Posts Tagged ‘experience’

Are you eligible? Having your documents ready for your job search.

July 7, 2011

Embarking on a search for a new job can be daunting however like all things in life it can go more smoothly with forward planning. This short article is aimed at ensuring you have the relevant factual information at hand. This is important as agencies (like20:20 Selection Ltd) and importantly employers do need to check your legal, employment and academic documentation. Hence if you have all this in order, then when it comes to you being made that perfect job offer the contract/job offer letter is likely to be with you more quickly.

 

The following checklist should help you with your preparation:

  • Passport & Visa (if applicable) – an employer can be fined for employing individuals who are not eligible to work in theUK
  • Driving Licence – you will need the paper and photo card parts. For field based positions you will need a validUKdriving licence with no more than 6 penalty points. It is important you make clear declarations about your driving history when asked as employers will check this with the DVLA.

If you have a nonUKlicence holder and need to convert your licence the following link will give you some guidance:

http://www.direct.gov.uk/en/Motoring/DriverLicensing/DrivingInGbOnAForeignLicence/DG_4022562

  • A recent payslip. This will validated your current basic salary and your National Insurance number. If you are in receipt of other monthly benefits such as a car allowance this will also be verified on the payslip.
  • ABPI certificate – if you have sat and passed the examination you will need to produce your certificate if you are offered employment with a pharmaceutical company. If you have misplaced this, the following link may help

https://extranet.abpi.org.uk/web/abpi/exams.nsf/pages/duplicate_certificate_request

  • Highest education certificates (degree, nursing, A levels etc)
  • For nursing roles you will need your current NMC PIN number and date of expiry. Plus you will also be asked about the date of your last CRB check however your new employer will need to undertake a fresh check.
  • For sales positions you should also put together your ‘Brag File’ or portfolio of successes which should include Sales Data, other performance against KPIs, recent appraisal documents; in fact anything that you can use to sell you and differentiate you in the marketplace.

 

If you are not facing redundancy, timing your job search is also something to consider. For example,

  • We do come across people who may be tied in to car schemes. You are advised to carefully calculate the costs involved to you in walking away from your current agreement, as not all employers offer car opt-out schemes.
  • If you are going to jeopardise any bonus/incentive payments pay by leaving before a certain date.
  • If you have significant holiday commitments it is important you flag these. A job offer may be subject to you attending a training course on a specific date for a fixed time, however discussing these with your Recruitment Consultant early in the process may mean this can be negotiated. Also remember that holiday entitlement will be prorated depending at what stage of the leave year you commence work.

 

At 20:20Selection, we are here to help and guide our candidate along the process. Our specialist team can be contacted on 0845 026 2020 from08:30 – 18:00weekdays.

VALUE BASED PRICING (VBP) – How the NHS will purchase drugs

February 15, 2011

 The government intends to reform the way in which drugs purchased by the NHS are priced by the end of 2013. It aims to ensure that drug costs more fully reflect clinical benefit and to improve patient access to new treatments. At present the prices are determined by the Pharmaceutical Price Regulatory Scheme (PPRS). These prices are usually reviewed at 5 yearly intervals. Pharmaceutical companies are relatively free to set the price of a newly launched product (assuming it is accepted for use by NICE, the Scottich Medicines Consortium or the All Wales Medicines Strategy Group in the first instance). The PPRS then reviews these prices so that the profits that are made from the sale of drugs to the NHS are not considered to be excessive.

The Office of Fair Trading argues that drug prices should reflect their clinical benefits and current policy wastes NHS resources. The pharmaceutical industry welcomes the concept of value-based pricing, but is concerned about the impact on profits which are needed to make research viable. The Office of Fair Trading (OFT) estimates that up to 25% of world pharmaceuticals sales reference UK prices to some extent. Companies are thus particularly sensitive about any agreement that reduces the UK list price of a drug as this can have a knock-on effect on the profits made on sales elsewhere in the world.

Successive price cuts and exchange rate movements mean that UK prices are currently amongst the lowest in Europe. This has led to parallel-exporting (the opposite of the practice of parallel-importing cheaper non-English language versions of the same branded product from the EEU to the UK) of UK branded medicines to the EEU, by wholesalers, pharmacies and NHS trusts for commercial gain which has led to severe shortages of many popularly prescribed medicines in the UK.

