and developing products, banks need to establish a stable regulatory review process system to reduce the leakage of confidential data and the possibility and risk of high-tech product loopholes. Meanwhile, businesses ought to pay more attention to the recruitment of professional and technical talents, and narrow the salary level with IT companies by increasing salaries and benefits, so as to retain the employees who develop fintech products.

Expansion of testing, isolation, quarantine, e-health and telemonitoring strategies in socioeconomically vulnerable neighbourhoods at primary healthcare in the fight against COVID-19 in Brazil: a study protocol of a multisite testing intervention using a mixed method approach

IntroductionThe key tools for mitigating the impact of COVID-19 and reducing its transmission include testing, quarantine and isolation, as well as telemonitoring. Primary healthcare (PHC) can be essential in increasing...

“I just ended up in nursing”: Inequalities in health professions education and migration aspirations among medical and nursing students in Ghana

This paper investigates educational experiences and the factors that shape the intention to migrate among current students enrolled in nursing and medical schools within migrant sending nations. The focus on nursing and medical students reflects the existence of a global labor market in which there is a demand for the international recruitment of health professionals. Empirically, this research is situated in Ghana, West Africa, a country that has faced large scale emigration of its professional and skilled labor force. Based on individual and focus group interviews with students in Ghana, this paper argues that stratification within secondary and tertiary educational institutions; lack of access to selective institutions and programs of first choice; and inadequate resources within the institutions where they receive training, fuel the desire to migrate. Findings reveal how stratification in educational prestige in medicine inheres within an immigrant sending country, and how it in turn shapes the desire for prospective health professionals to migrate [with the United States as their most desired destination]. Conceptually, this research contributes to studies going beyond the “brain drain” frame in discussions of the migration of health professionals. It reveals migration desires that are imagined as part of a transient stage in the life course, to escape under resourced educational environments, build human capital, broaden life goals, and to return to contribute to the homeland.

A continent-wide effort and solidarity at curbing COVID-19 pandemic: the Africa task force for novel coronavirus (AFTCOR) infection prevention and control technical working group’s experience

A continent-wide Africa Task Force for Coronavirus with its six technical working groups was formed to prepare adequately and respond to the novel Coronavirus disease (COVID-19) outbreak in Africa. This research in practice article aimed to describe how the infection prevention and control (IPC) technical working group (TWG) supported Africa Centre for Disease Control and Prevention (Africa CDC) in preparedness and response to COVID-19 on the continent. To effectively address the multifaceted IPC TWG mandate of organizing training and implementing rigorous IPC measures at healthcare service delivery points, the working group was sub-divided into four sub-groups—Guidelines, Training, Research, and Logistics. The action framework was used to describe the experiences of each subgroup. The guidelines subgroup developed 14 guidance documents and two advisories; all of which were published in English. In addition, five of these documents were translated and published in Arabic, while three others were translated and published in French and Portuguese. Challenges faced in the guidelines subgroup included the primary development of the Africa CDC website in English, and the need to revise previously issued guidelines. The training subgroup engaged the Infection Control Africa Network as technical experts to carry out in-person training of IPC focal persons and port health personnel across the African continent. Challenges faced included the difficulty in conducting face-to-face IPC training and onsite technical support due to the lockdown. The research subgroup developed an interactive COVID-19 Research Tracker on the Africa CDC website and conducted a context-based operation and implementation research. The lack of understanding of Africa CDC’s capacity to lead her own research was the major challenge faced by the research subgroup. The logistics subgroup assisted African Union (AU) member states to identify their IPC supply needs through capacity building for IPC quantification. A notable challenge faced by the logistics subgroup was the initial lack of experts on IPC logistics and quantifications, which was later addressed by the recruitment of professionals. In conclusion, IPC cannot be built overnight nor can it be promoted abruptly during outbreaks of diseases. Thus, the Africa CDC should build strong national IPC programmes and support such programmes with trained and competent professionals.

