Advice You - Business

“… [get] the right people on the bus, the right people in the right seats (and the wrong people off the bus) and then [figure] out where to drive it.” - Jim Collins – Good To Great

"Hire the

According to USFDA, a combination product is one composed of any combination of a drug and device; biological product and device; drug and biological product

best staff you can find, develop them as much as you can, and hand off everything you possibly can to them.” - John C. Maxwell – The 21 Irrefutable Laws of Leadership

_______________________

; or drug, device, and biological product and fixed dose combination would include two or more combinations of drug.

Examples of combination products may in

_____________________

Here's a simple tip - hire the person, not the resume.

Confronting negative behaviors is an important skill for leaders to develop. But there's a step beyond that for

lude drug-coated devices, drugs packaged with delivery devices in medical kits, and drugs and devices packaged separately but intended to be used together.

building a high performance team. You hire the right person.

The subject of hiring the right person comes up frequently in my work with various clients. It comes up when they need to fill a

here is enormous increase in the number of combination products entering the market in the recent years. Combination products have proven advantages but fixe

position. It comes up when they realize they have the wrong person in a position. Sometimes it comes up as a question in a training session. Sometimes it comes up in a private conversation.

d dose combinations are still in the process of convincing regulatory authority on their advantages over the single ingredient formulations.

Combination pro

But it almost always comes up.

The most common mistake that I see people make - one that I have made myself - is ranking the person’s technical skills ahead of their “soft” skills. I agree

ucts have become life saving products for the pharmaceutical companies who doesn’t have many innovative molecules in their product pipeline and have been inc

that technical skills are important. I don’t want to hire a CPA who knows nothing about accounting, and I don’t want to hire a nurse who knows nothing about nursing. So, I am not suggesting

easingly used in the product life cycle management. Even the companies having product patents are trying to extend their product life cycle through the combi

that you ignore a person’s resume. I am suggesting that their experience and training (i.e. - their resume) serves primarily to qualify them for your time investment to interview them. It g

nation products and maximize the revenues. But the companies involved in this practice are overlooking that they are burdening the patients both economically

ets them in the door, but it shouldn’t give them the job.

Consider this situation.

You hire a person with outstanding technical skills. They know everything about the industry, the legal en

and physically. They need to rightly judge the benefits of the combination products and they have to even look at the risks involved when combining the produ

vironment, and many other technical aspects of their position – but the rest of your staff cannot stand to work with them. This “technical expert” demands special attention, resists every cha

ts. Some of the combination products were well accepted by physicians while others suffered. Companies involved in development of combination products are fi

nge, speaks negatively about management and other team members, pushes the limit on workplace rules, etc.

Are they worth the trouble? Does the positive contribution from their “technical exp

ding difficulty in defining their combination products and facing various challenges from selecting a combination to marketing it.

Following aspects would a

ert” status justify the damage they do to overall team performance? In most of the situations I’ve been involved in, the answer is no.

In the above scenario, I created a situation where the

dd to the challenges in developing combination products:

Which markets to tap where the combination products can do fairly well?
Which combination prod

person under consideration is truly a “technical expert”. Among the best, technically, in their field. But, what about the more common situation? The situation where the person is good techn

cts are meaningful and rational?
Which therapeutic categories to select?
Which Combinations can address unmet needs of the patients?
Do combin

ically, but they’re not necessarily among the best in the industry. Now, how does their behavior with other people balance against their technical skills? It only gets worse.

I assume that

tions increase the patient compliance?
What would be the developing cost?
How to tackle the risks encountered during combination product developmen

you will only consider hiring people with at least the basic technical skills to do the job. So, faced with a choice between two candidates:

1) Great “attitude” and acceptable technical skil

t?

As combination products don't fit into the traditional categories of drugs, medical devices, or biological products, the USFDA is in the process of devel

ls (for this article, my definition of attitude includes work ethic, drive, initiative, ability to work with others, and other “soft” or difficult to measure skills), and

2) Outstanding techn

ping new procedures for reviewing their safety, efficacy and quality.

Professional from academic institutions, pharmaceutical industries, health care indust

ical skills and a poor attitude

I choose number one. I find it easier to help people strengthen their technical skills than to improve their attitude.

What if you have difficulty finding a

y and representatives from various regulatory agencies are working out to design the regulatory requirements for manufacture and sale of combination products

person with the right attitude? I suggest you keep looking until you find them. It is better to work short-handed for a short time than to work with a problem employee for a long time. As J

.

As there is an increasing trend of the combination products companies manufacturing such products should be able to tackle the problems involved in the de

im Collins states in his landmark study Good To Great – “When in doubt, don’t hire – keep looking.”

Copyright 2005, Guy Harris

You may use this article for electronic distribution if you wil

elopment. They need to be wiser in analyzing the market trends and the regulatory requirements.

Companies that provide selfless information through particip

l include all contact information with live links back to the author. Notification of use is not required, but I would appreciate it. Please contact the author prior to use in printed media.

tion in industry events and feedback to regulatory authorities would be able to face the challenges and will be successful in developing combination products

HTTP = HTML link (for blogs, profiles,phorums):
<a href="http://www.adviceyou.org.ua/article/23863/adviceyou-Hire-The-Person-Not-The-Resume.html">Hire The Person, Not The Resume</a>

BB link (for phorums):
[url=http://www.adviceyou.org.ua/article/23863/adviceyou-Hire-The-Person-Not-The-Resume.html]Hire The Person, Not The Resume[/url]

For risk management analysts or associates, average total compensation in the U.S. grew from $111,000 in 2005 to $121,000 in 2006. For senior associates or managers, compensation rose $150,000 to $166,000. Do you have the aptitude to pursue a career in risk management?

How to successfully plan your fundraising and keep your fundraising ideas fresh. Fundraising ideas and tips for schools, ptas, charities, sports clubs and community groups.

Tags

Links

Advice You - Hire The Person, Not The Resume

Related Articles: