Useful Advices - Business

Hiring a new employee is something that professionals often postpone as long as possible. It is important to find the right person to fill the vacancy. The hiring process ta

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

kes time and effort. There is a big temptation to add someone who is available at that moment and looks like they have the skills to do it. This is often a mistake. Here is

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

Examples of combination products may in

a list of other hiring mistakes that professionals frequently make:

1. No job description – By writing down in detail the tasks that this employee will be required to

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

do the hiring manager will be able to see clearly the qualifications a person will need to do this job.

2. Hiring someone without the necessary skills – It will be cle

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

r from the job description what skills are necessary for the job. Testing the candidate to be sure that his or her skills are current is also important. (Use a Proof reading,

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

Combination pro

filing, or grammar skills assessment.)

3. Hiring someone without having the person take a behavioral assessment – The assessment will help you see if this person will

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

fit into the office and compliment the skills of the other people. It will also help you to communicate with the person in a way that that person will hear. Most managers te

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

d to hire people like themselves when in fact they may need someone who can do some of the things that the manager doesn’t enjoy.

4. Hiring someone whose temperament or pe

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

rsonality is wrong for the job – Some positions require people who are talkative and friendly and others require people who enjoy working by themselves. Certain tasks req

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

ire a detail oriented person while others need some one who sees the big picture. Knowing the personality type and temperament that is best for the particular position will h

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

lp the manager find the right person.

5. Hiring friends and/or relatives – Often people hire friends or relatives to be kind or to do a favor for someone. If the deci

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

Following aspects would a

sion turns out to be a bad one, the situation can get really uncomfortable. It is often difficult to give feedback to friends or relatives and they often resent being put in

dd to the challenges in developing combination products:

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

position where they have to be grateful for the opportunity but are really angry with you for the criticism.

6. Not interviewing the candidate – To really get to know

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

if you can work with someone you need to speak with him/her directly either face to face or by phone.

7. Not preparing for the interview by creating a set of questions th

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

t you ask everyone – Spending time preparing a set of probing questions for the candidates will help you to determine which candidate most closely fits your job descriptio

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

.

8. Not posting the job, advertising it in the paper and/or using a recruiter so that you get multiple candidates giving you a choice – Some are tempted to hire the f

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

Professional from academic institutions, pharmaceutical industries, health care indust

irst applicant. If you advertise for candidates in multiple ways and use a recruiter too, you should have a variety of candidates to interview and select from.

9. Not scr

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

ening the candidates so you interview everyone – Once you have a group of candidates it is easiest to have screening interviews to weed out those who are definitely inappr

.

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

opriate. Often screening interviews are done by phone but also could be done in email.

10. Not checking references and background – It is tempting once you have settl

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

Companies that provide selfless information through particip

d on a candidate to hire him/her on the spot. It is worth taking the time to check references and background to be sure that this candidate has honestly presented him/herself

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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