Secrets of a CRA Recruiter: Recent Episodes
craresources
Welcome to the CRA Resource Show! craresources is a unique Recruitment Agency with a single focus of providing CRA Staffing for Clinical Studies across North America.
Picture this. You have your LinkedIn buttoned up, your resume is ready, and you find the perfect part-time oncology gig. When you get on the call, everything is going great…until the recruiter asks about your references. And it lands with a thud. You have no references ready to go. Not one.
And you feel it. That little shift in the room. Because you didn’t think about references. Not really. Most people don’t, until the moment they need them.
Here is the thing so many job seekers miss: references aren’t a formality you scramble for at the finish line. They are something you should be building today, long before anyone asks.
But what happens when you can’t provide references? What if you have been out of work for a hot minute, and the market has given you nothing but crickets? And what if the manager who knew your work best got laid off the same day you did? And a big one in today’s market: many of you may feel too much time has lapsed since your last role… so now the ask just feels awkward.
What to Do When You Have No References Ready
These are the questions my team and I sat down to work through in our latest roundtable. We talked about what actually makes a reference strong…and what makes one fall flat. We talked about who your two most powerful reference categories really are (hint: it isn’t always who you think). And we got honest about the fear so many of you carry: “I don’t want to bother them.”
Here is what I want you to know going in: Your references want to go to bat for you. The key is that you just have to know who to ask, how to ask, and when.
So before the reference request catches you off guard again…give this one a listen. Then tell me: when was the last time you refreshed your reference list?
craresources
It is Tuesday afternoon… just a normal day at work. Except it isn’t. You have been thinking about starting a confidential job search for a while. But your calendar is full, your paycheck is steady, and you have watched enough people on LinkedIn describe a search that has dragged on for months to know you don’t want to be one of them.
So you stay another quarter, and then another year.
There is a name for it now: job hugging. It means putting the confidential job search on hold. In full clarity, it means staying somewhere longer than you would otherwise choose because staying feels safer than leaving. Job hugging isn’t a weakness. It is a rational response to an economy that has spooked a lot of very capable people. The benefits, the bonus, the tenure, the known quantity of a Tuesday you can predict down to the minute.
All of it adds up to a very good reason to do nothing… Yet.
But doing nothing carries a cost nobody puts on a spreadsheet.
Did you know that you can actually look for something better without putting your current paycheck at risk?
Yes. It takes a plan, a pace, and a level of care most people never think through before they start poking around. What do you change on LinkedIn, and what do you leave completely alone? How do you handle a recruiter who calls out of the blue on a random Thursday? And are you able to protect the employer you are still working for while you honestly explore what else is out there?
A confidential job search isn’t dishonest. It is a responsible thing every career-focused professional should consider. Sometimes it opens a door you didn’t know was there. And sometimes it sends you back to your current desk with a renewed appreciation for what you already have. Both of those are worth knowing, but you can’t know either one from the sidelines.
My team and I recorded this roundtable for the people who are quietly unhappy and feel stuck.
Give it a listen. Then go build your plan.
craresources
You got the offer. Now they are asking what you expect to be paid, and you realize you have no idea what number to say. So you guess. Or you name the figure you made at your last job. Or you take whatever they offer because you are relieved to have an offer in hand.
Every one of those moves costs you.
Negotiating a compensation package is one of the parts of the job search that candidates get wrong most often. By the way, the hiring side gets it wrong plenty, too. The number you land isn’t just your paycheck. It shapes how valued you feel for the entire time you hold that role.
And note this: The homework doesn’t start when the offer arrives. It starts before you ever hit the apply button. Why? Because the moment that recruiter cold-calls you about the position, they are going to ask about your salary range, and you don’t want to be caught flat-footed.
There is also the matter of the role you are actually stepping into. If you are pivoting or taking a bridge role, market value may look different from where you are coming from. That doesn’t mean leaving money on the table. But it does mean knowing the difference before you are in the conversation.
And underneath all of it sits one principle we won’t compromise on: lead with integrity every step of the way. If you make a commitment, hold to it. If you aren’t willing to hold to it, don’t make it.
My team and I sat down to walk through how to research your worth, how to advocate for it without sounding greedy, arrogant, or desperate, and how to know when to walk away.
Give it a listen. You have more leverage than you think.
craresources
Why the Most Qualified Person in the Room Isn't Getting Called
You have 10, 15, or 20+ years of experience, a track record that speaks for itself, and a depth of knowledge that most hiring managers would fight to bring onto their team. So why do you feel like an invisible expert?
No callbacks. No interviews. Just applications disappearing into a portal that never responds.
After a while, the silence can feel personal. But listen up because the silence isn't a reflection of your value. It is a reflection of your visibility, and those are two very different things.
Right now, the clinical research job market is producing something we are seeing with real consistency: the invisible expert. This is the seasoned professional who has spent a career building genuine expertise, only to find that expertise completely undetectable in today's job market. Maybe you were laid off and found yourself back in a search you weren't prepared for. Maybe you have been out for a stretch of time, and the applications aren't landing. Either way, you are qualified. You just aren't findable.
So the question we are covering in today's roundtable:
If a recruiter searched for someone with your exact background today, would they find you? Would your LinkedIn profile tell the story of who you are professionally, or would it raise questions you don't want raised?
Your digital brand is no longer a nice-to-have. It is the front door to every opportunity in this market. And for mid-career professionals who built their reputations before personal branding became a career requirement, that front door is often invisible, outdated, or simply closed.
We cover what is making experienced professionals disappear in today's search, what recruiters are actually looking for when they find your profile, and the specific, practical moves that shift you from invisible to impossible to overlook.
You have earned the right to be found. Let us show you how.
craresources
Here is why I am officially declaring the death of the job portal…
You sent the application, you checked the portal, and you waited…and then waited some more.
Nothing.
You aren’t imagining it, and you aren’t the problem. The apply button is broken. Our team said it out loud in our latest roundtable, and we meant it.
Here is what is actually happening inside job portals right now. Our own data shows that roughly 60% of applicants coming through job portals have falsified all or part of their credentials. Not embellished. Falsified. They use fake companies as “employers”, fabricate their experience, or state they have degrees they never earned. On top of that, at least 20% of applicants aren’t real people at all. They are AI-generated ghost candidates created to harvest company data.
That math is brutal. If you are a legitimate, experienced CRA submitting through a portal in 2026, you are competing inside a pool where only 20% of applicants are real. The noise is deafening, and the fatigue on both sides of the hiring table is real.
So what does that mean for you?
It means:
- The portal alone will not find you a job.
- Unfortunately, the resume that worked five years ago isn’t enough today.
- Being human, visible, and reachable isn’t optional anymore.
- LinkedIn outreach gets read when your email goes to spam.
- And, your application has to clear an ATS before a human ever sees it.
None of that is your fault. All of it is fixable.
My team and I sat down to walk through exactly what is happening when candidates hit the apply button, and, more importantly, what to do about it. We talked about the layers your application has to clear, where most candidates are losing ground, and how to show up in a way that actually gets you found.
Give it a listen. You deserve to understand the market you are navigating.
craresources
You survived your first 90 days. The onboarding fog has lifted, your name is in the team chat, and you finally know where the coffee lives. So… is it too early to focus on career progression?
Have you ever wondered why some people quietly climb while others stay stuck in “doing fine”? What if doing your job well isn’t actually the thing that gets you promoted? And here is a harder question: when was the last time you asked your manager what “excellent” looks like in your current role?
In this week’s craresources Team Roundtable, we dig into career progression for professionals who are past the proving phase and ready for what comes next. But we aren’t handing out the recycled advice you have heard a hundred times before.
Instead, we dig into some topics that will help you keep moving forward.
- Are progression and promotion the same thing? (Spoiler: they aren’t.)
- What does it mean to operate at the next level before you have the title?
- Why are vague answers from your manager actually your responsibility to fix?
- What is your internal brand saying about you when you aren’t in the room?
- How do you build visibility without becoming the office self-promoter no one trusts?
We also tackle the question most professionals cannot answer when their manager asks it directly: What do you actually want to be promoted into?
If you have been quietly waiting to be “noticed,” this episode will challenge you. And if you love your current role and don’t want a title change, stay with us anyway, because career progression isn’t only about climbing.
Sometimes it is about deepening.
Listen to the full Team Roundtable episode…if you are already considering progression, we can help.
craresources
The first 90 days in a new job are important, and today we are going to discuss the ‘ownership’ phase…which usually happens between days 60 and 90.
This phase happens once you have learned the basics. You have found your footing. And hopefully, you have stopped feeling like the brand-new person in the room.
The next question should be: what now?
- How do you move from simply doing the job to shaping your role in a way that supports your future?
- When do you speak up? And how do you do it without sounding like you are trying too hard?
- How do you show initiative in the new job without stepping on anyone’s toes?
- And how do you make sure the work you are doing now is building toward the career you actually want?
In this second part of our roundtable on the first 90 days of a new job (listen to part 1 here), our team digs deeply into that next phase. We talk about ownership, visibility, and the quiet confidence that comes from understanding your value and knowing how to communicate it. We also talk about the trickiest parts of starting strong: learning to advocate for yourself while remaining thoughtful, curious, and collaborative.
This conversation isn’t about having all the answers on day one. It is about learning how to ask better questions. It is also about noticing what isn’t working. And lastly, it is about how to position yourself as someone who isn’t just getting through the job…but growing through it.
craresources
Are You Settling In or Setting Yourself Up?
Starting a new job can feel exciting, a little intimidating, and if we are being honest, a bit like you are trying not to trip in front of everybody. You have the laptop, the logins, the introductions, and the strong desire to do a good job. But somewhere between being “the new person” and trying to prove yourself, a lot of professionals slip into a dangerous little habit called settling in during their first 90 days in a new role.
That is exactly what we unpack in the first part of our roundtable conversation, outlining an effective 30-60-90 day onboarding plan.
In this discussion, our recruitment team talks candidly about why the first 90 days in a new role matter so much, and why being too quiet or too busy can work against you faster than you might think. We explore what hiring managers are really watching for, why silence can raise questions, and how the early days of a new job are not just about proving that you got the offer, but showing you are ready to grow into the role.
The conversation also gets into the importance of asking questions, learning the culture, and understanding how a company really works before assuming you already know the playbook. Because let's be real, every workplace has its own language, pace, and unspoken rules.
If you have ever wondered how to start strong without overdoing it, this episode is for you. Listen in and hear what our team has to say about making your first 90 days count.
craresources
Part 2 of our LinkedIn “other section” roundtable dives deeper into the profile sections most job seekers skip entirely. What if your LinkedIn Skills list is quietly confusing recruiters and LinkedIn’s algorithm? Or what if I told you that properly leveraging your Publications section could pull hiring managers straight to your inbox?
Our team gets real about why a laundry list of 50+ random LinkedIn skills screams “jack of all trades, master of none.” We take you through why it is important to pin the top 3 that match your target roles and keep the rest tight, describing two to three clear expertise lanes only.
Oh, and have you ever wondered why endorsements from people who have never seen your work don’t positively impact your impressions or LinkedIn traffic? We break down what actually builds credibility with your skills section.
Then we dive into Publications. This LinkedIn section is an underused gem that screams authority. Why do hiring managers love seeing conference talks, articles, or ResearchGate papers right on your profile? Alternatively, what happens when you make recruiters dig for your proof instead of serving it up? In clinical research, especially, this section turns “I have done trials” into “Here is exactly what I have accomplished.”
We wrap with the “add section” button recruiters wish you would use more: Projects, Volunteer, Honors & Awards, and Languages. But there is a catch to overusing (or misusing) LinkedIn’s features…and we discuss it during this roundtable.
Listen to Part 2 now and spot what’s holding your LinkedIn back.
craresources
Most job seekers obsess over their LinkedIn headline and About section, but then quietly ignore everything else. Yet these “other” LinkedIn sections are often where recruiters find the proof they need to move you from “maybe” to “must-interview”.
In this new roundtable episode, our recruiting team wraps up our LinkedIn optimization series by zooming in on the parts of your profile that rarely get talked about: Featured, Recommendations, Licenses & Certifications, and Education. These aren’t just nice-to-have add-ons. Used well, they can better tell your story, attract both bots and humans, and make you stand out in a crowded, employer-driven market.
We start with the Featured section: your “proof of impact gallery” and trailer to your About. Most people use this section as a random dump of old posts. But it is perfect for case studies, portfolios, and 3–6 high-impact wins.
From there, we shift to Recommendations: how to ask for them without awkwardness, who to target (managers, peers, clients), and why “great team player” comments land like describing a golden retriever.
Next up are Licenses & Certifications vs. Education, where we share real recruiting-trench stories. Unclear degrees or fuzzy certification dates don’t just raise eyebrows; they delay submissions and cost interviews. The fix? Keep them accurate, separated, and up-to-date, especially when clients demand specific credentials.
Our goal is simple: show why these “hidden” sections matter. This episode will change how you think about completing your profile.
Listen to Part 1 now and audit these sections on your own LinkedIn with fresh eyes.
craresources
Most job seekers treat the LinkedIn Experience section like a form to fill out: titles, dates, and a few “responsible for…” bullets. But what if that section is actually one of the most powerful levers you have for both the machine and the humans deciding your next opportunity?
In our latest roundtable, our recruiting team breaks down how to turn your Experience section into proof of value that works double-duty. It feeds LinkedIn’s 360Brew algorithm with clear, consistent signals, and it gives hiring managers the mini-stories they need to quickly trust you as a candidate.
How closely does your Experience need to align with your resume? What happens when dates, titles, or responsibilities don’t match... and how could that quietly be costing you interviews?
We dig into why alignment across your Headline, About, Skills, and Experience is now mission‑critical. And, we outline how 360Brew uses that consistency to assign you a professional “persona” that determines which searches and feeds you show up in. Are you unintentionally confusing the system by telling different stories in different sections?
You will also hear concrete examples of transforming dry bullets into concise stories using context, action, result, and reflection. We outline how to craft stories that cut through buzzwords like “strategic leader” and actually prove your impact.
What are the three non‑negotiables recruiters scan for in Experience? Which red flags make us hesitate, and which signals encourage us to move your candidacy forward faster?
Don't you want your profile to be both findable and irresistible so recruiters discover you and hiring managers remember you? I thought so! This episode will give you a practical, no‑fluff roadmap on how to optimize your LinkedIn Experience section.
craresources
Most professionals know their LinkedIn “About” section matters. But few realize just how much recruiters, hiring managers, and even LinkedIn’s own 360Brew algorithm are relying on it to make fast decisions about them.
In this roundtable episode, our recruiting team pulls back the curtain on what really happens when we open your profile. Why do 92% of us decide to engage or scroll largely based on your About section? What makes one clinical research profile feel like “generic experience” while another jumps off the page with “who you serve, what you deliver, and proof”? And how do you create an emotional connection and satisfy the bots at the same time?
You will hear our recruiters walk through real “before and after” LinkedIn About sections. We show you how a few specific metrics can change your credibility in seconds. And importantly, we explain why listing companies and job titles in your About is a missed opportunity. Our discussion shares practical tips on keywords: which ones actually help you show up in search results? How can you mine job descriptions for the right language? And how do you avoid sounding like a robot when you are writing for an algorithm?
Finally, we introduce the five-part framework we use when coaching candidates, covering your opening line, story, bullet “skills stack,” audience focus, and call to action. If you have struggled to create your About section, learning how to use this framework is gold. The goal? Ensuring your About section becomes a powerful handshake that works on autopilot for your job search and your long-term career brand.
If you have ever wondered, “Is my About section helping me get found, or quietly holding me back?”, this episode is for you.
craresources
Your “perfect” LinkedIn profile still isn’t attracting opportunities. Why not? Brace yourself because I am going to tell you that you should be putting out LinkedIn Posts. Today’s podcast pulls back the curtain on what really gets job seekers noticed in a LinkedIn 360Brew world. And it is beyond just polishing your headline and calling it a day.
I get it…you don’t feel qualified to write LinkedIn posts. But before you tune out because you will…absolutely…not…create…LinkedIn Posts, give me just a minute. Why? Because simply having a profile is no longer enough, and strategic posting can drive two to three times more of the right traffic to your page.
We describe how easy it is to create posts that position you as an expert. And, we outline why you should avoid the generic, copy‑paste “inspiration” posts that scream “bot” instead of “credible professional”.
We dig into how LinkedIn’s new 360Brew algorithm actually “reads” your content. And, we also explain how LinkedIn compares your posts to your headline, About, skills, and experience to assign you a professional persona. And this is all important when it comes to attracting the right traffic.
Are your posts reinforcing the niche you want to be known for? Or are you confusing the system with cat memes and vague career platitudes?
You will also pick up practical tactics you can apply immediately:
- How to write hooks that trigger that crucial “see more” click.
- Why dwell time matters more than likes.
- How to pull real achievements from your resume and turn them into engaging, human posts (with help from AI tools that don’t make you sound like a robot).
Learn to start posting with purpose, and turn your feed into a magnet for recruiters in your niche. Press play and let’s get you found.
craresources
When was the last time you really looked at your LinkedIn headline or your profile photo? I encourage you to do it now. Not just glance at it, but ask yourself, “Would I contact me based on this first impression?”
In our latest roundtable, our team dives into two of the most underestimated areas of a LinkedIn profile: your headline and your photo. They may seem like the basics, but our team makes it clear that these seemingly small details carry big consequences. Recruiters often make snap judgments in seconds, long before they read a single line of your About section.
So, what is your photo saying before you ever say a word?
And that headline you have been using: does it sell your value or just state your job title? Could your choice of words be quietly self-sabotaging your visibility to both hiring managers and the bots that decide who gets seen first? In an age when every keyword counts, the difference between “looking for new opportunities” and “I help teams deliver high-quality results on time and within budget” might be far greater than you think.
Our team unpacks real examples of what works and what doesn’t. We also discuss why authenticity matters just as much as precision. Whether you are job searching, networking, or simply building your professional brand, your LinkedIn photo and headline might be doing more talking than you realize.
So, how are your LinkedIn Heading and profile photo holding up? If your profile views and post impressions are low, you may need an update. Click below to hear the full discussion and get inspired to give your profile the refresh it deserves.
craresources
Your LinkedIn banner…is it a quiet killer or career supercharger? In just 3 seconds, it can make or break a recruiter’s first impression of you. Today’s roundtable is about avoiding banner disasters that send great candidates straight to the “nope” pile.
Picture this: a hiring manager scrolls on mobile, your headshot pops, and the headline teases your value. But then the banner hits. Cluttered logos screaming “CRA, disrupter, auditor, consultant”? A vacation beach shot with your dog? An offending political message? Pixelated text that is interpretive art on a thumbnail? Or worse, the default blue void that screams “fake profile”?
These “banner crimes” aren’t just ugly. They signal indecision, desperation, or laziness, causing you to vanish from consideration faster than you can say “Open to Work.”
But what if your banner sealed the deal instead? Subtle clinical trial cues, a crisp tagline showing you own your lane, and mobile-proof clarity that whispers confidence. And guess what? No graphic design degree is needed. Tools like Canva make it dead simple and, in most cases, at zero cost.
In our latest 20-minute team roundtable, we trudge through the battlefield of LinkedIn banners. We roast real-world fails (yes, including that stretched-face horror), decoding why visual elements are more important than words for visually stimulated recruiters. We also outline simple LinkedIn banner fixes to align your brand with the jobs you are going after.
So, job seekers…I have to ask: is your banner working for you or against you? Listen to this podcast and then audit your banner using our tips. What does it say about you in 3 seconds?
Uncover the formula that turns prime real estate (aka – your banner) into an interview magnet. Dive in and transform your LinkedIn profile today.
craresources
In clinical research hiring, AI and one-way video interviews are flattening talent into checklists. But top Directors of Clinical Operations say that isn't how real fits happen. In Part 2 of our podcast series on resource strategies, Brian Dempster and Lyle Gee reveal how job seekers break through the noise in this employer-driven market using smart networking tactics.