Optimalisasi Pengembangan Usaha Mikro Kecil dan Menengah (UMKM) dalam Meningkatkan Perekonomian Masyarakat (Studi pada UMKM di Desa Tamansuruh Banyuwangi)

This study aims to identify the problems faced and develop strategies for developing UMKM as a form of optimization in improving the economy in Tamansuruh Village Banyuwangi. This research method uses a descriptive qualitative approach. Data collection techniques used are observation, interviews and documentation. Data analysis used interactive analysis consisting of reducing data, presenting data and drawing conclusions. The results of this study indicate that in general the problems faced by MSME actors in Tamansuruh Village include capital, marketing, human resources, facilities and infrastructure, the introduction of information technology, so that UMKM in Tamansuruh Village have not been able to run optimally. the strategies obtained are minimizing financing, considering the risks of the decisions made and conducting professional recruitment.

Factors Associated With Health Care Professionals’ Choice to Practice in Rural Minnesota

Rural health inequities are due in part to a shortage of health care professionals in these areas. To determine the factors associated with health care professionals' decisions about where to practice. This prospective, cross-sectional survey study of health care professionals in Minnesota was administered by the Minnesota Department of Health from October 18, 2021, to July 25, 2022. Advanced practice registered nurses (APRNs), physicians, physician assistants (PAs), and registered nurses (RNs) renewing their professional licenses were eligible. Individuals' ratings on survey items related to their choice of practice location. Rural or urban practice location as defined by the US Department of Agriculture's Rural-Urban Commuting Area typology. A total of 32 086 respondents were included in the analysis (mean [SD] age, 44.4 [12.2] years; 22 728 identified as female [70.8%]). Response rates were 60.2% for APRNs (n = 2174), 97.7% for PAs (n = 2210), 95.1% for physicians (n = 11 019), and 61.6% for RNs (n = 16 663). The mean (SD) age of APRNs was 45.0 (10.3) years (1833 [84.3%] female); PAs, 39.0 (9.4) years (1648 [74.6%] female); physicians, 48.0 (11.9) years (4455 [40.4%] female); and RNs, 42.6 (12.3) years (14 792 [88.8%] female). Most respondents worked in urban (29 456 [91.8%]) vs rural (2630 [8.2%]) areas. Bivariate analysis suggested that family considerations are the most important determinant of practice location. Multivariate analysis revealed that having grown up in a rural area was the strongest factor associated with rural practice (odds ratio [OR] for APRNs, 3.44 [95% CI, 2.68-4.42]; OR for PAs, 3.75 [95% CI, 2.81-5.00]; OR for physicians, 2.44 [95% CI, 2.18-2.73]; OR for RNs, 3.77 [95% CI, 3.44-4.15]). When controlling for rural background, other associated factors included the availability of loan forgiveness (OR for APRNs, 1.42 [95% CI, 1.19-1.69]; OR for PAs, 1.60 [95% CI, 1.31-1.94]; OR for physicians, 1.54 [95% CI, 1.38-1.71]; OR for RNs, 1.20 [95% CI, 1.12-1.28]) and an educational program that prepared for rural practice (OR for APRNs, 1.44 [95% CI, 1.18-1.76]; OR for PAs. 1.70 [95% CI, 1.34-2.15]; OR for physicians, 1.31 [95% CI, 1.17-1.47]; OR for RNs, 1.23 [95% CI, 1.15-1.31]). Autonomy in one's work (OR for APRNs, 1.42 [95% CI, 1.08-1.86]; OR for PAs, 1.18 [95% CI, 0.89-1.58]; OR for physicians, 1.53 [95% CI, 1.31-1.78]; OR for RNs, 1.16 [95% CI, 1.07-1.25]) and a broad scope of practice (OR for APRNs, 1.46 [95% CI, 1.15-1.86]; OR for PAs, 0.96 [95% CI, 0.74-1.24]; OR for physicians, 1.62 [95% CI, 1.40-1.87]; OR for RNs, 0.96 [95% CI, 0.89-1.03]) were important factors associated with rural practice. Lifestyle and area considerations were not associated with rural practice; family considerations were associated with rural practice for RNs only (OR for APRNs, 0.97 [95% CI, 0.90-1.06]; OR for PAs, 0.95 [95% CI, 0.87-1.04]; OR for physicians, 0.92 [95% CI, 0.88-0.96]; OR for RNs, 1.05 [95% CI, 1.02-1.07]). Understanding the interconnected factors involved in rural practice requires modeling relevant factors. The findings of this survey study suggest that loan forgiveness, rural training, autonomy, and a broad scope of practice are factors associated with rural practice for most health care professionals. Other factors associated with rural practice vary by profession, suggesting that there may not be a one-size-fits-all approach to recruitment of rural health care professionals.

Global best practices in recruiting and retaining healthcare workers in rural areas (literature review)

A significant issue for global healthcare is recruitment and retention of doctors and nurses, especially in rural areas. It threatens continuity and accessibility of medical care for a large segment of the population.The aim of this article was to summarize currently available data on healthcare recruitment practices, particularly in rural areas, and key factors influencing retention of healthcare professionals. This will allow to develop evidencebased strategies for recruitment and retention of healthcare workers in the Russian Federation and reduce personnel shortage. International and Russian full-text articles were searched for in PubMed, ScienceDirect, Cochrane Library, Google Scholar, and eLibrary databases.All the studied factors influencing recruitment and retention of healthcare professionals in rural areas were grouped into four main categories: financial, social, professional, and personal. Modern healthcare recruitment strategies were divided into three groups: financial, organizational, and instructional.The review results suggest that the Russian Federation uses the majority of global strategies to recruit and retain healthcare professionals in rural areas. However, there are some activities that have not been adopted in our country. They may be included in healthcare management practices to increase the effectiveness of regional programs for development of human capital in healthcare.

A study on the multidimensional result-oriented capability of professional workers

An increasing number of freelancers and independent professionals are engaged in short-term and temporary work. There are several studies that define the key intangible resources and abilities of professional employees but there is limited research that examines all of them collectively. Therefore, the aim of this study is to improve our understanding of professional workers' various intangible resources and capabilities by proposing the result-oriented capability (ROC) construct and its subdimensions by analyzing existing literature on knowledge workers, professional employees, psychology and management. The proposed model was empirically tested using the data gathered from 384 professional workers that worked in knowledge-intensive business services (p-KIBS). Construct reliability and validity are analyzed using the IBM Statistical Package for Social Sciences (SPSS) and the Analysis of Moments Structure (AOMS). This research proposes and confirms that ROC has reflective sub-dimensions such as professional expertise, relational capability, operational capability and innovation orientation. The study's findings provide important insights into how to improve professional workers' capabilities. The new measures can be used as diagnostic tools for professional worker recruitment, assessment and training. This can be beneficial for individual professional workers with larger implications for people management, training and development and organizational success.

A survival analysis approach to determine factors associated with non-retention of newly hired health workers in Iran

Background and aimOne of the main tasks of the healthcare human resource management is to maintain and retain professional staff. The high level turnover of professional staff may reduce the quality of healthcare service delivery. Therefore, this study investigated the factors associated with the turnover of the newly recruited healthcare professionals using survival analysis method in Iran.Materials and methodsThis historical cohort analysis comprised 6811 employees who began working at Mashhad University of Medical Sciences between 2005 and 2020. Employees recruited at any of the university’s units between the years 2005 to 2019 were included. We used appropriate descriptive indices and Log-rank test and the Cox proportional-hazards model to assess the staff turnover. A significance level of 0.05 was used for all tests.ResultsThe findings of the survival analysis showed that the probability of turnover in one year, two years, and five years of employment were 0.12, 0.16, and 0.27. Based on the findings of the Log-rank test, the probability of turnover in entire of the study period was not statistically different between male and female (p = 0.573), and likewise between employees with healthcare occupations and non-healthcare occupations (p = 0.351). Employees whose current workplace and birthplace were not similar had a significantly higher probability of turnover (p < 0.001). Accordingly, the Cox regression result showed, the risk of turnover for the singles was 1.22 times higher than the married. For the Ph.D degree was 3.23 times higher compared to those with a diploma or an associate degree, and for a bachelor’s or master’s degree was 2.06 times more likely to change their workplace than those with a diploma or an associate degree.ConclusionPolicies promoting the recruitment of native-born professionals, given priority to the married candidates than single ones, and/or recurring candidates to pledge to stay in the locality of recruitment site can increase the staff retention and reduce the costs of staff turnover including re-hiring, initial and on-the-job training, accommodation, and other extra living consumptions away from home and family.

