概括
私营部门雇员的职业选产生了大量的招聘联系,但需要大量的努力. 大型公司的选效率较低,这凸显了战略规划的必要性.
科学领域:
- 职业健康 职业健康 职业健康
- 临床试验招聘 临床试验招聘
- 公共卫生研究 公共卫生研究
背景情况:
- 招募参与者参加临床试验,如CPPT,通常涉及私营部门雇员的职业查.
- 这种招聘策略产生了较高的初始联系量,但转换率较低,以进入研究.
- 职业查需要大量的资源和精心的规划才能有效实施.
研究的目的:
- 评估私营部门职业查在临床试验招聘方面的有效性和挑战.
- 描述行业参与和选实施的程序.
- 分析公司规模与选收益率之间的关系.
主要方法:
- 在CPPT的所有参与中心中,利用私营部门雇员的职业查.
- 联系工业和进行现场查的记录程序.
- 分析了招聘数据,包括初始联系人,第一次协议访问和最后的条目.
主要成果:
- 职业查对26%的初始联系,20%的第一次协议访问和17%的CPPT记录有所贡献.
- 选过程是资源密集的,需要仔细的后勤安排.
- 在公司规模和选收益率之间观察到一个显著的反向关系.
结论:
- 职业查是一种可行的,虽然耗费资源的方法,可以从私营部门产生临床试验参与者.
- 大公司的收益率较低表明需要根据组织规模量身定制的招聘方法.
- 有效的规划和简化程序对于优化职业查效率至关重要.
相关概念视频
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