Many talented professionals are facing difficult periods where finding a position has taken longer than expected. But these challenges do not define your worth or potential. It is my hope that the information shared in this article will encourage and support all individuals who have been affected by long-term unemployment and are therefore feeling uncertain about their lack of recent work experience.

Know this: while recent work experience can matter greatly, periods of unemployment do not have to be a roadblock. If you have struggled to find a position and need to explain time away from the workforce, you may benefit from reframing your approach and making use of new or different strategies to stay competitive.

Therefore, to reframe your approach, let’s first discuss why many employers feel recent work experience matters. Why? Doing this will help you mitigate the objection of not having recent experience to potential hiring managers.

The post Does Having Recent Work Experience Matter? appeared first on craresources.

When preparing for an interview, most job seekers heavily focus on how to answer questions. But equally important is coming prepared with smart questions to ask in an interview. Not only does this show your interest and enthusiasm for the role, but it also helps you decide if the company and position are truly the right fit.

A point to note, many of our hiring managers will reject candidates for not asking thoughtful questions. While I don’t have official statistics on how often this occurs, it happens frequently enough that job seekers should know that not asking questions during the interview can be a deciding factor.

The questions you ask reveal to the interviewer that you are thoughtful, engaged, and serious about your future. More importantly, they give you valuable insights into the company culture, team dynamics, professional growth opportunities, and performance expectations.

Below are the best questions to ask in an interview to make a strong impression and gather the information you need.

Questions About the Role & Expectations

Understanding the responsibilities and objectives of the role is essential before you accept any job offer. Consider asking:

• What are the key responsibilities for this position?

• What would a typical day or week look like in this role?

• What are the immediate priorities for someone starting in this position?

• What are your expectations for me in the first 90 days?

• What does success look like in this position?

• How is performance measured, and what metrics or goals are used?

Why ask these? These questions help you assess what’s expected, how your performance will be evaluated, and whether the role aligns with your skills and strengths.

Questions About the Team & Company Culture

Every job is influenced by the work environment and the people you’ll be collaborating with. To get a feel for both, you might ask:

• Can you describe the company culture?

• What do you like best about working here?

• What are the biggest challenges the team is facing right now?

• Can you tell me more about the team I’ll be working with?

Why ask these? You’ll gain insight into the values, work style, and overall environment, which helps you gauge if you’ll thrive in the organization.

Questions About Growth & Development

A job should not only meet your current needs but also support your future career goals. Here are a few must-ask questions:

• What opportunities are there for professional development and career growth?

• How does the company support employees in developing new skills or advancing internally?

Why ask these? These questions show ambition and a long-term mindset, while also helping you evaluate if the company invests in its people.

Questions About the Hiring Process & Next Steps

Finally, don’t leave the interview without understanding what comes next. You can ask:

• What are the next steps in the hiring process?

• When can I expect to hear about the status of this position?

Why ask these? Clarity on the process demonstrates professionalism and helps manage your expectations.

Final Thoughts

Coming prepared with well-thought-out questions to ask in an interview serves two purposes. First, it is one of the best ways to leave a positive impression. And secondly, you are able to make sure the role is a good fit for you. Remember, a job interview is a two-way conversation. It is your chance to evaluate the company as much as it is the company’s chance to evaluate you.

By asking about role expectations, team culture, growth opportunities, and next steps, you’ll stand out as a confident, proactive candidate ready to take the next step in your career.

Do you need help preparing for an interview? We offer coaching. Feel free to sign up for one of our Live Interactive Webinars, Office Hours, Community, or one-to-one coaching.

The post Questions To Ask In An Interview appeared first on craresources.

Some time ago, I published an article focused on building rapport during the video interview. It is tough to build rapport through a video conference, so that article meets a serious need for job seekers. However, it dawned on me that some very important (and basic) video interview tips were missing from that article. Therefore, I am updating this follow-up article because, after years of assisting numerous candidates with their video interview preparation, I have identified a few straightforward yet essential points that candidates often overlook.

Eye Contact in Video Interviews

Maintaining strong eye contact is a cornerstone of building connection and trust, especially in cultures such as the United States. When you, as a candidate, avoid eye contact, you risk being perceived as disengaged or even untrustworthy. And, of course, this perception will undermine your chances of winning the position.

However, achieving authentic eye contact during a video interview is a challenge. Why? Because candidates often find themselves focusing on the interviewer in order to interpret the interviewer’s body language. As a result, the interviewer sees you looking down or away, rather than making direct eye contact. This subtle misalignment can leave the interviewer with the impression that you are uninterested or not fully invested in the opportunity.

To overcome this challenge, make a deliberate effort to look directly at the camera throughout your video interview. Although it may feel unnatural at first, gazing into the camera creates the illusion of eye contact for the person on the other end. This simple adjustment allows you to forge a genuine connection with your interviewer, which is crucial for making a positive impression during the interview.

To help maintain this focus, consider placing a small reminder, such as a sticky note, near your camera. This visual cue will prompt you to return your gaze to the lens, ensuring your eye contact remains consistent and effective throughout the interview.

Professional Appearance and Background

I once had a candidate conduct a video interview with a poster behind him that said, “Let’s get drunk and dance naked on the table”. 

Yep. 

While the hiring manager thought it was funny, she also questioned his judgment. And no, he didn’t receive a job offer. 

The second key aspect of successful video interview preparation is ensuring both you and your surroundings are professional. I strongly advise conducting a practice session, or dry run, before your interview. This allows you to evaluate how you appear within the video frame and make necessary adjustments to your background.

During these dry runs with candidates, we almost always recommend adjusting the camera angle to achieve a flattering and clear view of your face. Position yourself so that you are centered in the frame, with the camera at eye level, and avoid sitting too close or too far from the camera.

As you prepare, carefully assess your background. Ensure that bookshelves, tables, and desks are neat and orderly. Remove any inappropriate items or images from view. Pay close attention to lighting; natural light from windows can fluctuate throughout the day, potentially causing visibility issues during your interview. Therefore, test your setup at the same time of day as your scheduled interview to guarantee consistent lighting.