Unblocking recognition: A token system for acknowledging academic contribution

Here we present a blockchain-backed token recognition system to reward the contributions that academics make to the scientific ecosystem. Recognition is important in science but current methods, systems and incentives are limited. Specifically, the traditional focus on narrow publication metrics means diverse contributions are not captured, while bias toward senior, established scientists is common. To tackle this challenge, we explore the potential of harnessing blockchain’s collaborative, decentralised and trust-brokering properties to develop a token reward system for use by research funders. Academics would be awarded tokens for undertaking common but vital tasks such as peer review, sitting on funding committees and submitting reports. These tokens would not be tradable or specifically monetisable but would serve as a validated record of scientific contribution. They would have value in professional recruitment and job placement, support grant and award applications, and inform performance appraisals and file reviews. Coordination and cooperation across multiple funding agencies in developing the platform would provide an opportunity to aggregate and standardise recognition, given academics often work with several funders. This system’s goals are to expand recognition metrics, promote efficiencies, improve the robustness of professional assessments and enable cross-funder collaboration, thereby optimising research processes and practices in a decentralised and democratised manner.

Our Souls Look Back and Wonder: Reflections on Belonging and Being Invisible in Medicine.

Addressing the unequal impact of health disparities on historically marginalized communities is a top public health priority. Diversifying the work force has been lauded as key to addressing this challenge. Contributing to diversity in the workforce is the recruitment and retention of health professionals previously excluded and underrepresented in medicine. A major obstacle to retention, however, is the unequal way in which health professionals experience the learning environment. Through this perspective of 4 generations of physicians and medical students, the authors seek to highlight the similarities that have persisted over 40 years in the experiences of being underrepresented in medicine. Through a series of conversations and reflective writing, the authors reveal themes that spanned generations. Two common themes among the authors are the feeling of not belonging and feeling invisible. This is experienced in various aspects of medical education and academic careers. The lack of representation, unequal expectations, and over taxation contributes to the feeling of not belonging, leading to emotional, physical, and academic fatigue. Feeling invisible, yet paradoxically being hyper-visible, is also common. Despite the challenges, the authors conclude with a sense of hope for the future, if not for them, for the generations to come.

Decent Work Systems: Management Model Analysis on the Example of Russian Railways

Decent work governance for modern socio-economic systems is a key goal and a common operating methodology. The current literature does not fully disclose the questions posed, which require the proposal of system management models, formed considering the factors of the external and internal environment that determine the characteristics of management in different sectors of the economy. The purpose of the paper is to update the modern provisions of the decent work theory, the formation of a basic model for managing decent working conditions and its substantive justification on the example of Russian Railways enterprises. For this purpose, the author describes the implementation research work using the methods of interdisciplinary analysis of literature and practical experience, as well as a regulatory framework, professional recruitment, including for the transport industry, strategic documents and concepts in responsible work. Also, the research used the method of counter modeling, which represents the decomposition of the theoretical model into the results of the production conditions, financial and socio-economic activities of a particular enterprise. As a result of the work carried out, the author built a model for managing suitable labor at the enterprise based on the scheme of suitable labor management, also relying on empirical data and the regulatory framework of Russian Railways. This model has become a methodological basis for analyzing the situation of decent labor management at the enterprises of Russian Railways. The data obtained testify to the operation of managerial, legal, supervisory, institutional and financial mechanisms for managing suitable work. The practice of applying the results of the study led both to positive results and identified problem areas that cause socio-economic risks in implementing personnel policy measures of Russian Railways.

