Hire and train recruiters and data collectors.

I need to hire recruiters and data collectors for our field experiments in behavioral economics. Send the attached job descriptions and the test task to Jana in HR and to Marco, the lab manager, for approval. Ask Jana to post the roles by next Monday and Marco to confirm the training schedule and budget. Check the screening questions and the data handling clause are complete before they go live.

Before we post these recruiter and data-collector roles, make the application easy to judge quickly: put required experience and time commitment at the top, show the hourly rate and any bonuses in bold, list the core screening task so reviewers can see it at a glance, and call out the data-security steps that would make me hesitate to hire someone.

Jana in HR just said trim the screening questionnaire to get candidates faster; Marco worries that will bring poor-quality data collectors. I cannot tell whether the risk of bad hires is acceptable against our tight start date. What is the likely trade-off and the best immediate compromise so we can post by next Monday without blowing the study timeline?

Every quarter we scramble to hire data collectors at the last minute and then spend weeks training people who leave after one project. Where are we wasting time or making bad hires — job posting timing, screening clarity, pay, or onboarding? Recommend one habit change that will cut hiring time and increase retention for these short-term research roles.