Conclusion

A video conference interview doesn’t have to be more daunting than a traditional face-to-face meeting. By incorporating these video interview preparation strategies, you will be well-equipped to present yourself confidently and professionally. Have questions? Please do not hesitate to reach out because we are here to help. 

We also offer coaching. If you would like 1:1 coaching to help with your interview prep, just let us know.

The post Simplifying Video Interview Preparation appeared first on craresources.

“Is LinkedIn Even Useful?” she asked. Adrienne had been searching for a new position for over a year. She had applied to what she described as hundreds of applications on LinkedIn as well as other platforms. 

Unfortunately, she had received zero interview requests from her LinkedIn applications. Why not?

LinkedIn has been a topic of debate regarding its effectiveness in today’s fast-evolving digital landscape. While some users find immense value in its networking and career-building capabilities, others question its relevance due to evolving user behavior and platform challenges. 

But can you separate the potential of the platform from the behavior of its users? Let’s dig into Adrienne’s question: “Is LinkedIn even useful?” to job seekers? 

The Case for LinkedIn’s Usefulness

Professional Networking and Opportunities

LinkedIn remains the leading platform for professional networking, with over 1 billion users and 67 million companies participating on the platform worldwide. The platform is particularly effective for job seekers and recruiters. LinkedIn connects you with colleagues, mentors, and industry leaders, proactively fostering career growth.

Recruiters often find LinkedIn invaluable. Many employers and recruiters use LinkedIn as a primary source for identifying suitable candidates. As an example of the quality of hiring results LinkedIn yields, Kinsta reports that employees sourced through the platform are 40% less likely to leave within six months. 

Kinsta’s statistics also reveal that 101 applications are submitted on LinkedIn every second. And for those of you who aren’t getting responses to your LinkedIn applications, these same statistics show that six people are hired every minute. 

But you have to be ‘findable’ 

Making your profile public increases your chances of being discovered by these hiring professionals. But when they land on your LinkedIn profile, ensuring it is ‘buttoned-up’ is important if you want them to take the next step…which, of course, is reaching out to you. 

I just saw a LinkedIn job seeker lament that she had lost her house. She went on to say that she had applied to over a thousand positions but received no offer. Her thoughts on why? Her CV wasn’t good enough. 

No…her LinkedIn profile wasn’t good enough. She hadn’t used her full name. There was no profile picture or banner, and she hadn’t fleshed out her work history or crafted a career story. Additionally, her posts were largely comprised of complaints about not finding a position (more on content in the next section). 

I keep telling folks…the job search has changed. Having a buttoned-up LinkedIn profile matters. 

I should note that even if you are gainfully employed, consider whether you would entertain a new position if it met certain qualifications. If you are open to new opportunities, having a public LinkedIn profile allows companies with exciting roles to find you. This passive approach can lead to unexpected and beneficial job offers even when you aren’t actively searching. 

Content Creation and Thought Leadership

If you are trying to build a professional brand, LinkedIn allows users to publish articles and posts that can position them as thought leaders in their industries. This is good news for professionals who want to develop their brand without investing in their own website or community platform. 

And a bonus? LinkedIn ranks highly with SEO crawlers because the domain has such a strong authority. Therefore, the articles you post on LinkedIn will be quickly indexed by search engines, providing long-term visibility to you.

One key point: Make sure your posts and articles are contributions to the industry. While everyone needs to vent occasionally, if your posts are consistently negative and unprofessional, the impact on your professional brand and candidacy will be extreme.

LinkedIn Supports Skill-Based Hiring Trends

For years, I have seen job seekers ask hiring teams to consider their skills and competency instead of the traditional credentials such as years’ experience in a role. 

I agree.

Employers should prioritize candidates’ actual abilities, competencies, and demonstrated skills over traditional credentials like college degrees or years of experience. After all, how many years someone has performed a task doesn’t necessarily translate into how good they are at performing the task. 

LinkedIn has integrated a range of features and technologies to actively support and scale skill-based hiring practices. One particular area Job Seekers should explore is LinkedIn Learning. This integration encourages candidates to continually learn and upskill, with the added bonus being that when courses or certifications are completed, the verified credentials are added to the user profiles. 

LinkedIn’s evolving platform infrastructure and tools are central to the shift toward skill-based hiring, enabling employers to broaden their talent search and focus on what candidates can do, not just where they have been or what degrees they hold. As a tangible example, in recent years, nearly 29% of job postings on LinkedIn have not required a professional degree, reflecting a shift toward valuing skills over formal education.

Global Reach and Demographics

LinkedIn’s global reach spans over 200 countries, with a diverse user base that includes professionals across industries. Notably, millennials make up a significant portion of its users, many of whom hold decision-making roles in our industry.

The net is this: Do you want your credentials to be in front of more professionals? LinkedIn gives you the ability to make your world smaller by growing your network and increasing your visibility.  

Criticisms of LinkedIn

Ghosting and Unprofessional Behavior

Some users report unprofessional experiences, such as being ghosted by recruiters or companies after interviews or sample submissions. 

I have also seen a lot of fraudulent activities on LinkedIn. Scammers create profiles claiming to be recruiters for large, reputable companies. They use company logos, official-sounding titles, and sometimes even copy real employees’ names. I have personally seen fake recruiter and hiring manager profiles. The VP of Janssen reached out to me directly, trying to recruit me! Of course, it wasn’t really the VP of Janssen, but my point is this: behavior such as this undermines trust in the LinkedIn platform as a reliable job-seeking tool. 

So be careful. And if something seems off, ask for a second set of eyes from someone who actually recruits on the platform.

Limited Engagement

Despite its large user base, engagement levels can be low. On average, users spend only 17 minutes per month on LinkedIn, making it challenging for content creators to maintain visibility.

But this proves you have to consistently be active if you want to connect with others. 

Conclusion

When used strategically, LinkedIn remains a powerful tool for professional networking, career advancement, and business development. It has a vast user base. And, the platform’s innovative features make it indispensable for many professionals and organizations. However, challenges such as low engagement rates, unprofessional interactions, and data privacy concerns highlight areas where the platform could improve.

Ultimately, the question “Is LinkedIn Even Useful?” depends on individual goals and how effectively one leverages the platform’s tools. For those willing to invest time in building connections and sharing valuable content, it can be a game-changer in their professional journey. For others who find its benefits diminishing due to poor experiences or limited engagement, alternative platforms or strategies may be worth exploring.

If you are applying to what seems like hundreds of positions but not receiving responses, join our free community and ask for help. We are here for you.

The post Job Seekers: Is LinkedIn Even Useful? appeared first on craresources.

Diploma mills have been in operation for decades. Just last December, a story reported that non-accredited Florida nursing schools sold 7,600 fake diplomas. Defendants linked to the Palm Beach School of Nursing participated in a scheme to sell phony academic credentials so that individuals could apply for a nursing license without completing required clinical instruction and coursework.

Another jarring story broke several years ago when CBS outed physicians holding fake degrees from Corllins University, a known diploma mill.

Imagine your mother or child being treated by someone who purchased an MD or nursing degree instead of earning it! 

The Trend of Fake Degrees

While the above reports are frightening, they represent an ongoing trend. Unfortunately, it is easy for individuals to represent they have a degree when they don’t. It is fast and relatively inexpensive for individuals to purchase a bachelor’s, master’s, or doctorate from diploma mills. Diploma mill applicants are not required to complete coursework, and while some diploma mills require the individual to complete a quick “life experience” survey, the only firm requirement to obtain a degree is to pay the fee. 

Havocscope is an online organization that monitors black market products and activities, and they report that selling fake diplomas as a ‘product’ is currently a 1 Billion dollar industry! They also state that bachelor’s and master’s diplomas can be purchased for around $500. And according to John Bear and former FBI agent Allen Ezel in “Degree Mills: The Billion-Dollar Industry that has Sold Over a Million Fake Diplomas”, it is estimated that more than 50% of individuals claiming to have earned a PhD purchased a fake degree from a diploma mill.

The most frightening aspect of someone falsifying their education is that a 3rd Party Background check may not identify degrees from Diploma Mills. 

What are Diploma Mills?

Diploma Mills operate without supervision from a state or authoritative agency, therefore they do not meet educational standards. Some of these institutions will claim accreditation from non-recognized agencies to make them appear valid. However, don’t let an ‘accreditation’ fool you as there are hundreds of fake accreditation agencies, which makes it more difficult to tell which educational institutions are real.  

Get Educated is currently tracking more than 300 active diploma mills. The FBI established a dynamic Wikipedia site that tracks over 400 Diploma Mills with another 300+ websites offering counterfeit diplomas.

Many diploma mills look authentic because most of them have a professional-looking website. They also have staff who answer phones and verify the Job Seeker “earned” the degree listed on his/her resume, making it virtually impossible for a 3rd Party Background check to identify the degree is fake. Some of these diploma mills even have online databases where you can enter the Job Seeker’s name and instantly “validate” the degree purchased.

How Do You Spot A Fraudulent School Or Degree?

Accreditation is important. 

Valid educational institutions should have proper accreditation. For example, in the US, when a job description requires a degree, the unspoken requirement is that you have obtained a degree from an accredited university.  

Said differently, a bachelor’s from a non-accredited university (or a university accredited by a fake accreditation agency) will not qualify you for a position that requires a bachelor’s degree. In the US, most often the accreditation expected will be from a regional agency. The six regional accreditation boards in the US are:

• • MSA – Middle States Association of Colleges & Schools
  • NASC – Northwest Commission on Colleges & Universities
  • NCA – North Central Association of Colleges & Schools
  • NEASC – New England Association of Schools & Colleges
  • SACS – Southern Association of Colleges & Schools
  • WASC – Western Association of Schools & Colleges

You may also see educational institutions with national accreditation, but these aren’t viewed to be as rigorous as the regional accreditation agencies. The three most common national accreditation agencies are: 

• • Distance Education & Training Council (DETC)
  • Accrediting Council for Independent Colleges & Schools (ACICS)
  • Accrediting Commission of Career Schools and Colleges (ACCSC)

There are also specialty accreditation agencies for theology training programs and careers governed by state licensing boards. 

While it is good advice to be familiar with the types of accreditations available, the easiest way to tell if a US-based educational institution is accredited is to contact the Council for Higher Education Accreditation (CHEA) or the US Department of Education (USDE). We use the US Department of Education’s Database of Accredited Postsecondary Institutions and Programs (DAPIP) to validate someone’s US Degree.

Confirm the educational institution offers the degree. 

Once you confirm the school is accredited by a valid accreditation agency, verify that the degree is offered by the institution. For example, a CRA candidate listed a Bachelor’s in Chemistry from a small school I hadn’t heard of. After confirming the school was accredited on the DAPIP site, a quick phone call confirmed the school doesn’t offer a Bachelor’s in Chemistry. 

Demand Clarity

The Government Accountability Office reports that their: “ability to identify degrees from unaccredited schools is limited by several factors. First, diploma mills frequently use names similar to those used by accredited schools, which often allows the diploma mills to be mistaken for accredited schools. For example, Hamilton University of Evanston, Wyoming, which is not accredited by an accrediting body recognized by ED, has a name similar to Hamilton College, a fully accredited school in Clinton, New York. Moreover, federal agencies told us that employee records may contain incomplete or misspelled school names without addresses. Thus, an employee’s records may reflect a bachelor’s degree from Hamilton, but the records do not indicate whether the degree is from Hamilton University, the unaccredited school, or Hamilton College, the accredited institution.”

Always ask for additional information when a candidate lists an institution that has a similar name to others. For example, there are over twenty valid institutions with ‘Cambridge’ in the name, but according to the FBI’s listing of Diploma Mills, there are three that are known to be fraudulent. 

You also want to demand clarity when a candidate lists an educational institution but no degree, a degree without a year of graduation, or a degree without a specific area of study. Examples include:

• • Faber College; 1989 – 1992 (what degree?)
  • Faber College, BS Chemistry (what year?)
  • Faber College, Bachelors of Science; 1992 (BS in what?)