Missed Nursing Care and its relationship with Nurses’ Perceptions of Professional Practice Environment during Hajj Season

Context: An important factor that significantly affects missed nursing care is the nursing work environment. Additionally, it significantly impacts the recruitment and retention of healthcare professionals and indirectly affects the standard of nursing care.&#x0D; Aim: To identify nurses' perception of the professional practice environment, identify types and reasons for missed nursing care, and find the relationship between nurses' perceptions of the professional practice environment and missed nursing care during the Hajj season.&#x0D; Methods: A descriptive correlational design was carried out at seven hospitals in Makkah region. A convenience sample of 463 registered nurse who has at least one year of nursing experience and working in inpatient units was included in this study. Data was collected through an online questionnaire. It included patients' demographic data, the revised professional practice environment scale, and missed nursing care assessment questionnaire.&#x0D; Results: The result of this study reveal that the mean scores of the professional practice environment and its subscales were 3.56±0.46, indicating a favorable environment. Furthermore, it was found that the overall missed nursing care among the studied nurses was 1.56±0.65, which indicates low missed nursing care. The highest reason for missed nursing care was the inadequate staff (2.85±1.12), supplies/equipment not functioning properly when needed (2.74±1.07), and not being available when needed (2.70±1.10). The professional practice environment statistically significantly negatively correlated with missed nursing care (r=-0.32, p=0.000).&#x0D; Conclusion: Missed nursing care in hospitals can be reduced by improving the professional practice environment. The study recommends that the hospital and nursing administrators consider keeping good practice environments for nurses to prevent missed care activities and potentially enhance patient outcomes in nursing units.

Key factors contributing to the rise of Northeast in Indian football

This article highlights the achievements of Northeast in Indian football and the underlying reasons for the same. Northeast India has been a torchbearer in sports and Indian football in particular, has been characterized by dominance of players from Northeast region of India. Work by All Indian Football Federation (AIFF), lack of cricket fanaticism, upward economic mobility and the lure of government jobs, state and local interest towards the game, nature of football, tenacity of the players, and suitable climate are some reasons behind the ascendency of Northeast in Indian football. For further development of football in the regions, steps like monetary incentives, development of strategic and talent academics, world class infrastructure, foreign trips and recruitment of professionals should be undertaken. There is still a long way to go, for India to be called a sports superpower. One way for the nation to own the tag is through football which is the most popular game and has one of the highest viewership in the world. Although the nation’s FIFA ranking stands at a dismal 106, despite a population of 1.4 billion, Indian football can look forward for its improvement and eventual dominance by deriving the benefits of talents and quality Northeast has been consistently producing. With the right steps and directions, we may not need to wait for too long to cheer for our own country in the coming editions of FIFA World cup.

Mixing Different Traditions and Picking What’s Best’: Characteristics and Migration Experiences of Polish High-Tech Professionals in Silicon Valley

Growing demand for a highly skilled workforce in a knowledge- and technology-based economy stimulates the recruitment of international professionals, resulting in their increased participation in the total volume of international migrants. However, little scholarly attention has been paid to their integration strategies and migration trajectories. Drawing on 46 interviews with Polish high-tech professionals, this article explores their characteristics and migration experiences in Silicon Valley. Grounded theory, a biographical method, a transnational approach and the concept of social anchoring guided my data collection, analysis and interpretation. The study results indicated that high-tech professionals were well prepared for immigration to the United States and were able to integrate effectively into the multicultural environment of Silicon Valley by adopting the rules of the host society ‘only as much as necessary’ without rejecting their previous cultural affiliations. Working at the level of competence and professional experience from the moment of arriving in the United States facilitated their structural adaptation to American society. The study contributes to the existing body of literature in migration research by offering a nuanced insight into motivations, identities and values of modern highly skilled migrants and providing new ways of understanding their decision-making processes on migration and settlement.

The three sisters garden: A cultural approach to cultivating American Indian/Alaska Native (AI/AN) psychological service providers.

Less than 300 practicing Native American (NA) psychologists are available to support over 5.2 million American Indian and Alaska Natives (AI/AN) who reside in the U.S., according to the 2010 census (2010; Society of Indian Psychologists [SIP], 2016). The Three Sisters Model represents a training approach for NA behavioral health students to help address the need for culturally competent behavioral health services for individuals living in Indian country. The model utilizes a socially relevant approach including culture, spirituality, and education as key components to successful recruitment, retention, and training of NA behavioral health professionals. By incorporating culturally informed approaches and a culturally inclusive environment, this model provides a supportive, nurturing and affirming approach to help AI/AN students overcome challenges and complete their degrees. Upon completion, students are culturally proficient in skills which can be applied to Native communities in utilizing the Indigenous lens which can be used with tribes in the Midwestern U.S., but with local cultural adaptation it could be used in other regions. The 15 programs of the Three Sisters Model provide the steps for students to manage the completion of the steps (e.g., from high school to college) toward licensure while managing and balancing Western and Indigenous approaches to proficiency of care. The model includes supports to address barriers which have inhibited past AI/AN from reaching education and professional goals. (PsycInfo Database Record (c) 2023 APA, all rights reserved).

