PDF(Pubmed)
Abstract：
UNASSIGNED: Clinical research coordinators (CRCs) play a key role in supporting the translational research enterprise, with responsibilities encompassing tasks related to the design, implementation, and evaluation of clinical research trials. While the literature explores CRC competencies, job satisfaction, and retention, little attention has been given to the role of the PI working with Human Resources (HR) in the CRC hiring and onboarding processes. We investigated the priorities, decision-making processes, and satisfaction levels of principal investigators (PIs) and hiring managers in CRC hiring.
UNASSIGNED: An online survey consisting of open-ended and fixed-choice questions to gather information on desired CRC qualifications and competencies, factors influencing hiring decisions, and overall satisfaction with selected candidates was administered. The survey utilized a Task/Competency Checklist developed from job descriptions and the literature. Respondents were asked to rank the importance of factors such as CRC skill set, years of experience, educational background, and budget constraints.
UNASSIGNED: Results indicated that the skill set of the applicant was the most frequently cited factor influencing the hiring decision, followed by years of experience. Education and budget constraints were of lesser importance. Most respondents reported a satisfaction rating of 50% or greater with their new hires, although some participants expressed challenges related to institutional training requirements, the performance of entry-level CRCs, and the qualifications of experienced candidates.
UNASSIGNED: The hiring cycle involves HR-PI collaboration for a clear job description, effective onboarding processes, and accessible professional development opportunities to enhance PI and employee satisfaction and CRC retention.
UNASSIGNED: An online survey consisting of open-ended and fixed-choice questions to gather information on desired CRC qualifications and competencies, factors influencing hiring decisions, and overall satisfaction with selected candidates was administered. The survey utilized a Task/Competency Checklist developed from job descriptions and the literature. Respondents were asked to rank the importance of factors such as CRC skill set, years of experience, educational background, and budget constraints.
UNASSIGNED: Results indicated that the skill set of the applicant was the most frequently cited factor influencing the hiring decision, followed by years of experience. Education and budget constraints were of lesser importance. Most respondents reported a satisfaction rating of 50% or greater with their new hires, although some participants expressed challenges related to institutional training requirements, the performance of entry-level CRCs, and the qualifications of experienced candidates.
UNASSIGNED: The hiring cycle involves HR-PI collaboration for a clear job description, effective onboarding processes, and accessible professional development opportunities to enhance PI and employee satisfaction and CRC retention.
摘要：
■临床研究协调员（CRC）在支持转化研究企业方面发挥着关键作用，职责包括与设计相关的任务，实施，和临床研究试验的评价。虽然文献探讨了CRC能力，工作满意度,和保留,很少关注与人力资源（HR）合作的PI在CRC招聘和入职流程中的作用。我们调查了优先事项，决策过程，以及CRC招聘中主要调查员(PI)和招聘经理的满意度。
■一项由开放式和固定选择问题组成的在线调查，旨在收集有关所需CRC资格和能力的信息，影响招聘决策的因素，并对选定的候选人进行总体满意度评估.调查使用了根据职位描述和文献开发的任务/能力清单。受访者被要求对CRC技能等因素的重要性进行排名，多年的经验,教育背景,和预算限制。
■结果表明，申请人的技能组合是影响招聘决定的最常被引用的因素，接下来是多年的经验。教育和预算限制不太重要。大多数受访者对新员工的满意度为50％或更高，尽管一些参与者表达了与机构培训要求有关的挑战，入门级CRC的性能，以及有经验的候选人的资格。
■招聘周期涉及HR-PI协作，以获得清晰的职位描述，有效的入职流程，以及可获得的专业发展机会，以提高PI和员工满意度以及CRC保留率。
■一项由开放式和固定选择问题组成的在线调查，旨在收集有关所需CRC资格和能力的信息，影响招聘决策的因素，并对选定的候选人进行总体满意度评估.调查使用了根据职位描述和文献开发的任务/能力清单。受访者被要求对CRC技能等因素的重要性进行排名，多年的经验,教育背景,和预算限制。
■结果表明，申请人的技能组合是影响招聘决定的最常被引用的因素，接下来是多年的经验。教育和预算限制不太重要。大多数受访者对新员工的满意度为50％或更高，尽管一些参与者表达了与机构培训要求有关的挑战，入门级CRC的性能，以及有经验的候选人的资格。
■招聘周期涉及HR-PI协作，以获得清晰的职位描述，有效的入职流程，以及可获得的专业发展机会，以提高PI和员工满意度以及CRC保留率。