Under the new system of value-based pricing, the Government would apply weightings to the benefits provided by new branded medicines, which would imply a range of price thresholds reflecting the maximum they are prepared to pay for medicines. These thresholds or maximum prices would be adjusted to reflect a broader range of relevant factors that are not fully taken into account by the current sytem of using Quality Adjusted Life Years (QALYs) by NICE so they could be used to calculate the full value of a new product.

The Government proposes that the price threshold structure is determined as follows:

  • there would be a basic threshold, reflecting the benefits displaced elsewhere in the NHS when funds are allocated to new medicines
  • there would be higher thresholds for medicines that tackle diseases where there is greater “burden of illness”: the more the medicine is focused on diseases with unmet need or which are particularly severe, the higher the threshold
  • there would be higher thresholds for medicines that can demonstrate greater therapeutic innovation and improvements compared with other products
  •  there would be higher thresholds for medicines that can demonstrate wider societal benefits.

 

Designing the new system to be both stable and transparent would allow companies to predict well in advance how prospective products may fare, and to focus their research efforts on the treatments that society values most. Companies would be informed of these weightings – allowing them to orient their research and development investments appropriately. This may well draw to a close the ‘me too’ concept of launching ‘newer versions’ of drugs which treat similar conditions with little demonstrable benefit over the original.

Thus, a new product would be launched, then reviewed by the Government to access its impact on patient health and the others factors discussed above, and the price to the NHS adjusted accordingly over a period of time.

The work of NICE as a provider authoritative advice and information would continue, but the decision as to whether a new medicine will be used in clinical practice will ultimately be made by the clinicians themselves.

VBP models are already implemented in many European countries including Germany, Sweden, France, Spain and Italy.

What I Wish I’d known As A Hiring Manager……….

December 13, 2010

It’s been almost a year since I joined 20:20 Selection Ltd as a Recruitment Consultant; and as we approach the shortest day and start the wind down for Christmas, I feel that it’s a good time to reflect on what I’ve learned over the last twelve months.

Firstly, I’ve realised that in the world of recruitment there isn’t a wind down for Christmas at all! In fact, at 20:20 Selection Limited we are still flat out busy, working on new vacancies as well as existing ones, for our clients who want jobs offered and filled over the next two weeks, in time for ITC’s on 4th January. I had naively thought that we would be starting on the mince pies and sherry by now, but in fact I suspect that the Season’s merriments won’t begin until 4pm on Friday 24th December.

When I was a hiring manager, both as a Regional Business Manager, and as a National Manager, I thought I knew quite a bit about recruitment. I thought I knew how to spot an outstanding candidate from an average one. I thought I knew how to really dig down deep to get to know the ‘face behind the mask’, so that I could recruit the best of the best; the gem who would fit into the team quickly and would add value from day one.

What I’ve now realised, is just how little I actually knew about recruitment when I was a hiring manager.

If only I’d known that:

  • An awful lot of work goes on behind the scenes, long before a manager receives CV’s to review.

 

  • For every strong potential candidate, the best agencies reject another hundred CV’s from the ‘Average Joe’.

 

  • The recruitment industry is incredibly competitive, with most clients now choosing a multi agency Preferred Supplier List.

 

  • Achieving exclusivity with a client, is worth it’s weight in gold, as it gives the agency the luxury of time to really match the best candidates to every role, and to deliver all the KPI’s, without being pulled into the ‘bun fight’ of trying to speak to candidates about a job first before the other agencies get to them.

 

  • Candidate loyalty only comes from delivering outstanding service. If people are registered with too many recruitment agencies, it is actually much more difficult to find them a job.

 

  • Not all agencies are ethical and professional, and some still work on a volume principle, sending far too many CV’s out for a vacancy, rather than only selecting candidate’s who really fit the brief.

 

  • We’re all fishing from the same candidate pool, and only the most skilled and experienced recruitment consultants know which bait to use to attract the most suitable, highest calibre people.

 

  • The world of recruitment is full of highs and lows. Nothing beats the feeling of placing a candidate in their perfect job. Equally, nothing matches the heart sink feeling when your super prepped candidate gets down to the last two, and gets beaten by a whisker.

 

  • It is extremely hard work, energy draining and soul destroying at times. It is also the most fulfilling, satisfying, people focused job I’ve ever done.

