Recruitment Trends In Pharmaceutical Industry

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Handbook for Pharmaceutical hirings

Recruitment Trends In Pharmaceutical Industry

  1. 1. PULLA RAO Mail id: pullaraohrd@gmail.com Linkedin: http://in.linkedin.com/in/pullaraohrd Version – 1 Date: 23rd Jan, 2012
  2. 2. <ul><li>Pharmaceutical industry have three business. </li></ul><ul><li>A ctive P harmaceutical I ngredients(API) </li></ul><ul><li>Generics. </li></ul><ul><li>Biologics. </li></ul>
  3. 4. <ul><li>CATALYST of Pharmaceutical Industry. </li></ul><ul><li>The survival of any pharmaceutical company is based on their R&D. </li></ul><ul><li>Companies spending great amount of money. </li></ul><ul><li>The highly successful companies have a great Team dedicated for R&D, who are continuously keeping their efforts to build and develop new molecules or medicines. </li></ul>
  4. 6. <ul><li>In this particular business unit manufactures bulk drugs. </li></ul><ul><li>The raw materials used are chemicals. </li></ul><ul><li>The functional department of the business unit are </li></ul><ul><li>1. Production </li></ul><ul><li>2. Quality Control </li></ul><ul><li>3. Quality Assurance </li></ul><ul><li>4. Research and development </li></ul><ul><li>5. Process Engineering </li></ul><ul><li>6. Engineering services </li></ul><ul><li>7. Projects </li></ul><ul><li>8. Business development </li></ul><ul><li>9. Supply chain management </li></ul><ul><li>10. Ware house </li></ul><ul><li>11. Technology Transfer teams </li></ul><ul><li>12. Finance </li></ul><ul><li>13. Human Resources </li></ul><ul><li>14. Information Technology </li></ul><ul><li>15. Administration </li></ul><ul><li>16. Marketing </li></ul>
  5. 7. <ul><li>It is the manufactures tablets, capsules, oral drugs. </li></ul><ul><li>API’s are further process in these manufacturing. </li></ul><ul><li>The functional department of the business unit are </li></ul><ul><li>1. Production </li></ul><ul><li>2. Quality Control </li></ul><ul><li>3. Quality Assurance </li></ul><ul><li>4. Research and development </li></ul><ul><li>5. Process Engineering </li></ul><ul><li>6. Engineering services </li></ul><ul><li>7. Projects </li></ul><ul><li>8. Business development </li></ul><ul><li>9. Supply chain management </li></ul><ul><li>10. Ware house </li></ul><ul><li>11. Technology Transfer teams </li></ul><ul><li>12. Finance </li></ul><ul><li>13. Human Resources </li></ul><ul><li>14. Information Technology </li></ul><ul><li>15. Administration </li></ul><ul><li>16. Marketing </li></ul><ul><li>17. Regulatory Affairs </li></ul><ul><li>18. Clinical Research and Development </li></ul>
  6. 8. <ul><li>It basically manufactures bio similar products by using downstream process and upstream process. </li></ul><ul><li>The raw material is it self bio molecule used to produce same kind of bio molecule. </li></ul><ul><li>The functional department of the business unit are </li></ul><ul><li>1. Production </li></ul><ul><li>2. Quality Control </li></ul><ul><li>3. Quality Assurance </li></ul><ul><li>4. Research and development </li></ul><ul><li>5. Process Engineering </li></ul><ul><li>6. Engineering services </li></ul><ul><li>7. Projects </li></ul><ul><li>8. Business development </li></ul><ul><li>9. Supply chain management </li></ul><ul><li>10. Ware house </li></ul><ul><li>11. Technology Transfer teams </li></ul><ul><li>12. Finance </li></ul><ul><li>13. Human Resources </li></ul><ul><li>14. Information Technology </li></ul><ul><li>15. Administration </li></ul><ul><li>16. Marketing </li></ul><ul><li>17. Regulatory Affairs </li></ul><ul><li>18. Clinical Research and Development </li></ul>
  7. 11. <ul><li>Structure – Need to understand the Key responsibility areas of the position which we are going to hire a candidate. </li></ul><ul><li>Need to concentrate on the job description, key results area, opportunities, career implication, salary and benefits. </li></ul><ul><li>Focus – Recruiter need to focus on the quality of candidates, sourcing mix in order to meet the requirements of a the requisition. </li></ul><ul><li>Prepare – Recruiter need to prepare the sourcing mix. </li></ul><ul><li>Indentify – With the using of sourcing mix, recruiter need to indentify the most possible fit candidates. </li></ul>
