Explore every episode of the podcast Secrets of a CRA Recruiter

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.

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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.

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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.

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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.

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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.

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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.

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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.

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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.

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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.

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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.

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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.

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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.

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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

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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.

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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.

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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.

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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.

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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. 

craresources

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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