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Special Report for CRO's V 05

Special Report for CRO's V 05

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Published by Lucia Apollo Shaw

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Published by: Lucia Apollo Shaw on May 27, 2008
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08/31/2014

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Toll-free (866) 960-3411• FAX (919) 960-34131818 Airport Road, Suite 283, Chapel Hill, North Carolina 27516ww.hire-orks.com
 
CRO HIRING MANAGERS:
 
Do you need to fill critical positions in your organization right now? 
10 Insider Tips to Finding and Hiring Talent in theCurrent Life Sciences Job Market
Are you a hiring authority worried about how you will fill your openpositions? Learn how to steer clear of common hiring mistakes, find topachievers, and avoid wasting thousands of dollars!
Thursday, September 23, 2004
Are you getting the results you want from your recruiting and hiring efforts? If the answer is no,I can help you find
 stronger 
, more
dedicated 
, and
talented 
people – QUICKLY.I am a veteran life sciences recruiter who has consistently performed in the top 10% of my peersnationally. I have helped dozens of organizations and companies make better hires faster, saving themtens of thousands of dollars and adding REAL VALUE. Not fluff solutions and band-aid fixes.You can enjoy these very same benefits, too. To find out how, I’m offering you an exclusive
100% guaranteed risk-free tryout.
My name is Lucia Apollo Shaw. For nearly 10 years, I have helped organizations
define, locate,hire,
and
keep
the “cream of the crop”.
It took me awhile, but eventually I learned the hard way thatnearly everything the “experts” preach about finding and hiring high-quality people is misguided,outdated...Or just plain weak.
Maybe you’ve heard of some of these gems before?
“Take out newspaper ads in city-wide or national print publications.”“Post openings on job boards. The internet is the answer to get resumes.”“Hiring people is all about money. Don’t lose a top person to a higher bidder.”
Is there any shred of truth to these popular myths? Sure. But here’s the problem:
Very few people truly understand the “inner game” of results-based recruiting and hiring. Theresulting confusion has spawned massive wastes of time and money—never mind the lostopportunities for new contracts, higher profitability, and vital industry advances.
You can avoid these problems. I’m talking about nothing less than finding the BEST, mostDRIVEN
 
and MOTIVATED people who want to work for YOU, in the FASTEST amount of time, at theLOWEST cost to your budget.
 
- 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...

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