Useful Advices - Business

Are you ready to make the right hiring choices? According to a recently released survey of 16,000 businesses nationwide, Manpower reported that hiring will improve in the fourth quarter of 2003. Specificall

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

y, the staffing company found that 22% of companies expect to hire more staff in the last quarter of the year. If you plan to hire any salespeople, you’ll want to avoid some common hiring mistakes.

Hiring

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

Examples of combination products may in

alespeople can be particularly challenging. When you think about it, it makes sense. Salespeople are good at selling and sometimes you can be sold a bill of goods. In any hiring decision, it’s easy to make

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

mistake. In sales, your odds of hiring the right person are 50/50 at best.

To make sure you don’t sabotage your chances of success, try these five tips:

1. Use an assessment instrument. A good assessment

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

, and there are many on the market, will often tell you what your candidate won’t. Make sure your assessment instrument matches well to the type of selling you do. For example, you don’t want to hire someon

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

Combination pro

who is great at transactional sales if you want your salespeople to build long-term relationships with clients.

To save money, an assessment tool should be reserved for your top choices and is not necessa

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 for every candidate. Use the first interview or a phone interview to narrow your choices before deciding who moves on.

2. Develop a standard set of questions. Ask all of your candidates the same question

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

s. It’s easy to get sidetracked by an engaging candidate and not cover everything you wanted to if you are just winging it with your questions. Using a standard set of questions will also provide you with l

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

gal protection, should there be discrimination charges brought against you. Come up with a set of questions that all candidates are asked. Ten is a good number of questions to aim for, give or take a few. Y

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

u want to be able to compare the answers of all the candidates to see who is a good fit for your organization.

If you’re having trouble developing the right questions, remember to keep it simple and get he

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

p if you need it. An HR consulting firm that specializes in hiring or screening candidates can provide great assistance.

3. Don’t divulge too much about your company upfront. A common mistake people make w

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

Following aspects would a

hen hiring is to bring in a candidate and tell them all about the company. Then, they proceed to start the interview process. A savvy salesperson will “spit back” to you everything you want to hear using yo

dd to the challenges in developing combination products:

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

r own words to do it.

You can tell a great deal about a salesperson by the amount of homework they’ve done on the front end. So a good first question might be, “Tell me why you are interested in working at

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

our company?” A good candidate will have researched your firm and prepared for the interview. Isn’t that the kind of salesperson you want working for you?

4. Be tough. By being tough, I am not suggesting t

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

hat you are mean or rude. Instead, you shouldn’t dance around hard questions like “Did you always meet or exceed your sales quota in your former job? If so, how can I verify that? If not, why not?”

Another

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

good question might be, “When I call your former boss, what will he/she tell me about your performance?” Whether you plan to call the boss or not, the wording of this question will let the candidate know th

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

Professional from academic institutions, pharmaceutical industries, health care indust

t you mean business. Consequently, your chances of getting an honest answer will increase.

5. Do a mini-role play. It’s easy for salespeople to answer typical interview questions like “What are your bigges

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

t strengths?” and “What are your biggest weaknesses?” It’s much harder to role play and fake it with a “canned answer.” Ask the candidate how he would handle specific sales scenarios.

For instance, if the

.

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

alesperson was meeting with a prospect and at the end of the meeting the salesperson asked for the business and the client replied, “I need to think about it” or “We don’t have the money in the budget.” How

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

Companies that provide selfless information through particip

would the salesperson respond? Using an objection about timing, price or the competition is a good way to separate the men from the boys, so you can see how the salesperson responds in a real-life situation

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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