Advice You - Business

The recruiting industry has changed dramatically since the mid-90’s when the Internet began to catch fire as a networking tool. Prior to the advent of online job boards such as CareerBuilder and Monster, your local newspaper

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

had a monopoly on “help-wanted” advertising going back pre-Industrial Revolution (I remember a few years back being quoted $450 to run a 3-line ad over the weekend--for $50 more I could add a black border around it). Resume

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

Examples of combination products may in

came to you via mail or fax and the ones that got your attention arrived on expensive paper with signed cover letters--the presentation gave you as much insight into the candidate as the resume itself did. As an independen

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

recruiter you were only as good as your database of candidates (which for most recruiters consisted of a Rolodex of business cards or a drawer full of resumes). You actively sought out individuals to network with, collectin

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

every resume thrown at you regardless of the positions you were working on at the time. "Got a cousin in advertising sales? Have him give me a call!"

I think employers were more willing to take risks with less qualified ca

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

Combination pro

ndidates then (let’s say, pre-1998) than they are now. Hiring managers and recruiters recognize that online resources can provide them with exponentially greater access to candidates today than in years past. It’s not that t

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

e talent pool is deeper, it’s just more accessible (and more public) than it’s ever been. So the same company that might have been willing to take a chance on a good candidate from a different industry ten years ago now want

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

someone whose experience matches their position as closely as possible. I am a big believer that the best candidates for a particular position are the ones who would be taking a step up in their career by accepting. They ar

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

inherently motivated because they’re improving their pay, adding to their responsibilities and increasing their exposure. But today employers want over-qualified candidates—people who are actually taking steps down in their

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

careers or at the very least, making lateral moves. Most employers will not admit to consciously doing this, mind you; but they do. They want to know with as much certainty as possible that the candidates have “been there a

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

d done that.” They want people with track records that mirror the exact challenges and expectations of their opening, particularly if they’re working with a third party recruiter to fill the position. The employer feels they

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

Following aspects would a

re paying big bucks for the recruiter to minimize their risk; therefore they should deliver candidates that are tailor-made for their role.

As an independent recruiter, it is my job to provide the client with the candidate

dd to the challenges in developing combination products:

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

olution they want. Every client knows the type of person they’re looking for, even if they’re not always able to describe them in great detail before we begin the search. They may need to evaluate a couple candidates before

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

they can put into words their exact preferences, particularly when it’s a new position. Keep in mind the candidate solution our firm provides is the one defined by the client, and in my opinion it’s not always the one that m

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

y be the best long-term employment solution. As I discussed in a previous article (“Remember: You’re hiring them to work for you, not to date you”), many hiring managers allow their own personal biases to influence they way

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

hey evaluate candidates (often referred to as “gut instincts”) resulting in bad hiring decisions. My job is to provide the client with candidates that have a documented track record of success. The majority of companies we w

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

Professional from academic institutions, pharmaceutical industries, health care indust

rk with want candidates either from their own industry or industries that are a close parallel. Drilling down even further, they want to know that the candidate’s daily, weekly and monthly activities overlap with the expecta

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

tions of the new position. This is why having a thorough, well-defined resume is imperative for today’s job seeker looking to advance their career.

I believe the criticism that most resumes are long-winded, over-inflated ex

.

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

ggerations of unspectacular accomplishments is completely unwarranted. Coming from someone who looks at thousands of resumes a month, the average person is more likely to sell themselves short, thereby limiting their potenti

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

Companies that provide selfless information through particip

l opportunities than they are to misrepresent themselves on paper. Over the next couple weeks I’m going to be breaking down the modern resume and showing you how to increase your exposure and open up new doors in your career

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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In the pressure washing business it is very important to know how to repair equipment and to try to do as much of it yourself as possible. Let’s face it the most powerful forces of nature are the erosion of water, heat and pressure.

The drive to be entrepreneurial is deeply imbedded in human nature. The opportunity to use natural resources productively and profitably is just as possible in the third world as anywhere else, if transparent legal systems are in place. Creating jobs, profits and new products is what successful entrepreneurs do best. It is unfortunate that third world poverty is wrongly blamed on productive uses of indigenous resources that would be of no value to anyone if left in the ground. The real misfortune for the worlds forgotten poor is their exclusion from full economic participation in so many economies based on the willful, spiteful complicity of their leaders.

Grabbing opportunities with open arms is often easier to talk about than to actually do. Most people find themselves dreaming about being rich but never actually doing anything about it. A combination of procrastination and 'what if' syndrome can cripple your creative spirit and might mean your idea will never become a reality.

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