An FSP model is one of the best ways of plugging skills and expertise gaps for your clinical trial, without committing to the cost and time commitment of employment. How can you still secure the best people to support your project when you aren’t directly involved in the contracting process? You need to place your trust in your outsourcing partner.
We know that a successful FSP relationship requires two core elements: understanding the role requirements and specific areas of expertise required to carry out the study, and a comprehensive understanding of your current teams, tools and processes so that your CRO can determine exactly which people you need to support your trial’s success.
At Veramed, we take this one step further. We’ve developed a unique, comprehensive hiring matrix to ensure that we put the best people into the right roles to optimze the success of your clinical study. But this matrix looks at more than just their specific areas of expertise. We take a much more comprehensive view of your project so that we select candidates that will fit seamlessly into your existing team culture as well as bringing the specific skill set that they’re missing. Like the final pieces of a puzzle, our people complete your team so you can move forward with your project with confidence.
So, what does this process look like? It starts with us undertaking a detailed evaluation of your project.
Knowledge-gathering
There’s no one-size-fits-all approach to a clinical study. Every trial has unique parameters and specific goals, as well as internal teams with differing skill sets. That’s why it’s important to invest time in fully understanding your clinical study that goes well beyond just a job description for the skills gap you’re hoping to fill.
Other important elements to look at include:
- your priorities
- your business objectives
- the project scope
- the team structure
- the team dynamics
- your business culture
- your programming environment
That’s because we believe that success lies in collaboration, and the best way to do this is by becoming a true part of your team.
Understanding the matrix
Once we have a deeper understanding of you and your requirements, we can use our matrix to match our resources to it. Our unique hiring matrix includes details about our team’s technical capabilities including programming languages, their therapeutic area and study phase experience, knowledge of complex statistical methodologies, and any additional skills that they have, such as leadership, consulting etc. Our matrix gives us the ability to quickly identify the correct people from our internal resource pool to support you. And with more than 400 statisticians, programmers, and data managers across the globe, we have an extensive reservoir of talent to draw upon.
If we’re unable to identify the right internal individual with capacity within the desired timeframe, our global talent acquisition team will review your requirements against our extensive candidate database and partner with you to recruit or allocate a candidate that demonstrates the required skills, experience and character you need to be a valued addition to your clinical study resource.
People-focused culture
We believe in hiring not only the best quality candidates, but also people who fit our culture and vision for the future. To do this, we have a well-established, proven hiring process that helps us to attract and retain some of the top talent in the industry.
Our 95% employee retention and high staff satisfaction rate reflects our B Corp ethos and our dedication to a culture that puts people at the heart of everything that we do. We do this by developing our staff and promoting a work-life balance that improves their happiness, as well as their productivity and quality of work.
As a people-focused organization, we understand that people are more than just a CV. They are unique individuals with different skills, different experiences and different personalities. We help our talent to achieve their aspirations and develop within roles that suit their strengths and their lifestyle.
Our robust hiring process includes candidate assessments, interviews and more, and this enables us to define and recruit the right resources to meet your needs. The first step is an initial screening, ensuring that the candidate’s skills fit the requirements. The second step is a discussion with a Veramed Account Manager to assess softer skills, including fit for team dynamic. And the third step is an in depth technical assessment focused on relevant skill sets to ensure this candidate has the specific skills needed to perform the role.
The Veramed management team supports every team member for the duration of each assignment, ensuring that they are nurtured and provided with any technical assistance they may need at any point during the project. Feeling well-supported is just one of the reasons why we have a 95% employee retention rate.
We firmly believe that retaining exceptional talent is just as important as hiring in the first place. That’s why we have developed thorough onboarding processes that ensure people get up to speed quickly, with little to no pressure on your internal resources. Veramed line managers and account managers have clearly identified responsibilities to provide the necessary support for individuals in a new role within an FSP account. Furthermore, our collaborative approach to building successful FSP relationships also encourages ongoing feedback and open dialogue to ensure that the right person is in the right role as well as identifying individuals who require new projects aligned with their own development goals.
Working together to create the right environment enables individuals to thrive, to develop and progress, which leads to strong engagement, embedded knowledge and high retention.
Take two minutes to read our blog on whether a ‘Specialist or Full Service CRO‘ is right for you.
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Find out more about Veramed’s specialist CRO services by contacting our team today.
