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Main Subject - How To Select The Right Person For The Job - The Three Essentials
Have you ever recruited someone who looked good at interview only to find out when they started that they “Were not up to it” or, “They just didn’t seem to fit in”. Most of us have made these mistakes (if you haven’t, then you are probably new to management). Why?
• We often rely t
• We often rely t
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
oo much on the interview as the main selection process, or
• We place too much emphasis on professional credentials at the expense of ability to do the job and best values fit, or
• We recruit too often “in our own likeness”.
What’s the best way of finding out whether someone can d
• We place too much emphasis on professional credentials at the expense of ability to do the job and best values fit, or
• We recruit too often “in our own likeness”.
What’s the best way of finding out whether someone can d
; 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
o the job? Try them out. Not all of us have the resources to be able to “give someone a go”, unless we are recruiting for a position such as “air traffic controller”. As a regular flyer, I know that I would be worried if the recruitment process for air traffic controllers relied pr
lude drug-coated devices, drugs packaged with delivery devices in medical kits, and drugs and devices packaged separately but intended to be used together.
incipally on the interview! Having worked with a number of air traffic controllers, I now rest easy knowing that a major part of the selection process is simulations of actual flight control. So, if you have the resources, go for simulation.
Without simulations, we must still rely
Without simulations, we must still rely
here is enormous increase in the number of combination products entering the market in the recent years. Combination products have proven advantages but fixe
on the interview. Unfortunately, numerous studies suggest that the interview (by itself) is an ineffective selection method. Why? Let me pose the question – “How similar is an interview to the type of work the person is expected to do?” If interviewing is not a major part of the n
d dose combinations are still in the process of convincing regulatory authority on their advantages over the single ingredient formulations.
Combination pro
Combination pro
ormal day to day activities of the position for which you are recruiting, then the selection interview is not replicating the work, but is merely a discussion on what the person has done or might be able to do. Take for example the following questions, often asked:
• Tell me about y
• Tell me about y
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
our duties in your last position.
• What did you like most about the job?
• What did you like least about the job?
• Why do you want this job?
• Where do you want to be five years from now?
• How do you feel about working for a demanding boss?
• What is your management [or marke
• What did you like most about the job?
• What did you like least about the job?
• Why do you want this job?
• Where do you want to be five years from now?
• How do you feel about working for a demanding boss?
• What is your management [or marke
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
ting etc] philosophy?
• What would you do if you were working for a manager who refuses to set priorities for you?
• Tell me what you would do in your first few weeks in this role.
Before you reach for your pen to jot down a “new one” you liked, let me make a point. Not one of the
• What would you do if you were working for a manager who refuses to set priorities for you?
• Tell me what you would do in your first few weeks in this role.
Before you reach for your pen to jot down a “new one” you liked, let me make a point. Not one of the
nation products and maximize the revenues. But the companies involved in this practice are overlooking that they are burdening the patients both economically
se questions works! None of them helps predict future behaviour in the job for which you are recruiting.
So, how can you improve the interview? A technique known as “Behaviour Description (or Event) Interviewing (BDI) has been shown to improve interview effectiveness by as much as
So, how can you improve the interview? A technique known as “Behaviour Description (or Event) Interviewing (BDI) has been shown to improve interview effectiveness by as much as
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
four times. Mind you, you should still use more than the interview, but more of that later.
Read the following question asked of a candidate in relation to a job requirement of “managing poor performance” and see how it differs from the previous list of questions:
• Tell me about t
Read the following question asked of a candidate in relation to a job requirement of “managing poor performance” and see how it differs from the previous list of questions:
• Tell me about t
ts. Some of the combination products were well accepted by physicians while others suffered. Companies involved in development of combination products are fi
he last time you faced the situation of an employee who wasn’t performing.
o What was the situation?
o How did you deal with it?
o What did you do?
o What did you say?
o What did he/she say?
o How did you respond?
o What was the outcome?
By comparison to our previous questions
o What was the situation?
o How did you deal with it?
o What did you do?
o What did you say?
o What did he/she say?
o How did you respond?
o What was the outcome?
By comparison to our previous questions
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
, BDI asks for examples of past behaviour that the candidate has experienced, that are likely to indicate how the candidate might perform in similar situations in the current position.
It specifically calls for the descriptions of events, not thoughts, feelings or hypotheses. Additi
It specifically calls for the descriptions of events, not thoughts, feelings or hypotheses. Additi
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
onally, it prevents the candidate from lying or exaggerating as the following parts of the question will soon catch them out.
So, the BDI interviewing process becomes:
1. Describe an event.
2. Describe the behaviour (what happened).
3. Describe the outcomes.
In addition to the BD
So, the BDI interviewing process becomes:
1. Describe an event.
2. Describe the behaviour (what happened).
3. Describe the outcomes.
In addition to the BD
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
I interview, what do you need to add to your selection armoury? Depending on the position, there are of course the professional qualifications, but we all know that these merely get the candidate through the gate – it’s what he or she can do with their qualifications that we are inte
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
rested in. For some positions, you may also decide that IQ, EQ or personality tests are useful (these need to be shown to be reliable tests by correlation with previous successful candidates).
Then of course there’s the reference. Written references are almost useless and phone ref
Then of course there’s the reference. Written references are almost useless and phone ref
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
erences are generally ineffective for the same reasons as the standard employment interview. However, you can increase the effectiveness of references by using the BDI method over the phone with the candidate’s referee.
In addition to finding out whether someone can do the job, ther
In addition to finding out whether someone can do the job, ther
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
e’s also the very important aspect of “values fit”. Will the person fit in with the people and the culture? There are numerous values questionnaires on the market that you may try, however I have two simple techniques that could save you money. Both of these are dependent on the fa
y and representatives from various regulatory agencies are working out to design the regulatory requirements for manufacture and sale of combination products
ct that you already know what values you are looking for (that’s for another article). The first is to ask the applicant to describe their “ideal organisation”. In doing so, they will always describe the values they hold dear when looking for an employer. The second is to ask your
.
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
team (the people the candidate will be working alongside) to also do a short interview – this can often be achieved in conjunction with a plant or office tour.
Finally, a word of warning. One of the most frequent mistakes I see is managers recruiting in their own likeness, i.e. peop
Finally, a word of warning. One of the most frequent mistakes I see is managers recruiting in their own likeness, i.e. peop
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
le who are similar to themselves in many ways. This is a natural tendency of human nature, but can be avoided if you use the BDI method, together with your team members and perhaps peers assisting in the selection of the final candidate.
Copyright 2006 The National Learning Institut
Copyright 2006 The National Learning Institut
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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