Other things to watch for:

Always compare degrees listed on the Job Seeker’s Social Media profiles to what they have stated on their resumes. You should also compare older resumes to newer ones. We often see where the candidate will change their degree in order to appear more competitive. 

International degrees can be tricky. Unfortunately, no single authority oversees the recognition of foreign degrees in the US. And while we have several clients who accept foreign degrees, we have just as many who don’t.

While I would NOT recommend you refuse candidates based on the origin of their degrees, I do advise that you be extra diligent when validating degrees obtained in other countries. 

Resources to Help Identify Diploma Mills

The key is to know what to look for and what questions to ask to validate the Job Seeker’s education. Here is a listing of the resources referred to in this article: 

• • US Department of Education – Diploma Mills and Accreditation Resources and Publications. 
  • The US Department of Education’s Database of Accredited Postsecondary Institutions and Programs (DAPIP)
  • Wikipedia’s list of unaccredited institutions of higher education.
  • Get Educated’s current list of active diploma mills.
  • Wikipedia’s list of unrecognized higher education accreditation organizations.

Quick Note About Certifications

Many clients and candidates ask about certifications. I am a fan. But be careful because there are many fake organizations offering certifications. I ran across one the other day that was charging three times as much as an industry-known certification from the ACRP, SOCRA, or IAOCR…and they didn’t even define the CRA role correctly. 

It is smart to obtain an industry certification or accreditation but stick with reputable organizations. 

Need Help?

Reach out to craresources. We are happy to help where we can!

The post The Rise of Diploma Mills and Fake Degrees appeared first on craresources.

According to research conducted by Zippia, 82% of people don’t have a time management system. Wow…how do these folks keep organized at work? My guess is that they don’t, and Zippia’s research agrees by confirming that only 20% of the people polled feel their daily work is under control. 

Time Management Vs Organizational Skills

Perhaps the foundational issue is that most individuals think time management and organizational skills are the same. It is important to note that the act of organizing deals with things while time management deals with the prioritization of and time it takes to do things. Said differently, you can organize your closet, the papers on your desk, or your kitchen cabinets. You can even organize a list of tasks, but leveraging time management will help you increase efficiency by prioritizing the tasks that are more urgent and important. Time management will then enable you to plan when you will perform urgent and important tasks so that they can be completed within a certain timeframe.

A key element to the success of any professional is having strong organizational skills. Likewise, having the ability to prioritize and plan your work is also important. Therefore it is safe to say that organization and time management are quite related. And when it comes to how folks keep organized at work, they have to employ both in order to be successful. 

Here are some great ways to practice both to keep organized at work. 

Make Lists…and Appropriately Prioritize Them

Regardless of whether you make lists on paper, on your phone, or another type of ‘to-do’ or task program, creating lists is a fantastic way to track what needs to be done. Outside of my work-related task list, I write on my fridge. My brain goes into overdrive when I am working in the kitchen so I keep a jar of dry-erase markers on the counter and make lists on my stainless(ish) fridge. If you like this idea but don’t want to write on your appliances, buy a magnetic dry-erase board that will stick to your fridge or hang a small whiteboard in your office, the kitchen, or the family room. The wonderful thing about having such a dynamic and visible venue is that the entire family can participate. 

The art of prioritization…

When it comes to prioritizing your tasks, consider each item in terms of urgency and importance. Why? Because you are going to have ‘urgent’ tasks that really aren’t that important and can be ditched, deprioritized, or delegated. Alternatively, there may be some extremely important projects or tasks that aren’t immediately due. But because of their importance, you can book work sessions on your calendar so that you meet future deadlines without scrambling at the last minute. 

This methodology of prioritization is known as the Eisenhower Matrix and it is highly effective. To note which tasks are important and/or urgent, I add two columns to the left of the list of projects or tasks. I put a tick next to the important tasks in the ‘importance’ column. I then assess the tasks and tick any that are urgent in the ‘urgent’ column. I repeat this process until all of the tasks have been assessed for urgency and importance.  

The tasks that get both ‘important’ and ‘urgent’ ticks get done first. The tasks that are ticked as important but not urgent get scheduled as work sessions on my calendar. Those items that are not important but are urgent I tend to delegate. And anything that isn’t urgent or important is usually ditched. 

Manage Your Email…Don’t Let It Manage You

Email is an important tool, but sending and receiving email can take up a large chunk of your workday. I find that the more I work in my inbox, the more emails I receive. It appears I am not alone as current statistics show that during a traditional work week, the average person receives almost 400 emails. Sometimes I feel like I receive that many per day! 

The simple act of deciding which email to prioritize can be a challenge, so establishing a strategy or process is important if you want to keep organized at work. 

Identify Communication Channels Based on Urgency and Importance

Some communications are urgent. Others are important but not urgent. And unfortunately, some communications are just a waste of time. When it comes to managing your email, start with establishing an overall communication policy. Establishing a clear communication plan helps you to set ground rules as to what should come through email versus other channels of communication. 

For example, if you need to be immediately available to handle escalations, establish a well-communicated policy that all time-sensitive communications should come through a method outside of email like Skype, Slack, Text, TEAMS, or whatever other venue your team uses for urgent communications.

But be firm on this rule because you don’t want your team using the ‘urgent’ or time-sensitive communication venues for less urgent items. 

Color Code Your Emails

Microsoft has a conditional formatting option that I love (love love love). It was a game changer for me when I realized I was able to color-code emails received. For example, I have a specific font and color set up for all of my team members so when any of them send an email to me, their emails show up in a hot pink bolded font. Here is a snippet of what it looks like in my inbox and it makes it really easy to prioritize (or deprioritize) emails sent by my team members.  

I use a different color and font for all of my clients, which means I can go directly to those emails and address them within a very short timeframe. Likewise, emails sent to generic email boxes like our recruiting box, invoicing box, or marketing box are color-coded differently. 

Being able to prioritize (or deprioritize) my email helps me keep organized at work…and in my personal life.

Consider compartmentalizing

One of my beloved mentors, Beth, schedules ‘email’ time as appointments. She books 45 minutes in the morning and 45 minutes in the afternoon to just work her email. And she honors that time. She will not allow anyone to book over the appointments and she is disciplined in only checking her email during that time. 

