Advice You - Business

Here is a true story. My dentist did a “clinical” evaluation of my teeth. That is his fancy way to say he looked in my mouth and starred at my teeth with his own two eyes. He found no cavities in his “clinical” evaluation. I felt happy and relieved!

But then he took a quick x-ra

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

y. Lo-&-behold, the x-ray immediately spotted a cavity hiding under one of my fillings!!

In other words, what you see is not always all you get!!! An objective x-ray found a lot more important information than a highly trained eye.

Likewise, some applicants come across fine in a

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

Examples of combination products may in

ob interview. But, they then proceed to flop after you put them on the payroll. In fact, huge amounts of research prove most interviewers do poorly at predicting how an applicant will do, if hired.

So, it is crucial for a manager to use special “x-rays” to spot potential trouble l

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

urking within an applicant – and also uncover skills and talents that will prove beneficial on-the-job. Here are five superb “x-ray” methods you can use immediately to help you hire high-achievers – and stay away from underachievers.

1. Pre-Employment Tests

Research shows that cu

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

tomized tests are the best way to accurately predict on-the-job performance. You can use three types of tests:

A. Behavior tests – to evaluate interpersonal skills, personality, and motivations

B. Abilities tests – to predict brainpower in problem-solving, vocabulary, arithmetic

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

Combination pro

grammar, and handling small details

C. Character tests – to detect a “bad apple” who has a bad work ethic or might steal

Tests can be given in paper-&-pencil test booklets or on the Internet. Importantly, only use tests designed for pre-employment assessments.

Customize tests yo

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

u use by doing a “benchmarking study” to find out how your highly productive, low-turnover employees typically score. Then, you quickly can compare applicants’ test scores against scores of your most productive employees. Of course, you can show preference for applicants who score

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

like your winners.

2. Remember One Truism

When I deliver my speech or seminar on Hire the Best -- & Avoid the Rest™, I always point out: Whatever behavior you see from the applicant during the screening process is likely to be the very best behavior you ever will see from that pe

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

rson! You surely witnessed this truism.

Let’s say you want to hire a high-energy person. Candidate A stays very high-energy during your entire screening process, including all in-depth interviews. Candidate B starts interviews high-energy (a good sign) but then acts increasingly

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

rained as the interviews go on (a bad sign). Candidate A is much more likely to be high-energy on-the-job than Candidate B. Do not expect Candidate B to suddenly explode with energy if you hire that person.

3. Referrals from Your Best Employees

Winners hang around with winners.

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

Losers hang around with losers. Your best employees probably hang around with high-achievers. Ask those employees to refer applicants.

4. Bio-data

I’m not referring to DNA. Instead, bio-data is biographical data. Here’s how to benefit from bio-data. Grab the files on your su

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

Following aspects would a

perstar employees. Look for common work-related experiences or education that most of them have.

For example, one company I consulted to wanted to hire salespeople to sell a service (not a product). Upon examining bio-data of the company’s superstar salespeople, we found the high-

dd to the challenges in developing combination products:

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

chieving salespeople had worked selling services. Most of the company’s underachieving salespeople worked in sales, also. But, the underachievers sold products, not services.

Interestingly, the same company also discovered most of its superstar salespeople worked at McDonald’s for

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

six months or longer in high school or college. This showed an interest in serving customers (after all, that is what McDonald’s stresses) plus stick-to-itiveness (lasting six months or more in a normally high-turnover job). So, start digging into your bio-data treasures located i

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

employees’ files.

5. RJP

RJP stands for realistic job preview. To do an RJP, (a) show applicants exactly what they will do on-the-job if you hire them, (b) let applicants think about it for 24 hours, and (c) then ask applicants if they want to take the job. Research shows emplo

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

ers who give detailed RJPs get two results: A. less employees accept the job offer B. applicants who accept the job off are less likely to turnover

Importantly, an RJP needs to be super-realistic. For example, I consulted to a tire company. It had great difficulty getting peop

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

Professional from academic institutions, pharmaceutical industries, health care indust

le to work in “purgatory” – a horribly hot room in which hot, just-made ties were moved on the tire molds. Anyone who worked in the “purgatory” room spent all day covered in sweat and thick white dust. No wonder most people quit that job after short time!

I recommended using RJPs.

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

The company worried, “Applicants won’t take that job if they know much about it!” I said let’s try RJP anyway. Sure enough, after seeing this awfully hot and dusty job, only a small percentage of applicants took the job. But, those who did stayed a long time. Note: They were pe

.

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

ople who acted distinctly “odd,” and relished feeling hot and sticky all day!

Do It Now

If you remember these points, you can hire the best – and profit from it:

A. what you see is not all you get – but it is the best you will see

B. use customized tests, since tests predict

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

Companies that provide selfless information through particip

ob success better than other methods

C. take advantage of predictors right under your nose, including referrals from winners, bio-data, and RJPs

Importantly, you can start these valuable methods today so you immediately start hiring the best.

© Copyright 2005 Michael Mercer, Ph.D

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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