  8. 12. <ul><li>It is the strategy to find the candidates who are fit to the requirement. </li></ul><ul><li>We can source profiles form </li></ul><ul><li>1. Internal employees </li></ul><ul><li>2. Employee referral </li></ul><ul><li>3. Job portals (Naukri and Monster) </li></ul><ul><li>4. Linkedin </li></ul><ul><li>5. Vendors </li></ul><ul><li>6. Head hunting </li></ul><ul><li>7. Advertising on print media </li></ul>
  9. 13. <ul><li>Contact - Recruiter need to source the profiles which are matching to the requirements. </li></ul><ul><li>Initial screening can be done by him/her. </li></ul><ul><li>Another screening of the profiles can be done by technical panel. </li></ul><ul><li>Evaluate </li></ul><ul><li>Preliminary Interviews – Can be done through Telecon or video conference. </li></ul><ul><li>If the candidate is found suitable, final interviews can be done through Video conference(for junior profiles) or by personal interviews(must for mid level and senior level). </li></ul><ul><li>Reference Check or Background verification– Is to be done. It can be before joining of the candidate or after joining of the candidate. </li></ul>
  10. 14. <ul><li>Select – after all the evaluations are done, the technical team and the HR has to decide on the candidate selection. </li></ul><ul><li>Offer – Recruiter need to prepare like to like of presently what he is. And what we can offer. </li></ul><ul><li>HR will decide on the CTC to be offered. </li></ul><ul><li>After receiving the inputs from HR, recruiter need to have a clear discussion with the candidate about the offer to be made and send a official mail of offer. </li></ul><ul><li>Candidate has to reply back on the mail by next 24 hours of his acceptance. </li></ul><ul><li>If he is not replying back by next 72 hours, recruiter has to have a conversation with the candidate, need to take his concerns about the offer and request to write him with his concerns. </li></ul><ul><li>If the concerns can be considered, recruiter need to have a discussion with the HR and clear it off. </li></ul><ul><li>If concerns are not with in the boundaries, recruiter has to revote the offer. </li></ul><ul><li>Recruiter should be in continuous follow up with the candidate till his joining. </li></ul>
  11. 15. <ul><li>We can find the profiles of the junior work level in Job sites like Naukri and monster. </li></ul><ul><li>For middle level along with job sites linkedin is very helpful for getting the closures. </li></ul><ul><li>Especially at the top management we can use linkedin and need to headhunt for the leaders in the industry. </li></ul><ul><li>Internal employee referrals is also very much useful for getting closures. </li></ul><ul><li>Communication skills and basic computer knowledge is must. </li></ul><ul><li>Vendor management is very much helpful for recruitments candidates and middle and senior work levels. </li></ul><ul><li>A recruiter should have accurate understanding on the requirement. </li></ul><ul><li>It will help him to close the positions in time. </li></ul><ul><li>Continuous interactions with the line managers will help a recruiter to understand what exactly he is looking at his team. </li></ul>
  12. 16. <ul><li>Skill matrix is very much useful in recruiting the candidates at the mid or senior work level. </li></ul>
  13. 17. Name of the candidate   Educational Qualification Institute Work Experience Present Company Pervious companies Present CTC Expected CTC Mr. X               Mr. Y               Mr. Z              
  14. 19. <ul><li>We need to check on the internal parity. </li></ul><ul><li>About his repotees work experience and their qualification. </li></ul>
  15. 20. Please write suggestion or questions on [email_address]

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