- 2 -
(CONTINUED NEXT PAGE)
Regretably, most employers end up settling for average talent hires (at best), who then end upleaving! It happens every day. Even after spending tens, or sometimes hundreds of thousands of dollarson fancy Applicant Tracking Systems, advertising and sponsorship, career expos, relocation expenses,and more. The frustration is unbelievable, isn’t it?Worse yet, if you’re like a lot of CRO hiring managers today, you already have your back againstthe wall. These days, it’s an impossible juggle to keep up with urgent deadlines, new businessagreements, FDA compliance mandates, fickle sponsor decisions, IT headaches…
...And all the while somehow scramble to interview, hire, and keep top people on board!
Let’s face it—how can you be expected to make sound hiring decisions in the face of firefightingthe normal demands on your time? If you feel overwhelmed, don’t worry. You’re only human.You requested this information for a reason. Do you see yourself somewhere in here?
You’ve had trouble landing qualified people
. Turnover is higher than you care to think about. You know you need to do something about filling those vital positions. More andmore, the pain gnaws at you every day. But you’re unsure what to do. How can you mapout a plan? Who can you turn to for help?
You’ve been able to fill most openings yourself
. But sometimes you wouldn’t mind someguidance to minimize the chances of making a “nightmare hire”. The “extroverted” CRAwho violated a major non-disclosure agreement at a pharma conference comes to mind.And who can forget that new project manager who told a PI that 21 CFR Part 11 was anelectronic direct deposit program for his 401(k)? What can you do to make things easier?
You used to be able to “do it yourself”...But things have changed!
Maybe new growth or other organizational changes now limit what your internal staff could once pull off while performing other duties. The true cost of finding great hires yourself—whether BusinessDevelopment Representativies or Project Managers—has simply become too high because your resources are needed elsewhere. What can you do to minimize the drain onyour time...And make the best use of your recruiting budget?I have written this report for two reasons:1)
I love what I do and stand behind it! I sincerely want to share some lesser known tips andsecrets about effective recruitment and hiring for CROs. You can add these to your arsenal,or come up with new ideas and variations altogether.2)
As a risk-free way to introduce you to myself and my firm. If you like my approach of sharing information without obligation, then you might want to take me up on my offer to“test drive” my services without risk after you read this report.Why should you listen to anything I have to say? Good question. Let me explain.
It all began in Durham, North Carolina...
Years ago, I was hired as a corporate recruiter and Human Resources specialist at DukeUniversity and Health System. I saw plenty of action in the hiring trenches. Unfortunately for me...