Clinical Trial Patient Recruitment

Accelerate Enrollment, Increase Retention and Reduce Costs

Clinical Trial Patient Recruitment


Understand the key factors that draw patients to clinical trials – and use this information to chart a successful recruiting strategy.  Detailed benchmarks and best practices from more than 80 companies across the life science industries.  Explore in-depth benchmarks focused on these areas:

  • Patient recruitment and retention strategies
  • Specific patient recruitment activities and tools
  • Structure and spending for formal patient recruiting efforts
  • Description
  • Additional information



Clinical Trial Patient Recruitment: Accelerate Enrollment, Increase Retention and Reduce Costs

  • Publication Date: August 2010
  • Pages: 209
  • Chapters: 5
  • Metrics: 500+
  • No. of Companies: 84
  • Charts/Graphics: 160+

Throughout the report, the data are frequently examined by:

  • Trial phase (Phase 1, 2, 3a/b, 4)
  • Company type (pharmas of different sizes and medical devices)
  • Therapeutic area (spending data)
  • Effectiveness — activities, patient motivators and patient retention
Report Features

Attracting patients requires an in-depth understanding of their needs. Learn both the tangible and emotional reasons why patients participate in trials. Use market research and patient demographics to bolster your advantage and take a more marketing-focused approach. Manage site and investigator expectations and strengthen site support through training to help increase patient enrollment. Our research finds that some companies do not plan ahead for patient recruitment — meaning that it only gets attention when problems arise. Use benchmarks to develop a recruitment process and structure that includes sufficient funding and strategic partnerships with CROs.

Reason to Buy

Avoid costly delays and keep trials on track – explore 16 recruitment activities by tracking who performs them and how useful and efficient they are. Break down data by phase to deploy different strategies depending on development stage. Of course, recruiting patients is only half of the job. Discover inexpensive and simple strategies that make it easier for patients to stay engaged in trials, mitigating the effects of dropout.

Target Audience

The following clinical development titles will get the most use out of this benchmarking and best practice study:
– Vice President of Clinical Operations
– Vice President of Clinical Development
– Vice President of Research & Development
– Director of Clinical Operations
– Director of Clinical Development
– Director of Research & Development
– Clinical Operations Manager
– Clinical Development Manager
– Research & Development Manager
– Head of Clinical Trials
– Patient Recruitment Manager
– Patient Retention Specialist

Chapter Example

When sponsors approach a CRO or a specialty vendor about patient recruitment, these contractors may have a dozen potential sites in mind from the beginning. A CRO will then send a request for proposal (RFP) to these specific sites, asking questions about the site and patient population. Yet rarely is trial protocol detailed enough for sites to respond accurately to the RFP. As a result, says a consultant from Company B, most sites will overstate their ability to recruit patients. The consultant recommends calling in the top three or four sites and probing more deeply into patient recruitment details.A site manager from Company E sees the RFP process from a similar perspective. This manager believes that trial protocol is so vague at the time the RFPs are sent out that sites are not able to accurately determine the feasibility of a trial. With little information to go on, a site manager will count the number of patients with the disease in the database and return a positive response. A problem may arise if, months later, the completed trial protocol will reveal that patients must comply to four or five more criteria. The Company E site manager believes that the more details a sponsor can offer upfront in an RFP, the better that sites can evaluate their recruitment potential.