Welcome back, throughout this module, we've been learning how to create the tools of qualitative research. Now before you can start using those tools, you need a plan to recruit participants. This planning applies to whether your seeking a key informant, a key opinion leader or in-person interview or focus group participants. So in this lesson and the next, I will cover the things you need to think about before you start recruiting for a specific project. After this lesson, you will be able to identify good places and practices for recruiting. You will also be able to describe typical ways people are recruited. This lays the ground work for our upcoming module where you'll focus on recruiting participants for your focus group and moderating it, okay? So let's get started. When you begin recruiting, imagine where you might find the type of people you need for your specific focus group. Where are you most likely to reach the ideal participant? Is it better to reach them in person or online? Through a connection you have? Using a flyer or placing information in a newsletter? Perhaps you might find them through a daily or weekly magazine. When you begin think in these kinds of general terms. You also should be culturally sensitive. How you recruit depends on the culture and formalities of the country where you are recruiting. Places like India may be more formal about recruiting than the US. Cultural sensitivity extends beyond just nationality. Think carefully about any cultural distinctiveness of those you're trying to reach and adjust your approach accordingly. There are some differences in approach when you plan to recruit for one-on-one interviews, rather than a focus group. It is best to conduct one-on-one interviews near the participant's location. To recruit them, it is a good idea to post something at their work or get referrals from their colleagues. If you are recruiting people for one-on-one key informant interviews, like with community leaders, you might want to call key organizations associated with the group you are trying to reach. For example, when I was seeking those that provide low-income families with services like preschools, I looked at clinics for women, infants and children. I also contacted daycare centers to find out the contact information for a manager. The people at organizations catering to the group you are seeking could then make further recommendations. If you are recruiting key opinion leaders, you might be able to find them in a directory within their specialization. You might want to ask someone in that field what type of directories list their key personnel. Then try to get a copy of the directory, look at the names listed, and make individual calls to those you choose from the list. Of course, you would make sure the person meets the criteria for your research. Let's say I was looking for parents of young children to participate in my study about immunizations. Suppose I have already designed the screener and flyer. You and your team need to figure out the best places to find people that meet the criteria. In this case, think about where young parents hang out. It could be the community pool, a mall, a movie theatre, places like that. So you might find someone in line for a children's movie, or at the food court of the mall, but not shopping at a store because you don't want to interrupt what they are doing. It's best to catch them coming or going in the vicinity. Before you approach someone, stand back and watch them interact. Do they seem shy, outgoing, intelligent? You hope to get someone who would be good interacting in a group setting. When you approach, have your flyer and screener on a clipboard. Walk up to the person with a smile and start to introduce yourself. If they seem responsive, continue. And if not, say thanks anyway, and move on. If someone says they have a friend that would like to participate, that's fine. You just want to make sure to tell them that each of their opinions are unique. So you want them to participate in the whole group, not just talk to each other. Try to put the friends in different groups, if possible. Try to recruit at least ten solid people for the group. I have a 99% success rate for getting the participants to show up. If you practice these techniques that work so well for me, I'm sure you will be also a successful recruiter. It takes practice. The key is making the people feel comfortable, important and knowledgeable. Also, only sign them up if they say they are definitely going to make the group. After this lesson, you should now be able to plan an advance for your recruiting. You should also be able to apply a different approach to recruiting for an in-person interview or a focus group. Further along, you will hone in on recruiting for a focus group. But these big picture concepts provide the framework for that.