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Main Subject - Employee Selection - Are You Gambling at Work?
Employee Retention begins with Employee Selection. Gambling is alive and well in the modern work environment! It's amazing how many organizations gamble at work by not using advanced hiring techniques that could save resources and future headaches.
Employee Selection is a key strategy that can save organizations tremendou
Employee Selection is a key strategy that can save organizations tremendou
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
s resources, time, and energy. Proper Employee Selection is the foundation to an effective Employee Retention strategy.
Few organizations are tapping the potential of effective Employee Selection. Why? Because today's typical Employee Selection process is a gamble at best. The good new is it doesn't need to be. There 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
Examples of combination products may in
e powerful tools to help you optimize your employee selection and hiring processes.
Several years ago, I was in Dallas attending a trade show and noticed all the beautiful sports and luxury cars and shared that observation with a friend. My friend said, "There are a lot of $30,000 millionaires." A lot of people have every
Several years ago, I was in Dallas attending a trade show and noticed all the beautiful sports and luxury cars and shared that observation with a friend. My friend said, "There are a lot of $30,000 millionaires." A lot of people have every
lude drug-coated devices, drugs packaged with delivery devices in medical kits, and drugs and devices packaged separately but intended to be used together.
hing they have tied up into that fancy automobile. Thinking that a car is demonstrative of that particular person's overall success is an incorrect assumption at best.
What situations that you face are similar to this example? It is sometimes said that a particular person is "all hat and no cattle" when they look the part
here is enormous increase in the number of combination products entering the market in the recent years. Combination products have proven advantages but fixe
- being more image than reality. How many of your hiring candidates look the part, but deep down inside, aren't a fit for the position but you won't know it for 90-120 days - long after they have become an emotional part of your team?
How often are people and situations what we think they are? Perception isn't always real
How often are people and situations what we think they are? Perception isn't always real
d dose combinations are still in the process of convincing regulatory authority on their advantages over the single ingredient formulations.
Combination pro
Combination pro
ty. That perception can be enormously expensive.
Analogously, in your employee selection, inspiring, and maximization of your team and organization, how often do you run into situations where things aren't what they seem? Making a poor to bad employee selection decision is costly to say the least. Depending upon the indus
Analogously, in your employee selection, inspiring, and maximization of your team and organization, how often do you run into situations where things aren't what they seem? Making a poor to bad employee selection decision is costly to say the least. Depending upon the indus
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
ry, the cost of turnover can be anywhere from 30 percent of the annual salary and benefits to over 150 percent. Numbers don't speak to what can't be measured. The wrong hires destroy employee morale and hurt your Customer Experience.
Consider... Through traditional hiring practices, what are the “odds” you will hire the
Consider... Through traditional hiring practices, what are the “odds” you will hire the
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
ight person? How many candidates look great initially and then when they are on your "bus" they don't work out? Your “odds” of hiring the right person are a LOT LOWER than you think unless you are using advanced hiring techniques. Consider the following statistics (various sources)...
14 percent – Traditional hiring tech
14 percent – Traditional hiring tech
nation products and maximize the revenues. But the companies involved in this practice are overlooking that they are burdening the patients both economically
iques
38 percent – Behavioral Profile
54 percent – Abilities Testing
75 percent – Job Match Testing
By the way… Your odds at winning a hand at Blackjack are in the upper 40 percent range. Yes... You have better odds at winning a hand of Blackjack than you do in hiring the right person. Our thought proc
38 percent – Behavioral Profile
54 percent – Abilities Testing
75 percent – Job Match Testing
By the way… Your odds at winning a hand at Blackjack are in the upper 40 percent range. Yes... You have better odds at winning a hand of Blackjack than you do in hiring the right person. Our thought proc
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
ss is "trust but verify." The candidate wouldn't be applying if they didn't want the job. Therefore, they are going to do everything possible to get it through the resume' that is customized to your job description. No, we don't believe people are trying to be devious. Quite the contrary. It's best to assume the goodnes
ts. Some of the combination products were well accepted by physicians while others suffered. Companies involved in development of combination products are fi
in others.
However... If you don't use a comprehensive Job Match personality profile during your employee selection and hiring process to ensure your candidate is a good job match, you are taking unnecessary risk.
Remember that college course you absolutely despised? For me, it was accounting. I took a lot of it and co
However... If you don't use a comprehensive Job Match personality profile during your employee selection and hiring process to ensure your candidate is a good job match, you are taking unnecessary risk.
