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Related Experiment Videos

Occupational screenings: recruitment from private industry

J T Ogilvie, N R Mishkel, M A Mishkel

    Circulation
    |December 1, 1982
    PubMed
    Summary
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    Occupational screening of private sector employees yields significant recruitment contacts but requires substantial effort. Screening effectiveness is lower in larger companies, highlighting a need for strategic planning.

    Area of Science:

    • Occupational Health
    • Clinical Trial Recruitment
    • Public Health Research

    Background:

    • Recruiting participants for clinical trials, such as the CPPT, often involves occupational screening of private sector employees.
    • This recruitment strategy generates high initial contact volumes but a low conversion rate to study entry.
    • Occupational screening demands significant resources and meticulous planning for effective implementation.

    Purpose of the Study:

    • To evaluate the effectiveness and challenges of occupational screening in the private sector for clinical trial recruitment.
    • To describe the procedures for industry engagement and screening implementation.
    • To analyze the relationship between company size and screening yield.

    Main Methods:

    • Utilized occupational screening of private sector employees across all participating centers in the CPPT.

    Related Experiment Videos

  • Documented procedures for contacting industries and conducting on-site screenings.
  • Analyzed recruitment data, including initial contacts, first protocol visits, and final entries.

    • Main Results:

    • Occupational screening contributed 26% of initial contacts, 20% of first protocol visits, and 17% of entries in the CPPT.
    • The screening process was resource-intensive, requiring careful logistical arrangements.
    • A significant inverse relationship was observed between company size and screening yield.

    Conclusions:

    • Occupational screening is a viable, albeit resource-demanding, method for generating clinical trial participants from the private sector.
    • The lower yield in larger companies suggests a need for tailored recruitment approaches based on organizational size.
    • Effective planning and streamlined procedures are crucial for optimizing occupational screening efficiency.