Advice You - Business

Today, companies have an ever-expanding list of options available to them when it comes to sourcing new employees, from advertising in newspapers and trade journals to powerful, cost-effective recruiting options available through the Internet. Unfo

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

rtunately, the growth in the number of recruiting options available has made the competition for top candidates even more fierce.

So how do you break out of the pack to find the people that you need? Like most other business activities, a successf

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

Examples of combination products may in

l recruiting program must be a planned effort. Here are some tips for ensuring that your recruiting effort produces results:

Always Be Recruiting: Recruiting is least successful when you’re forced to find someone quickly due to an unexpected resi

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

nation. Out of desperation, many companies often end up filling a critical vacancy with an available candidate who lacks one or more of the essential skills required by the job. The best company recruiting programs are those in which recruiting is

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

an ongoing activity, instead of a knee-jerk response to an immediate need. And, even if you’re not currently expanding your workforce, normal turnover or performance issues almost certainly means that you’ll need to hire at least one new employee

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

Combination pro

very six months.

Don’t Rely On A Single Approach: For years, executives thought that an effective recruiting campaign consisted of a few advertisements in the Help Wanted section of the Sunday newspaper, with a recruiter or two thrown in for good

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

easure. But those tools are simply no longer effective enough in today’s market, especially when everyone else is using them too. Just as you wouldn’t rely on a single technique to identify prospective customers for your business, your recruiting

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

program should include the regular use of a variety of prospecting tools that can identify qualified candidates. Today, there’s no shortage of ways to identify good candidates, including advertising in community newspapers, Internet-based advertisi

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

g, job fares and open houses, and college internship programs, to name just a few. Make sure your recruiting program takes advantage of all of the tools at your disposal.

Develop A Target List Of Prospects: In many situations, you already know so

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

e of the best candidates for certain positions within your company. For example, you (or your sales manager) can probably identify in a heartbeat the star salespeople that regularly complete against you for business. Or, you’ve met someone who’d b

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

an outstanding candidate for an administrative or clerical position in your company, but you don’t have an opening right now. Instead of waiting until the right opportunity comes along, find ways to continually remind them about your company and y

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

Following aspects would a

our interest in them. Occasional phone calls, or periodic copies of the company newsletter are all you need to let them know that you’re interested in them, whenever the timing is right for you both.

Make The Interview Process Efficient And Respon

dd to the challenges in developing combination products:

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

ive: If you think that the burden of creating a favorable impression rests completely with the job candidate, think again. With lots of companies competing for the best people, your interview process must be efficient, responsive and, most importa

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

t, respectful of each candidate’s time and interest. That means being organized, keeping to your interview schedule, and getting back to prospective employees when you say you will. After all, if you can’t make an effort to make a favorable impres

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

sion during the interview process, what kind of an effort will you make when the person is on board?

Stay In Touch With Outstanding Candidates: Don’t despair if a top candidate declines your offer in favor of a job at another company. All opportu

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

ities are not created equal, and even that “can’t refuse” offer may not look so great after a few months in the job. Stay in touch and you may just get a chance to win your top candidate back. And, even if their job works out, good candidates will

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

Professional from academic institutions, pharmaceutical industries, health care indust

be flattered by the attention and will remember you when they make their next move.

Consider Overstaffing Where Appropriate: If your budget allows, overstaff those positions where the recruiting demands are continual or where finding the right can

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

didates is most difficult. Then, utilize that excess staff to support those activities. Good people are always an asset, and having trained people in reserve who understand the company and its products will give you greater flexibility in expandi

.

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

g your organization or in replacing a marginal performer.

Don’t Delegate The Recruiting Process: You can’t effectively delegate essential recruiting activities to a secretary or an administrative assistant. The expense and consequences of poor re

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

Companies that provide selfless information through particip

ruiting are too great to place the task in inexperienced hands. And, the effort to keep the best employees starts with the recruiting process. Play an active role in recruiting from start to finish, and make sure that your key managers do the same

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

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Our mental perspective is much like our eyesight. Without new glasses to help us see the world in new ways, we can gradually lose our focus, take things for granted or just assume we know how things are, even if they are blurry. We can always benefit from a fresh perspective…

Employers and recruiters receive hundreds of resumes for every position they are trying to fill. To select their shortlist of candidates to interview, they look for the most common resume mistakes most applicants make and eliminate them first. To increase your chances of getting an interview, make sure you avoid these common mistakes.

A great resume will significantly increase your chances of getting to the interview stage in your job search. Use these 10 resume writing tips to craft a powerful resume.

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