I love this approach. 

Unless your position’s primary function is to manage an email box (like my Sourcers manage our recruiting email box), scheduling your email time should be doable. Especially if you have established a venue with your team on how to handle urgent or time-sensitive issues and also use Microsoft’s color coding to help identify which emails should be addressed first.

There are two side benefits of scheduling your email time. First, you can shut down your email tool when you aren’t working in it. Shutting down your email means that you won’t get distracted when that silly notification pops up in the corner of your screen telling you that you just received a new email. Second, knowing that you have a scheduled time slot for managing your email will keep you from disrupting your workflow by randomly checking your email throughout the day. 

Compartmentalizing will help eliminate distractions from your day, while still giving you ample time to address important emails.

Pretend you are an Air Traffic Controller

Air traffic controllers can’t leave an airplane hanging in the air or sitting on the tarmac. They have to deal with every single plane within their purview…every single time. I recommend you handle email with a similar mindset by making a rule that if you touch an email, you deal with it in some way. This doesn’t mean that you should respond to every email. And it also doesn’t mean that for those emails that do need a response you have to do it right away. However, you should have a methodology to prioritize your email so that you can deal with each message appropriately. 

Most emails will fall into one of four categories: They get deleted (or spammed), filed into a folder, responded to immediately, or flagged for future follow-up. The benefit of categorizing each email as you open it is that you won’t have to touch it again until you need to. Which, of course, will make you more efficient. 

For those emails that need follow-up, I use Microsoft’s categories to group them. For example, I use purple for proposals, red to indicate that I need to do something but it isn’t currently time-sensitive and green for those with a topic I want to address with the team during our next huddle. And if the follow-ups are time-sensitive, use Microsoft’s Follow-up flag feature so that you get a reminder when you need to actually follow up on the email. 

Calendars 

Calendars don’t have to be just for appointments. If you have an upcoming deadline, consider scheduling a recurring meeting leading up to the deadline. For example, let’s say that I am presenting a webinar to the ACRP two weeks from Friday. I will schedule a recurring appointment that blocks at least three chunks of time on my calendar. Two of those calendar blocks will be work sessions to prepare for the webinar and the third calendar block will be for the actual presentation.  

CRAs can employ this method backwards. For example, if you have a site visit tomorrow, book your calendar for the visit but make it recurring, blocking future time on your calendar to write the report, follow up on outstanding queries and tasks, etc. 

As a side note, I find that having my entire schedule in one place makes it easier to have balance. So I synch all of my calendars as well as block my calendar with chunks of time for exercise or other personal activities that are important to me. 

You should also consider using the same color coding on your calendar as you do with your emails. That way, you can easily see which appointments are with clients versus team members. You will also be able to quickly identify upcoming deadlines or time blocked for work sessions. 

Know When to Delegate

Being the owner of a task or project doesn’t mean you have to be the ‘doer’ of that task or project. Being the owner just means you are responsible for getting the work done. When tasks are not urgent or not of high importance, consider delegating them. 

Delegating is good for those you delegate to. When you delegate, you are showing your team members that you trust and appreciate them. And in many ways, you are teaching someone a new skill. So where possible (and with proper oversight) delegate tasks so that you can focus on items that are more important and urgent while empowering and developing team members. 

In Conclusion

When you can keep organized at work, you will be more likely to accomplish your personal and career goals. You will also improve your work-life balance, increase your productivity, and reduce your anxiety. 

We hope you find our tips beneficial but feel free to contact us if you have questions or need support!

The post How to Keep Organized at Work appeared first on craresources.

It is standard practice for interviewers to open up the discussion with a question like “Tell me about yourself” or “Walk me through your resume.” I like starting an interview this way for a couple of reasons. First, answering this question typically puts the candidate at ease. And second, the applicant will provide the most important of his/her experience, thus giving me an idea of what he/she is looking for. While there are certain key points you want to make when answering these introductory questions, it is important to know what not to say in a job interview.

While this seems like a benign topic, we just had a very seasoned contract CRA who faceplanted during what should have been a simple interview.  Why? Because she talked about experiences that weren’t on her resume.

The very experienced CRA may be thinking – “there is no way I can include everything on my resume”. We agree. So how do you know what should be included on your resume (and thus be prepared to discuss during the interview)? What other aspects of your brand should you also consider tweaking? And the most important question – how do you know what not to say in a job interview?

You may think my questions are pedestrian. But the answers to them will make or break your results. Check out our latest roundtable where we dig into all the things you should avoid talking about during the interview.

Listen to Secrets of a CRA Recruiter on:

Apple Podcasts	Spotify	Overcast
Amazon Music	Podcast Addict	Castro
Castbox	Podchaser	Pocket Casts
Deezer	Listen Notes	Player FM
Podcast Index	Podfriend	Goodpods
	RSS Fee

The post Roundtable: What Not to Say in a Job Interview appeared first on craresources.

I recently answered a blog post from a CRA who wondered if she should become ACRP vs SOCRA certified. Her ultimate question was whether she should become certified at all.  It made me think of this story…

Our house’s main electrical panel box had suffered significant damage during the hurricane; I realized it was extremely dangerous. Not only did it need to be completely replaced but I knew we were on borrowed time…I felt my house was going to burst into flames at any moment.

We immediately contacted a certified electrician to arrange replacement of the service panel.

It never occurred to me to hire anyone but a certified electrician to do this work. After all, since the safety of my family is a priority, I felt that hiring someone who has demonstrated experience in the industry, knows state codes and regulations and takes safety seriously was a “no brainer”.

So it made me think…regardless of ACRP vs SOCRA, why do we rarely require our CRAs to be certified? Our firm supports several dozen sponsors and very rarely do these Hiring Managers require industry certifications such as the Association of Clinical Research Professionals’ Certified Clinical Research Associate (CCRA) or the Society of Clinical Research Associates’ Certified Clinical Research Professionals (CCRP).

