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I have been in recruitment for over 15 years and am a true believer in the use of good technology within the recruitment process. This has led me to make it a mission to keep informed of what resources are being developed

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

and made available on the technology front within recruitment.

I have therefore conducted continuous and extensive research in this area and have been involved in developing software and tools specific to our industry.

Th

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

Examples of combination products may in

is brings me to an interesting topic which has come up time and time again during my research and discussions with numerous recruiters, I am sure all recruiters have discussed this in length and with much passion at some ti

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

e. The replacement of recruiters and the recruitment process by technology!

I have heard from some clients as well as recruiters that some feel our days are numbered, as technology, for example on-line job portals / boards

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

, both general and in-house developed will soon replace us.

These are my thoughts and findings on this issue:

Technology is fantastic! A great resource for Recruiters and should be embraced with open arms. Many

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

Combination pro

ecruiters are afraid of technology, they would still prefer to work with flip cards and say that anyone using technology is not a "Real Recruiter"!

My experience is: ignore technology and "Real Recruiter" or not your busin

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

ess is doomed, it will not progress far into the future as a viable entity. You will be replaced.

Technology is not a replacement for recruiters but a powerful tool to assist us, make us more productive, give us more reach

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

make us more competitive. We should (in fact must) welcome it as many other industries and professions do. How many accounting packages are out their that could and in many cases do "replace" accountants in certain aspects

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

, yet the demand for accountants is still high.

Why are we so insecure about our industry!

I am aware that recruiters and the recruiting industry has taken a battering over a long period but one thing we can not doubt is

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

hat we are necessary, in fact essential! We too are always in demand - even if some folk like to tell us otherwise.

I have had clients try their own portal / on-line database, only to realise how difficult the recruitment

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

function actually is, mainly their own portals only bring about more work and less recruitment success, as they get piles of responses, many whom they can never use, but they still need to manage. They generally come back

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

Following aspects would a

for assistance, even if it is with their own portal as an additional tool.

Recruiters should be getting in first, start using the excellent technology available, become recruitment technology experts and then use this know

dd to the challenges in developing combination products:

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

edge to your advantage, sell your knowledge of recruitment technology tools to your clients, make it an added benefit to your clients.

If clients want to use technology in recruiting we should encourage it and be involved

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

in the process of decision making and choices as to which technology is most suitable. Introduce them to technologies using your expertise. This may seem like a bad business approach to those who feel they are in danger of

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

oosing their jobs to technology, but if you explain and demonstrate to your clients how a combination of the right technology along with a knowledgeable recruiting professional will produce the most desired results, then yo

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

u maintain control, you lead the process, you are able to make yourself an indispensable part of the recruitment process.

This is better then trying to persuade them not to use recruitment technology or just waiting for yo

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

Professional from academic institutions, pharmaceutical industries, health care indust

r business with them to possibly shrink as they find appropriate technology themselves or find a recruiting professional who is willing to guide them in this process.

Developments in recruitment technology are inevitable a

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

nd in fact very necessary to ensure our industry, as well as the market in general, thrives. We can not have archaic recruitment processes trying to keep up with modern market human resource demands.

So, lets encourage mor

.

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

development by researching and using the tools and technology available to us, only by using the technology do we make it viable for the developers of these tools to continue enhancing and fine tuning to suit our requireme

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

Companies that provide selfless information through particip

nts and needs. After all we are the recruiting experts and should therefore be the main contributor to how these systems operate.

Technology will no more replace us then it will any other profession - unless we force it to

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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India has obvious advantages in Biogenerics development and if these advantages are exploited to its favor then India does have the potential to become a major Biogenerics Hub.

A time clock is a mechanical device that allowed employees and employers to take note of the hours that the employee worked each day. Virtually every business would have a system that was similar prior to the 1990’s. The time clock was used to track when an employee arrived and when he left for either lunch or the day. Through the use of the time clock, employers have the ability to know when the individual was working and then to calculate how much time he had worked. This then would determine his pay for the day.

Iowa payroll has some unique aspects and conditions. Some of the details and laws are set out in this article including information concerning: tax withholding and reporting; unemployment insurance taxes and reporting; wage and hour laws; and child support withholding.

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