They tackle AI screening frustrations head-on. Their advice? Treat it like any process-driven gatekeeper by showcasing your unique story, not just credentials. Stand out by proving impact, such as system fixes, study rescues, and team integration, while asking sharp questions that flip interviews into bidirectional conversations.
Oh...and job seekers: forget discussing your potential. In today's market, companies demand proof of results, backed by reputable work history and strong references.
Smart networking emerges as the ultimate differentiator. The key? Build genuine connections now, not just when job hunting. Find networking opportunities at conferences, on LinkedIn, or with existing contacts. For example, your leaders love sharing war stories and career signposts, so approach seniors boldly with curiosity: "How did you navigate that challenge?"
One panelist emphasizes: don't wait; network where you are. All agree: your reputation is your next job, even in entry roles.
This isn't fluffy advice. It is battle-tested from the hiring side. Job seekers should learn to humanize their candidacy amid AI floods, hybrid teams, and buyer's market realities. Whether you are a CRA, ops lead, or breaking in, these nuggets equip you to land roles by being memorable, adaptable, and trusted.
Tune in to transform how you pitch yourself beyond resumes.
craresources
In clinical research, one decision shapes everything: where your talent comes from. Behind every trial lies a complex web of candidate sourcing choices. When to outsource to CROs, when to hire in-house, and how to balance quality, cost, and speed. In this first episode of a two-part series, I sit down with Directors of Clinical Operations Brian Dempster and Lyle Gee to unpack the evolving resource strategies driving clinical trial success.
Why Job Seekers Need This
Listen up if you’re hunting for CRA or operations roles. This episode pulls back the curtain on hiring from the director’s chair in today’s employer-driven market. You will learn the edge to stand out amid AI-generated resumes and applicant floods.
Hidden Drivers of Hiring Decisions
Brian and Lyle explain why companies swing between in-house teams, CRO outsourcing, and hybrids. Not just for cost, but based on study phase, expertise needs, and integration risks. You will learn how to tailor your pitch to show how you have solved those real problems, making you a stronger competitor against those job seekers who just list years of experience.
What Really Wins Interviews
They tell you to ditch rote credentials. They stress storytelling your impact, like rescuing studies from bad CROs or fixing system mismatches. We also dig into the importance of asking sharp questions (“What challenges are your teams facing right now?”).
These tactics prove adaptability, ownership, and cultural fit, flipping interviews into two-way conversations.
Thriving in Hybrid Realities
This podcast will help you understand fragmented models (staffing agencies, multiple CROs) so you can highlight your critical thinking, tech-savviness, and ability to plug into existing teams.
And that is what lands roles when cross-functional pros rule amid layoffs and tighter opportunities.
Tech and Market Shifts
We dive into the pendulum between employer and job-seeker markets, AI’s role in screening, and why no ‘one-size-fits-all’ strategy exists. Especially as hybrid models reshape CRO ties.
Whether you’re leading projects or breaking into clinical ops, this podcast changes how you see companies, CROs, and talent. It arms you with strategy and confidence to navigate it all.
craresources
It is nearly the end of January, and those ambitious New Year’s resolutions? They have either ignited a streak of wins or quietly fizzled under the weight of real life (read: holidays, illness, family demands, or job search burnout). But what if the path to lasting change isn’t more rigid goals, but mastering The Great Job Search Reset?
This isn’t about a one-time January overhaul. Instead, imagine building the habit of resetting with intention, anytime overwhelm hits. Our latest roundtable podcast dives deep:
Are you stuck tweaking your resume when networking or mindset is the real bottleneck?
Panelists reveal how to pinpoint your “stuck point” using tools like the Job Search Strategy Compass, so you stop spinning your wheels.
Ever panicked as a role winds down? How can networking calm that fear and uncover hidden opportunities—without cold outreach dread?
You will hear practical scripts for reaching your existing contacts first, turning isolation into a support squad that opens doors.
And when life piles on (kids, caregiving, exhaustion), how do you reset energy, time, and emotions without guilt?
From setting weekly job search hours to protect against burnout, prioritizing energizers like hobbies, and processing feelings instead of powering through, the team shares tactics to align with your natural rhythm.
What “season” are you truly in? Survival, maintenance, or growth? And how does mistaking your season sabotage your search?
Drawing on ancient Roman wisdom (they skipped January resets for good reason), we reframe winter as an “inner-work” season, tackling topics like negative self-talk, targeted applications over “spray and pray,” and small tweaks for big magic.
Listeners walk away ready to assess: What drained you last year? What excites you now? Tune in to swap judgment for grace, and turn resets into momentum that sticks all year.
craresources
Mastering tough interview questions sets top job seekers apart. In today's roundtable on elevator pitch examples for job seekers, we help you turn potential pitfalls into opportunities to shine.
In this podcast segment, our team delivers live role-play responses to challenging prompts like "Tell me about a time you dealt with a difficult situation," "Why did you leave your last position?" and "Why have you been out of work for [eek]?" You will hear examples that keep answers concise, positive, and employer-focused.
Jenny shares how she resolved a non-responsive site coordinator by offering hands-on training, emphasizing teamwork and initiative without blame. Rachel explains that leaving her role was a growth opportunity towards new challenges, highlighting oncology expertise and attention to detail while avoiding negativity. Maya outlines long-term goals as a lead CRA, using a clear four-part structure: context, action, impact, and alignment with company needs. And Savannah addresses an 18-month employment gap due to relocation, framing it as intentional preparation for the right fit.
The team breaks down each pitch, revealing why specifics hook interviewers. We also speak to how to own our situations victoriously. And finally, address the power of practicing to sound natural. The team stresses bridging every answer back to value, such as your skills, enthusiasm, and fit, while reading cues to adapt on the fly. These elevator pitch examples for job seekers work for behavioral questions, gaps, or goals, helping you build rapport like a conversation, not an interview interrogation or Q&A.
Whether facing layoffs, transitions, or skill gaps, these real-time demonstrations equip you to respond with confidence and poise. Practice them to transform interviews into relationship-building moments that land offers.
Related Posts
- Roundtable: Job Seeker Elevator Pitch Examples
- Roundtable: Use an Elevator Pitch to Ace Your Interview
- What is a Job Seeker Elevator Pitch?
craresources
Crafting a powerful elevator pitch is one of the toughest, yet most important, challenges for job seekers. In this roundtable conversation, our coaching team takes a deep dive into real job seeker elevator pitch examples that go far beyond the rehearsed, one-size-fits-all approach you might find online. Instead, we show how to turn this classic concept into a practical storytelling tool.
Why is this important? It will help you answer common interview questions, stand out in networking conversations, and confidently communicate your value.
In this session, you will hear team members role-play authentic “Tell me about yourself” and “Why do you want this position?” moments. Each example breaks down what makes a strong elevator pitch. We cover everything from structure and tone to emotional connection and relevance to the hiring audience. You will learn frameworks like the past-present-future technique shared by Natalie, the what-why-who formula Becky uses to personalize her pitch, and how Carrie weaves purpose, leadership, and soft skills into her story to show she is the right fit.
Throughout the discussion, our coaches unpack why tailoring your pitch for each role matters. We talk about how to include just enough detail, and how to repurpose your elevator pitch for your resume, LinkedIn profile, or cover letter.
Whether you are just starting to refine your professional introduction or looking for inspiration to refresh your story, these job seeker elevator pitch examples will help you speak with clarity, confidence, and authenticity the next time opportunity knocks.
craresources
What if the secret to interview success was hidden in a quick, 60-second conversation? This week’s roundtable explores how mastering your elevator pitch can completely transform how well you interview.
But what the heck is an Elevator Pitch? It is a short, clear statement about who you are and what you bring to the table. Business leaders use elevator pitches to sell ideas. But job seekers can apply the same practice to “sell” their value in interviews.
For example, have you ever stumbled through “Tell me about yourself”? Or struggled to explain why you’re interested in a role or why you’ve been out of work for a few months? In this episode, our team breaks down how a polished elevator pitch can turn those tricky questions into confident, memorable moments.
But what makes a great elevator pitch? How short should it really be? And how do you keep it authentic without sounding robotic?
We share practical tips and creative techniques, from structuring a 30-second micro story to highlighting your “why” for choosing a particular career or industry. You will also find out why introverts might actually have the edge when it comes to delivering focused, high-impact answers.
Most importantly, you will learn why preparation matters, how to manage interview nerves, and how to stay in control of the conversation from start to finish.
So, are you ready to craft an elevator pitch that helps you stand out and ace your next interview? Tune in now to hear the full conversation and get inspired to write your own.
craresources
I saw a post the other day where a job seeker was upset because an interviewer asked why she had been out of work for so long. Guys, every interviewer is going to ask about an employment gap. The real question is how you prepare to answer it with confidence and professionalism. So let’s tackle the real question: What is the right way to address a long gap between jobs? How much should you say or not say when asked about it? And how do you maintain your confidence when long-term unemployment begins to feel personal?
In this week’s roundtable, our team leads an honest and practical conversation about how to handle long-term unemployment on your resume and in your interviews. We also discuss the mindset that could cause you to come across as defensive. The discussion explores how to reshape your story so potential employers view your experience as a strength rather than a setback.
Should you explain your gap in your cover letter or include a short note on your resume? Can volunteer work, certifications, or courses help you tell a stronger story? What about when the reason for your gap is deeply personal, such as caregiving or burnout? The team shares smart strategies, thoughtful wording, and insights on when to give context without oversharing.
This conversation goes beyond formatting advice. It examines how mindset impacts results during a job search. We remind listeners that long-term unemployment is not a reflection of worth. Instead, clarity, honesty, and confidence are what truly stand out to hiring managers.
If you have been facing long-term unemployment, you will not want to miss this episode. It may just help you turn your employment gap into one of the most powerful parts of your professional story.
craresources
Building the right partnership is never accidental, regardless of whether you are building relationships in your personal life or your career. In this episode, our team explores the parallels between choosing a talent match (aka a recruitment agency) and choosing the right partner. Just like dating, selecting a recruiter calls for discernment, honesty, and a clear understanding of what you want. Too often, job seekers and hiring managers settle for convenience or overlook red flags, only to discover later that the relationship lacks trust and shared goals.
When we talk about a “talent match,” we mean more than just placing a candidate or landing a job. True alignment stems from shared values, ethical practices, transparent communication, and mutual investment. The quick, easy path may look appealing, but meaningful professional partnerships, like healthy personal ones, take effort and integrity.
This conversation challenges both companies and candidates to view recruiting through a more intentional lens. Would you go on a blind date without checking who you are meeting? The same principle applies here: research, vetting, and thoughtful interaction matter. The best partnerships form when both sides take time to assess fit, define priorities, and build credibility.
The takeaway? Do not just settle for convenience. Choose a recruiter like you would a partner; one who listens, invests, and brings out your best for the long term. Tune in to learn how finding your ideal talent match can transform your career relationships.
craresources
Ever been asked to be a reference and felt unsure how to respond? You are not alone. Our latest roundtable podcast dives into how to be a reference, including when it is okay not to say yes.
In this candid discussion, our panel shares what really happens behind the scenes of reference checks. We address why accuracy matters, how honesty protects all parties, and what information you, as the reference, will want to have ready before the call. Think of today’s roundtable as a professional checklist:
- Know the basics like the dates you worked together,
- What role each of you held, and
- The scope of your colleague’s responsibilities.
These details not only help paint a credible picture but also prevent confusion or red flags for potential employers.
Just as important, it is perfectly fine to decline a reference request when you don’t feel comfortable or feel you can’t give a balanced perspective. As one guest noted, a simple “I don’t believe I can provide the best reference for you” can save everyone time and preserve relationships.
Our team also explores the fine line a reference walks between being supportive and being factual. A good reference isn’t about glowing praise or gossip. It is about giving fair, professional insight that helps both the candidate and employer find the right fit.
If you have ever hesitated before agreeing to be a reference or wondered what you are really signing up for if you say yes, this conversation is worth a listen.
Tune in to the full roundtable discussion to learn when to step forward, when to politely decline (and how), and what details truly make a reference valid and meaningful.
craresources
In this heartfelt and eye-opening second installment with Kimberly Wilkinson, we turn our spotlight to the pivotal challenge facing every job seeker today: building resilience in a landscape filled with uncertainty, rejection, and rapidly changing rules. Have you ever felt your confidence waver during a prolonged job search? Or questioned how some people bounce back from setbacks with renewed determination? If so, this episode offers both empathy and actionable insight.
What does building resilience really look like when unemployment stretches for months or even years? How do you quiet the storm of self-doubt and financial stress, and instead find the strength to keep moving forward? Kimberly pulls back the curtain on her personal strategies for navigating anxiety, loss, and disappointment, reminding us that resilience isn’t just a buzzword, but an everyday practice.
In this episode, we explore:
- Which overlooked LinkedIn profile tweaks can instantly boost visibility and results, and how often are job seekers missing them?
- How do faith, daily rituals, or community practices support us in building resilience and protecting our mindset against negativity?
- Where can authentic support be found, and what are the dangers of trying to go it alone?
- Most importantly, what mental shifts allow us to transform fear and setbacks into a foundation for lasting confidence?
Are you ready to reconsider your routines, learn how to strengthen your mindset, and discover practical tools for building resilience? Join us for an honest and inspiring conversation that will leave you with fresh hope.
Oh, and a toolkit for thriving, not just surviving, in your job search journey.
craresources
Navigating Today’s Candidate Minefield
Ready for an eye-opening look at the darker and sometimes downright bizarre side of the job search? Today’s episode features topics every job seeker knows but few dare to share aloud. And while we certainly speak about job scams, we also talk about those deceitful messages promising dream gigs, the “recruiters” who don’t take no for an answer, and the never-ending parade of suspicious LinkedIn invitations. Angela Roberts is joined by Kimberly Wilkinson and Becky Clark in a roundtable discussion that lays bare new job scam tactics spreading across job boards, email, and text. We also provide insight into how artificial intelligence can be your first line of defense in staying safe.
But we don’t just dwell on cautionary tales. We also share our own real-life encounters with job scams as well as provide practical techniques for vetting suspicious offers.
And if you have ever wondered if it is possible to dodge the scammers and stay resilient at the same time, you will hear why relying on your instincts and new tools like perplexity.ai, Grok, and tried-and-true recruiter wisdom can make all the difference.
Whether you are new to the job search or you have been feeling battle-worn for months, tune in for stories that will make you nod, laugh, and maybe cringe just a little. Stay curious, stay cautious, and most importantly, stay encouraged. The real opportunities are still out there. Listen on for the details that could save your sanity, and maybe your identity, in today’s wild job search jungle.
craresources
Are you stuck in the endless loop of applying for jobs but not getting anywhere? Wondering why your LinkedIn profile feels more like a ghost town than a buzzing marketplace? Or maybe you’re asking yourself, “Am I really taking the right steps to land my next role, or just spinning my wheels?” Welcome to our latest roundtable podcast, where a team of career pros dives deep into the art and science of taking action in today’s job market.
What does it truly mean to “take action” beyond just hitting that “Apply” button in this new job landscape? How can understanding your “why,” “what,” and “who” sharpen your job search and save you wasted time in today’s job market? Have you ever considered that your approach might need a full makeover rather than just a little tweak? And what about the dreaded interview: How can asking the right questions turn an interrogation into a collaborative conversation?
Are you leaving interview prep on the table? How crucial is that timely thank-you note after an interview, and could skipping it be costing you the job? If recruiters say they want to help, why are so many candidates missing key steps? And just how polished should your LinkedIn really be to get noticed in today’s noisy job market?
This lively conversation tackles these questions and more, with insights you can start using immediately to change your career path. Curious about how small actions can produce big results? Ready to shift your mindset from “hoping for luck” to “making it happen”? Tune in and let’s get real about what it takes to get noticed, get interviewed, and get hired…starting today.
craresources
Today's podcast is the perfect pit stop if your approach to job hunting feels a bit like using a map from the Stone Age in the GPS world. Angela is joined by Lyle Gee (and the insightful Becky Clark) to drop truth bombs and chuckles for anyone stuck in the “old way” of job searching. Whether you are a seasoned pro or still figuring out which way is up, this conversation digs deep into what it really means to be flexible without settling for just any paycheck.
In this episode, you will hear the unvarnished truth about why flexibility is not a cry for help, but a skill, and why your ego might just be your biggest job search enemy. The crew tackles how to showcase adaptability when companies want candidates who are moldable and humble, yet still bring their unique flavors to the table. Plus, get the skinny on soft skills, intellectual honesty, and why recruiters do not want a “know-it-all” or a “know-nothing,” just a confident learner ready to hustle.
From the folks who remember when fax machines ruled, to the new generation armed with enthusiasm but short on titles, this episode equips you with a job search strategy that wins in today’s competitive market. Strap in and get ready for laughs, insights, and plenty of actionable advice to transform your job hunt from desperate to dynamic.
Tune in, turn up your confidence, and take notes, because mastering your job search strategy just got a whole lot more interesting.
craresources
Do you follow directions during the job application process? I just saw a coach blatantly recommending folks sidestep application processes.
Today’s roundtable will address that theory.
Why Following Directions is Important
A side note, even if you already agree that following directions is important, I bet you don’t. Our statistics show a very high percentage of candidates fail to follow directions.
And following directions during the job application process is a crucial (although often overlooked) step that can significantly impact a candidate’s success. Why? Because paying close attention to every detail in the application process matters deeply to employers and can set candidates apart from the competition.
The conversation emphasized that each step requested by employers, from completing prequalification forms to submitting accurate references and therapeutic area details, is not merely bureaucratic but serves a clear purpose. These steps allow recruiters to present candidates effectively to clients, showcasing professionalism, attention to detail, and suitability for specific roles. Candidates who follow directions thoroughly demonstrate reliability and a strong work ethic, qualities highly valued in specialized fields such as clinical research.
We also highlighted common pitfalls in this roundtable, such as incomplete forms, missing references, or failing to communicate proactively about challenges during the application process. These missteps may raise doubts about a candidate’s ability to perform in the actual job, where following complex protocols and instructions is essential. Conversely, candidates who provide complete, accurate information promptly stand out as top choices for hiring managers.
One Key Takeaway
We urge job seekers to treat the job application process like an important relationship or partnership. Engaging fully and transparently with recruiters increases the chances of being matched with suitable opportunities, even ones not publicly advertised. Ultimately, following directions in the job application process can make the difference between securing a desired position and being overlooked. Job seekers who embrace this mindset position themselves for greater success and professional growth.
This podcast discussion offers practical advice and motivation to help candidates be detail-oriented, communicative, and professional in every application step they take. It underscores that success begins with following directions carefully and thoughtfully.
craresources
Today’s hiring market faces a significant disconnect that affects both job seekers and employers in profound ways. This disconnect reflects a volatile environment where job seekers experience sticker shock as the once plentiful outreach from hiring entities has slowed dramatically. Meanwhile, employers are expressing frustration over a seemingly scarce supply of qualified candidates. Likewise, hiring entities are experiencing an oversupply of underqualified and fraudulent applicants.
Supply and demand in the hiring market feel out of sync. And this is highlighting a challenging reality where hiring standards have become increasingly picky, ranging from stricter geographical requirements to unrealistic compensation expectations.
The Impact
This imbalance leaves many quality positions unfilled despite a pool of eager candidates.
For job seekers, the market demands much more effort to gain recognition. Candidates have to navigate strategic resume updates, focus on personal branding, and participate in active engagement beyond simply applying. Today’s ideal job candidate cannot rely solely on past experiences and achievements. But instead, must consider broader career growth, continual skill development, and flexibility in job roles.
And to cure the disconnect, I believe employers must also reassess what I believe to be rigid criteria in areas that matter less. Instead, I encourage hiring entities to consider the value of transferable skills. This compromise is more likely to build successful, long-term matches in today’s shifting landscape.
Economic factors such as inflation, budget constraints, and evolving work models contribute to a more complex hiring market. Moreover, the rise of AI is altering hiring processes and candidate screening, increasing the need for transparency and ensuring authenticity in applications.
This podcast episode explores these challenges, highlighting the reality of the 2025 hiring market and offering insights into bridging the gap between employer expectations and job seeker realities. Understanding this disconnect is essential for navigating the current landscape and finding success in both hiring and job searching endeavors.
This discussion aims to equip listeners with strategies and perspectives to adapt effectively in today’s hiring market.
craresources
Today’s roundtable explores how daily behavior on the LinkedIn platform can shape opportunities, trust, and long‑term career momentum. The episode opens with a clear message: professional reputation is not only about a polished profile, it is about consistent, intentional conduct that reflects sound judgment and respect for the community. This conversation tees up practical rules of engagement and everyday habits that hiring leaders notice.
Listeners will hear why a LinkedIn profile should function like a focused professional resume. We also discuss how the tone of your posts and topic choices influence credibility. And importantly, we reveal why clients and hiring managers review activity before deciding to engage. The discussion covers where personal posts fit, what to leave off the feed, and how to anchor content to an authentic career story that supports a positive professional reputation. The team also breaks down profile photo essentials, from recency and recognizability to framing, attire, and approachability, so first impressions align with the brand shown on the resume.
The episode then moves into outreach etiquette: connect with intention, add a brief note, avoid pushy messages, and skip the value dump that buries the ask. The guidance is simple: be concise, be specific, and include a respectful call to action that invites dialogue rather than demands attention, which strengthens Professional Reputation over time. Finally, the hosts explain why showing up daily matters, especially for passive candidates who are not actively searching but want to stay visible for better‑fit roles in the future. Consistency compounds, and professional reputation grows when actions match the story the profile tells.
For a deeper dive into building a powerful LinkedIn presence, sign up for our free 3-part series on the topic. The last session is this Thursday, but if you register, you gain access to all of the replays.
craresources
Today’s episode highlights the power of authentic networking in clinical research. We welcome Ashley Liggion, CRA, and founder of The Research Social. Ashley shares her journey and vision for community building. She created The Research Social to address isolation in clinical research. As we know, many CRAs, coordinators, and researchers often feel alone in their roles. Ashley saw this gap and chose to act.
At The Research Social, networking takes place in relaxed, real-life settings. There is no need for business attire or scripted introductions. Attendees simply connect over activities like bowling, karaoke, or casual hangouts in cities nationwide. Real friendships form here, making professional connections feel easy and natural. Events often leave members recharged and inspired to support each other.
Ashley shares how she manages the demands of a CRA career while running her platform. She discusses her motivation and highlights the fulfillment that comes from building something meaningful. The group then examines larger industry challenges. Barriers to entry and fake certification programs often confuse newcomers. As a result, mentorship and honest guidance are essential for navigating clinical research.
We discuss how The Research Social offers a solution. It provides not just camaraderie but also resources for newcomers and seasoned professionals. Listeners receive clear advice on joining supportive networks and growing within the clinical research field.
The Research Social shows that networking need not feel forced. One city, one event at a time, this community brings research professionals together. Listen today and learn more about this organization as well as receive actionable insights into the power of community-driven support, the importance of peer mentorship, and strategies for tackling the hidden hurdles in clinical research careers.
craresources
Welcome to this episode, where we explore the crucial resume rule that many job seekers overlook. Too often, candidates send the same resume and cover letter to every job application. Hiring teams quickly recognize these generic submissions, and most do not pass the initial screening. Today, we will explain why tailoring each resume and cover letter to the specific role matters. Small adjustments can demonstrate a clear understanding of the company’s needs. They highlight the relevant skills that employers seek and help applicants stand out from the competition.
This episode is especially valuable for those pivoting roles, managing dual responsibilities, or intentionally shifting career paths. Regardless of experience level, the resume rule applies universally. We will share examples and practical tips for customizing your materials to match the job description. You will learn how to incorporate keywords that applicant tracking systems (ATS) and recruiters look for, while still producing readable, polished documents.
Our team also discusses the recruitment process stages and why this rule matters at each step—from initial resume screening to final hiring manager review. You will hear why exact language matters, including using the same terminology as the job posting to pass automated scans and human gatekeepers alike. We advise avoiding common pitfalls such as misspellings, generic greetings, or overly colorful resumes that distract from the content.
Whether you need guidance drafting your first tailored resume or want to refine your approach, this episode provides actionable advice to improve your job search success. Remember, following the resume rule shows professionalism and increases your chances of landing interviews. Stay tuned for practical stories and expert insights on mastering this essential skill.
craresources
This podcast episode challenges listeners to face a hard truth: old job search strategies no longer work. Are you still using yesterday’s methods? Are you risking being invisible to employers and recruiters? Today, we team up with one of our favorite podcasters, Lyle Gee, to urge listeners to rethink their approach by focusing on sharp strategic planning and realistic goals. These are not just tips—they are survival tools for today’s job seeker.
The job market has changed dramatically over the last decade. Unfortunately, sticking to outdated strategies is a fast track to being overlooked. Are you setting daily goals that keep you ahead? Are you using focused, targeted methods that separate you from the crowd? Have you connected with specialized recruiters who can offer real insider insight?
And importantly, do you know how to accomplish any of these objectives?
One major point in this episode is this: your professional story and brand must fit each opportunity. And, whether you are making a lateral move or entering a new clinical position, consistency is key.
- Are you tailoring your resume and cover letter for every role?
- Does your online presence map to your resume?
- Have you embraced networking as a core strategy?
- Do you know how to work with automation and build connections across locations and specialties?
Will you keep repeating old mistakes, or will you learn how to truly win in today’s job market? If you aren't getting the results you want and are therefore ready to change your job search strategies for good, today's podcast is a must.
craresources
A new episode of the podcast launches today, and it could not be more timely. In today’s economy, layoffs remain a harsh reality for many professionals. Our team addresses a recent major layoff announcement where the company owner criticized the departing employees, labeling them as poor performers.
This behavior is unacceptable.
The discussion begins with our team confronting these unfair stigmas. They highlight the emotional turmoil and the damage such labeling causes to those affected. The episode explores the complex mix of emotions triggered by layoff announcements, from shock to grief. It also emphasizes the importance of self-love during these difficult moments. Several team members share firsthand experiences of facing layoff announcements without warning. Their stories highlight the crucial role a strong professional network plays in overcoming the uncertainty that follows.
Moreover, the episode offers unique insights into how managers deliver layoff news and the emotional toll it takes on both sides. Listeners receive clear, actionable advice on how to respond after a layoff announcement. The episode covers key immediate steps, such as gathering references, understanding severance terms, and updating resumes honestly and strategically. It also cautions against misrepresenting employment status. Instead, it encourages using the opportunity to reassess career goals and pursue skill development.
This episode balances hard-hitting job search tips with compassionate guidance for processing the emotions tied to a layoff announcement. It serves anyone facing this difficult news and seeking practical steps forward, confidence rebuilding, and a fresh outlook on their career path.
Tune in now to gain valuable insights and strategies for handling layoff announcements with resilience and purpose.
craresources
Today's roundtable discussion is for everyone. Even those who think they already excel at video interviews. No one should assume they know everything about this topic. Video interviewing evolves, and a refresher on video interview tips can reveal overlooked areas to improve. Staying sharp ensures candidates always present their best professional self and build strong connections in each interview.
After all, mastering video interviews takes more than technical skills. Success requires professionalism, a strong rapport, and attention to the small details that often go overlooked. During this roundtable, the team explored these points through firsthand experience and candid stories from our years in hiring and candidate preparation. The focus remained practical: how small missteps, even after multiple good interviews, can undo weeks of effort and create a poor impression that leaves hiring managers unwilling to move forward.
Our team highlighted the essential elements that can make or break a candidate’s chance in a video interview. Dressing appropriately, maintaining eye contact, and choosing the right technology matter. A controlled environment, free from distractions and clutter, sends a professional signal before a word is spoken. The group emphasized lighting and camera placement as more than technical details. These shape how candidates appear and help build the sense of connection that interviewers expect.
We also discussed the importance of preparation—testing your software, practicing responses aloud, and managing nerves, especially for those who do not interview regularly. The team noted that active listening, clear communication, and genuine engagement help to bridge any distance video can create. The roundtable stressed that rapport is both vital and entirely within reach. When candidates make interviewers feel valued and respected, it greatly increases their chances of building productive professional relationships.
You will find practical video interview tips, sincere advice, and a few unforgettable cautionary tales in this discussion. Turn up the volume and get ready to rethink how video interviews really work.
craresources
This episode explores the vital but often overlooked importance of going beyond protocols in clinical research. How? By emphasizing essential soft skills for Clinical Research Associates (CRAs). While technical knowledge and strict adherence to study protocols are foundational, this conversation highlights that true success in clinical trials depends on qualities like critical thinking, problem-solving, and adaptability. These skills drive effective communication, conflict resolution, and the ability to navigate the complexities of diverse research sites. Well-developed soft skills are not just beneficial; they are indispensable for managing the unpredictable challenges that arise day-to-day in the field.
For CRAs, excelling means moving beyond the checklist mentality and embracing flexibility when working with various site personnel and dynamic situations. Our guest, Robyn Himick, a seasoned leader in clinical research, shares her perspective on identifying and cultivating these skills within teams. She stresses that while technical tasks can be taught, the capacity to think on one’s feet and adapt cannot be simply learned overnight. Instead, it’s honed through experience, self-reflection, and mentorship.
This episode tackles critical questions about leadership and professional growth. Can soft skills be taught? Or must they be innate? How do leaders foster an environment where critical soft skills are recognized and developed? And why are emotional intelligence, self-awareness, and accountability just as crucial as technical expertise?
Listen to gain actionable insights through real-life examples. We deliver coaching strategies designed to help both new and experienced clinical research professionals grow beyond protocols and elevate their team culture and effectiveness.
craresources
Welcome to our team Roundtable Podcast. Today, we focus on mindset, resilience, and the hidden challenges of job search burnout. This discussion goes beyond crafting an outstanding resume; it centers on the internal strength needed to sustain you through setbacks and uncertainty.
Mindset and resilience are critical qualities to stay motivated during prolonged job searches and repeated setbacks. Job search burnout is a real challenge. The key question is how to recognize it early and what steps to take to prevent it from derailing your progress.
Maintaining confidence can become difficult, especially when facing multiple rejections or the long silence that often accompanies a job search. Much career advice focuses on external tasks like refining your resume or cover letter. While those are important, today’s focus is on developing resilience and confidence from within—the foundation every job seeker needs.
We remind you that you are responsible for your own growth. Self-improvement and self-care require intention, and building confidence begins there. If you feel uncertain or defeated, that mindset can hold you back. Instead, concentrate on how to grow and position yourself as an attractive candidate. Consider what hiring managers seek and reflect on where you fit best.
We also explore how reframing rejection as redirection can transform your outlook. Some team members share personal stories about seeing each “no” not as failure, but as a step closer to the right opportunity.
Ultimately, hiring managers want to say “yes” to the right candidate—they want to hire you. Recognize job search burnout, but do not let it define your journey. This roundtable is here to support your growth, confidence, and next career move. Let us begin.
craresources
Welcome to part two of our insightful discussion with special guest Brian Dempster, Executive Director of Clinical Operations at Fate Therapeutics. Our focus is on the importance of managing conflict in clinical research environments.
Managing conflict is not only about achieving your goals. It is also about bringing your entire team along with you on that journey. As Angela Roberts shares, the success of a leader is often determined by the employees and colleagues who stand behind them. Your professional results matter. But true conflict management is reflected in your ability to obtain those results while maintaining the support and respect of your team.
Brian Dempster highlights the personal benefits of managing conflict well. Instead of focusing on how many individual battles you can win, it is far more rewarding and healthy to learn to collaborate and get along with others. Creating harmony and trust within a team leads to a more positive work environment and supports your own well-being.
Becky Clark emphasizes the importance of these same strategies beyond your immediate team. Especially for Clinical Research Associates. Strong relationships with clinical sites are essential. The positive impact of effectively managing conflict is so significant that site-level references are a firm requirement for CRAs at craresources. Sites that express genuine enthusiasm for working with a CRA—even years after a study—demonstrate the long-lasting value of nurturing professional relationships.
In clinical operations, your reputation is shaped by how you handle challenges and relationships alike. By prioritizing communication, collaboration, and empathy, you can manage conflict constructively. You create lasting positive impressions, not only with your team but also with the sites you support. Managing conflict well is essential for elevating both your professional journey and the overall success of every clinical trial.
Book List
Brian mentions a couple of books during our discussions on conflict management. As a bonus, he has provided those details as well as recommended a third book.
- The Art of War by Tzu Sun
- Crucial Conversations: Tools for Talking When Stakes are High, Third Edition by Al Switzler, Ron McMillan, Joseph Grenny, Emily Gregory, Kerry Patterson
- Leaders Eat Last: Why Some Teams Pull Together and Others Don't by Simon Sinek
craresources
Welcome to today’s episode of the CRA Resource Show. We are pleased to welcome Brian Dempster, Executive Director of Clinical Operations at Fate Therapeutics, as our special guest. In this episode, we build upon a recent discussion about soft skills with podcaster Lyle Gee by exploring the essential topic of conflict resolution strategies in clinical research.
In the clinical research industry, effective teamwork and communication are vital for the success of any study. However, it is important to note that conflict resolution isn't the same as avoiding conflict.
Our conversation delves into why conflict resolution strategies involve much more than simply avoiding disagreements. We examine how to recognize potential issues early. Our discussion then addresses how to respond constructively while fostering an environment where challenges can be addressed openly and respectfully.
Brian shares personal stories about his leadership journey. We discuss the importance of setting boundaries along with actionable guidance for promoting strong team dynamics. Importantly, we outline how mastering conflict resolution strategies can elevate morale.
It also enhances retention and ultimately contributes to the successful execution of clinical trials.
This episode delivers practical tactics for anyone involved in clinical research. In essence, it empowers you to effectively approach difficult conversations and cultivate a positive and productive workplace.
Listen in for expert insights and practical lessons on using conflict resolution strategies to turn challenges into opportunities for growth in your team and career.
craresources
Welcome to today’s podcast episode, where we have a special conversation planned. Joining us are Angela Roberts, our Head of Recruiting, and Dee Dee Cornelius, previously a longtime client and Senior Director of Clinical Operations at one of our valued sponsor companies. In this episode, we focus on an increasingly critical and timely topic: How to Know if a Job is a Scam.
Angela recently authored an article highlighting this growing issue, inspired by a real-life experience Dee Dee shared with us. Regardless of how experienced or cautious professionals may be, job scams have become alarmingly sophisticated. These scams can easily ensnare even the most vigilant individuals, putting personal and financial information at risk.
Dee Dee recounts her own narrow escape during a job search, particularly while seeking remote roles outside the clinical research field. She shares meaningful lessons learned to help protect others from falling prey to similar scams. Angela provides important insights on recognizing red flags throughout the hiring process—from questionable interview practices to verifying company culture through informational interviews.
Together, they offer practical advice and real-world examples to raise awareness so that job seekers can better identify and avoid scams in today’s complex employment landscape. Stay tuned as we explore this vital cautionary tale along with actionable tips to safeguard your career journey.
For more expert insights and resources, please visit creresources.com/blog and sign up to receive our content directly in your inbox. Let us begin.
craresources
Welcome to today's Podcast, where we review part 3 on the topic of the business of being a consultant. Today’s episode features Lyle Gee, who joins Angela Roberts and Becky Clark for a valuable conversation about the realities and requirements of being a consultant.
How Do You Determine Your Rate?
One of the essential topics the team explores is how to accurately determine your compensation as a consultant. Angela discusses the importance of benchmarking rates using available market data and emphasizes the need to go beyond surface-level numbers. We address areas you should factor in such as the cost of health benefits, liability insurance, Social Security, tax obligations, and other overhead expenses. Angela shares that the true "burden rate" paid by employers often amounts to an additional 38 percent over your base salary. This figure covers expenses that employees rarely see but consultants must plan for themselves.
Lyle adds that this critical information is not always easy to obtain unless you consult an HR expert or a business owner. Both guests stress the importance of conducting meticulous expense calculations to determine the minimum hourly rate required to sustain your lifestyle and meet all obligations.
Other Financial Un-Knowns to Consider
What happens if, once you have done the math, your personal financial needs result in an hourly rate that exceeds the marketplace? We openly discuss your options.
In addition to financial planning, being a consultant means maintaining a buffer for periods without work. Other areas include separating business and personal finances, and preparing for unpredictable costs.
This honest discussion reveals that being a consultant demands preparation, transparency, and commitment. Listen in to become equipped with the key insights necessary for success as a consultant. Let us get started.
craresources
Welcome to today's podcast, where we explore the business realities that independent professionals face. In this episode, we focus on one of the most important business tips for running your own consulting business: how to manage your finances and keep your tax obligations in check.
This podcast is for those of you who are just launching your consulting venture as well as those with years of experience. Handling your earnings, deductions, and business structures such as LLCs and corporations can be challenging. Join us as we speak with long time consultant Lyle Gee, who shares practical business tips and lessons learned about the administrative side of consulting. We reveal the common pitfalls that catch new consultants by surprise. For example, many overlook valuable deductions or fail to recognize the value of a specialist accountant who truly understands your industry.
You will gain insight on why all accountants are not equally effective. We discuss mistakes to avoid when handling business income. And address the necessity of building a reliable professional network. We also explain why it is vital to treat your business and personal finances separately and how quarterly tax planning can save you from unpleasant year-end surprises.
If you want business tips on what records to keep, strategies to lower your tax bills, or ways to eliminate stress during tax season, this episode will guide you in surrounding yourself with the right experts. Focus on your strengths while building a solid business foundation. Let us get started with today's conversation.
craresources
Welcome to today’s episode, where we address one of the most common questions professionals face: how to become a consultant. If you are considering a new path or looking to transition from traditional employment into consulting, you will find this discussion invaluable. Today, we break down the practical aspects of how to become a consultant. We highlight the essential steps and everyday realities beyond simply acquiring clients.
Our hosts, Angela Roberts, Lyle Gee, and Becky Clark, have each received countless inquiries about how to become a consultant. Especially regarding the business side of the journey. The idea can seem simple at first, but once you start exploring how to become a consultant, it quickly becomes clear that there are vital considerations. Legal paperwork, choosing the appropriate business structure, navigating billing practices, and understanding tax requirements all have to be assessed.
It is important to note that while our hosts offer real-world experience and actionable checklists, they are not accountants or attorneys. For the legal and financial components of how to become a consultant, it is always best to seek advice from qualified professionals.
Today’s episode focuses on helping you understand exactly what you can and cannot include in your billable hours. We touch on how to maximize potential tax write-offs. And we outline the unique differences between consulting and permanent employment. You will discover the straightforward steps and insider tips that will help you approach how to become a consultant in a smart, efficient, and successful way. Join us for an honest and detailed exploration of what it truly takes to become a consultant and thrive in your own business.
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Welcome to today’s roundtable, where we dive into the complex and essential topic of fair compensation. More than just a salary figure, fair compensation sits at the heart of every career decision and organizational strategy. Are you exploring a new opportunity? Seeking a career progression or promotion? Considering a lateral move for improved work-life balance or a cultural change? In all cases, understanding what constitutes competitive compensation is crucial to every professional and hiring manager.
Both Candidates and Hiring Managers are Confused
In recent conversations with both candidates and hiring teams, a recurring theme has emerged. There is often confusion about what fair and competitive compensation really means. The market shifts rapidly. What was considered fair six months ago may not hold true today. Therefore, basing career and hiring choices on outdated benchmarks can lead to job dissatisfaction, decreased morale, or even attrition.
Why Clarity is Important
Research and recent reports strongly support the statement that employees who feel undervalued or underpaid are significantly more likely to seek opportunities elsewhere.
The net: companies neglecting fair compensation risk losing both existing talent and new hires. For example, according to Payscale’s 2025 Fair Pay Impact Report, employees who believe they are paid unfairly are 45% more likely to look for a new job, regardless of their actual compensation. Additionally, nearly one-third of organizations identified unfair pay as the primary reason for losing talent, underscoring how pay inequity drives turnover.
Alternatively, studies have also shown that fair, competitive pay not only increases retention rates but also helps attract high-performing talent. This means employees are less likely to stay at companies where they feel underappreciated or where pay practices are not transparent and equitable.
Are You Receiving Fair Compensation?
During this episode, we will explore what fair compensation is for both consultants and permanent employees. We discuss why it matters, when it doesn’t matter, how to benchmark it for your specific role, and how to transparently discuss expectations with hiring teams.
Our team shares practical tips for researching market rates. We also outline how to approach uncomfortable salary conversations. If you are wondering when to bring up compensation, how to ensure your rate reflects your value, or how to avoid common pitfalls in negotiation, you are in the right place.
Join us as we dissect the concept of fair compensation and empower you to navigate your next career conversation with confidence and knowledge.
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Wait…you want me to interview with how many people at once? Panel interviews are becoming more popular. This interview venue is a unique opportunity where multiple interviewers come together (at the same time) to assess your skills, experience, and fit for the role. Facing several people at once can feel overwhelming. But with the right preparation and mindset, you can turn this challenge into a chance to shine.
These interviews typically involve 3 to 6 members from diverse parts of the organization, each bringing their own perspective. This means you have the opportunity to connect with multiple potential colleagues and leaders. It also means you will gain a broad insight into the company culture. And the bonus: you can let them see the full range of what you offer.
Before the Interview
We will guide you through researching the company and the panel members, practicing your answers, and developing thoughtful questions to ask.
During the Interview
Listen in as we guide you through the “During the Interview” stage, focusing on how to create meaningful engagement, even when connecting over a challenging video platform. We will share practical tips for addressing each panelist directly, helping you make everyone feel included and valued, even in a virtual group conversation. Our mission is to coach you to authentically convey your enthusiasm and demonstrate your ability to build genuine rapport with the entire team, so you can stand out confidently in any panel interview setting.
We also want you to feel prepared for the pacing and flow of a panel interview, including managing multiple questions and interactions smoothly. Remember, the panel interview is not just about evaluation. It is your chance to demonstrate how you collaborate, communicate, and contribute as part of a team.
Our Goal
Today’s roundtable is about helping you present your best self so you can approach your panel interview with confidence and clarity. Together, we will turn what might feel intimidating into an empowering step toward your next career opportunity. Have questions or need coaching? Reach out; we are here to help.
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Welcome to our latest episode, where we dive deep into the world of Job Search Networking. In our most recent podcast, we focused on how job seekers can set clear, actionable goals to streamline their job search process. We highlighted the importance of identifying companies and roles that align with individual experience and credentials. Additionally, we outlined practical steps for setting daily targets that can make the difference in an effective search.
Building on that foundation, today’s episode explores one of the most critical aspects of an effective job search: networking and relationship building. Instead of covering networking in the abstract, we aim to examine targeted Job Search Networking strategies. Why? Because proper networking will directly support your job application efforts. Effective networking opens doors that often remain closed through standard application channels. It is essential for anyone looking to stand out in a crowded job market.
Throughout this episode, we will unpack methods for building authentic connections within your chosen industries. We also clarify how to approach informational interviews (and why this matters). Additionally, we discuss practical ways to nurture professional relationships. Moreover, we will share insights on how targeted Job Search Networking can lead to valuable referrals, help you access unadvertised opportunities, and draw positive attention to your candidacy.
Whether you are actively seeking new employment or preparing for an upcoming career transition, understanding the nuances of Job Search Networking will empower you to move beyond the resume pile. Join us as we break down proven strategies and actionable tips to help you establish and leverage a professional network that truly advances your job search goals.
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I asked my client what her daily job search goals were, and she simply stated: To get a job. Hmmm…I believe she has confused the act of setting daily search goals with what she hopes the results will be.
There is a key difference between setting a goal and achieving a result. The primary difference lies in the focus. Setting a goal is about defining what you want to achieve, while achieving a result is about the actual outcome after taking action. According to Better Career, a position search goal is a specific, actionable step that guides your job search efforts.
Why Set Job Search Goals?
Daily search goals help you stay focused and motivated. Setting goals will help you clarify the result you want to obtain while helping you set realistic, measurable steps that you need to take each day to get there.
And ultimately, by setting clear, achievable daily search goals, you will feel you have more control over the job search, thus making the experience less overwhelming.
Setting Achievable Job Search Goals
When thinking about your daily search goals, realize that you don’t have to go overboard. Your goals should be specific, measurable, realistic, and achievable. But you don’t have to spend 16 hours a day ‘pounding the pavement’.
However, the time you spend and the actions you execute should not be transactional. You want to focus on the quality of activities instead of the quantity.
Want some Examples?
Today’s roundtable digs into examples of job search goals. Listen in and let us know if you need some support.
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Welcome to today’s podcast episode. We team up with one of our favorite guests, Lyle Gee, to discuss how to plan for unplanned downtime. This podcast is dedicated to all consultants who face the unique challenge of balancing work opportunities with financial stability. For consultants, the reality is clear: if there is no work, there is no pay.
But what happens when you cannot find a new assignment, or when a personal or medical emergency leaves you unable to work? These situations can arise unexpectedly and have a significant impact on your livelihood.
In this episode, we will explore practical strategies to help you prepare for periods of no work. We will discuss how to build a financial safety net, develop a proactive plan for downtime, and ensure that you can weather the uncertainties that come with consulting. Whether you are navigating a slow job market or coping with unforeseen personal events, this episode will provide you with the tools and insights you need to plan for unplanned downtime and maintain your peace of mind.
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Today, we are honored to feature Alisha Moore, a dedicated Clinical Research Professional who recognized a critical unmet need within underserved communities and took action. Across our industry, there are persistent gaps, particularly in public education about clinical research and in the availability of career development resources for professionals. Alisha did not simply observe these gaps; she stepped forward to address them.
What if you could redirect your job search toward a path that not only fulfills you personally but also offers stability and the chance to solve real-world challenges? Imagine leveraging your expertise to create meaningful change within underserved communities and your field.
Tune in now to hear Alisha Moore’s remarkable story. Join us as we explore how Alisha made this pivotal career shift. Discover what unique skills and insights empowered her to step confidently into uncharted territory. Learn how her experience can inspire and guide your own journey.
Be inspired—perhaps today’s conversation will encourage you to consider a pivot of your own.
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Welcome to today’s podcast episode, where we delve into the often-debated roles of cover letters and thank-you notes in the modern job search. Many believe these steps are outdated relics of the hiring process. However, the latest statistics tell a different story. So, let’s dive in: Are thank-you notes and cover letters necessary?
Cover Letters
A cover letter is a formal document submitted alongside a resume. They are designed to introduce yourself, highlight your qualifications, and explain why you are a perfect fit for the position. While some job seekers question their effectiveness, recent data shows that a substantial number of hiring managers value them if written effectively. And in today’s competitive market, why wouldn’t you consider writing a cover letter? Especially if your application needs some explanation (read, you are under- or over-qualified or changing your career trajectory).
A well-written cover letter will also demonstrate your commitment and communication skills.
Thank You Notes
A thank-you note is a brief, thoughtful message sent after an interview or professional interaction. In simplest terms, it is to express gratitude and reaffirm your interest. Thank you notes are proven to make a memorable impression and increase your chances of being selected. Research confirms that candidates who send thank-you notes are more likely to be remembered and considered favorably by hiring teams. Our experience agrees with this research. Statistics from our data show that almost 100% of candidates who send thank-you notes progress.
Listen To Learn the Do’s and Don’ts
But how you write your thank-you notes and cover letters is important. Stay tuned as we explore best practices for crafting standout cover letters and thank you notes in today’s episode.
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Welcome to today’s podcast episode, where we partner with one of our favorite CRAs, Chiquita Caudle, to discuss an extremely important topic: the remarkable adaptability of effective professionals in today’s ever-changing workplace.
In a world that demands flexibility, resilience, and sharp communication, effective CRAs stand out by behaving much like chameleons.
Wait…what? These senior professionals seamlessly blend into new environments, adjust their approach to suit diverse situations, and thrive amidst constant change.
But how do you know if you are capable of gracefully adapting on the fly? Are you able to relate to a challenging site regardless of the circumstances? Can you lead when needed and follow when warranted? Join us as we uncover the strategies, mindsets, and skills that enable effective professionals to navigate challenges, build strong relationships, and achieve outstanding results.
Whether you are looking to elevate your own performance or gain insights into what soft skills make effective professionals truly exceptional, this podcast is your guide to mastering the art of professional adaptability.
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Today, we team up with one of our favorite guests, Lyle Gee, to discuss how to identify soft skill deficiencies.
Why Identifying Soft Skill Deficiencies Matters
In today’s dynamic workplace, the ability to identify soft skill strengths and gaps is crucial. Soft skills like communication, collaboration, adaptability, and emotional intelligence are often the unsung heroes behind professional success. Yet, many professionals are unaware of their deficiencies in these areas. Recognizing and addressing these gaps is the first step toward meaningful growth.
But How?
It is easy to overlook the need to improve soft skills, especially when we don’t realize we’re falling short. How can you develop a skill if you don’t know it needs work? Perhaps the answer lies in increasing self-awareness and actively seeking feedback.
Join us as we team up with Lyle Gee to explore actionable strategies for pausing, reflecting, and assessing your soft skills. Together, we will discuss how to:
- Identify soft skill deficiencies with greater clarity,
- Improve critical soft skills through targeted practice, and
- Leverage your current strengths to navigate any challenge.
Conclusion
By learning to identify soft skill gaps, you can take control of your professional development, adapt to changing environments, and become a more effective collaborator. Check out today’s podcast and let us know your thoughts!
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Welcome to today’s episode, where we pull back the curtain on one of the most important and misunderstood steps in the modern job search: making sure your CV or resume is ready to beat the bots.
If you have ever applied for a job and never heard back, you are not alone. In fact, only about 15% of resumes ever make it past the artificial intelligence-driven applicant tracking systems (ATS) and into the hands of a real human recruiter. Today, we are giving you step-by-step instructions to ensure your resume is one of the lucky few.
What is Behind the Curtain
We start by demystifying how ATS works. Why? Because if your resume doesn’t contain the right terms, it is likely to be filtered out before anyone ever reads your story. We walk you through exactly how recruiters identify the keywords when they post a job. You will learn how to analyze a job description, spot the must-have skills and qualifications, and strategically incorporate them into your resume without overdoing it or misrepresenting your experience.
We outline how to strike the balance between being explicit about your achievements and ambitions, while making sure your resume tells a clear, compelling story.
Why Formatting Matters to Bots
And if you want to beat the bots, the format of your resume matters, too. For example, some PDF versions can’t be read by ATS. We discuss how to choose the right file type, why a simple format is important, and how to avoid design elements that could confuse ATS and cost you an interview.
Soft Skills Matter Too
While it is tempting to focus on technical abilities, we outline why it is important to highlight soft skills such as communication, teamwork, leadership, and other interpersonal strengths. The best resumes balance hard and soft skills, painting a full picture of who you are as a professional.
By the end of this episode, you’ll have a clear, actionable roadmap for creating a resume that not only passes the AI test but also impresses the humans on the other side. Let’s get started!
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Many candidates struggle to effectively answer this common interview question. In fact, we have recently had several very experienced candidates faceplant when attempting to articulate whether they are able to work individually or as part of a group.
I would suspect this is one of the most common interview questions hiring managers ask. Thus, all job seekers should prepare and practice a response.
But before you answer, consider why the question is being asked. And no, the interviewer doesn’t usually care what your preference is. The interviewer is really picking at your Soft Skills. And the real question behind this inquiry is whether you can effectively work in either scenario.
Why is this interview question important? Because the interviewer wants to know that you can adapt. By demonstrating the ability to adapt your work style to different situations and highlighting your strengths in both independent and team-oriented settings, you can effectively convey your versatility and adaptability, making you a valuable asset in any workplace.
Tune in to today’s roundtable for expert advice on framing your answer to highlight your adaptability and make a strong impression.
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Welcome to today’s episode! If you have ever wondered about the buzzwords “automation” and “artificial intelligence” and what they really mean for the Clinical Research Associate role, you are in the right place. Join us as our special guest, Anna-Liisa Parts, breaks down the differences between these two concepts in a simple, non-technical way.
And importantly, we talk honestly about the fears and excitement swirling around AI in our industry.
Let’s face it: there is a lot of uncertainty about how AI might change the way our CRAs work. But what if, instead of replacing the clinical research associate role, these tools could actually help CRAs? Imagine a world where automation takes care of those repetitive, time-consuming administrative tasks, thus freeing CRAs up to focus on what truly matters: building strong site relationships and using critical thinking skills to ensure studies run smoothly.
We all know that being human means we sometimes make mistakes. But with the right tools, like automated checks for signatures or form versions, CRAs can catch those little errors before they become big problems. It isn’t about replacing CRAs; it is about making CRAs even better at what they do. Think of automation as your trusty sidekick, helping you become a superhero in your role.
So, whether you are curious, concerned, or just excited about the future, join us as we explore how automation and artificial intelligence can empower CRAs, making your work not just easier but even more impactful. Let’s get started!
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Welcome to today’s episode. Join us as we have a beautifully candid conversation with Angelina Diassiti about career crossroads. We discuss feeling the sting of rejection while simply wondering: “What’s next for me?”
Have you ever found yourself willing to take any job, not because you are desperate, but because you are unsure what you actually want? There is a real difference between accepting any position out of uncertainty and intentionally exploring your next move because you are at a career crossroads.
Today, we will unpack how to tell the difference and why clarity, not desperation, should drive your search.
We will also talk about how to keep moving forward when facing a string of rejections. Frustration is real when you are not picked for a position you want. But what if the key isn’t waiting to be chosen, but learning how to choose yourself? We will dive into practical mindset shifts that help you move from passively waiting for opportunities to actively crafting them so you are no longer waiting for someone else’s “yes” to move forward.
By the end of this episode, you will have strategies to clarify your goals. You will learn how to boost your confidence. And importantly, learn strategies to put yourself in the driver’s seat of your career. Regardless of whether you are feeling lost, stuck, or simply ready for a change, this episode will help you stop spinning your wheels.
Start building a career and a life that you love. Let’s get started!
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Listen to the Podcast That’s Leading the Conversation
The last decade has transformed the clinical research landscape, and nowhere is that more evident than in the evolving Clinical Research Associate (CRA) role. Once known as the “road warriors” of clinical trials, today’s CRAs face a new reality: decentralized trials, remote data collection, and a surge in trial complexity have fundamentally changed what monitoring and managing studies mean.
But with these changes come new challenges. CRAs report record levels of overwhelm, overwork, and burnout as they juggle multiple projects, tight deadlines, and ever-increasing documentation demands. The pressure is mounting, and the industry is searching for solutions.
Meet Anna-Liisa Parts and Menken Trials: Support Champions for the CRA Role
Enter Anna-Liisa Parts, co-founder of Menken Trials. Drawing on more than a decade of hands-on experience in clinical operations, Anna-Liisa and her team have made it their mission to support CRAs and the entire clinical research ecosystem. Menken Trials was born from a simple but powerful idea: the heroes of clinical trials deserve better tools, smarter workflows, and genuine support.
Menken Trials empowers CRAs, study sites, and CROs with cutting-edge automation, streamlining essential document management, automating repetitive compliance checks, and providing real-time alerts for issues before they become audit findings. Their solutions don’t just lighten the paperwork load; they free up CRAs to focus on what matters most: quality, oversight, and patient safety.
Why Tune In?
- Get Real About CRA Burnout: Hear candid discussions on why burnout is rising and what can be done to prevent it.
- Learn From Industry Leaders: Anna-Liisa Parts shares her journey, insights, and practical strategies for supporting CRAs in today’s fast-paced environment.
- Discover the Power of Automation: Explore how Menken Trials’ technology is transforming clinical trial operations—automating routine tasks, reducing errors, and ensuring continuous audit readiness.
- Empower Your Site or CRO: Whether you’re a CRA, site manager, or CRO executive, learn how to leverage the latest tools to accelerate study execution and boost data quality.
Don’t Miss Out, Join the Movement
If you’re a CRA feeling the strain, a site leader seeking efficiency, or an industry professional ready to embrace the future, this podcast is for you. Discover how the right support and technology can turn today’s challenges into tomorrow’s breakthroughs.
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…and why engaging with the TASK Research Academy is essential for clinical research professionals.
We were privileged to have a special guest, Karen Cloete, founder of the TASK Research Academy, on our program. This wonderful program offers a unique, immersive learning experience. And yes, the programs are designed for clinical research professionals at all stages of their careers. The Academy’s courses are internationally accredited and cover the entire clinical trial lifecycle. Their programs ensure learners gain both the theoretical knowledge and practical skills needed to excel in a highly regulated industry.
Experience-Driven and Flexible Learning
The Academy’s training methods are innovative and interactive. Their offerings utilize real-life scenarios, simulation, animation, and virtual role-play. The organization’s approach allows professionals to make mistakes and learn in a safe environment, bridging the gap between theory and real-world application.
Additionally, TASK offers flexible, self-paced eLearning options, making it accessible for both busy professionals and organizations.
Industry-Relevant and Globally Aligned
TASK Research Academy works closely with an international task force of industry stakeholders. Their goal is to ensure that course content is aligned with the needs of sponsors, CROs, and research sites worldwide. This alignment means graduates are equipped with the competencies, attitudes, and skills that employers demand, enhancing both individual career prospects and organizational workforce quality.
Boosts Quality, Compliance, and Career Growth
GCP training from TASK ensures professionals understand and adhere to ethical and scientific standards, minimizing errors and safeguarding data integrity. Certification from the Academy signals a commitment to excellence, increasing professional credibility and opening doors to diverse roles in the global clinical research landscape.
Testimonials and Impact
Learners consistently praise the Academy’s courses for their clarity, relevance, and ability to boost confidence, whether they’re newcomers or seasoned professionals seeking a refresher. The training not only prepares individuals for their roles but also accelerates career development and supports ongoing competency.
In Summary
TASK Research Academy is revolutionizing clinical research training by providing:
- Immersive, experience-driven learning
- Internationally accredited, industry-aligned courses
- Flexible, accessible eLearning for all career stages
- Practical skills and GCP certification to ensure quality and compliance
- Career pathway programs that fast-track professional growth
For clinical research professionals and organizations aiming for excellence, TASK Research Academy is the partner of choice to build competence, confidence, and a successful future in clinical trials.
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Today, we talk about networking. Not just LinkedIn networking, but all types of networking. Some of you may remember the old-fashioned networking events. You would show up with a business suit on, shake hands, pass out business cards, and then conduct follow-ups afterwards.
From my view, the value of these in-person events was the personal touch. It is hard to beat face-to-face interactions when it comes to building trust and rapport. You are able to read body language, share a laugh, and make a memorable impression. In essence, it is easier to create a lasting bond when you have shared a real conversation.
Now, let’s juxtapose the old-fashioned networking approach with LinkedIn networking. LinkedIn stands out as a highly effective platform for advancing your career or finding consulting opportunities. We strongly recommend using LinkedIn, as it is specifically designed for building professional connections and discovering new opportunities in your field.
