Digg It - Business

It’s that time of year again – recruiting and starting the graduates. This whole area is one which needs to be considered and reviewed as it is a major commitment for the organisation. Getting it right can help the future of the business – the alternative is just an expensive waste. In this article I will cover some key points to help you increase your succe

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

ss rate in both getting and keeping the right graduates. I will pose some questions for you to consider at the recruitment phase and ideas or reminders of things to do when they are working for you. The aim is to make the whole process worthwhile for you.

I often wonder how many organisations, including professional practices, really do a full opportunity co

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

Examples of combination products may in

ting of this annual exercise and then evaluate the ROI? Many of you reading this invest a great deal of time and effort into the whole exercise, take on the quota of graduates you have set and starting them. How does your organisation monitor and measure their effectiveness and contribution? When do you expect to see a return? What about those who leave wit

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

hin 3 years? Have you costed that to the bottom line?

A major challenge with a graduate recruitment process is the “market” variable of the law of supply and demand. We all know that the number of people emerging from “universities” with “degrees” is increasing for a variety of reasons. Without getting into any politically incorrect hot water, I would sugge

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

t that you know that not all 2.2 degrees are equal!! (or similar principles.) One thing I discovered many years ago when recruiting was that there were certain establishments which I preferred to get people from. The more challenging variable for you is what is happening amongst the graduate recruiters. How many positions will be on offer? Remember, your co

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

Combination pro

mpetition for the quality graduates will come from a wide range of industries – potentially from MI5 or The Treasury to the oil industry, household consumer goods to aerospace. If they want to work in finance, will it be in accounting, consultancy, banking or investments?

When looking to attract the right graduates, start by considering what type of person yo

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

want to bring in. Who will fit in with the overall culture? (Without creating a group of corporate clones!) A key question to then ask is, “Why should they choose you?” You are in a highly competitive marketplace, and have to make some choices in order to attract the type of applicants you want.

Take yourself back and, or, think about youngsters y

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

ou know, and put yourself in the shoes of today’s graduates. What do you think they would want from a potential employer? What do they expect (or hope for) in terms of:

the job
the package
the training
a career?

There can be a tendency for these to be somewhat unrealistic. This is borne out of some or all of,

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

naivety, careers guidance – or lack of, peer group talk.

Think about what you offer. How well does it match these expectations? How often do you benchmark yourselves against the “market”? Evaluate your overall package against this and consider whether you need to improve any aspects. Aim to avoid getting caught in just paying premium salaries, they do not

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

guarantee quality applicants. Be in the 60 – 80 percentile and you have scope to move or incentivise.

Before starting to send out the messages that you are recruiting, make sure that the other things are in place.

Some things to check: Applications
How do you want the applicants to apply?

Who will handle the applications and assess th

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

m against the criteria you have set?
How will you communicate back to the applicants?

What messages? (And please personalise them – I know it takes more time, but remember that recruiting is part of your PR and marketing.

How quickly?

Interviewing
Who will be involved?

Are line managers, senio

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

Following aspects would a

personnel or partners, trained to interview?
What style or process do you want to use?

What are your selection criteria?

If using psychometrics or assessment centres please ensure you are clear about what profiles you are looking for – and why! Also, that you provide personal feedback!

What do you expect from the applic

dd to the challenges in developing combination products:

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

ants at first interviews and beyond?
Have job descriptions for applicants to read – plus any other supportive paperwork.

Interviewing is a 2-way process – they are also assessing you!

DO NOT OVERPROMISE OR DRESS-UP THE JOBS!!!

The job and start phase

Is there a clearly laid out induction programme? (This

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

makes a significant impact on the likelihood of people staying and also for their performance.) Ideally have a detailed plan for the first 6-8 weeks.
What work will you give which will encourage and involve them?

What is the on-going development plan and process?

What will be done for the professional training and guidance?

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

What will you do to provide personal and career mentoring and guidance?

What is the review process and frequency?

Now you are ready to start to get the applications. Letting the graduates know you have vacancies involves making choices and decisions. Traditional routes such as the “Milk Round” have their place – but a bit late for

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

this year! Graduate and Recruitment Fairs have plus points, but the London one was in June! Moving to the technology and think about the internet. Put “graduate recruitment” into Google and just search the UK – there are over ? million results! Many are agencies and others offering positions for graduates. Others are company websites trying to attract the

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

Professional from academic institutions, pharmaceutical industries, health care indust

graduates. How does your organisation use your website to attract the graduates you want? Do you explain the offer clearly? Does it transmit the organisational culture you have so that applicants know what to expect? How do you bring people to your site to see the offer? Why will they contact you to learn more? One suggestion is to contact specific univer

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

ities directly to let them know you have vacancies and invite direct applications or lead them to your website.

Whether advertising, using the internet, agencies or careers’ services be sure to be specific about what it is you are looking for from applicants in terms of experience and attitude and use this to filter. Be open about the job and what it will inv

.

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

olve – including some of the downsides!

Just because the graduate recruitment activity takes place annually, does not mean that it should be taken for granted. Revisit how you do it, identify what works well and what does not – and change it. Benchmark yourselves against other organisations going for the same target group. Be clear about the type of person

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

Companies that provide selfless information through particip

ou want (and, do they have to be graduates??) and write the specification. Make sure you have been through the checklists to know that you are ready to bring them in and set them on the right path. Place emphasis on the induction and the personal development and mentoring – it will pay dividends. Measure the effectiveness – and monitor the graduate retention

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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