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The qualified labor "gene pool" is clearly getting pretty shallow. All indications are that it will continue to get worse. Right now It's as good as it will ever be, and that’s a scary thing to say the least.

With the labor market tightening up, the harsh reality is that there are a f

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

inite number of qualified people available for any given job. And everyone wants to hire them.

As the labor pool tightens, it presents a dilemma: how does an organization ensure they will have a good shot at attracting qualified talent?

The answer for many has been to use recruitment

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

Examples of combination products may in

or employment agencies. While these types of organizations perform a valuable service, many aren't disclosing the fact that they are recruiting for your competition as well.

Recently the subject of recruitment agencies came up at a conference break. There were several banking organizat

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

ions represented there and one representative mentioned, "Even though we are working with XYZ Staffing (a national organization), it is still difficult to get the people we need." I noticed a surprised look on the faces of other attendees. It turns out they were also using the same empl

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

oyment agency for their recruiting needs.

Over the next several days and meetings, I came to realize that many banks in the area were depending on the very same employment agency and not one knew their competitors were doing so as well.

Perhaps I am old fashioned but this is just plai

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

Combination pro

wrong. If I were one of the banking clients, there would be one big question that would strike my mind: how do I know that I am getting the best and most qualified applicants? If there are ten banking clients and five "best" applicants, who gets the best five? Furthermore... Why wasn'

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

t I made aware of this practice in the first place?

Is there a lottery system to who gets the "best" applicants?

Would it be a function of how much I am paying?

How well I am liked by the employment agency?

Can I trust my employment agency?

Please don't get me wrong... I am not try

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

ing to say, "Don't use employment agencies." What I am saying there must be full disclosure. If I am retaining the services of a professional service firm and they are providing that very same service to my competitor across the street, I have a right to know that.

I am also saying tha

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

t if you want complete control of your hiring process, then use the tools the employment agencies use and find your own high performance candidates.

Key thoughts to protect yourself...
• Ask your employment agency if they are hiring similar positions to yours in the same geographi

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

c market and in particular are they assisting any direct competitors.
• Ask how they determine where the best candidates go. In other words, who gets the "first look" at the candidate?
• Ask what you can do to be moved up to get a "first look" at prime candidates.
• Ask i

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

they have a "Gold" or "Platinum" plan that enables you a first look at prime candidates.
• Ask if you are getting another competitors' "rejects" - people that didn't "work out" for them but are now being referred to your organization to see if they "work out"

Other employment st

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

Following aspects would a

rategies that can help you work around employment agencies...
• Become an employer of choice. Find out what your employees want out of their working relationship and provide it.
• Check out any free job posting information resources that are available online. Many states have

dd to the challenges in developing combination products:

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

postings of resumes online via a "Job Service". Believe it or not.... Many staffing agencies tap these free resources in their quest for good talent. Why "play the lottery" with already slim pickings via a staffing agency when you can tap these listings for free already?
• Use Job

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

Benchmarking to understand what exactly is needed in the position to ensure you are hiring the right person in the first place. A poor hire decision will cost you in terms of employee retention, morale and productivity.
• Use a Personality Profile to identify the proper behaviors,

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

values, and personal attributes of the candidate match this information to the job benchmark. Again.... The single biggest challenge we see to employee retention, morale, and productivity is a poor hiring decision.
• Birds of a feather flock together. This strategy can work wonders

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

but can also backfire dramatically. Your best team members probably have friends or acquaintances that are similar to them in behaviors and values. Encourage them to share the names of those they feel would make a good contribution. Where this can backfire is if they refer people who do

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

Professional from academic institutions, pharmaceutical industries, health care indust

n't work out. This puts you in an extremely awkward position. What to do? Use a powerful personality profile like ours to compare the candidate's behaviors, values, and personal attributes to the job benchmark. By doing so, you dramatically reduce the risk of making a poor hiring decisi

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

on you will regret later.

The labor market is getting thinner and it won't get better any time soon. The ultimate employee selection and retention strategy is you need to take control of your hiring strategy. By job benchmarking and using our powerful personality profile instrument, yo

.

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

u will be able to not only improve your employee selection, but also reduce your turnover by minimizing your poor hiring decisions. This strategy will be much more effective than using an employment recruiting agency that doesn't have your hiring needs as their sole focus.

Your bottom

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

Companies that provide selfless information through particip

line requires this focus anyways.... The more effective your employee selection strategy, the more of the following benefits you will experience....
• Improved Productivity
• Increased Employee Morale
• Increased Employee Retention
• Improved Customer Satisfaction

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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According to Forbes magazine 87% of Americans don't like their jobs. How do you make sure you're in the other 13%?

Sometimes, the difficult questions to manage in an interview are not questions at all. Here are three common interview scenarios that a candidate may be asked to resolve.

National economic development is pivoted on the availability of good infrastructure. As path-breaking concepts, frameworks and methodologies are being evolved, at the national, state and local levels, especially in the critical facets of infrastructure management such as financing, contracting and regulation, an Infrastructure Manager today needs to have a variety of skills. The immediate requirement of the Indian economy is, therefore, a pool of holistically trained domain-ready infrastructure managers. The comprehensive Post-Graduate Diploma in Infrastructure Management (PGDIM) Programme offered by Karnataka's prestigious Visvesvaraya Technological University (VTU), through the School of Management for Infrastructure and Development Strategies - India (MINDS), at Bangalore, is a timely response to this crying need and the first-ever initiative of its kind. From this academic year, the PGDIM is being offered in an innovative format whereby a student will receive the PGDIM on successfully completing the first year and also an MBA Degree in Infrastructure Management, after the second year.

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