Here are 5 reasons I believe you should consider hiring CRAs who hold industry certification:

You can easily validate someone’s certification

We have identified a frightening trend of individuals falsifying their education (our article on Identifying Fake CRAs by their Education will provide details on how to protect yourself). Certifications from reputable organizations such as ACRP and SOCRA are easily validated…meaning these certifications cannot be easily faked!

Proven Clinical Research knowledge and experience

To sit for a SOCRA or ACRP Certification exam, individuals have to be able to prove they have fully dedicated, recent experience as a Clinical Research Professional. This means that any professional you hire with an ACRP or SOCRA certification has hands-on working experience, thereby giving you confidence in that certified professional’s base knowledge.

Applied knowledge of Regulatory and GCP/ICH Guidelines

When you hire someone who is certified, you can feel confident that the individual has an internationally-accepted knowledge of the industry.

Better chance of “doing it right the first time”

ACRP has conducted an analysis which proves certification is linked to fewer protocol deviations as well as more favorable outcomes from regulatory audits.

Certified professionals are typically more committed to quality results

By hiring a certified professional, you are hiring someone who has invested in their career and therefore proven they have the knowledge, skills, and abilities to safely and ethically perform clinical research.

Just as it seemed to be a “no brainer” when it came to hiring a certified electrician to protect my family’s safety, in an industry where patient safety is paramount, I strongly encourage Hiring Managers to consider hiring more certified professionals. After all, ensuring patient safety, quality of data and regulatory compliance are the core principles of ethical, responsible clinical research.

But which to choose: ACRP vs SOCRA?

Is one industry certification better than the other? 

Both the ACRP and SOCRA certifications have a few similarities. Applicants must meet specific eligibility requirements in terms of hours of professional experience. This ensures they have the technical skills to perform well on the test. SOCRA, as an example, requires at least two years of experience as a full-time clinical research professional, having gained this experience within the last five years.

Availability of the certification programs

The exams for ACRP and SOCRA certifications are available worldwide, meaning that candidates can receive their license from any corner of the world. However, both ACRP and SOCRA certifications require CRAs to engage in continuing education to maintain those credentials. This ensures the continuing competence of each certificate grantee, prompting them to uphold the professional standard expected in clinical research. 

Continually changing industry

Additionally, ACRP and SOCRA are constantly reviewing and updating their certification programs, meaning there is always new information to learn. And when CRAs stay abreast of new regulations, standards, and trends as a condition of their certification, the whole clinical research industry benefits. Informed and accredited CRAs are good CRAs, and ACRP and SOCRA help maintain high standards within the industry. 

craresources’ vote regarding ACRP vs SOCRA

However, in further digging into the ACRP vs SOCRA discussion, ACRP has a leg up on SOCRA in a few areas. While ACRP is open to members and non-members, SOCRA is more restrictive. Even though SOCRA limits who can enter their certification program, the results are not always stellar. ACRP is renowned for its targeted approach to instruction, ensuring that information is specific to job roles. This means that ACRP’s accredited CRAs are better able to perform their unique roles, and this expertise has been linked to more favorable outcomes from regulatory audits.

ACRP certifications have also been linked to fewer protocol deviations, suggesting that ACRP’s accredited CRAs better know the process. This knowledge and accuracy are essential because if a CRA deviates from the protocol, it can compromise the whole clinical trial, risk patient safety, and cost the sponsor a lot of resources in terms of time and money.

In conclusion

So, just as it seemed to be a “no brainer” when it came to hiring a certified electrician to protect my family’s safety, in an industry where patient safety is paramount, I strongly encourage Hiring Managers to consider hiring more certified professionals as ensuring patient safety, quality of data and regulatory compliance are the core principles of ethical, responsible clinical research. Whether you choose a CRA with an ACRP or SOCRA certification, an accredited clinical research associate will be better equipped to handle the job. With a more extensive knowledge of industry standards and regulations, accredited CRAs are more likely to help your study rather than harm it.  

One last thought…outside of the ACRP vs SOCRA discussion

Are there other educational or certification programs worth exploring?  There are many institutions offering clinical research graduate certificate programs; are they worth a consideration?

I won’t go on record to state that clinical research graduate certificates aren’t as valid as the ACRP and SOCRA credentials. What I will state is that a graduate certification in clinical research is simply evidence of education. Meaning, in no way does a clinical research graduate certificate confirm work experience.   

Our firm focuses on the CRA’s competency and we have found that CRAs with either ACRP or SOCRA certification are more likely to have stronger capabilities in terms of execution. To learn more about our commitment to CRAs, check out our website.

If you are looking for your next position, be sure to browse our job listings, which our team diligently updates.

The post Why You Should Consider Hiring Industry-Certified CRAs appeared first on craresources.

Even experienced professionals make job search mistakes. I am continually amazed at how many times a fully qualified candidate has missed out on a job opportunity for reasons other than their skills and qualifications. If you are consistently being ghosted or rejected, perhaps you are guilty of making one or more of the most common job search mistakes.  

Let me take you through them as well as explain why they matter.  

Follow the Job Application Instructions

I know, I know…it seems silly to even bring this topic up. But you wouldn’t believe the number of people who don’t follow the job application instructions.  

Perhaps these candidates feel they will stand out when compared to the other candidates because they approached the process differently. Or (and more likely), perhaps they are underqualified, and therefore don’t have the minimum requirements needed to apply. Or they are overqualified and feel a sense of superiority, that they are above the effort required to adhere to a process when their resume speaks for itself.

Not following directions may cause delays or rejection

Application processes exist to make it easy for the hiring managers to filter through the submittals and to effectively route candidates through the hiring process. There are those who would tell you to skip the application process and reach out directly to the hiring manager or CEO of the company. 

But don’t do this! For example, if you call me directly to express an interest in an open position, I will have to route you through to the team who handles the initial triage and job requirements verification for our open positions.  

By stepping outside of the process, you just sabotaged the effectiveness of your job search by adding an extra step. And of course, this extra step will cause a delay in you being considered as a candidate.  

It also shows me that you are not likely to follow directions or adhere to company policies if awarded the position. 

Following directions shows you have confidence in your own merits

It should be noted that when you do follow the directions on how to apply for a job, you show your potential employer that you are someone who is not only cooperative, but also someone who can and will adhere to company policies.

