BEST PRACTICES,®LLCResearch Conducted on Behalf ofBest Practices, LLCBest Practices in Recruitmentfor Medical Education Pr...
BEST PRACTICES,®LLCTable of Contents Study Overview 4 Respondent and Program Characteristics 7 Key Findings 11 Intervi...
BEST PRACTICES,®LLC3Copyright © Best Practices , LLCKey Study Objectives Assess the number of healthcarepractitioners nee...
BEST PRACTICES,®LLC4Copyright © Best Practices , LLCParticipant Titles• President & CEO• CEO (former Senior DirectorMedica...
BEST PRACTICES,®LLC5Key Findings• Non-CME Program CharacteristicsOrganizations benefitted from diverse service and program...
BEST PRACTICES,®LLC6Copyright © Best Practices , LLCn=12Non-CME Services Drive Revenues for ParticipantsWhat percentage of...
BEST PRACTICES,®LLC7Copyright © Best Practices , LLCFewer Recruits Needed for Non-CME Than for CMEFor each of your last th...
BEST PRACTICES,®LLC8Copyright © Best Practices , LLCMost Not Changing Approach to Non-CME RecruitingWhat is the likelihood...
BEST PRACTICES,®LLC9Copyright © Best Practices , LLCWhat percentages of your company’s CME revenues are from each of the f...
BEST PRACTICES,®LLC10Copyright © Best Practices , LLCBest Practices, LLC is a research and consulting firm that conducts w...
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Best Practices in Recruitment for Medical Education Programs Report Summary

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Non-Continuing Medical Education (non-CME) programs – also called promotional education programs - are an important tool to educate and inform physicians, pharmacists, nurses and other healthcare practitioners. Recruiting for both certified CME and non-CME activities has become more difficult, creating challenges to executing successful educational programs for healthcare professionals.

Study Objective - To determine best practices in recruitment for non-CME programs, Best Practices, LLC conducted an online research survey to identify emerging trends in recruiting attendees for medical education in general and non-CME programs in particular. Additionally, the research project sought to understand industry norms for attendance goals versus actual attendance, average time for recruitment effort, effective recruiting methods and other operational activities.

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Best Practices in Recruitment for Medical Education Programs Report Summary

  1. 1. BEST PRACTICES,®LLCResearch Conducted on Behalf ofBest Practices, LLCBest Practices in Recruitmentfor Medical Education Programs
  2. 2. BEST PRACTICES,®LLCTable of Contents Study Overview 4 Respondent and Program Characteristics 7 Key Findings 11 Interview Insights 16 Non-CME Program Characteristics 26 Non-CME Recruitment Metrics and Tactics 30 Non-CME Recruitment Trends 38 CME Program Metrics and Characteristics 43 About Best Practices, LLC 48Page
  3. 3. BEST PRACTICES,®LLC3Copyright © Best Practices , LLCKey Study Objectives Assess the number of healthcarepractitioners needed to recruit toreach attendance targets Identify which recruiting methodsare used most often and which aremost effective Ascertain whether companies arechanging their approach torecruiting and, if so, how they arechangingStudy Objective & MethodologyThe purpose of this study is to gatherindustry benchmarks for recruitmentof healthcare professionals formedical education programs.A quantitative survey harvestedcurrent best practices plus emergingtrends in recruiting attendees formedical educationin general and non-CME programs inparticular.This study was conducted for a member of the Best Practices, LLC GlobalBenchmarking Council. While most of this research relates to non-CME programs, somedata were also collected for certified CME programs.Research Objective and Methodology
  4. 4. BEST PRACTICES,®LLC4Copyright © Best Practices , LLCParticipant Titles• President & CEO• CEO (former Senior DirectorMedical Education for Top 10Pharma)• Vice President• EVP, Director of Strategic Services• Vice President/General ManagerThe titles of the survey participants reflect a broad spectrum of roles and experience,ranging in level from program director to chief executive officer.• Associate VP, Sales• Executive Director• Director (2)• Director Operations• Program Director• Associate ProjectDirector
  5. 5. BEST PRACTICES,®LLC5Key Findings• Non-CME Program CharacteristicsOrganizations benefitted from diverse service and program offerings.• Non-CME Recruiting CharacteristicsOn average, it takes 3 to 4 contacts to recruit one attendee for non-CME programs. Email isviewed as the most common and most valuable recruiting tool.• Non-CME OperationalSales representatives are heavily utilized for non-CME recruiting.• CME Program CharacteristicsRecruiting for CME programs requires much more effort than for non-CME programs.Copyright © Best Practices , LLC
  6. 6. BEST PRACTICES,®LLC6Copyright © Best Practices , LLCn=12Non-CME Services Drive Revenues for ParticipantsWhat percentage of your company’s total service revenues are from each of the following categories?Other responses included sales training, patient feedback and educational programsNon-CME activities are clearly the driving force behind benchmark partners’ top-lineresults with two-thirds of benchmark partners’ revenues associated with non-CMEactivities.Non-CME,66%CME, 20%Other, 15%
  7. 7. BEST PRACTICES,®LLC7Copyright © Best Practices , LLCFewer Recruits Needed for Non-CME Than for CMEFor each of your last three Non-CME and CME dinner meeting projects, what were the attendancegoals, number of HCPs recruited, number registered, and actual attendance?91%Percent Attending Per Registered20Actual Attendance27%Percent Registered per Recruited22Average Number Registered3.5Number Recruited per Goal Attendee81Average Number Recruited23Average Goal AttendanceNon-CMEn=15projects88%404%4623103344CMEn=9projectsBenchmark partners had to contact an average of 3-4 HCPs to get one attendee for theirlast three non-CME projects, versus an average of 23 contacts for their last three CMEprojects.
  8. 8. BEST PRACTICES,®LLC8Copyright © Best Practices , LLCMost Not Changing Approach to Non-CME RecruitingWhat is the likelihood that you will change your approach to Non-CME recruiting in 2009 orbeyond? (Please rate on a scale from 1 to 7, where 1 is not at all likely and 7 is extremely likely)n=111=18%2=27%7=9%4=27%5=18%Nobody selected scale values 3 or 6Most benchmark companies report a low likelihood of changing their approach torecruiting for non-CME programs.1 Not at all likely234567 Extremely likely
  9. 9. BEST PRACTICES,®LLC9Copyright © Best Practices , LLCWhat percentages of your company’s CME revenues are from each of the following activities?n=5Dinner Meetings Top CME Activity Revenue MixDinner meetings were the single largest source of CME revenue at 34 percent.Enduring materials were a close second at 27 percent, indicating how previous CMEmeetings can be a continuing source of revenues via DVDs, print and other media.Dinnermeetings,34%Web casts,16%Symposia atassociationmeeting, 12%Enduringmaterials,27%Other, 5%Stand-aloneSymposia, 6%
  10. 10. BEST PRACTICES,®LLC10Copyright © Best Practices , LLCBest Practices, LLC is a research and consulting firm that conducts work based onthe simple yet profound principle that organizations can chart a course to superioreconomic performance by studying the best business practices, operating tacticsand winning strategies of world-class companies.Best Practices, LLC6350 Quadrangle Drive, Suite 200Chapel Hill, NC 27517(919) 403-0251bestpractices@best-in-class.comwww.best-in-class.comAbout Best Practices, LLCLink for Report: Best Practices in Recruitment for Medical Education Programs

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