Review of literature on recruitment and selection process

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Review of literature on recruitment and selection process

A key determinant of the success of a clinical trial is the recruitment and retention of a study population of an adequate sample size.

Review of literature on recruitment and selection process

Low rates of recruitment and retention have a number of negative implications, such as longer durations of the clinical trial, which may lower staff and participant morale; a costlier clinical trial, since extra resources may need to be dedicated to the recruitment effort; and less statistical power for both the study and the validity of the results.

In some cases, inadequate accrual of subjects may result in the termination of the trial. These barriers are already well recognized in the literature.

The aim of this article is to examine if the identified barriers are in reality what is encountered by those involved in clinical trials today. Qualitative data collection Data was obtained on the barriers to recruitment and retention by carrying out in-depth semistructured interviews with a variety of professionals, employed in the United Kingdom, involved in recruitment to clinical trials, both nationally and internationally.

A total of 16 professionals were interviewed, including investigators, representatives from pharmaceutical companies, and representatives from contract research organizations. For practical reasons, the qualitative data collection for this study was limited to data collection from professionals in the United Kingdom who are involved in subject recruitment.

Seeking the opinion of study subjects was beyond the scope of this study and would necessitate a further study. Despite the small sample size used and the limited range of professionals interviewed, this study yielded some interesting observations.

The sidebar below lists the barriers found in the literature. While this research showed a strong consistency between the literature and the practical experience of those professionals interviewed, a number of enlightening differences between the accepted barriers and the actual barriers encountered in practice today were identified.

Interview respondents identified the same four broad categories of barrier to recruitment and retention as identified in the literature. Each of the key areas identified is discussed below.

Interviewees identified many similar subject-related barriers to recruitment and retention as has been noted in the literature. However, some important differences were also noted.

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According to the literature, long waiting times associated with clinic visits and inconvenient scheduling of appointments are barriers to recruitment and retention. Secondly, the literature reports that subjects often fail to enter or complete clinical trials as they dislike the uncertainty associated with the trial, and in many cases prefer the doctor to make the decision about their treatment.

It may also reflect the growing knowledge among the public of medical-related matters perhaps as a result of people having greater access to information available on the Internet coupled with their concerns about risk.

However, public concerns about risk do not appear to conform to scientific or technical measures of risk, with an extensive body of literature having been written on this topic. A useful overview is provided by Slovic. Interviewees reported that subjects who have unrealistic expectations of the clinical trial may be reluctant to complete the study protocol.

Such expectations could imply a problem with the informed consent process, with details of the requirements associated with trial participation being poorly communicated to subjects.

This may result in reduced retention, with subjects dropping out prior to trial completion.1. Developing a multilevel and integrative model of employee recruitment and job search.

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Since an organization's success is confined within the limits of its human capital, employee recruitment is a critical function for organizational survival (Phillips & Gully, ).Potentially as a result of this importance, many researchers have sought to examine and reveal the factors associated with.

Human Subject Regulations Decision Charts February 16, The Office for Human Research Protections (OHRP) provides the following graphic aids as a guide for institutional review boards (IRBs), investigators, and others who decide if an activity is research involving human subjects that must be reviewed by an IRB under the requirements of the U.S.

Department of Health and. Study findings identify various factors affecting subject enrollment in today’s clinical trial world. A key determinant of the success of a clinical trial is the recruitment and retention of a study population of an adequate sample size.

Recruitment precedes selection in staffing process.

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Selection involves choosing the best candidate with best abilities, skills and knowledge for the required job. Selection in staffing is the part of the recruiting process that deals with choosing an employee to hire from among a .

Human Subject Regulations Decision Charts February 16, The Office for Human Research Protections (OHRP) provides the following graphic aids as a guide for institutional review boards (IRBs), investigators, and others who decide if an activity is research involving human subjects that must be reviewed by an IRB under the requirements of the U.S.

Department of Health and. Objectives: This course provides students with a general overview of municipal law. Students will be introduced to the field through a review of legislation and cases related to a selection .

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