QRCATalks: Quick tips on recruiting #QRCA #MRX

qrca logoWelcome to this series of live blogs from the QRCA conference in Montreal. Any errors, omissions, or silly side comments are my own.

The essence of “TED – Ideas Worth Spreading” comes to the QRCA conference this year.

Kathy – best practices for getting the best participants

  • Start with a vivid portrait of a desired recruit
  • Where to find millennials?  How about starbucks. Where to find moms? How about used kids clothing stores.
  • Don’t ask respondents to be dishonest – e.g., tell siblings in the same group that they shouldn’t say they know each other
  • You don’t need to put the entire screener online
  • Keep it blind if needed. You don’t need to put the client’s name on the screener, etc. Don’t even tell the recruiter.
  • Simplify the screener. 12 pages is too long. Don’t burden it with nice to know quant data. Don’t try to find the one armed, one eyed, left handed 21 year old.
  • Recruiters are competing for valuable consumer time.
  • Rescreening will give you different answers so decide if and when you need specific answers.
  • Tell them the date and time up front because they might not be available when you need them
  • Have the conversation about focus group participation being a good part-time job. So you can decide if that person really is appropriate for your job.
  • Consider your language – physician vs doctor, head of household [that’s a pet peeve of mine because my household has no one person in charge]
  • Cash matters. Send the incentives in advance so the recruiter doesn’t have to do it out of pocket.
  • Early arrival drawings really work

Manny Schrager – recruiting resources

  • Look for experienced recruiters, constantly training and know newest recruiting methods. Don’t tell people why they weren’t recruited so they can’t bias future studies.
  • A facility database is the best recruiting resource. Respondents are familiar with MR and have agreed to be there. Higher show rates. Lower recruiting costs. Retain demographic information. Can check for duplicate records and identify potential cheaters and repeaters.
  • Email blasts should only go ou twith client permission. Allows for quicker determination of who is available on a   particular day. The blast doesn’t need to be the screener, just the date and topic selector.
  • Client sample may have higher interest if the client name is revealed. Recruits should be rescreened to ensure they still meet the criteria. Need to over recruit as there is more skepticism.
  • Social media can be used but only share date, time, and vague information. Include a screener link but mask the study topic. Those who pass the screener can then go through a telephone screener.
  • Craigslist is the biggest no no. Only use it in the worst possible situation, where you really cannot find who you’re looking for. Make sure the people bring verifiable prood – they drive their jaguar, they bring their prescription, they bring identification proof
  • If you recruit from a support group, consider making a donation to the group
  • Independant recruiters may not maintain the level of database that can identify repeat participants

John Cashmore – relationship management with facilities, recruiters, and clients

  • He did a study of QRCs and facilities
  • QRCs want proactive, friendly, communication  on time, daily updates, responsiveness, professional, respect, welcoming, creative. You need to tell the facilities what you need. He suggests that the bigger the words are, the more that idea is lacking.
  • Facilities want communication, partners, respect, responsive, professional, approachable, accessible, understanding, trust, knowledgeable.
  • The results together say the top needs are communicate, partner, respect, professional, proactive, friendly, responsive, updates.
  • Look for Barbara Rosenthal’s CUPCAKE acronym on facilities.
  • Communicate ALL of your expectations with the facility before you arrive.
  • Don’t expect the facility to babysit your client.
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