But…How do you obtain a similar connection on LinkedIn as you would in an in-person event? And are there different expectations regarding behavior on the LinkedIn platform versus other networking avenues?
This is today’s Podcast topic. One of our favorite podcast guests, Lyle Gee, joined us to discuss some of the most common mistakes people make on LinkedIn and how to avoid them.
Here is a breakdown of some of the things we discussed:
Do You Have a Clear Networking Strategy?
When it comes to LinkedIn networking, quality matters more than quantity. We provide tangibles to help you curate your network by connecting with professionals who align with your career goals. How can you leverage referrals and introductions to expand your network thoughtfully? Is it important to personalize your connection requests? And if so, what is the best connection request message?
What are the best practices when participating in group discussions? How active should your engagement be in order to drive traffic to your profile and open doors to new opportunities?
When is ‘Being Personal’ Good? When is it Bad?
You have to get personal to build relationships. But what is the balance between getting personal and being too personal?
Are there some topics that should be avoided? Or…are all topics fair game for discussion, but how you post about them is the real issue to consider?
When is the Best Time to Network?
Spoiler alert – always. Are you taking the initiative to endorse colleagues’ skills or write thoughtful recommendations without expecting anything in return? Or do you wait until you’re job hunting to connect with others?
Join us today as we discuss LinkedIn networking best practices as well as common pitfalls. The goal would be to help you build a more effective LinkedIn presence that supports your professional growth and helps you stand out in your industry.
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Do you believe that permanent positions provide more job stability than contract roles? Many people do, but I have statistics that might challenge that assumption and encourage you to think differently about your career options.
It is a common belief that larger, well-established companies are inherently more stable than small startups. However, I can show you compelling evidence that this is often a misconception. Our experience is that smaller companies can offer just as much, if not more, security and opportunity.
As a job seeker, how can you truly assess whether an opportunity offers real job stability? Is there a way to determine if a company has solid funding and a healthy financial outlook? Can you evaluate the company’s performance to see if it’s growing and competing effectively? Alternatively, is there a way to see if a company is stagnating and losing market share? What if I told you there are ways to find out if a company is in the process of negotiating a merger or acquisition?
Even if you confirm that a company or position is stable, how can you be sure there will be career growth and advancement opportunities?
These are critical questions to consider before making your next move.
Welcome to today’s team roundtable! We will be sharing tips and valuable insights on the key questions you should ask to assess job stability, company health, and long-term career prospects so you can make informed career decisions.
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I love this podcast. Our guest Lyle Gee is a storytelling expert, and because he is so excellent at layering stories into the conversation, two things happen.
First, you love to talk to him. If you put this into the context of an interview, he builds rapport almost instantly, which is critically important during an interview. Second, he uses stories to articulate his experiences and qualifications clearly.
Storytelling is a powerful communication tool that can transform a job interview from a routine exchange of information into a memorable and engaging experience. By using narratives to illustrate your skills, experiences, and values, you can leave a lasting impression on interviewers and increase your chances of securing the position.
Stories are memorable because they evoke emotions and associations. Research shows that people are 22 times more likely to remember information presented as a story compared to plain facts. Additionally, storytelling fosters connection (through shared human experiences), persuasion (by engagingly framing facts), and recall (ensuring interviewers remember you long after the conversation ends).
Stories resonate deeply with human psychology. Neuroscientific research has shown that when people hear stories that resonate with them or when they tell stories that are deeply personal, oxytocin is released. This ‘trust hormone’ fosters connection and receptivity between the storyteller and the listener.
And don’t you want this to happen during an interview? This emotional connection can help establish rapport with the interviewer, making your responses more impactful and memorable. Unlike listing qualifications or achievements, storytelling engages both logic and emotion, creating a holistic understanding of your abilities.
Remember that successful storytelling requires practice. Today’s podcast provides some real examples. We also outline tangible advice on how to prepare so that you will be well-equipped to ace your next interview through the art of storytelling.
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Navigating Illegal Interview Questions: A Jobseeker’s Guide
Today’s roundtable topic is illegal interview questions. I want to note that this podcast is primarily for the candidate. While hiring managers and interviewers will benefit, job seekers should be educated about interview questions that are classified as illegal.
Hiring Managers, we cover this topic as well as provide an interview template here.
We will provide examples of illegal interview questions, discuss what makes them unlawful to ask, and provide tangible advice on how to respond if asked an inappropriate question.
We discuss several references in the podcast, so I am providing them below. But know this: If a question feels invasive, trust your instincts. You are not obligated to answer, but how you respond can preserve your candidacy. After all, you may be dealing with a ‘non-trained’ interviewer rather than someone who is trying to discriminate.
Always prioritize your comfort and rights because no job is worth compromising. We hope this podcast helps you to stay informed, stay confident, and remember that interviews are about your skills, not your personal life.
List of references:
- Federal and state laws, such as Title VII of the Civil Rights Act, the Age Discrimination in Employment Act (ADEA), and the Americans with Disabilities Act (ADA), prohibit employers from discriminating against job applicants or employees based on protected characteristics.
- Note that the above laws will also protect you from companies asking irrelevant interview questions. Simply put, questions have to be pertinent to the requirements of the position. For example, a company can’t ask if you have a driver’s license if the job doesn’t require travel.
- Employers who ask illegal questions risk facing lawsuits and penalties from the Equal Employment Opportunity Commission (EEOC) or other regulatory agencies.
We want to hear from you.
Have you been asked an illegal interview question? How did you handle it?
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Today, we are going to share some recent real-life resume failures. Did you know that approximately 60% of candidates are rejected because of their resumes? When I share this statistic, most individuals assume these rejections are due to poor grammar or spelling and punctuation issues.
You should know that the issues we are going to discuss go well beyond poor spelling, punctuation, and grammar.
Don’t you think it is silly to be rejected because of resume issues? And perhaps you fall into the ‘you aren’t talking about me category’...so let me remind you: 60% of candidates are rejected because of their resumes.
That is 6 out of 10 candidates. So yes…there may be opportunities for you to improve your approach.
So listen to today’s roundtable so the team can share real stories and provide tangible advice. Some of the topics we cover include:
- How to ensure your resume is scannable by Applicant Tracking Systems (ATS).
- What your keyword strategy should be so that your resume progresses to a ‘human eye’ review.
- And a discussion on outdated resume myths that are no longer applicable (and therefore should be avoided).
Feel free to share your stories! Need help to craft an effective resume? Check out our coaching forum because we can help!
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There are a lot of reasons why individuals go through a career shift. Unfortunately, many hiring managers and recruiters question a job candidate’s motivation when the shift is perceived as ‘backward’.
As an example, Directors and CRA managers often reach out to us with a desire to step back into a CRA role. Unfortunately, many agencies ignore these candidates, assuming the shift is out of desperation.
And while we do see candidates who are desperate and ‘willing to accept’ a position outside of their current career path, individuals who intentionally shift their careers are gold. These professionals have performed self-reflection and identified this career change aligns with their long-term goals. They have identified the personal motivations behind their decision to make the shift.
And because they have made a tactical and strategic decision to shift their career trajectory, they are typically excellent performers.
But how do you, as a job candidate, show the world that your career shift is intentional instead of just a straightforward need for a job (any job)? Today’s roundtable provides great advice on properly branding your desired career change.
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Are you a buttoned up interviewer? Many candidates struggle when it comes to being smooth in an interview. So how do you become more successful at the task of interviewing? Today we are going to teach you the ‘3 Ps’ of interviewing: Interview Practice, Interview Preparation, and Maintaining Positivity throughout the process.
Join us as we talk to experienced clinical research professional, Lyle Gee as he explains his approach. He describes how he ‘trains’ for the interview. After all, proper practice, preparation and maintaining a positive mindset can give you an edge over other candidates.
And the edge may be all you need. You don’t need to be perfect…you just need to be connectable. Following a tactical approach is key to being able to connect with your interviewers.
Let me ask you this…do you feel that interview preparation and practice are the same thing? They aren’t. Listen in as we dive into Lyle’s approach, as well as how he has stayed positive in one of the toughest markets he has seen.
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Buddha is credited to have stated ‘What we think, we become.’ So let me ask you this – can you be negative and not know it? I asked my friend Google this question and was floored with the resounding yes.
Yes, you can be negative and not know it. And in today’s job market, feeling defeated and being discouraged can become a norm. And believe me, allowing yourself to slip into negativity does make a difference when conducting a job search.
Negativity and self-doubt will decrease your motivation and persistence. It will also limit your perspective, keeping you from seeing the bigger picture or considering possibilities. And importantly, dwelling on past rejections may prevent you from focusing on new opportunities.
You may not even try.
So how do you know if you are stuck in negativity? And if you are, how do you break free from it? In today’s podcast, we tackle the topic of ‘what we think, we become’. We share real stories of individuals who have sabotaged their candidacy because of their mindset.
And, we share tangible steps on how to overcome yourself…how to get out of your own way so that you can be successful in the job search. Join us as we discuss how to become a victor in your situation.
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If you haven’t looked for a CRA Job in a while, you may be shocked to see how the job search has changed. We teamed up with Senior CRA, Natalie Lomax to discuss her experience. Today’s podcast is focused on how LinkedIn has changed everything related to the job search. We had a wonderful discussion about the ‘ah ha’ moments Natalie experienced, and how she has adjusted her job search approach to successfully land her next contract.
For example, Natalie had never worried about a profile picture or banner before. She also had never had to worry about writing an About section. How the heck do you tell your story on LinkedIn? How do you show your personality, talk about your passions, and get personal without abandoning the details that show your experience and competency?
And when it comes to networking on LinkedIn, what is the right approach? How do you find people to reach out to…and what is the right way to contact them?
Join us as she relates the thought process behind creating her banner and selecting a profile picture. We also gave her advice that will not only help Natalie convey her story through her LinkedIn profile but is sure to help you write yours too. She also shares the various ways she has learned to effectively network on LinkedIn.
And…we talk about how crafting an effective LinkedIn profile is all about layers. What does that mean? Well, you will have to listen in to find out.
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I see a lot of bad advice being doled out to job seekers on LinkedIn. Individuals claim to be coaches when they have little substantial ‘real life’ or professional experience. Mentors advise candidates to fudge their resumes or purchase fake degrees. And other job seekers who are in the same ‘unemployed’ boat are giving horrible advice to their colleagues.
While seeing the poor advice is concerning, my largest angst is that high-quality candidates are taking it! These incredible professionals are making irrational decisions due to the crappy job search advice they are receiving.
It is time for all of us to pause and assess. Jobseekers, question the advice you are receiving. Heck…start by questioning where the advice is coming from. Why would you trust a 'coach' who tells you he can get you a senior-level position when he never made it past CRA II? And why trust ‘advisors’ who are in the same unemployed boat as you are?
When taking advice from mentors and experienced professionals, how do you discern which advice is appropriate for you and your specific situation? In today’s roundtable, we share examples of the bad advice we are seeing. And more importantly, we share strategies on how you can guard yourself from well-intentioned but ill-informed colleagues and mentors.
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And is it possible to separate self-love and success? Do you believe that if you don’t take care of yourself, you won’t be able to take care of others? My mentor has given me this advice more than once. And research agrees that caring for yourself is critically important…especially if you provide care or support to other people.
Burnout, overwhelm, stress, and unfulfillment come to those of us who consistently put others ahead of ourselves. It also comes to those of us who are so driven to achieve our goals that we sacrifice absolute self-love.
I can personally attest to how devastating sacrificing absolute self-love can be. Supporting my team and this industry, caring for my Mother as she went through several bouts of cancer, and moving several times while we went through the nightmare of building a home…all of these caused a perfect storm that led to my own health crisis.
And no…all of my superhero backflips didn’t create any miracles. My team was left to pick up where I couldn’t and I didn’t save my Mom from cancer.
So why do we do it? Why do we sacrifice our absolute self-love and self-care when it really doesn’t get us to our ‘end game’?
Our podcast guest, Jasmyn Quianna feels that practicing absolute self-love and achieving goals go hand-in-hand. And after years of unsuccessfully attempting to separate the two, I agree with Jasmyn.
But how do you marry the two concepts? Today’s podcast is a must-listen for everyone at any stage of their life and career who needs to learn how to practice absolute self-love.
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Effective CRAs know how to manage up. Managing up means that you actively work to understand your supervisor’s priorities and communication style. It also means that based on your manager’s communication style, you effectively (and proactively) keep your supervisor updated with your progress. You also chase them when you need something from them and/or appropriately escalate when they are nonresponsive.
Everyone needs to know how to manage their manager. As a side note, I love it when my team members remind me that something is due or that I have missed responding to someone. It shows me that they hold the success of the team as priority #1…and I truly appreciate that.
In Part II of our discussion with Tuypeakus McKay, we address this topic from a Senior CRA’s perspective. For example, when you initially pick up a project, what is your approach to ensuring you are clear of leadership’s expectations? How do you effectively work with junior managers who have never monitored and may provide you with incorrect direction? When do you escalate your manager…and how do you do it effectively without burning bridges? What do you do when your manager isn’t responsive?
Listen to this week’s podcast as we explore all of these topics.
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Today’s podcast topic is common job application rejection reasons. Why? If you spend any time on LinkedIn, you have seen hundreds of testimonies that speak to how brutal the current job market is. Last week I saw a senior-level candidate who stated he had been searching for a new job for 18 months. He testified that he had submitted over 1700 job applications and while he had been invited to interview a few times, he had received no offers.
He was soliciting advice from his network on what to tell hiring managers when they asked why he had been out of work for 18 months.
I appreciate the question. But don’t you think he needs to be asking a different question?
Rita Mae Brown said ‘Insanity is doing the same thing over and over again and expecting different results.’ After 1700 applications that resulted in only a handful of interviews and zero job offers, shouldn’t this gentleman be asking what he should be doing differently?
Shouldn’t he be assessing his approach to the job search? Perhaps he should research common job application rejection reasons…don’t you think?
Join us as we discuss candidate behavior that is most likely to lead to a job application rejection.
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Several years ago I worked with someone who absolutely drove me crazy. She was extremely smart and quite effective at her job, but getting along with her was a challenge. I spoke with my mentor about it and he said something that completely changed my thought process: No matter how difficult, your goal should always be to build successful relationships. Ultimately, your responsibility is to carry out the mission of your project, not to be homecoming queen. And as a side note, you never know who you are going to end up working for…what if she became your boss at some point?
Eek.
But doesn’t this ring true? Coordinators move into CRA roles and then into Management positions. Folks in senior leadership step back into CRA roles. Others decide to start sites or build CROs. The industry is dynamic and the ability to build successful relationships is crucially important for many reasons.
And as a CRA, your ability to foster effective site relationships will not only make or break the study results but will also likely make or break your career.
One of our favorite long-term CRAs, Tuypeakus McKay, joined us to discuss his approach. Want to know how personal he gets with his sites? How does he establish an effective communication method? What does he do to earn the site’s trust? And when it comes to escalating, how does he do it in a way that resolves the issue without breaking his relationship?
His advice is gold and available in today’s podcast.
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Is there a way to gracefully leave a position? Join us as we have a heartfelt (and emotional) discussion on how to resign gracefully.
Yep – I said emotional. I share a personal situation that may bring different insights into the topic of resignation. We address the four primary reasons team members decide to resign and things to consider before, during, and after handing in your notice.
For example, when is leaving a job without notice okay? What steps should you take to gracefully give notice? And what if you need to leave a toxic environment or a company that doesn’t value your contributions? What (and how) should you communicate to your leadership? And how about your team? How do you bow out of your position without negatively impacting your coworkers?
Join us in this week’s podcast as we discuss how to resign gracefully (and why it is important to do so).
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We tackle several important topics in part 2 of our podcast with Damien Hall. For example, how do you handle mentoring advice that recommends you embellish your credentials? What would you tell someone who is enticed or romanced into side-stepping hiring processes in order to get their next gig? How do jobseekers deal with the many ghost Jobs currently on our industry's hiring platforms? Alternatively, as a collaborative industry, how do we stop ghost job seekers from applying to real jobs because these ghosts are causing real candidates to be overlooked?
And a key question that impacts many of us: How do you hold out for the job you want instead of settling? Especially when you have a family to support and have been out of work for a while.
Join us as we tackle these tough topics as well as others.
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The American Society on Aging states that 82% of adults 50 and over experience ageism daily. And the American Psychological Association has gone on record to state “Ageism is one of the last socially acceptable prejudices.” Because this bias is so widespread and therefore the topic so important, we want to discuss how you can age-proof yourself while conducting a job search.
Has ageism impacted you as a job seeker? If you are a jobseeker over 40, statistics say that you have been significantly impacted. So how can you sidestep conscious or unconscious bias related to your age?
We teamed up with one of our favorite CRAs and guest podcaster, Mashaan Guy to collect his thoughts on this topic. For example, what tweaks can you make to your resume to avoid ageism? Should you cover up grey hair or dress a certain way? And how do you represent that you are ‘up to date’ in your knowledge of things like technology?
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There is no doubt about it…conducting a job search can be stressful. Creating an eye-catching resume and personal brand → stressful. Applying for jobs → stressful. Being ghosted → stressful. Receiving rejections → stressful. Winning interviews → exciting but stressful. Waiting for a job offer → stressful. Not receiving a job offer → stressful. Alternatively, receiving a job offer can also be stressful. It would be easy to become negative. But did you know staying positive during the job search can improve your results?
Clinical Research Operations Professional Damien Hall does. And research agrees.
- The Mayo Clinic shows study results that prove positive thinking reduces stress.
- Mental Health America describes research that shows pessimistic people die earlier than those who are optimistic.
- And Harvard Health research shows that a positive mindset can help your heart health.
- And for women with breast cancer, the NIH shows a study that shows how optimism has a significant impact on mental and physical well-being and thus better outcomes.
Has Damien’s job search road been easy? Absolutely not. However, Damien has focused on staying positive through the job search and has received blessings because of his mindset. Join us as he shares how he has woven positivity into his personal brand as well as his approach to the job search.
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Many candidates find it extremely difficult to ask someone to be a reference. I find one of the primary reasons is that the candidate doesn’t want to bother past supervisors. After all, providing a reference can be time-consuming.
As a supervisor myself, I can honestly say it would never be a burden for me to serve as a reference for one of my top performers. So is the worry of bothering a past supervisor a valid concern?
There are many other reasons candidates are anxious when it comes to asking someone to serve as a reference. Perhaps they haven’t kept up with their past supervisors, and therefore aren’t sure how to find their contact information. Additionally, in many cases, candidates may be worried the reference would simply decline, not being willing to speak on their behalf.
And the biggest fear…what will they say?
I recently presented a webinar where one of the attendees asked if it was appropriate to include her references on her resume.
No. No, it isn’t.
And what about those candidates who provide references without first asking their permission? Eek…that isn’t a smart approach either.
So what is the best practice when it comes to asking someone to serve as your reference? This week’s roundtable provides advice on how to nurture your network so you always have references available. We also give tips on how to ask someone to be a reference, as well as how to prepare your reference in a way that makes you feel confident in what they will say about you.
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We receive the question of ‘how to become a Sr CRA so frequently, we recently recorded a roundtable providing tangible advice on how to progress into the role. But due to the frequency of the question, I felt it would be important to ask one of my own:
Do junior-level candidates understand the good, bad, and ugly of being a Sr CRA?
Maybe…maybe not. As I coach junior-level candidates and aspiring CRAs, it often becomes apparent to me that they have a romanticized view of the senior CRA role. Therefore, in order to demystify the role (as well as reinforce how to successfully progress into it), we felt we had to go to the source.
We partnered up with a dear friend and highly respected senior-level industry consultant, Mashaan Guy. We asked him what his advice would be to those who want to progress into the Sr CRA role.