A Qualitative Study Exploring Perceptions of Pakistani Nurses about Nursing Workforce Migration: Analysis and Policy Implications

Background: The interaction of numerous factors leads to nurse migration. The poor national nurse production rate and the high incidence of migration of Pakistani-Educated nurses are the two main causes of Pakistan's extremely low nurse-to-patient ratio. Objective: This study intends to explore the perceptions of Pakistani nurses about the migration of the nursing workforce. Methods: This qualitative descriptive exploratory study used purposive sampling to conduct semi-structured interviews with three groups of Pakistani-educated nurses: those who have migrated, those who are working professionally and have established their careers in Pakistan, and those who are student nurses pursuing nursing education in Pakistan from January to April 2019. The interviews explored the nurses' perceptions of migration as a nursing workforce. Six analytical methodologies were used to analyse the forty-one IDIs that were performed. Results: Inductive analysis of qualitative data resulted in three main themes and nine sub-themes i.e. motivation for migration, contextual transition, and adaptation to the new environment. These themes were constructed from the image of nursing, work environment, scope of nursing, quality of life, beginning again, obscured individual identity, contrasting healthcare system, capacity building, acclimatization, and settling. Conclusion: We found that Pakistani-educated nurses are highly motivated to migrate. The most frequent causes of nurses' intention to migrate were wage disparities, political upheaval in Pakistan, working circumstances, lack of opportunities for professional development, active recruitment, and personal safety. The findings can inform the policy of professional organizations and government agencies to decrease the brain drain.

Improving Initial Medication Adherence to cardiovascular disease and diabetes treatments in primary care: Pilot trial of a complex intervention.

The Initial Medication Adherence (IMA) intervention is a multidisciplinary and shared decision-making intervention to improve initial medication adherence addressed to patients in need of new treatments for cardiovascular diseases and diabetes in primary care (PC). This pilot study aims to evaluate the feasibility and acceptability of the IMA intervention and the feasibility of a cluster-RCT to assess the effectiveness and cost-effectiveness of the intervention. A 3-month pilot trial with an embedded process evaluation was conducted in five PC centers in Catalonia (Spain). Electronic health data were descriptively analyzed to test the availability and quality of records of the trial outcomes (initiation, implementation, clinical parameters and use of services). Recruitment and retention rates of professionals were analyzed. Twenty-nine semi-structured interviews with professionals (general practitioners, nurses, and community pharmacists) and patients were conducted to assess the feasibility and acceptability of the intervention. Three discussion groups with a total of fifteen patients were performed to review and redesign the intervention decision aids. Qualitative data were thematically analyzed. A total of 901 new treatments were prescribed to 604 patients. The proportion of missing data in the electronic health records was up to 30% for use of services and around 70% for clinical parameters 5 months before and after a new prescription. Primary and secondary outcomes were within plausible ranges and outliers were barely detected. The IMA intervention and its implementation strategy were considered feasible and acceptable by pilot-study participants. Low recruitment and retention rates, understanding of shared decision-making by professionals, and format and content of decision aids were the main barriers to the feasibility of the IMA intervention. Involving patients in the decision-making process is crucial to achieving better clinical outcomes. The IMA intervention is feasible and showed good acceptability among professionals and patients. However, we identified barriers and facilitators to implementing the intervention and adapting it to a context affected by the COVID-19 pandemic that should be considered before launching a cluster-RCT. This pilot study identified opportunities for refining the intervention and improving the design of the definitive cluster-RCT to evaluate its effectiveness and cost-effectiveness. ClinicalTrials.gov, identifier NCT05094986.