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Recruiting the right person for the right role is all about finding the best possible match between an individual and the job.

Let me use an example to explain how I recommend you recruit someone, starting with preparing the job

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

description.

Let's say you need to hire a salesperson. What do you do now?

You could write out a job description based on what you think the salesperson should do. (Or you could find and copy a template job description from yo

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

Examples of combination products may in

ur files or from another company's job ad -- I don't recommend this by any means, but it does happen!)

But if you're not totally familiar with what your company's salespeople do or should do, you may risk writing out a wish list

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

that turns the right candidates away and attracts the wrong ones. Although you might know the key requirements for the job -- for example, the ability to build rapport -- you might add some nonessential ones too.

A better approa

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

ch is to look at your star salespeople and use them as models. In fact, whether you are looking for a secretary, plumber, accountant, marketer or anyone, the best way to attract the right candidate is to model your top performers

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

Combination pro

Sit down with them and ask them some questions. Go "on the road" with them and observe how they work.

The information you get will be invaluable. It will help you prepare the job description and also flag things to look for wh

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

en you start interviewing candidates. (More on that in a later article.)

In short, take the time to find out what qualities your stars possess that makes them successful in their roles. What drives them? What do they like and di

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

slike about their jobs? What are their ambitions? What do they do that makes them successful?

You might find that there are certain attributes that all your stars share, and certain attributes that differ between them. The quali

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

ies that they share are the key attributes that you're looking for in the salesperson you want to recruit. The attributes that vary among your salespeople are nonessential.

Now write out your job description. This time it will b

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

e more realistic -- since it's based on real people -- and will also be based on your stars, so only people who think they've got star qualities will apply for the job!

What if you don't employ any salespeople at the moment? Or

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

ou're not satisfied with any of your current salespeople?

Don't be tempted to use the wish list approach. You need to find the top salespeople at companies like yours -- companies that sell the same types of products or services

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

Following aspects would a

, in the same way, to the same kinds of customers -- and model them.

This isn't as difficult as it may sound.

If you don't know of any companies or salespeople who come to mind and are using an executive search firm, this firm

dd to the challenges in developing combination products:

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

should be able to work with you to identify the characteristics of star salespeople at other companies. You may even be able to organize to meet with these salespeople if you offer to take them out for say, breakfast or lunch.

I

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

you don't plan to use an executive search firm, it's time to network! Speak to representatives from your local chamber of commerce or a professional, business or sales association. They should be able to point you towards the ty

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

pe of people you should be modeling.

Of course, any one of these activities may turn up people you would like to employ. Just make sure that you don't misrepresent yourself as looking for "models" if you are really looking for c

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

ndidates, both to the individuals themselves and (if applicable) their employers.

As mentioned above, this "modeling" approach applies to recruiting anyone. But what if you need to appoint someone to a role that doesn't currentl

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

Professional from academic institutions, pharmaceutical industries, health care indust

y exist in your (or any) organization?

If the role combines elements that already exist somewhere, then you can find and model people who are superior at performing those elements. If the role is genuinely unique, then you might

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

resort to preparing a job description from scratch. In this case, it's wise to list what the job will involve and what outcomes you want achieved and leave it at that.

Don't go further and list a range of personal and professio

.

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

al qualities that aren't essential to the role. When you interview candidates you can select someone based on having the "nice-to-haves" as well as the essentials.

Of course, getting the right people to apply is only the first s

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

Companies that provide selfless information through particip

tep in recruiting the right person for the right role. The next step is to assess candidates to identify those who genuinely possess the talents, skills and knowledge needed for the position. I'll discuss that in a future article

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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