Most importantly, however, following the directions shows that you don’t need to play games or by-pass the application system because you can stand on your own merit and qualifications. 

By the way, don’t take this advice to say that you shouldn’t use your network while conducting your job search. Follow the application directions first and then reach out to your network for that added personal plug. 

Be Sure To Run Grammar And Spell Checks On All Correspondence

At this point you may be calling me Captain Obvious, but trust me…more of you need to be doing this. I just rejected someone today who clearly doesn’t know how to use bullets.  

Typos show carelessness, lack of attention to details, and that you are “okay” with submitting poor quality deliverables to your employer. The use of poor grammar makes us question your language skills, makes you appear sloppy, and will leave the hiring manager wondering if you are able to effectively interact with the client. 

And it goes beyond the resume

Grammar and spell checks shouldn’t stop with your resume, but should carry through on all your email correspondence, cover letters, and any other writing samples your job recruiter or potential employer requests. 

Oh – and this includes the use of slang during the job search! Submitting a resume or application is not the time to be informal. In many cases I will ask questions through email in order to obtain a writing sample and I can’t tell you how many times I rejected an otherwise qualified candidate because he or she used some type of slang, smiley face, or other informality in their email response (y’all is a big one I see in the South).

If it is requested to include your salary requirements, please do

Don’t be one of those candidates who believe that your credentials are so great that the hiring manager will offer you whatever you are asking after they have gotten to know you throughout the interview process. 

Perhaps you do have amazing qualifications, but the reality is that the company has a budget, and you shouldn’t waste their time (or yours) if your salary requirements are too expensive for their financial plan. If you are truly flexible on your salary requirements because other things are more important to you (experience, career growth opportunity, better work environment, better location, travel, etc.), then be sure to state that in your submission. 

You might be flexible in your salary requirements, but if providing your salary requirements is part of the application process, you should follow the application directions and provide what your expectations are. Not sure what your compensation or requested Contract CRA hourly rate should be? We can help. 

Customize your resume and cover letter for every application

A written objective in a resume can be the death of a candidate. I was hiring a Backoffice team member and one particular applicant’s objective stated ‘To obtain an entry level position as a financial analyst in a company where I will be able to grow and meet new challenges’. 

Not a bad objective, right? The problem is he was applying for a position with me as a recruiter. 

Hmmmm….. 

I cannot even begin to tell you how often I receive a resume and application for one job type when the resume’s objective indicates the candidate is clearly looking for a different job type!  This is an immediate turn off and will get your application rejected every time. 

You have heard me say it before but it is worth repeating: There isn’t a hiring manager alive that doesn’t want to believe that you have hand selected their opportunity.  Okay – so maybe you are submitting hundreds of positions, but don’t make it obvious!  Always tailor your resume to draw the hiring manager’s attention to how you meet their job requirements – point by point. 

Additionally, don’t underestimate the value of a well written and tailored cover letter. Your cover letter is your calling card and should give the hiring manager the impression you have hand-picked this position. In addition, it is incredibly important to articulate how you believe working for this particular company in this particular position will enable you to obtain certain skills and experiences, and how it will assist you in meeting your overall career objectives.

Never leave unexplained gaps in your employment in your resume

Every hiring manager will want to know why gaps in employment history exist. 

Every time. 

No exception. 

Don’t leave the reasons for the employment gaps up for the hiring manager’s imagination!

Don’t apply for positions where you are seriously underqualified

I rejected a candidate once who clearly met none (zero…zilch) of the minimum job requirements and her response to me was “well, it didn’t hurt to try!” 

Yes it does. 

Applying for positions when you are seriously underqualified shows poor judgment.  It will not only get you rejected from that position but will keep you from being considered for other, future opportunities within the same company…even those future opportunities you may be qualified for. 

This advice doesn’t apply to those who are only slightly underqualified. It is okay to dream and shoot high, but be smart about it. Many hiring managers are willing to consider candidates who are only slightly underqualified, so if you are missing one key requirement or come slightly short on the years of experience, then by all means apply for the position. However (and this part of the recruiting tip is very important), you need to own the limitation by clearly calling that weakness out in your cover letter. In addition, make sure you describe how other skills will compensate for that weakness and how you will still be effective and successful in the position.

Don’t apply for positions where you are way overqualified

…without explanation. The question I always have for candidates who fall in this category: ‘Why are you applying for a position you are clearly overqualified for?’. 

If you are purposely looking to step back out of passion:

Sometimes we see senior level candidates apply for CRA positions because they have made a decision to step back into the role because they truly love it. And if that is the case, then wonderful! We love working with CRAs who love the role. But please tell us that when you apply, because if no explanation is offered, you are allowing our imagination to run wild.

For those of you who just need a position:

I do understand. Sometimes things happen and you just need a job and are willing to step back into a more junior role. But be careful and explain the ‘why’ when it comes to applying for positions you are well overqualified for during the job search. The hiring manager will be concerned about many things, including:

• You will become bored in the position and become frustrated or start feeling “stuck”
• You will abandon the position as soon as something at your level becomes available
• You are going to be dissatisfied with the compensation
• You will be embarrassed to “take a step back”

And the hiring manager may wonder if you will be able to take work direction from younger, lesser qualified people. 

If you have decided to apply for a position you are overqualified to do, you should openly state why you want the job (needing to cut back on hours for family reasons, have decided on a career path change, or even because you have been out of work for a while and need some income, etc.). Then be sure to address those reasons in your well-tailored cover letter.

Communicate. Communicate. Communicate.

Additionally, it is critically important for you to call out that you know you are overqualified and be sure to address the potential objections a hiring manager will have up front in your cover letter. By dealing with potential objections and concerns up front, you are more likely to obtain that coveted interview.

Don’t use gimmicks to draw attention to your resume

No one wants to see your picture on your resume unless you are applying to be a supermodel. Don’t add zippy graphics or get creative with the font or format unless, of course, you are applying to be a graphic designer. In addition, no one cares that your hobby is rock climbing, water skiing, or taking long walks on the beach. 