Remember that college course you absolutely despised? For me, it was accounting. I took a lot of it and co
ding difficulty in defining their combination products and facing various challenges from selecting a combination to marketing it.
Following aspects would a
Following aspects would a
ldn't stand it. I can't tell you how many times I have seen people who went to college for a particular degree field and then came out into the real world and hated it. Ever notice how many people are in careers that are completely different from their major field of study in college? You've been there...
You know what i
You know what i
dd to the challenges in developing combination products:
Which markets to tap where the combination products can do fairly well?
Which combination prod
Which markets to tap where the combination products can do fairly well?
Which combination prod
scary? With recent college graduates, unless you are Job Match Testing, you get to pay for figuring out someone doesn't like the degree field they are going into.
Keep in mind... If you aren’t going to the highest level of understanding your new hire candidate through Job Match Testing, you won't...
Hire the best cand
Hire the best cand
cts are meaningful and rational?
Which therapeutic categories to select?
Which Combinations can address unmet needs of the patients?
Do combin
Which therapeutic categories to select?
Which Combinations can address unmet needs of the patients?
Do combin
dates.
Reduce employee turnover.
Prevent conflict.
Maximize your training dollar effectiveness.
Know with certainty who to hire based on future leadership abilities unrecognized now.
There are several significant reasons to Job Match Test your candidates... Employee Selection - Job fit - How well do
Reduce employee turnover.
Prevent conflict.
Maximize your training dollar effectiveness.
Know with certainty who to hire based on future leadership abilities unrecognized now.
There are several significant reasons to Job Match Test your candidates... Employee Selection - Job fit - How well do
tions increase the patient compliance?
What would be the developing cost?
How to tackle the risks encountered during combination product developmen
What would be the developing cost?
How to tackle the risks encountered during combination product developmen
their behaviors, values, personal attributes fit the job?
Inspiration - How do you know what "buttons" to push and which to stay away from if you don't know their behavior profile? Remember - people leave people, not jobs. Is the way you are talking to your new hire de-motivating them?
Coaching - How do you know what sk
Coaching - How do you know what sk
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
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
lls the new team member needs to maximize their performance? Why not coach immediately rather than the normal 2-3 months process - after you are beginning to "know" the new team member? With the Trimetrix Behavior Profile system, you will know immediately - rather than having to wait for the "honeymoon" to be over.
Interp
Interp
ping new procedures for reviewing their safety, efficacy and quality.
Professional from academic institutions, pharmaceutical industries, health care indust
Professional from academic institutions, pharmaceutical industries, health care indust
rsonal Effectiveness - How do you help the team member acclimate to the rest of the team effectively if they don't know how to effectively communicate with them? How do you help the rest of the team acclimate to the new hire candidate?
Employee Retention - If the team member doesn't fit the job, they won't stay. When you
Employee Retention - If the team member doesn't fit the job, they won't stay. When you
y and representatives from various regulatory agencies are working out to design the regulatory requirements for manufacture and sale of combination products
atch the job to the candidate, morale is enhanced as well as productivity.
Succession Planning - How do you know who will scientifically be the best candidate for potential future promotions. How do you choose the best future leader between two good, equally qualified candidates? Training and Leadership Development - Whe
Succession Planning - How do you know who will scientifically be the best candidate for potential future promotions. How do you choose the best future leader between two good, equally qualified candidates? Training and Leadership Development - Whe
.
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
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
e do you allocate scarce training resources? When you use an effective Job Match Testing program, you can identify key areas that a candidate will excel in and match the talent to the job.
Without at least behavior profiling, you can't possibly know what the full potential of the new hire candidate is. And you can't tap w
Without at least behavior profiling, you can't possibly know what the full potential of the new hire candidate is. And you can't tap w
elopment. They need to be wiser in analyzing the market trends and the regulatory requirements.
Companies that provide selfless information through particip
Companies that provide selfless information through particip
at you don't know.
Please keep in mind... It isn’t ethical to base your entire hiring decision on Job Match Testing of any type. Our recommendation is that it be no more than 20-25 percent of your hiring decision. These tools are most powerful when used in combination with your existing hiring program - not by themselves
Please keep in mind... It isn’t ethical to base your entire hiring decision on Job Match Testing of any type. Our recommendation is that it be no more than 20-25 percent of your hiring decision. These tools are most powerful when used in combination with your existing hiring program - not by themselves
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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