He does a deep dive into what he believes are important skills you should develop. Additionally, he offers advice on what types of experiences you should gain in order to compete in the role. He also throws some reality your way, being very direct about the good, bad, and ugly of the role. If you have ever considered what it would take for you to progress to the senior CRA position and perform it effectively, this podcast absolutely has to be on your ‘must listen’ list.
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I was recently conducting a coaching session when someone asked what skills or experiences she needed to advance into a Senior CRA role.
It seems like a simple question but the answer can be quite complex. Should you focus on gaining foundational experience? And if so, what clinical research foundational experience is most important? Does your job tenure matter? Should you have a bachelor’s, master’s, or doctorate? And if yes, what field should your degree be in? What, if any, certifications do you need? Do you need experience across various therapeutics? What type of technology systems do you need to be able to use?
And we can’t forget about soft skills. How do you hone your leadership skills so you are able to handle the senior CRA role? Is the ability to quickly and effectively build relationships as important as being able to handle conflict? And what about communication…how do you make sure your communication skills are strong enough to be effective in the role?
Finally, once you have developed the hard and soft skills needed to be successful in the role, how do you go about showing others you are ready? How important is networking? And how do you leverage your network to gain advancement into the Senior CRA role?
All great questions. And we tackle them in this week’s roundtable so that you can be supported in obtaining your career goals.
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Does the job interview always have to be serious? Yes…and no. Of course, there are components of every job interview that should be serious. However, I feel that being too serious in an interview is a flawed approach and a missed opportunity.
Why?
Research shows that when used properly, the use of humor facilitates personal attachment and builds connections. Sophie Scott presented an awesome TED talk on why we laugh and how the overall purpose of laughter is to create social bonding.
And the real reason for every interview is to build a connection. Candidates who build an effective rapport with their interviewer stand out. And this is important because our statistics show that for candidates, likability is more important than competence. Many organizations such as Forbes, LinkedIn, Harvard Business Review, and GovLoop agree.
Likewise, interviewers will find they are more effective during the interview when they put their candidates at ease. Humor, when appropriately used, can go a long way in enabling an interviewer to effectively bond with a candidate. And this means the hiring manager has a better idea of whether the candidate will fit the company’s culture.
However, interview participants on both sides will seriously flunk if they inappropriately use humor. So how do you use humor in a way that makes you stand out as a top candidate (or employer) without putting yourself at risk of appearing not serious enough? Or worse yet, make you appear unprofessional, immature…or worse?
Join us in this week’s roundtable as we provide guidelines on the appropriate way to use humor in a job interview.
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The job search can be a challenge. How do you, as a jobseeker overcome a career setback in a way that makes you stronger? Our special guest John Nocero would state it is time to ‘Becky Up’. Becky Lynch (John’s Shero) has been quoted as saying: You can be going through hardships sometimes, and you’re struggling, and then you’re wondering if you’re ever gonna make it.
My mentor would call this struggle the ‘dark of the night’ where you wonder if you will ever obtain your goals. And get this, all of us have experienced a career setback.
Seriously – all of us.
But have you considered if your current career trajectory…your current career goals are right for you? Becky was also quoted as stating: It’s so important just to be true to yourself and to own your character and take responsibility for it, and speak up and say: This isn’t right; this isn’t me. It is a great lesson, not just in wrestling but in life. If you’re not feeling something that’s true to your heart… everybody’s gotta be true.
Listen in to this week’s podcast where we provide advice on two key points that every jobseeker should be focused on during their challenges:
- First, why fighting for your career goals and ambitions is critical for anyone who wants to progress personally and professionally.
- And second, why being true to yourself is the key component to the recipe for success.
I will leave you with one more quote by Dan Gable, two-time NCAA National Wrestling Champion: Gold medals aren’t really made of gold. They’re made of sweat, determination, and a hard-to-find alloy called guts.
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Jobseekers should know that there are similarities in how you handle counteroffers and oddball interview questions. Oddball interview questions are unconventional and typically the answers are quite difficult.
So what is the purpose of oddball interview questions? And how can you handle them gracefully?
Likewise, counteroffers can be a challenge. The intentions behind a counteroffer aren’t always for the jobseeker’s highest good. So I ask the question of them: how can you handle them gracefully?
In today’s team roundtable, we demystify both of these concepts, digging into the similar intention behind both practices. We also provide insights into how you can effectively address both.
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Have you ever heard the term ‘doppelganger’? Doppelgangers are persons who are considered a double of another individual. Today I want to speak about CRA Doppelgangers and what it means to jobseekers.
Why?
Because our industry is rocking! There are currently over 113 thousand active studies listed on clinicaltrials.gov with 21,692 in the “Not Yet Recruiting” category. Even a conservative math exercise shows that current and upcoming studies will demand at least 10 thousand additional monitoring resources be deployed on projects just getting ready to start recruitment.
But as a job seeker, it is important to know that these thousands of positions will not be listed under the CRA title. Many in our industry have split the traditional CRA role into specialties, which may be a perfect solution for your skills and needs.
So what doppelgangers should you also search for when seeking your next monitoring position? How can you effectively broaden the hunt for a monitoring role that best suits your expertise and personal balance?
Today’s team roundtable discusses all of this in depth. Happy hunting!
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While leadership is considered a soft skill, effective leaders will use a combination of hard and soft skills to excel in their roles. So how do you learn how to motivate and inspire team members? What personality traits do you need to sharpen to become a more successful leader? What hard skills are necessary to be accepted in a leadership role?
In today’s podcast, we join forces with Maria-Alexandra Milas, the founder and CEO of CRAConnect to discuss how leadership ranks highest among all of the professional skills that we look for in a quality Clinical Research Associate.
Maria provides excellent insight into how strong leadership skills are critical for clinical professionals at every level. We discuss how to hone this key soft skill as well as fine-tune personality traits so you can effectively lead in the CRA role.
We also speak about one of my favorite topics: how to identify and correct personal Blockers that may be keeping you from being a successful leader. Today’s podcast is a ‘must listen’ for all of you who want to progress in your career path!
While leadership is considered a soft skill, effective leaders will use a combination of hard and soft skills to excel in their roles. So how do you learn how to motivate and inspire team members? What personality traits do you need to sharpen to become a more successful leader? What hard skills are necessary to be accepted in a leadership role?
In today’s podcast, we join forces with Maria-Alexandra Milas, the founder and CEO of CRAConnect to discuss how leadership ranks highest among all of the professional skills that we look for in a quality Clinical Research Associate.
Maria provides excellent insight into how strong leadership skills are critical for clinical professionals at every level. We discuss how to hone this key soft skill as well as fine-tune personality traits so you can effectively lead in the CRA role.
We also speak about one of my favorite topics: how to identify and correct personal Blockers that may be keeping you from being a successful leader. Today’s podcast is a ‘must listen’ for all of you who want to progress in your career path!
As we struggle to help identify a clear career pathway for those who want to become clinical research associates, I often wonder about the unsung heroes in our industry. I also wonder why these unsung heroes don’t get as much visibility as CRAs because their jobs are so incredibly important!
The first role that comes to mind is that of a Study Coordinator. I feel the role of a clinical research coordinator (CRC) is one of the most important in our industry. The CRC is often the first person a study participant will meet and their compassionate engagement with patients can make or break a study.
The TMF Specialist is also a critical role…especially in our current electronic world. We teamed up with Nicole Palmer to dig into the role of the TMF specialist. Nicole is the CEO and founder of Granular Level as well as the Host of TMF Daily Podcast. She peels back the veil on the day-to-day function of the TMF specialist role including how to successfully navigate into this particular career path.
And there are so many other critical roles within our industry: In-House CRAs, Clinical Trial Assistants, Data Entry Specialists, and Startup Specialists to just name a few. These various roles not only have an impact on our industry but also the recruited subjects and their family. Join us as we sing the praises (and discuss the career paths) of these industry-specific unsung heroes.
Yes…and no. But before we dig into the truth about job tenure, let’s discuss what it is. Job tenure is the length of time someone has worked for one company. Many identify tenure as long or short.
And while there are several factors to consider when looking at job tenure, you should know that overall, as long as you are progressing in a way that is helping you to achieve long-term career goals, tenure isn’t likely to negatively impact your job search.
That said, team members who exhibit a pattern of staying at a job for less than two years may be seen as job-hoppers. And with a job-hopper label, hiring managers may be concerned that you lack career goals, are difficult to work with, or will not be loyal to the team.
Alternatively, employees who stay in a specific position for more than 10 years may be questioned about why they weren't promoted.
So, how important is job tenure? How does a team member stay in a position long enough to exhibit loyalty without staying so long as to prohibit career growth?
In today’s team roundtable, we dig into what would be considered ‘short’ tenure in our industry. We also discuss when it can negatively impact your candidacy, when it doesn’t, and how you can positively explain your tenure.
The ACRP has done a wonderful job putting together a core competency framework for Clinical Study Monitoring. One particular domain covers communication and teamwork. This competency area covers relationships and communication with clinical study team members and investigative site staff.
The ACRP’s specific expectations within this competency include the ability to:
- communicate effectively to resolve compliance issues,
- provide clear and technically accurate information and instructions – both orally and in writing,
- maintain timely communications,
- engage in effective discussions,
- demonstrate attentive and active listening, and
- abide by the project’s communication plan and pathway.
Interestingly, I have never interviewed a candidate who has openly admitted they need to improve their communication skills. And almost everyone we interview feels their teamwork skills are excellent. However, poor teamwork or communication skills are a top ‘trip and fall’ of our CRAs, resulting in about 20% of our terminations.
Join us today as we discuss some of the basic blunders we see in this space. We also provide some excellent ways to improve your communication and teamwork soft skills.
In part 3 of our 3-part series, we discuss how CRAs can increase productivity using various methods. For example, what technology can you introduce to make yourself more efficient and organized? And how should you tailor your organization and time management methodologies to fit your personality, style, and work/life situation?
Join us as two of our favorite CRAs, Tuypeakus McKay and Chiquita Caudle Sanders share their personalized and unique tips. They prove the point that no one has to use the exact same methodology as anyone else…but everyone needs a system.
They also discuss what hardware and software tools they use to stay organized, improve their ability to manage their time, and increase productivity.
Some of these tips will be game-changers!
Did you realize that your email etiquettecan cost you a position before the hiring manager or recruiter even looks at your resume? In today’s team roundtable, we provide bad email etiquette examples…and some of them may surprise you.
We provide examples of candidate trips and falls during their qualification process, when they send thank-you notes, when accepting an offer, and when receiving a rejection.
We also discuss some not-so-obvious bad email etiquette examples. For example, using an email address that is too casual or informal can result in a 30% decrease in response rates. I once had a candidate with an email address that included his favorite libation. I swear I heard ice clinking into his glass every time I spoke with him. And sometimes I imagined he was slurring. We have also seen folks use terms like divaprincess in their email.
Don’t do that.
Maybe Ms. Divaprincess was a pleasure to work with and Mr. Guiness never drank during business hours. But trust me when I say future hiring managers will read too much into informal and “way too personal” email addresses.
Wouldn’t it be silly to lose an opportunity that you are qualified for just because you broke an unknown email etiquette rule? Tune into today’s roundtable to shore up your email etiquette skills and win that next position!
In part 2 of our 3-part series, we continue our discussion on Time Management and Organizational Skills with two of our favorite CRAs, Tuypeakus McKay and Chiquita Caudle Sanders. In this episode, we share some organizational tips that CRAs at any level can benefit from.
We give ideas on how to squeeze in tasks while traveling and also describe some excellent tracking methodologies that will ensure you can effectively track all of your due dates. These tips will help you to better manage your email and prioritize follow-ups for multiple sites. We also share how you can set up calculations in a tracker so that you can get flagged when report and letter deadlines are approaching.
Oh, and we also speak about balance. How does a really busy CRA compartmentalize in order to not only be a terrific monitor, but also dedicate personal time for self-care and family?
This podcast on Organizational Tips is one you won’t want to miss!
I have yet to speak to someone who admits they have weak time management skills. Everyone we interview thinks their ability to manage deliverables and calendars is stellar.
They are not.
Our data shows that the lack of organizational and time management skills is the number one reason why we release CRAs. I find this data interesting! Overall, this shows that while CRAs’ technical skills are important, soft skills are more important.
The CRA job can be tough. Having the ability to coordinate multiple sites, multiple protocols, and multiple sponsors can be challenging…even with excellent time management capabilities. So for this week’s podcast, we teamed up with two of our favorite CRAs, Tuypeakus McKay and Chiquita Caudle Sanders, to discuss how they keep themselves organized.
In Part 1 of a three-part series, you will gain a glimpse into their success as Tuypeakus and Chiquita share some of their secrets. We discuss tools that will help you be better organized, how to manage multiple calendars effectively, and how to organize correspondences and deliverables for multiple clients simultaneously.
It is a series you won’t want to miss.
All of us…me included…have been victimized. We have all been wronged. We have all been taken advantage of. Cards have been stacked against us in terms of illness, debt, or abandonment. Many of us have been abused, neglected, or otherwise mistreated. Earth is a tough place and sometimes folks will attribute adverse life circumstances in a way that fosters a negative attitude towards life. And if someone starts adopting a mindset of helplessness or hopelessness, a victim mentality will surely emerge.
Folks who have been victimized usually feel they have little or no control over their circumstances. They may blame others…My husband cheated on me, My boss doesn’t like me, etc. And because of this mentality, these individuals will be more likely to look to others for help.
Meaning, they feel they need to be saved.
In this week’s podcast, we discuss how ‘Victim Mentality” can creep into the job search – AND how this mentality can seriously sabotage your job search efforts.
We also identify several ways to shift your mentality from victim to victor. Everyone will benefit from today’s podcast. Here’s to your success!
In today’s podcast, we team up with a tenured CRA professional and trusted colleague, Mashaan Guy, to discuss an undesired side effect of the candidate fraudulence we are experiencing in this industry. I am going to call this side effect unintentional discrimination. And to define the term, unintentional discrimination happens when unconscious biases or stereotypes held by companies or hiring entities negatively impact folks within certain protected classes.
In layman’s terms, what I am finding is that instead of employing robust hiring processes that are better equipped to catch fraudulent candidates, companies are instead making broad brush decisions that may be ruling out certain groups of people.
Unfortunately, I see honest CRAs getting caught up in this.
So what I want to do today is address those Honest CRAs who may be making simple mistakes on their resumes that make them look fraudulent.
You have prepared for your interview by considering every possible question that may be asked. Although you are nervous, you feel ready. And then it happens, the silence is deafening…no one is talking. How do you handle the awkward pause?
Are you supposed to talk? Is the interviewer going to say something? Jeez…what do you do?
I call it ‘The Art of the Awkward Pause’ and it is purposeful and is just one technique in the recruiter’s interview toolbox. Today we want to share that technique along with others so that you can become a more competitive candidate.
Join us for today’s roundtable where we discuss several interview strategies employed by recruiters and hiring managers. We provide job seekers tips on how to handle interview questions that are vague by design. Our team tackles the topic of the awkward pause, providing some tips on how to navigate silence during the interview. Then we dig into specific questions that are meant to put you at ease so you open up…all why explaining why these methods are used.
Most importantly, we give you some guidance regarding when you should talk…and when you should shut up.
Listen in while we open the veil so that you, as a job seeker, can be a more successful interviewer. And yes, it goes well beyond thoroughly answering questions.
Candidates are often confused with the difference between their digital footprint and personal brand. More often than not, candidates believe they are the same thing.
They are not the same.
Neither a digital footprint nor a personal brand happens overnight. This means every professional should be aware of these concepts. And if you are currently a job seeker, it is not only important to understand the difference, it is also important to know how to manage both.
A brand is more intentional than a digital footprint. It is how you choose to represent yourself. You can create it. You should create it. In today’s roundtable, we spend some time on how to build or add to your brand, and why it is important to do so.
We also discuss how, in a perfect world, your electronic footprint becomes a component of your brand. Your footprint can be tricky because it is dynamic. It is always changing based on your online behavior. So how do you assess your online reputation, correct it if needed, and manage it going forward so that it better aligns with or reflects your brand?
Tune in to hear our tips on managing your digital footprint versus crafting a personal brand and why it is important for professionals at all levels to leverage both to further advance their careers.
I just saw another article giving horrible job search advice. It is plentiful…and I have found that jobseekers often find it difficult to sort through good versus bad advice. But one thing is certain, following the wrong advice will cost you when it comes to landing your next position.
Today we have a very special podcast for our audience. I was honored to be invited to speak on the topic of Resume Slips and Falls at a recent Rutger’s Clinical Research Management Network webinar. While the webinar spoke to slides, you don’t need to see the slides to gain incredible insight into our job search advice topic.
Michael Canzano launches the webinar with some basics surrounding how to properly focus on your resume’s content and formatting. We then discuss some outdated resume and job search myths that should help you more effectively navigate today’s job search market.
The act of crafting a personal brand prior to starting a job search can actually shape your career trajectory. This is important because identifying your career path will help you plan what types of work situations will best fit your current goals.
Meaning, that as you analyze your true passion, what you represent or want to represent, and how you want to make a difference in the industry, you will have a better idea of the types of positions or companies you should apply to.
It may even motivate you to go in a completely different direction with your career.
In today’s podcast, we speak with Amber Victor about the steps everyone should take to either create or fine-tune their personal brand before beginning a job search. We dig into the inner work needed to identify your career goals. And once you have clarified your goals, we discuss how to revise your resume and LinkedIn profile to better represent your objectives. And importantly, we give insight as to how to leverage your network to move forward with your new path.
All with the goal of helping you to fine-tune your career trajectory.
I feel most of our clients undervalue the importance of job descriptions. Most hiring managers view them as an advertisement…and since it takes a lot of effort to craft one, why invest the time? Especially since there are no state or federal requirements to provide job descriptions for most positions.
While a clear and detailed employment post can help attract high-quality candidates, job descriptions serve a much larger purpose within your organization. When written properly, they can ‘save your bacon’ when it comes to ensuring compliance with local and federal employment laws. They can also be useful as an interview tool, setting employee expectations as they transition into their new role, gauging employee performance, and offering protection from wrongful termination suits.
For this week’s podcast, we team up with one of our favorite HR Professionals, Ruth Kelly. Ruth provides a wealth of knowledge surrounding the benefits of a well-written job description. She outlines the difference between an internal job description and a job post and then provides guidance on how to write job descriptions that will keep you compliant.
Still not interested in investing the time to create a job description? Contact us – we are happy to do it for you!
Job search anxiety is very common. There are typically three reasons why employers don’t respond to a candidate who applies for an open position:
- The candidate isn’t qualified (or isn’t as qualified as others),
- The candidate is overqualified and doesn’t explain why they are applying, or
- The candidate didn’t move quickly enough to be considered.
In a nutshell, a lack of response to your application isn’t necessarily a poor reflection on your experience or qualifications. We provide guidance on applying for a job as an overqualified candidate in another article, so today we will discuss speed-to-market.
When navigating a competitive job market, it is important to express interest in newly opened positions quickly…while still maintaining control of career objectives. This begs the question – how does an actively searching candidate balance the need for a new position with the desire for a position that perfectly fits goals and objectives?
This week’s roundtable provides advice for all candidates experiencing job search anxiety. We discuss steps you can take to be first in line for open positions without sacrificing your career ambitions.
Today’s roundtable is about how to work with a recruiter. And while we speak about working with a recruiter to obtain a new position, we also discuss how to continue working with your recruiter to transition into your role (if a perm position) or as you work out your assignment (if contract).
A primary focus of this roundtable is how to work with a recruiter transparently. And more importantly, we discuss how important it is to select a recruiter who will be transparent with you.
Why do we think this topic is important?
Because when you are transparent with your recruiter (and your recruiter is transparent with you), the chances of you finding a position with a transparent company are much higher. I have seen multiple studies that present how workplace transparency is the number one factor in employee happiness. Statistics show that companies that practice workplace transparency have teams that are more likely to meet their goals because transparency fosters collaboration.
And from my 30+ years as a supervisor, I can testify that managers who are transparent with their team members are proven to have a more engaged, innovative, and creative team. So let’s dig into today’s discussion on how to work with a recruiter clearly and transparently…and how it will help you find the perfect fit with a wonderfully transparent company.
Many hiring managers feel employment verification and background checks are a waste of time and money. Alternatively, other clinical operations managers feel an employment check protects them from candidate fraudulence. Our firm feels performing a background check is necessary for certain roles. We also believe you should always verify a candidate's past employment...
...BUT, to properly leverage these tools in order to ensure accurate results, you need to understand each of their flaws.
Our approach to performing employment verifications is why we can identify that roughly 60% of our applicants are fraudulent. Our process has enabled us to see that currently six out of ten applicants are falsifying all or part of their credentials. You will be surprised how many of these fraudsters can successfully sidestep a typical employment check.
If you and your hiring team believe a typical employment check will keep you and your team safe from fraudulent candidates, your approach to hiring is faulty.
We recently updated an article outlining how fake job applicants can pass a background check. In this very special podcast, our leadership team digs deep into why properly performed employment and background checks are worth the time and money. We openly discuss the flaws of both approaches and provide tips that will help your team be more diligent in identifying top talent...
...all while avoiding fraudulent candidates.
Today’s roundtable is about how professional networking can create a Small World Phenomenon for you. And no, I am not talking about Disney World’s Small World ride. I am talking about the principle that Wikipedia describes where short chains of acquaintances, often no more than a handful of individuals, connect any two people on the planet.
This concept was first explored with the “Six Degrees of Kevin Bacon” game which applied the concept that any two people are six or fewer acquaintances apart. Expanding on this theory, several years ago Facebook conducted a study that showed the average degree of separation between two Facebook users was only around 4 people. This is huge for the #jobseeker because that would translate to 1 out of every 4 people knowing you or knowing of you.
Wow…this sure does create an incentive for professional networking!
But let me ask this – how do you leverage this Small World Phenomenon during your job search? And while professional networking is a terrific way to make your world smaller, is that the only way to do it? Oh, and don’t forget, your network can also work against you in your job search. What do you need to consider as you leverage your network?
Join us today as we dig into this topic, providing some real-world examples of how to take advantage of professional networking to make your world just a smidge smaller and your job search much easier.
It is standard practice for interviewers to open up the discussion with a question like “tell me about yourself” or “walk me through your resume.” I like starting an interview this way because it typically puts the candidate at ease while giving me an idea of what he/she is looking for. While there are certain key points you want to make when answering these introductory questions, it is important to know what not to say in a job interview.
While this seems like a benign topic, we just had a very seasoned contract CRA who faceplanted during what should have been a simple interview. Why? Because she talked about experiences that weren’t on her resume.
The very experienced CRA may be thinking – “there is no way I can include everything on my resume”. We agree. So how do you know what should be included on your resume (and thus be prepared to discuss during the interview)? When you are updating your resume, what other aspects of your brand should you also consider tweaking? And the most important question - how do you know what not to say in a job interview?
You may think my questions are pedestrian. But the answers will make or break your results.
The topic of this week’s roundtable is self-defeating beliefs and how they may be keeping you unemployed or unhappily employed. I refer to self-defeating habit patterns as Blockers. Blockers are those habit patterns that may have helped you survive in the past but are no longer beneficial to you. For example, as a baby, you cried when you were hungry. But as an adult, if you cry every time you feel a bit peckish, people are going to think you have crazy on your face.
And yes, limiting beliefs will sabotage your success. Although self-defeating beliefs are extremely powerful, they only subtly impact your behavior. But that subtle impact is enough because these limiting beliefs will keep you from pursuing your dreams. They keep you from reaching your full potential. For example, if you lack confidence, you are less likely to apply for jobs that are a slight stretch for you. If you don’t feel you are capable of achieving a specific goal, you are less likely to even try to obtain it. Alternatively, if you are overqualified for a position, you may act entitled or arrogant while in the pursuit of it.
So how do you know if you have self-defeating beliefs? How do you know if you have blockers that are sabotaging you? Let me ask you this: are you currently feeling love, peace, fulfillment, joy, and enlightenment? Did you wake up this morning with enthusiasm, feeling super excited to tackle your day? If not…then you are running one or more blockers. Which means you have limiting beliefs that are sabotaging your efforts.
Join us as we discuss how to identify what Blockers you may have as well as provide some examples of how to overcome them.
Do you think that bosses can have friends at work? It is a complicated question…and if your answer is no, then I am certainly guilty. I love my team members. Each and every one of them are more than just colleagues to me. But as the boss, fostering close relationships with team members can sometimes lead to firing a friend.
The irony is that most firings can be avoided. Last year I had to release one of my recruiters and it broke my heart (I cried for a couple of days, actually). I had felt she was becoming burned out because I noticed that she was pulling candidates from our pool for silly reasons. I attempted to open a dialogue with her during one of our one-on-ones but she insisted everything was okay. But then, she went ‘bat-crazy” on the company’s co-founder because he asked her to download a new firewall on her PC.
I had no choice but to let her go. After I released her a couple of my team members revealed that she had been bullying them. Jeepers…she had been negatively impacting the rest of the team. And I had to ask myself…why wouldn’t she open up to me? Why wouldn’t she just tell me what was amiss so that we could work to solve the problem?
None of us have to be on this journey alone…isn’t that the point of being ‘more than just colleagues’ at work?
We team up with one of our favorite industry leaders, Linda Arnett, to discuss this exact topic. Everyone trips and falls at work…but these trips and falls don’t have to be deal breakers when folks are properly communicating and holding themselves accountable. Yes - firing a friend can be avoided. Listen in to find out how.
Some of our listeners may argue that no one should be declining a job offer in today’s economy. I find that many candidates decide to accept or decline a position based only on compensation. But aren’t there other factors important to you?
And while I agree that money shouldn’t be the primary driver in making career decisions, isn’t financial security something everyone strives for? How do you balance ensuring your financial needs are being met while also considering the other aspects of the position?
If you are thinking about applying to or accepting a job that doesn’t fit your career path, perhaps you should consider the following:
- Does accepting this position completely (and permanently) derail your career path or goals?
- Will you jump ship if you receive the perfect job offer next week?
- Have you considered what you can gain in this position and if that is ‘enough’ for now?
Oh – and if you decide to decline the job offer, how do you do it in a way that leaves the door open for future opportunities?
There are many reasons for declining a job offer. Alternatively, there are many reasons for accepting one that may not be a perfect fit. This is our team’s roundtable topic this week. We want to hear from you – should you be declining a job offer in today’s economy?
Have you ever considered how getting a job is directly related to your mindset as a job seeker? Before you craft your resume, update your LinkedIn profile, or start applying for positions, consider whether your mindset may be turning off potential hiring managers.
For example, let’s say that you apply for a position that is a bit over your experience level. If you go into that situation lacking self-confidence, your interviewer will sense it. The bottom line is if you can not convince yourself you deserve the job, you will have a difficult time convincing your interviewer.
Alternatively, maybe you feel you can handle the job in your sleep. Do you therefore come across cocky?
And what about those of you who are running away from a current position because it is so horrible? When you are living in a mindset of frustration, don’t you think the recruiter or hiring manager will sense that energy?
Getting a job should mean that you are going after a job that matters to you. Which means you are clear on what you want. It also means you must have the right mindset to go after it. For example, having the right mindset will enable you to craft a resume that is true to who you are. One that tells your story and clearly outlines where you want your career to go. Having the right mindset will also enable you to clearly articulate your skills, desires, and goals during an interview.
But…and this is a big one…but maybe you need someone to help reset your mindset or attitude. Perhaps a sounding board will enable you to get clear. And that is the topic of today’s podcast with our friend and colleague, industry coach Jasmyn Quianna Adams. We hope you enjoy it!
Several years ago Lou Adler wrote an article that described what recruiters and talent leaders felt were challenges to hiring the right person. He boiled their feedback into two primary categories: Teams aren’t seeing enough quality candidates, and Hiring managers are the problem, not the solution.
Hiring the right person can certainly be a challenge. And yes, we see many Sponsors and CROs speak to a shortage of qualified CRAs as the reason to settle. But I don’t feel there is a shortage of high-quality CRAs. I do, however, feel the real ‘shortage’ companies are challenged with is their inability to attract great talent.
But this is a discussion for another day.
Today, I want to ask if you agree with Lou’s assessment. Do you feel hiring managers are the problem when it comes to a company’s ability to hire great talent? We teamed up with one of our industry leaders, Brian Dempster, to shed some light on the topic. We address the idea that hiring the right person starts with using the right interviewer.
And no, not all clinical operations managers make good interviewers. But is the hiring process complete without clinical operations being involved? Likewise, I have met many recruiters who are terrible interviewers - especially when it comes to sussing the technical details. In a nutshell, my opinion is that the largest barrier most companies have to hiring the right person is their recruitment strategy…or lack thereof.
We hope you enjoy the discussion!
In the last 24 hours, one of our clients just received 667 applicants for an open CRA position. I just received 272 applicants for an administrative position (and they are still pouring in). The rub? Many of those candidates were seriously overqualified for these roles. Some people may feel that such an outpouring of interest is a positive thing. But I see something different…hundreds of individuals stating, “I need a job now…please help me.”
Which begs an extremely important question: Should job seekers hold out for a job that is right for them? One that fits their goals and helps progress their career?
It depends.
We love to see candidates who are in control of their careers. But sometimes job seekers don’t have the leisure of holding out for the perfect job. And when the “I need a job now…please help me” mantra takes over and you have to settle in order to make your mortgage payment, how do you pick a position that won’t negatively impact your future career goals?
And how do you positively (and honestly) present that position on your resume? Or…do you present it on your resume?
Oh, and when you can ethically leave that ‘filler’ position to accept a position that better aligns with your career goals?
Great questions – and we discuss all of them in this week’s podcast.
Unplanned absences are going to happen. Kiddos get sick. Parents become ill and need to be cared for. Car accidents happen. Unplanned absences from the workplace are inevitable.
We teamed up with one of our favorite Hiring Managers to discuss how both management and team members can (and should) proactively plan for unplanned absences. Part of our discussion relates to federal guidelines that protect team members when it comes to requesting time off for certain reasons.
We then breach the subject of how leadership can provide team members with an easy way to alert them of an emergency leave from work. This communication topic is an important one…and quite tricky. After all, how do you balance a timely notification while not feeling that you have to reveal more personal details than needed?
I tell a story about one of my CRAs who just went missing. She didn’t show up for a visit and wasn’t answering her phone. After she had been missing for several days, I was so worried about her that I sent the police to her house. And yes, she had experienced an emergency. But she was physically able to communicate but hadn’t. She allowed her situation to ruin her brand with both our firm and the client to which she was assigned. The net was that if she had been more proactive in planning for a potential emergency, the resulting circumstances would have caused a lot less heartache for her, for me, and the overall team.
We hope you enjoy our most recent podcast where we provide both leadership and team members how to plan for unplanned absences from work.
Folks break into a clinical research career via many different pathways. And when it comes to a clinical research professional’s foundations as a CRA, we typically see one of two approaches. Many sponsors and CROs would say that obtaining foundational experience through “classical training” is the preferred approach. However, while we are seeing more and more sponsors and CROs offer entry-level programs that offer classical training, on-the-job experience is also golden.
Our roundtable topic for today asks if it matters how you got into the industry as a CRA. Is classical training a stronger entry than on-the-job training? And once you have broken into the role via either classical training or on-the-job experience, how do you then focus on continual learning activities that will balance your knowledge?
Oh…and regardless of how you formed your foundational knowledge, how does that experience fit into your overall career story? How will your continued job tenure and work experience either reinforce or detract a future hiring manager’s perception of the validity of those foundations?
Importantly too, how do you articulate your foundational knowledge in a way that makes recruiters and clinical operations managers see you as strongly desirable and competitive?
This podcast tackles the topic of how job seekers should be pickier when selecting a recruiter to work with. In this ‘How to Recruit Your Recruiter’ discussion, you will see how easy it is to fall prey to a recruiter who may not have your best interest in mind.
Years ago, an executive search firm reached out to me, offering to represent me if I paid them a fee. At the time I was with IBM and quite comfy…so I didn’t bite. But now, I know that I barely escaped a huge con. It dismays me to find that so many candidates think they are supposed to pay an agency or individual recruiter.
Or even worse, candidates don’t always feel they have a choice when it comes to the recruiter they work with.
It isn’t supposed to work this way!
No candidate should have to settle for a recruiter who doesn’t care. So how do you recruit your recruiter? I am so glad you asked. Join us as we speak to a dear friend and colleague Elizabeth Weeks-Rowe. Elizabeth describes a scenario a friend of hers recently experienced…and I bet many of you have experienced something similar.
The takeaway? Picking the wrong recruiter can keep you unemployed (or unhappily employed). Self-centered recruiters can cost you money and can also hurt your brand. We give tips on what questions you should ask a recruiter before you allow them to represent you.
About twenty years ago I had a mentor who told me that interviewing was the worse way to identify talent. I thought he had lost his mind. But with the rise of the fake interview, I see some wisdom to his point.
Now I am not going to go on record stating that we should throw out the interview. But I will state that an effective vetting process starts long before scheduling an interview. And when it comes to the actual interview, strict guidelines should be followed to ensure the interview is effective and the results are trustworthy.
We just had a candidate who couldn’t get his speakers to work during a video interview. After fifteen minutes of troubleshooting, the issue seemed to generally resolve itself, but his sound kept going in and out throughout the entire discussion.
Perhaps the issue truly was technical. But if you had heard the many fake interview stories that I have heard, you would be suspicious.
We were.
So how do we, as recruiters and hiring managers, make sure we are giving job seekers a break when they are genuinely experiencing an issue during an interview? Alternatively, how do we know to classify the interaction as a fake interview?
This is an important topic because I feel that many recruiters and hiring managers are so shell-shocked from interview fraudulence that they are ruling out good and honest candidates. Join us for this week’s round table where we dig deeper into the topic.
From a CRA staffing perspective, I believe all of us can agree that we have some work in front of us to clarify the barrier to entry into the role. We also need to define the CRA role more consistently. Wouldn't it be nice if all sponsors and CROs were in agreement on titles and the qualifications of CRAs at various levels?
With all of that in mind, I have recently been seeing bloggers and ‘experts’ state that a ‘scandalous byproduct of the COVID-19 pandemic’ is candidate fraudulence.
How ridiculous.
We have been experiencing serious CRA candidate fraudulence in this industry for well over a decade. Unfortunately, some folks are just going to do what they can to fake the system (any system, actually). But what about those candidates who have honestly tried to break into the role and been unsuccessful?
Jeslyn Atanu joined us to discuss her perception of the confusion around the barrier to entry into the CRA role. We also bridge the topic of how it may be one of the root causes of some of the fraudulence we are experiencing.
Make no mistake. I certainly do not agree that it is okay to commit fraud to gain entry into such an important role. But, I do agree there are some problems we should band together to solve within our beloved industry. And better defining the barrier to entry into the CRA role is one of them.
Join us as we lay it all on the line. And while we didn’t magically solve all of our industry’s issues, we sure did shine a light on several of them.
I had someone ask me once: Do you wear the same clothes to a phone interview as you do to a face-to-face interview? Wow…I sure hope not. But since you would certainly consider the interview venue when planning what to wear, shouldn’t you also consider your interview audience when planning what to say?
As an example, what topics do you feel are appropriate to discuss with an HR partner? And why is it inappropriate to discuss some of those same topics with a Clinical Operations Manager? What should you expect when being interviewed by a future colleague? And before you answer that question, know that peer interviews can be a lot trickier than you think.
And let’s not forget about executives. Preparing for a discussion with someone in a senior leadership role can be just as tricky…but in a much different way.
Taking the time to analyze your interview audience is super important and this week’s round table digs deep into the topic. Listen in for loads of tips and tricks…as well as a funny story or two.
She wore a wig in her video interview.
Not that wearing a wig is a bad thing in itself...my Mom wore a wig after her chemo. But the reason for the wig became apparent later.
It all had to do with her faking her interview. You have heard us talk about various ways that candidates falsify their way through the interview process, but we want you to hear what a seasoned CRA Manager has experienced with fake video interviews.
Dalia has been in the clinical research industry for over two decades and has been interviewing CRAs for a very long time. Which, of course, means she has lots of stories to tell. Join our discussion where Dalia Tsurov shares some real examples of fake video interviews. This is a podcast you won't want to miss!
What the Heck is Brand Storytelling?
You have heard me say it before: I want to hear your career story. Your unique story. I want to see what your passion is as well as the qualities you bring to my table. In a nutshell, you need to be versed in the art of brand storytelling.
So how do you tell that story? Well, you start by clarifying your personal brand. Then, you come up with a way to honestly relate your journey. And by journey I mean I want to see how your past has led you to the current moment...and how this current moment is leading you to your future career objective. You can articulate this through your resume, through your LinkedIn or other social media profiles, or via articles or blog posts.
Your story will help you stand out. And by being authentic and real, you will build a connection with your future hiring manager. Why? Because people want to build emotional connections with others. And hiring managers want to hire people that they resonate with.
What are Some of the Best Examples of Personal Branding?
Do you need some help to better craft your brand, so you can tell your story? Brand storytelling doesn’t have to be complicated and this podcast digs into some real examples that will help you craft the perfect story for you. Thanks to our friend and colleague Amber Victor and her insight as a Hiring Manager! We know you won’t want to miss this episode.
This week's roundtable theme is simple and can be described in one word: Responsiveness. It is interesting to me how many candidates miss out on great opportunities...not because they aren't qualified, but because they aren't responsive.
I've been so busy
I do want to note that when we speak of candidates being responsive, we are talking about candidates who are further along in the interview process. Meaning, that we have already fully qualified the candidates as well as spoken to them about the position.
And at this juncture, we are just looking for a confirmation to proceed with submission. We just recently had a candidate respond a week after asking for permission to submit...and the position was already closed!
We have all heard the excuses. Job Seekers and Recruiters alike: "I've been so busy", "The battery in my phone died", "I didn't see the email", or "I have been traveling". But let's discuss the impact that responsiveness will have on your candidacy.
Today's roundtable will take you through how we view candidates who are responsive and who are not. We dig into specific examples so you can better understand when it is okay to delay a response. And of course, cover when a lack of responsiveness will cost you a coveted role.
We hear this all the time: “My current full-time job is very slow, so I thought I would pick up a contract to supplement my hours”.
Or
“I want to shift into contracting, but I don’t want to leave my permanent position until I am secure. Therefore, I am seeking a part-time contract while still at my current employer.”
So, let me ask – is simultaneously holding a full-time job while working a contract position okay? What if I were to tell you that sometimes it is okay and sometimes it isn’t? This week’s team roundtable tackles this very important topic.
We dig into what when working two jobs may cause a conflict of interest. We also address why schedules for each position matter. And in case you were wondering if (and how) you should ask your current employer permission, we provide some tips. And most importantly, we go through how to document the scenario in your resume so that it doesn’t raise flags.
Most people approach the job interview as if it were a dog and pony show. After all, isn’t it tempting to ‘perform’ as the person you think the hiring manager is looking for? We have seen it cited that up to 90% of job candidates engage in faking their behavior at an interview. But being authentic in the job interview is important.
We teamed up with a friend and long-time hiring manager, Kathleen Hanlon, to discuss what all hiring managers are looking for – someone who is genuine, truthful, and real.
Yep.
Now that doesn’t mean you show up late to the interview in a dirty shirt and sneakers because you overslept. But it does mean that you shouldn’t feel pressured to play a role. Being truthful and honest in the answers you provide will help you land a position that will best suit your skills and passions.
We also talk about a big peeve of managers - job seekers who provide generic answers! Job Seekers are finding themselves in a much more competitive environment and those CRAs who can provide details regarding their experiences in the interviewwill be top candidates. We provide some tips on how to showcase your skills with the level of detail hiring managers are looking for. We also talk about how to let your personality shine through during the interview…and why it is important.
Did you know that hiring managers hate interviews as much as job seekers do? Interviews can be mundane. In most cases, I ask the same old questions, and the candidate answers with the same old answers.
And for those candidates who have a hard time connecting with their interviewer or properly communicating their experience…well, I can usually tell within the first two minutes how those interviews are going to go.
Interviewing takes a lot of time…for both the Job Seeker and the Hiring Managers. Which begs the question: How do we turn a much-hated chore into something meaningful and worthwhile? And how do we convert a typical interview from an interrogation into a real discussion?
We felt it was so important to let folks know that it is okay to hate interviews, that we decided to dedicate a podcast to the topic. One of our favorite hiring managers joined us for this very important subject. We discuss various interview venues, express our opinions on which ones are more effective, and also discuss interview practices that may not be ethical.
The goal of this podcast is to help you look at the interview process a little differently. Yes, it is still a means to an end, but it can also be fun and informative. We share some ‘face-plant’ stories as well as discuss how to improve your interview techniques, all in the spirit of making your next interview a meaningful conversation.
One of my mentors has a favorite saying: If you don’t know what you want, any road will take you there. We speak a lot about setting career goals. After all, how are you going to find the right job for you if you don't have them? It has been my experience that talented individuals set goals because they want to advance. Out of sheer motivation, driven professionals can maintain a clear career focus to obtain their career goals.
However, while having a vision of your objectives can keep you engaged and persistent when it comes to obtaining those career goals, life often has a habit of getting in the way.
Which means, you may have experienced a circumstance that has sabotaged your career progression. Perhaps you have faced a personal illness that has kept you from working long hours. Or maybe you had to take some time off from travel to take care of an aging parent or a sick child.
Experiencing a life event doesn’t mean you have lost career focus…it just means you may have to side-step forward progression towards that goal.
At least temporarily.
And the problem you now have to solve? How to articulate this ‘side-step’ in a way that doesn’t hurt your brand or negatively impact the story you are trying to tell. So how do you show potential employers the career focus you still have when a life event has taken you off track? In this roundtable we discuss how to exhibit a clear career focus…even when life circumstances may have gotten in the way.
It is rare for a company to not check candidate references before moving into a final offer. In some instances, recruitment companies may not even reveal their openings without the successful completion of references.
In an effort to help candidates be successful, our team got together to discuss the top mistakes we see folks make when going through the candidate references process. This podcast will discuss the following along with many other tips.
Blindsiding Past Colleagues or Employers
Years ago, it used to be standard to provide a list of references on your resume. As a past manager, receiving random calls about previous team members was normal. But that is no longer the case. Some companies have strict policies against providing personal or professional references. And some folks just don’t want to be a reference…no matter how awesome you are.
Assuming Your Reference Will Speak Highly of You
I was contacting candidate references one day and one particular CRA’s past supervisor was in complete shock that I had called her. She couldn’t believe she had been used as a reference because she had actually fired the candidate! Now this may be extreme for your circumstances, but don’t assume your references will have all great things to say about you.
Not Following Instructions
From providing the wrong people as references to not providing proper contact information for those references, following instructions is paramount to the successful completion of the candidate references step. Know this, your ability to navigate the process of properly providing references is as important as what the references say about you.
Our Latest Podcast is all about Candidate References
A failed reference check can negatively impact the hiring process…even after you are hired. A poor or missing reference is a huge reason why folks miss out on opportunities so let us help you gracefully navigate the process.
With over 950 million members, LinkedIn can be a powerful platform when it comes to searching for a new position or attempting to expand your career. However, given the large number of members on LinkedIn, it isn’t good enough to have a simple profile. So if you are using LinkedIn to find a job, there are certain things you should know.
Using LinkedIn to Find a Job…In a Good Way
To get noticed by recruiters and potential employers, your profile has to stand out. In a good way. You have to be active on the platform…also in a good way. For example, did you know that adding skills to your profile is extremely important? LinkedIn reports that members with 5 or more skills listed on their profile are contacted up to 33 times more by recruiters and other LinkedIn members.
33 times more!
Many people neglect their LinkedIn profile and this neglect will clearly impact their job search. We teamed up with our favorite industry coach, Jasmyn Adams to discuss major mistakes professionals make when using LinkedIn to find a job. And let me be clear, committing some of these mistakes will be disastrous to you as a job seeker.
Misusing or neglecting your LinkedIn profile will keep you from being ‘found’. It can also harm your professional brand. Additionally, sending an inappropriate or unthoughtful connection request may get you blacklisted by key influencers or companies. LinkedIn is a powerful tool so it is important to take the time to learn it.
Remember that LinkedIn isn’t just for creating a digital version of your resume. The point of LinkedIn is to expand a professional network that will be there for you when you need it. But you must use it correctly. We will take you through the top two mistakes we see people make when they are using LinkedIn to find a job. Listen to find out how to build out an effective LinkedIn profile as well as how to send proper connection requests…all in a good way.
You just got fired…and now you are scratching your head. In some ways you may be relieved…you didn’t like that job anyway. In other ways you may be frightened…after all, the mortgage still needs to be paid. And a third side of you may be angry while a smaller sliver of yourself feels embarrassed. As shock and emotions course through your body, you start thinking that getting a job after being fired may be impossible.
And then you start to panic.
How Do I Go About Getting a Job After Being Fired?I should first note that while getting fired can be a disruptive and demoralizing life event, it can also lead to something great. But only if you are able to get past feeling victimized. And angry. Did I mention resentful?
It is important to acknowledge the emotions you are feeling. Give yourself permission to grieve…after all, this is a very emotionally charged situation! But you must also be able to move past these feelings in order to effectively map out a plan. The key is to not look at being fired as the end of something. Instead, view it as a jumping-off point of something exciting and extraordinary.
A dear friend and colleague of ours, Ruth Kelly, joined us to discuss how folks can go about getting a job after being fired. We not only discuss how you can use this scenario to reinvent yourself and establish fresh goals, but we also provide step-by-step instructions for what you should do to bounce back stronger than ever.
Getting a job after being fired doesn’t have to be hard. Here's how...
Our primary niche is in the placement of Contract CRAs. And by the nature of the contract ‘beast’, often those assignments will be short. Even though our firm understands that this is often how contract positions work, we will still ask CRAs the reason for leaving their last assignment (or position if perm).
So this begs the question – what answer are we looking for?
While there isn’t a perfect answer to this question, candidates should evaluate their own tenures…for both their contract assignments and permanent positions. I recently had a candidate approach me who had horrible (seriously – horrible) tenure. When I explained to her that she looked like a job hopper and should consider sticking with her current position a bit longer to improve her brand as a candidate, she was shocked.
She didn’t realize that she had poor tenure!
Then it was my turn to be shocked. Until I told her that her tenure was less than desirable, she had no idea. She then confided in me that it now made sense as to why she wasn’t winning interviews. So we thought we would educate our audience on this topic. What is poor job tenure? When is the reason for leaving an assignment or position not okay? When is it absolutely okay?
Oh – and how do you answer the fated ‘what was your reason for leaving’ interview question?
Listen to find out!
“Why do I keep failing interviews?” she asked. I felt bad for her because she was an excellent CRA. But the reality is that she wasn’t failing her interviews because she lacked experience or competency within the role.
Actually, it has been our experience that interview fails rarely have anything to do with your qualifications. It is also not typically about your resume. After all, the resume’s sole purpose is to win you an interview, so if the recruiter or hiring manager invited you to speak with her, she liked your resume.
So why do job seekers keep failing interviews?
The answer may surprise you. Our team just held a roundtable to discuss the top interview fails we have witnessed. But I should warn you…some of the stories may cause you to fall out of your chair. Some are funny, some are shocking, and others are…well…just plain silly.
But all should help you uncover why you may be experiencing some interview snafus.
Candidates need them. Businesses need them...Recruitment Agencies are a critical part of any industry. But how do you recruit a recruitment agency? How do you evaluate recruitment agencies that are ethical as well as good at what they do?
And how do you define a 'good' recruitment agency? After all, recruitment agencies can have some pretty horrible reputations.
We sat down with one of our favorite Hiring Managers to discuss what she looks for in a recruitment agency. We think you will agree with many of her insights!
We would love to hear from you - how do you recruit a high-quality recruitment agency?
When your candidate pool is too large, you are at risk of missing the highest-quality candidates.
I was speaking to an HR manager at a mid-sized CRO and she was in tears. Her operations team desperately needed CRAs for an upcoming project, but for each position she posted, she received over one hundred applicants.
She couldn't get through all of the resumes, much less determine which candidates should progress to the interview.
This begs the question, how do you effectively fine-tune a large candidate pool so that you are able to only focus on the best and the brightest? In the narration of an article that provides a table and checklist to help you sort through hundreds of job applications quickly, one of our beloved team members provides some hiring hacks.
Last week someone reached out to me with a simple question: Do you place Contract CRAs? This was definitely not the best LinkedIn connection request message to send me.
Why? If this potential candidate had spent even a brief amount of time on my profile, he would have known that placing CRAs is a specialty of mine. My partner and I built a business that specializes in it. We have a team dedicated to source and place the top CRAs in North America. So asking if I place Contract CRAs means he hadn’t done his homework. It also shows that he was being generic…and if I can say it…a bit lazy.
He made one of the top errors that many make on LinkedIn: Failing to use a LinkedIn connection request to enter into real conversations with real people. While our firm certainly agrees that networking on LinkedIn is critical, it is important that you do it the right way.
This topic made it to our Roundtable discussion! We discuss everything from what should and shouldn’t be included on your LinkedIn profile to how to build an outstanding network that will bring job offers right to your door.
Oh…and the answer to the “best LinkedIn connection request message” question? A genuine and personal one.
This past week I had an individual contact me through LinkedIn asking to be considered for some of our open Clinical Research Associate positions. His foundations were terrific but he met none of the qualifications of our industry CRA positions.
The rub...he didn't understand that he was extremely underqualified.
Are our Clinical Research Associate candidates confused?
His inquiry made me wonder - is there confusion when it comes to the role of a CRA? We often see sites and academic institutions call their patient-facing research coordinators Clinical Research Associates. In addition, we are seeing Sponsors and CROs move further away from using the CRA title, using terms like Clinical Site Managers, Site Relationship and Excellence Partners, and Clinical Site Ambassadors.
Maybe it is time to help better define roles within our industry - starting with that of an Industry CRA. Our team held a round table to discuss the topic as well as provide some valuable insight for those of you who are seeking a CRA role. We hope this is helpful and want to hear your thoughts!
You have heard us say it before – Competent CRAs are great public speakers! But being an effective public speaker isn’t magical. We have addressed overcoming the fear of public speaking and why you should seek public speaking opportunities. Now we dig into how to engage your audience.
We sat down with one of our favorite people, Elizabeth Weeks-Rowe to discuss this very important topic. Elizabeth has been in this industry for over twenty years and is a highly respected and sought-after speaker on industry topics. With such a passion for speaking, Elizabeth is well-positioned to share outstanding tips and tricks that will surely help you successfully engage any audience.
We hope you enjoy it!
Many job seekers take the flawed approach of focusing on the formatting of their resume instead of their resume content. While we certainly don't want to go on record stating that resume formatting isn't important, the content is the point.
What content should I include on my resume?
There always seems to be confusion about what to include. This podcast is all about the do's and don'ts as it relates to ensuring your resume content is optimized.
We dig into important topics such as how to protect yourself from ageism, what to include when you are early in your career and are light on work experience, simple errors you can avoid, how to leverage keywords and phrases to make you stand out, and much more.
For additional content on this topic, check out our blog posts on resume tips.
Applying for multiple jobs at the same company may seem like a smart approach. And maybe in certain circumstances it does make sense to apply for more than one position at any single company.
However, you have to be very careful in how you go about it. One of my favorite colleagues has narrated one of our exceptionally popular blog posts on this topic. Stay tuned as she describes how submitting multiple applications to the same company may negatively impact your candidacy.
Let's just start out by stating that a gap in resume is normal. Everyone has them. But when it comes to providing an employment gap explanation...Well, everyone doesn't have those.
Gracefully providing employment gap reasons is an incredibly useful skill. In this podcast edition we break down the various reasons for employment and career gaps. The goal is to assist Job Seekers when it comes to articulate their employment gap explanation.
As well as assist Hiring Managers when it comes to better understanding what employment and career gaps make an applicant a stronger candidate (and which ones don't).
For professionals at all level, the ‘How Far Back Should a Resume Go?” question is one that is important to consider.
For the senior level professionals, be aware that unfortunately Age Discrimination in the workplace is real.
For the junior level professionals, understanding what to include in order to show a desired path is critical.
So how do you decide what positions and activities such as volunteer work and participation with professional organizations should you include on your resume?
Great question! This podcast will provide some guidance.
There are several resume mistakes candidates make that fall outside of the obvious spelling and grammar issues we often see. This podcast covers the 'not so obvious' resume mistakes such as:
- Adding meaningless statements: Of course you will provide references upon request! Save the space on your resume to reinforce your skills, qualities, achievements and passion points.
- Including an unclear 'Objective': Not only is an Objective unnecessary, but it can quickly get you into trouble. Instead of making this simple resume mistake, add a professional summary which will help tell your story as well as show why you are qualified for the position.
- Being careless with your formatting: We go through several scenarios where candidates have made fatal resume mistakes when it comes to "lazy" or "crazy" formatting.
- Not tailoring your resume for resume scanning systems: If you want a human to actually lay his or her eyes on your resume, you need to know how to navigate the scanning systems. We discuss how!
When outsourcing your clinical studies, should you consider establishing an oversight monitoring plan? We work with some outstanding Sponsors who did not…and the results were disastrous.
So when do you need an oversight monitoring program? In this recording of one of our most popular articles on the topic, we discuss a specific case study which will help you make the right decision for your company and projects.
We discuss the ‘why’ as well as the cost and methodology to implement. We hope you enjoy!
You should know that the simple act of creating a resume doesn't mean it will be read. According to a recent article in the Harvard Business Review, it only takes around seven seconds for a recruiter to decide if you might be right for a job.
Seven seconds.
One thing is for sure, creating a resume that gets read is more than just documenting your work history and education. You need to find ways to stand out...but in a professional way. In our most recent podcast we discuss several tactics to use while creating a resume, including:
- How to outsmart the automation tools used by most recruiting agencies and hiring teams.
- A strategy you can use to show off your skills and accomplishments.
- Tips on how to establish your personal brand by professionally highlighting your related passions and ambition.
We recently wrote a blog post on How to Write an Effective Resume as there are specific steps you can follow to help you be found by great hiring managers and recruiting agencies. This podcast is a narration of this article; we hope you find it useful!
"What is the best thing I can do to advance my career?" she asked. It is a common question for us here at craresources and my answer may surprise you. While we may be tempted to tell you that learning the hard skills associated to monitoring clinical studies is critical, my real answer for what is most important is this: Get comfortable with public speaking.
Our friend and colleague, Elizabeth Weeks-Rowenot only agrees with us but takes it one step further by recommending CRAs seek out public speaking opportunities. Why? Public speaking has the potential to open many doors for professionals at all levels. It provides visibility, establishes you as an authority on your topic and extends your professional network.
How Do You Find Public Speaking Opportunities?
Check out our latest Podcast where Elizabeth and I both share our different pathways to public speaking. And the bonus discussion: we reveal how embracing this critical soft skill has contributed to both of our career progression.
Looking for a CRA Career? Or perhaps you want to progress within your current CRA role? Before you start your CRA career search, let's discuss a 'tried and true' strategy that will enable you to effectively outline a plan to land you that perfect position.
Join us in a discussion on identifying your why, your what, as well as how to assess the areas of career development you need to focus on in order to obtain your goals.
And before you say that you don't make job search mistakes, let me be the first to correct you.
You do.
Everyone does.
And many of them are avoidable!
It surprises me how often an experienced professional will miss out on an opportunity because of committing silly (and avoidable) mistakes.
I hope you find this podcast beneficial!
Many companies are not clear on what types of charges are standard. Unfortunately the practice of Sneaky Billing is real.
Let’s talk a little about what you should expect as well as the pitfalls and sneaky billing practices that can put your company (and your budget) in jeopardy.
Let us help you figure out what causes it...and more importantly, how to avoid it. I have learned that there is always a reason why job seekers don't receive a response to their job applications. Actually there are several, so let's take a look as to why you may be getting ghosted by recruiters and hiring managers.
Regardless of whether you work with a CRA Recruiter, Soup-to-Nuts Recruiter, or Sleezy Recruiter…it quickly becomes clear that recruiters are not all created equally. But putting the quality of the recruitment agency aside, when it comes to discussing whether a CRA, Sponsor or CRO should work with a Niched CRA Recruiting firm, how do you select an agency that will quickly yield high quality CRAs to fit your needs?
To answer the question, I usually ask this question:
Would you buy sushi from your local QuickTrip™, Circle K™ or 7-Eleven™?
The question isn’t whether 7-Eleven™ sells sushi…the question is if you should buy it from them.
Please don’t think I have fallen and bumped my head as I ask this question to invoke thought and prove a point. Wouldn’t you agree that the CRA role is a highly skilled one? Wouldn’t you also agree that there are fake CRAs and underperforming CRAs who are quick to apply when you open a clinical monitoring position?
And lastly: wouldn’t you also agree that the CRAs you select to monitor your studies will make or break them! Given that so much is riding on your research study, why not engage a CRA recruiter who specializes in sourcing, recruiting, coaching, and placing CRAs who actually know the clinical monitoring role?
We recently published an article on the topic of working with a niched CRA recruiter, but thought you may enjoy a narrated version. This will be on our podcast too – we hope you enjoy!
Effective presentation and communication skills are dynamic elements of a successful CRA - Site relationship. Unfortunately, intense nervousness and an anxious mind can put a kibosh on being able to effectively get your point across. Want to know how to overcome the knocking knees so you come across as confident and knowledgeable? Take a listen to our super awesome guest, Elizabeth Weeks-Rowe to gain some outstanding tips!
CRA Careers are available! The hard skills are teachable, but the soft skills are what is really important. Anyone looking to develop themselves into a mature CRA must focus on improving their soft skills. Communication skills, time management, organizational skills, conflict management…
This podcast is about honing your soft skills! Check out our supporting blog posts and certainly reach out if you need coaching.
No more calls. No more Texts. We are breaking up.
This industry is extremely small. The goal in every interaction should be to build a rapport...which will lead to a relationship...which will continue to grow your network.
So in the effort of nurturing your network rather than burning bridges:
- Job Seekers - how do you gracefully decline a job offer? In a way that keeps the hiring manager interested in you for future positions?
- Hiring Managers - how do you gracefully reject candidates? In a way that will encourage these candidates to stay interested in you and your organization in the future?
Is the Reference Check a Waste of Time? As a hiring manager – do you conduct reference checks? How about you Job Seekers out there…are you taking the reference check step as seriously as you should?
With the goal of streamlining the process while ensuring it’s effectiveness, we spend a few minutes busting myths and sharing common errors (as well as share a story or two). We hope you enjoy!
Want to know why interviews aren’t always effective? Interview fails aren’t just made by the job seeker; hiring managers make them too. Our team held a quick round table on this topic and want to share our thoughts on interview dos and don’ts as well as the CRA interview process.
We would love to hear stories about your “interview fails”!