Make sure your resume looks clean and professional and all the content is relevant to the position you are seeking. One last note: don’t include extras when they aren’t requested such as copies of your training certificates and bios of your life story. Especially if those extras do not have relevance to the position.

In all cases, think about how you come across!

Please realize that you are selling yourself in every interaction. For example, think about the email address you are using. I once immediately rejected a candidate because her email address was “divaprincess”. 

Did I really want to take a chance on assimilating someone who believes she is a diva into my well-oiled machine? Absolutely not! 

Additionally, make sure your voicemail message is professional and if music is played while the caller is waiting, please select an appropriate song. If you need to leave a voicemail for a hiring manager, think it out, write it down, and rehearse it. If the hiring manager has scheduled a call with you, be prepared. 

Finally, do not include silly things like confetti in your submission packet or put your resume on brightly colored or perfumed paper. You should appear professional in every interaction.

We hope this helps! If you are a CRA and need some advice on how to avoid typical job search mistakes, feel free to reach out. We are here to help! 

The post 9 Fatal Job Search Mistakes to Avoid appeared first on craresources.

The topic of hidden agency fees is a hot one for both job seekers and companies alike. When I first entered the job market, I was afraid of approaching a recruitment company because I was worried I would have to pay a fee as a job seeker. What I didn’t understand is that job seekers should never have to pay a fee! 

On the flip side, while companies do expect to pay recruitment fees, many companies are not clear on what types of charges are standard. Let’s talk a little about what you should expect as well as the pitfalls and sneaky billing practices that can put your company (and your budget) in jeopardy.   

Sneaky Billing

Imagine receiving a credit card bill that only listed a total amount due. Would you pay the bill without asking for transaction details?

Call me old fashioned, but I wouldn’t. And I wouldn’t expect my clients to either.

Several years ago, the Accounts Payable representative of one of our Sponsors sent an email to me asking about the Project Management fees on the last three invoices received. The email startled me because we don’t provide project managers to this Sponsor – only CRAs.

When I opened the invoices in question, I sighed a little bit of relief when I realized they were actually from another recruitment agency. It was interesting though, because as I viewed these invoices, what I found to be most interesting was that this “other” agency doesn’t provide PMs to this Sponsor either. 

They also don’t provide operational oversight to the CRAs, so in my mind, I just couldn’t understand what the ‘Project Management Fee’ was for.  I was curious about these fees so called my client to discuss. She told me this was the cost of the agency’s Account Manager to handle escalations when the CRA wasn’t meeting expectations! 

Wow! She then told me that these surprise and hidden recruitment fees were the reason why they were in the process of ditching that agency.

What Should Account Management Cost?

There should be no costs associated with an agency handling escalations. Here is why: When one of my clients calls me to complain about a CRA, I do four things:

1. Apologize profusely that there is an issue, while ensuring I gain full understanding as to the details of that issue from the client’s perspective. 
2. Immediately contact the CRA to discuss the root cause of what is going on.
3. Work with the CRA and Client to put an action plan in place to resolve.
4. Track that action plan to closure, ensuring every item is resolved to the Client’s satisfaction.

I never charge for my time when it comes to handling escalations. If a CRA that we have vetted and placed isn’t meeting expectations, it therefore becomes my responsibility to resolve the issue. 

An Acceptable Invoice

There was an additional (and significant) issue with these invoices outside of the surprise recruitment fees: there was no documentation to support any of the charges. 

We live in an industry that has to be audit-ready at any given time. Along those lines, I feel that invoices for time and expenses should be just as audit-ready as the data gathered from clinical trials. With that being said, invoices that simply provide the total costs shouldn’t be accepted.

• For hours, there should always be a client approved timesheet included in the invoice. How else will the Client be able to confirm the hours are accurate?
• Additionally, from a competency standpoint, all time should be broken down into meaningful categories. For example, clients may want their spend tracked to different project codes or different charge categories such as site management, training, monitoring, report writing and travel time.
• And for Pass-through expenses, there should always be an itemized listing of what the expenses are for, and receipts should always be included. Providing this detail not only ensures there are no mistakes, but also enables the client to confirm the charges adhere to their travel guidelines.

Shame on any agency that a) isn’t transparent in their billing, fully disclosing the associated timesheets and expenses or b) charges recruitment fees for handling complaints and escalations.

Avoid Surprises by Automating Time and Expense Tracking

There are a lot of benefits to having an automated time and expense tracking system in place. If your company doesn’t already have one (and there isn’t the budget to establish one), consider leveraging a recruitment agency that uses an automated system.  

Why? 

Improves Accuracy and Efficiency

Several years ago Ungerboeck produced the results from a controlled study where 215 students were given 30 data sheets that contained six types of data to process. The studies made an average of 10.23 errors when manually analyzing the data sheets. However, when using an automated system, the error average dropped to 0.38 mistakes.  

Why does this matter? A recent survey from the Workforce Institute shows that 49% of US based workers will leave a company after two paycheck errors. And what a silly reason for attrition! 

Additionally, when the administration team doesn’t have to spend time manually calculating timesheets, they will be able to spend more time on higher priority tasks. Better accuracy and increased productivity? Seems like a win/win. 

Provides the Ability to Analyze Spend

A robust time and expense tracking system will provide the ability to monitor and control costs associated with every project. Additionally, outside of tracking the time and expenses per project, you can also break down the labor into specific charge categories which will enable your leadership to quickly identify billing outliers. 

For example, perhaps 9 out of 10 CRAs only bill between 3-5 hours to write a report while 1 charges 10 hours. As an operations manager, wouldn’t you want to be able to see this type of outlier so you can dig into the root cause? This type of data will certainly enable a proactive management approach for your projects. 

Tracks Tangible Data for Future Project Estimates

And for those of you with future projects in queue, knowing the actual spend of previous similar projects will give you the data needed to more accurately estimate these upcoming project budgets. 

Not Sure What Normal Is? 

Call us for a safe discussion. We are happy to answer your questions without strings (and no stalking afterwards). We look forward to hearing from you! 

The post Beware of Hidden Agency Fees appeared first on craresources.