Main Subject - Business

If you want a strong and distinctive company culture, you need to get the right people on the job.

If you want innovation, hire creative people. If you want aggressive sales results, h

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

ire those with an energized ‘can-do’ attitude. If you want to give great customer service, only hire people who will go the extra mile.

But how can you find such people in a market fil

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

Examples of combination products may in

led with so many resumes, retrenchments and retirees? How can you avoid wasting time and money hiring new staff, only discovering later they weren’t the right people for the job?

Well-

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

esigned job interviews can be useful; candid referrals may help. Personality profiles may also reveal who a person really is, and isn’t.

But here’s another approach that will save you

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

time and money, though it is very rarely used: raise the bar during the recruitment process so job seekers ‘self-select’.

You want innovation? Run your recruitment advertisement upside

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

Combination pro

down in the newspaper. (It will be the only one, and will definitely stand out!) Ask interested applicants to provide specific examples of how they do things ‘differently’ (and better)

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

in their lives and in their work.

You want ambitious, aggressive sales staff? Arrange job interviews at one location, then leave a note taped on the door explaining that the location h

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

as been changed at the last minute to somewhere else. Include a short apology and a map, and request those still interested to come to a different building several blocks away. At the n

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

w location, leave another note, this time moving the meeting down the hall or up a few flights of stairs.

Now interview and select only those applicants who arrive energized by this pr

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

ocess. Those who complain, are upset or exhausted won’t have the stamina to chase down sales leads and succeed.

You want to hire people who truly believe in great customer service? Con

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

uct job interviews at 8:00 pm on a Friday night. When applicants arrive, ask them to help you pack a last-minute customer order before the interview begins. Then have someone call in (p

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

Following aspects would a

re-arranged) pretending to be your customer. Help them patiently over the phone, delaying your interview by a few more minutes. Watch your applicant’s mood throughout this process. Hire

dd to the challenges in developing combination products:

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

only those who smile and nod with understanding as they see you giving extra-mile service.

The MGM Hotel in Las Vegas applied this approach in a fast and effective manner. They needed

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

to hire hundreds of new staff in a short period of time, but thousands of job seekers applied. One-by-one the applicants were guided down a long hallway. As they approached a junction a

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

t the end of the hall, an MGM recruiter looked up from his desk and said in a plain tone of voice, ‘Hello.’

Applicants who responded with clear eye-contact, a warm smile and a positive

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

tone were guided to the right side for immediate interviews and job offers. Those who responded with a blank stare or a flat tone of voice were gently guided to the left side – and out

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

Professional from academic institutions, pharmaceutical industries, health care indust

the door.

Key Learning Point
--------------------------------------------------------------------------------
It’s important to get the right people into your organization,

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

and it’s expensive to hire the wrong ones. Be creative with your recruitment and interview process. Take time at the start to help your best job applicants ‘self-select’.

Action Steps

.

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

br> --------------------------------------------------------------------------------
Look closely at your current recruitment and interviewing process. Does it identify job applic

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

Companies that provide selfless information through particip

ants who are truly aligned with your mission, values and culture? How can you change, improve or modify the process to quickly attract those you want, and easily decline those you don’t

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

HTTP = HTML link (for blogs, profiles,phorums):
<a href="http://www.mainsubjects.org.ua/article/45571/mainsubjects-Get-New-Staff-to-SelfSelect.html">Get New Staff to 'Self-Select'</a>

BB link (for phorums):
[url=http://www.mainsubjects.org.ua/article/45571/mainsubjects-Get-New-Staff-to-SelfSelect.html]Get New Staff to 'Self-Select'[/url]

hen making career decisions, you'll benefit by breaking the decision down into smaller parts, to help you identify the criteria most important for you. Once you identify your needs, interests, values, and ideals for your work, you will have what you need to evaluate the suitability of your current and potential future jobs.

In this day of increasing competition in the global business arena, it is essential for companies to foster the entrepreneurial spirit among all of its employees in order to develop a competitive advantage in the market. The following expresses some examples of how companies need to do this in order to succeed.

It is a sad truth. No one wants to read your resume. Hiring managers would absolutely love it if they didn't have to read another resume for the remainder of their careers. What should YOU do about this?

Tags

Links

Main Subject - Get New Staff to 'Self-Select'

Related Articles: