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Part of good leadership requires skill in the hiring process. Good leaders know that retention of productive employees affects the bottom line as well as morale and growth.

Recruiting, training and then terminating someone

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

is never desirable. There are many good candidates you could hire. However, even though they may have certain desirable skills, they may not be right for the job at hand. The key is not just to hire the right person, but

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

Examples of combination products may in

to hire the right person for the right job.

Taking the time to make the correct hire in the first place is worth all of the effort it takes. The right person in the right job will be productive for years to come. The righ

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

person in the wrong job will cause problems, waste time, and expense and send you back to square one again.

Retention is directly related to the hiring process. Therefore, in order to minimize turnover and maximize reten

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

tion and productivity it is vital to focus on these six steps:

1. Screening Interview

Quickly weed out those who immediately demonstrate they will not fit. Proceed with those who show a history of previous success and wh

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

Combination pro

will commit to becoming an employee candidate.

2. Psychological Profile

If your organization does not have a specific test for the type of job you need to fill, there are many different companies that provide tests for v

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

arious types of jobs. Use the Internet to locate them. Try the search category “job psychological tests” as a starter. Research what’s available and then go with the test that you determine fits your situation best.

3. Re

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

ference Checking

This is exactly what it says. There are ethical and legal ways to find out about a candidate’s history. The most common ways are by talking to their previous employer, suppliers and past associates, to nam

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

just a few. Information is where you get it. Always be discreet about where and what you learned.

4. Comprehensive Interview

This interview should take from six to eight hours over a one to two week period. It should inc

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

lude, on average, two other interviewers of your choosing in order to form a consensus. Keep in mind that this is really a minimal time investment in the multi-year relationship you hope to build. Some interviewees may try

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

to hide some of their true feelings initially, but most people will become “themselves” over a longer interview period.

This process gives you a truer window on the type of candidate that you really have. Another objective

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

Following aspects would a

is to try to get to know the candidate as well as anyone in your organization. Many people applying for a job may not be prepared to make the effort required for an intense process such as this. The fact that they will st

dd to the challenges in developing combination products:

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

ick it out tells you a lot about them.

This may seem time consuming, especially when added to your already extensive schedule. Always remember that you may be spending as much time with this candidate as you do with your

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

amily. Spending the required time now to get to know the person well enough to predict their success can pay huge dividends down the road for all parties.

5. Family Discussion

If they are married, get a little more insigh

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

t into the candidate by also interviewing their spouse. This is also an opportunity to sell your company to the spouse to gain support. Then you can turn them into a proponent for the company and the job.

Everyone has tho

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

e down days when they need a calming, supportive, encouraging influence at home.

6. Expectation Interview

After you determine that this is the candidate you want, it’s time to reverse the interview process and begin selli

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

Professional from academic institutions, pharmaceutical industries, health care indust

ng them on yourself and your organization. This is also when the first serious discussion of money occurs. In many cases, the candidate will already be employed and therefore is subject to a counter offer. It’s essential th

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

at you get a commitment and that you prepare the candidate for this eventuality. If you’ve done a good job thus far and are competitive and fair, this should not present a problem.

Summary

• Take the time to hire the bes

.

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

even if it takes six to eight hours over a two week time frame

• Go through a six step structured hiring process including:

o Screening Interview
o Psychological Profile
o Reference Checking
o Comprehensiv

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

Companies that provide selfless information through particip

e Interview
o Family Discussion
o Expectation Interview

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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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What can I do about gaps in employment? There isn't much you can do about your work chronology - what's done is done. However, there are a few ways to present your work history so that the gaps are less apparent.

Go into many businesses today and try and get service, its sometimes impossible! The customer service officer is on the phone talking about personal issues, there is not enough staff, and they are disinterested and distracted. There are practical answers, read on.

Leadership skills are usually considered to refer to management so as managers are those people who should often engage leader duties.

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