Defining the things you should do during CRA Recruitment is as easy as 1, 2, 3. First, you have to identify the job requirements for the staff who will be monitoring your clinical trial. Then, you need to post your position and interview candidates. Finally, you need to hire one of your applicants. Those steps seem pretty straightforward; however, the devil is in the details! The hardest part is defining what NOT to do when focused on CRA Recruitment. Here are the 3 biggest clinical trial staffing tips for things to avoid:
1. DO NOT post the position or start considering applicants without a complete and thorough understanding of what you want. Think about what your team needs (“have to haves”) and wants (“like to haves”). Know what qualities would be beneficial for this position including therapeutic and phase experience. If you are having trouble, evaluate your current CRA team: what qualities do they have, and what qualities would enhance their work? Need some tips on what to consider? Take a look at our advice on how to Qualify a Position. Some overlap in skills and qualifications is okay, but the goal is efficiency. Most importantly, DO NOT settle. The candidate pool for CRAs is wide enough for you to find exactly what you need.
2. DO NOT enter an interview unprepared. This could have negative consequences for you, your company, and your clinical trial. You need to plan what questions you will ask and you need to have a general understanding of what you want the candidate to tell you. Additionally, use Behavioral Interviewing Methods during your interview as this method will give you a clearer idea of the candidate’s true experiences, character, and ability to think on his feet.
3. DO NOT involve everyone in the hiring process. It will over-complicate things, and it may muddle the CRA recruitment process. Of course you will want to bring in the appropriate people at the appropriate time; however, involving extra people too early takes away from your time and resources, and those staff members could be using their time in more productive ways. I recommend one person to do the initial phone interview. This will weed out a large percentage of your non-qualified candidates and will fine tune your top candidate group. Once you have reached a group of top candidates, then you should engage more team members for future interviews as a sanity check and to finalize the selection of your new Star Employee.
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Written by Alli Hunt
Dedicated to Every Client’s Success,
- How to Properly Qualify a Position
- How to Write a Great Job Description
- How to Prepare your Staff for an Effective Phone Interview
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