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The successful modern recruiter must now eschew resumes for a vast web of relationships. A successful recruiter must develop an active and dynamic circle of talented people who have skills and abilities that can be matched to the ever-changing needs of hiring manag

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

ers.

The recruiter will stay connected to her talent circle through email, e-letters, the telephone and even face-to-face contact. The circle will constantly change as new referrals are made by current members. But no one in the network will consider themselves me

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

Examples of combination products may in

mbers, rather participants within a group that benefits everyone. The benefits include sharing of ideas, the ability to help each other profile jobs and using the collective wisdom of the network as a filter, collaboration on projects, friendship and employment.

F

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

or example, consider this recruitment request from a hiring manager: “I need a person who can oversee a computer programming project involving programmers in three countries and that will be used by people in a fourth country.” This is the kind of challenge senior

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

recruiters now face. Such a demand is unlikely to be quickly filled by running a keyword search or by using robots. It is unlikely such a person will be neatly located on a job board.

This is the kind of candidate that a recruiter will be more successful finding t

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

Combination pro

hrough their network of talent. They can put this recruitment challenge to their sources and ask, “What skills would a person need to have in order to do this job? Would they need project management skills? Team building experience? Experience living internationall

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

y? Fluency in several languages? Knowledge of computer programming language? Good sales skill?” The recruiter can then sort through the answers and, augmented with assessment tools, create a skills profile that she can present to the hiring manager.

Along with 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

skills profile, the recruiter will have to answer questions about people with those skills who live in the surrounding area, which companies these people work at, and if students in local colleges and universities are studying this subject. By tapping into governme

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

nt databases and perhaps even creating some proprietary ones, the recruiter gets a good understanding of the market that will help hiring managers understand what they can expect to find locally and what will be difficult to find. It is such an external/global focu

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

s that helps the recruiter make a business case to hiring managers.

The increasing speed of recruiting projects is another pressure on the modern recruiter. It is not uncommon for a hiring manager to say, “Get me someone in two or three day, this project is crucia

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

l.” And sought-after candidates put the pressure on as well with comments like, “I have three offers and need yours by Friday so I can decide over the weekend.” So the future recruiter has to be a ‘fastcruiter’.

The old world of recruiting was built on stability;

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

Following aspects would a

the new world is built on change and flexibility. The modern recruiter must be fast, flexible, relationship-oriented and have an active orientation on facts and data.

Seeking Top Talent

In a competitive, fast-paced business world, everybody wants to hire top peop

dd to the challenges in developing combination products:

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

le. Better advertising and marketing is part of the solution. Another part of the solution is having enough recruiters who know how to recruit top people.

Virtually no one sets out to hire marginal candidates. But this happens when tactics drive strategy rather th

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

an the other way round. Hiring practices, techniques and tools have to be designed to hire top people.

A talent-centric strategy means that every single step involved in hiring is designed to meet the needs of top talent. Every interface, every advertisement and a

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

placement, every form, every question, every meeting, every email, every offer – in fact every encounter must be designed to ensure that top people will be wowed by the recruitment process. The 21st Century recruiter will know how to seek top talent and all the le

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

ssons in this Work Book will include these strategies.

Taking a Consultative Approach

If recruiters want to differentiate themselves from the rest of the pack, they need to ask themselves whether they are providers of resumes or providers of expertise. In other w

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

Professional from academic institutions, pharmaceutical industries, health care indust

ords, recruiters need to understand the difference between transactional service and consultative service.

A successful recruiter brings more than resumes to hiring managers. Those providing consultation to hiring managers bring a much broader range of valuable i

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

nformation and service. Successful recruiters can convey market changes directly to hiring managers. This information comes directly from the source, the candidates. If the market is the employment industry, then the candidates are the conduit to the marketplace.

.

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

The more candidates that recruiters meet, the more information they can gather and pass on to hiring managers. Information like the availability of various skill sets, the demand for different skill sets, turn-around time needed to secure a top candidate and other

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

Companies that provide selfless information through particip

current employment trends.

Taking a consultative approach will establish you as an expert. Value means more than increasing headcount in a company. Visit http://www.aboutrecruiting.com for more information

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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