 

  • The role of the recruitment consultant is the ultimate selling role. You need to sell to clients to win the business in the first place, sell the job and the company culture to candidates and to sell candidates’ to hiring managers to encourage them to shortlist your people.

 

  • The term KAM is overused, and means so many different things to different companies and different people.

 

  • The pharmaceutical market place is very still unstable. Candidates seem to have very high expectations about their employability, and so a key part of the recruitment consultant’s job is to manage expectations and to really explore motivation in a very competitive environment.

 

  • As more and more companies choose to install electronic CV logging systems, it becomes increasingly difficult to ‘sell’ the candidates into hiring managers. Therefore, it is even more critical for a candidate’s CV to be absolutely outstanding, to differentiate them from the rest of the crowd, and to be as clear and as achievement focused as it can possibly be.

 

So, one year ends and another is just around the corner. I have learned a huge amount over the last 12 months, both about my job as a Recruitment Consultant, and also about myself, my own motivation and what makes me smile. I’d forgotten the buzz that is to be had from working in the toughest sales arenas, and I’d forgotten just how much I still want to win and to succeed. Every day is different, every day is action packed, and every day I live on my wits, and I’m ready to deal with anything that comes my way. I’m looking forward to the Christmas break, but I’m also optimistic and hopeful that 2011 will be a very fruitful year for 20:20 Selection Limited and for our selected candidates.

by Sam Harrison

Exclusive to 20:20 Selection Ltd – Crucell Team expansion

August 24, 2010

In 2009, Crucell – the largest independent vaccines company in the world
– launched a dedicated Sales & Marketing function in the UK. Since the
establishment of its own dedicated sales team, Crucell has been able to focus
on expanding market share for its portfolio of travel and respiratory vaccines
in the UK. Recent changes to the reimbursement status of oral vaccines by the Department of Health mean that Crucell can now further expand this sales
team in England.
The expansion of the sales team is a reflection of the successful first year of
the UK Sales & Marketing function, and represents an excellent time to join
the team as they capitalise on their achievements to date. Crucell firmly believe that investing in their people is investing in the future, and is dedicated to developing employees’ competencies and promoting individual performance.
Brand new opportunities now exist for Territory and Regional Business
Managers to join the company throughout England and Wales.
These are senior sales roles where you will be responsible for the cash and
market share growth on your own territory. You will also play a major part
in developing Crucell’s reputation as a trusted partner in the provision of
vaccines to general practice. If you have previously sold vaccines, this may be an advantage: however, it is your attitude, drive, tenacity and enthusiasm that will be the key qualities you will need to succeed.
On offer to successful candidates will be a highly attractive basic salary,
company car or car allowance, excellent bonus potential, 25 days holiday,
pension & private healthcare. Crucell UK Ltd is a growing organisation with
full investment from their headquarters in Holland. This is a genuinely exciting opportunity for you to develop your career within a company that is dedicated to bringing meaningful innovation to global health.

Pharmaceutical Sales – A spark of interest

April 23, 2010

Having embarked on a career as a medical representative in 1987, I still reflect on the route that led me to the pharmaceutical industry.  Being a Pharmaceutical Sales Representative doesn’t often appear in the list of careers that we aspire to as teenagers hence it is invariably something people come across coincidently.  For me I spent five years in a hospital Biochemistry Dept completing post graduate studies and developing a strong clinical understanding of various diseases and illnesses.  It was here I met Sales Representatives selling laboratory diagnostics and equipment which sparked an interest in sales (I have to admit to being initially impressed by the suit, car and perceived flexibility of their job).  In fact what did appeal to me about a sales role was the inherent challenges working towards targets and ultimately being rewarded (bonus) and recognised for exceeding goals (working in the NHS could not fulfil that need) as well as selling products which genuinely make a difference to people’s lives.

Hence I started buying the New Scientist and Daily Telegraph; there was no internet job searching in those days! Quite quickly I secured two interviews for Laboratory Territory Manager positions before seeing an advertisement for Trainee Medical Representatives with a major pharmaceutical company.

Have to confess at that stage that pharmaceuticals was a bit of a mystery to me, but my Dad said that company was great (blue-chip), and there was a number to call to apply.  Two interviews later, including being flown to head office, I was offered a GP/Hospital Representative position.

Looking back I do wonder how I got that job as these days we expect entry level candidates to know so much more about the day to day practicalities of the role, the NHS and how the business works.  Clearly the company were looking for the basic ingredients which they could then train, develop and mould to reflect their values and culture in the eyes of their customers;  GP, Nurses, Pharmacists, Consultants, Registrars, SHO etc.

Over twenty years later in a different NHS landscape I still believe this to be true so what are some of those basics;

Personal Qualities – An inner drive, self-starter, the ability to work on your own initiative, enthusiasm, can-do attitude, tenacity, the ability to problem solve, good interpersonal skills, the willingness as well as aptitude to learn.

Clinical Foundation – This means an interest in medicine, the ability to learn and apply technical information.  You will need to communicate this knowledge to customers of all levels.  ‘A’ level standard Biology should help with ABPI. 

Business & Selling Skills – Understand you are there to increase sales; it is a sales job & not a promotional or educational position.  Have a consultative selling style, i.e. probe to understand the customer needs and agenda before offering solutions. Key Account Management & Networking Skills. Understanding local NHS politics, targets, agenda and how these may impact on your business.

Clearly a lot of clinical and business skills can be taught as long as you have the right positive attitude. In summary I would describe the role of a Medical Sales Representative, whether that be GP, GP/Hospital, Hospital or Generics as the opportunity to run your own local business.

I have enjoyed a varied, challenging and satisfying career in the pharmaceutical industry. I also know others, who embarked on their career at the same time, who have had similar experiences and taken their careers in to different functions in the industry including: Marketing, Senior Sales Management, Training, Consultancy as well as others who are now Senior Representatives such as Hospital Specialist Representative or Healthcare Development Manager.

If this sparks an interest in you fantastic!  To discuss your background and transferable skills then contact 20:20 Selection Ltd on 0845 026 2020 or visit www.2020selection.co.uk . We have current opportunities Nationwide with hot-spots in London, Kent, Sussex, Essex, Somerset, Wiltshire, East Anglia.

Interview Guidance

February 4, 2010

Interview Guidance

PRIOR TO the Interview

Research

  • Look committed and find out as much as possible about the company.

 

  • Visit their web site for more information on the company.

 

  • Find out who will your competitors be and as much as possible about the market/customers you will be selling to 

 

Job Description

  • Make sure you are fully aware what the role is you are being interviewed for.  Your consultant at 20:20 Selection Ltd will have fully briefed you on this. 

 

  • Be confident that you are technically qualified to do the job.  We would not have spoken to you about the role if we didn’t think your profile matched the client’s criteria!

 

  • Have examples from your previous roles to demonstrate your ability to do this job and evidence in your brag file to back this up

 

FOR THE INTERVIEW

Personal Presentation

  • Look your smartest and show your most professional side during the interview. A company is more likely to employ someone who is well presented and who will therefore best represent their company to customers. 

 

Punctuality

  • Arrive to start the interview on time (be early if possible)

 

  • Obtain clear directions for the location of the interview and plan your journey, allowing plenty of time to arrive.

 

INTERVIEW DO’S

  • Introduce yourself courteously (first impressions last!)

 

  • Express yourself clearly.

 

  • Show tact, manners, courtesy, and maturity at every opportunity.

 

  • Be confident and maintain poise. The ability to handle your nerves during the interview will come across as confidence in your ability to handle the job.

 

  • Be prepared to show how your experience would benefit the company.

 

  • Ask questions concerning the company or products and the position for which you are being interviewed for. An interviewer will be impressed by an eager and inquisitive mind. You will also be able to demonstrate that you can contribute to the company or industry if you show an interest in its products and/or services.

 

  • Take time to think and construct your answers to questions to avoid rushing into a vague and senseless reply.
  • Demonstrate that you are sufficiently motivated to get the job done well and that you will fit in with the company’s organisational structure and the team in which you will work.

 

  • Show willingness to start at the bottom and work up.

 

  • Anticipate questions you’re likely to be asked and have answers prepared in advance. Uncertainty and disorganisation show the interviewer that you are unprepared and unclear what your goals are.

 

  • Be assertive without being aggressive (ensure you close – remember you are a sales person & ‘you’ are your product)

 

  • Thank the interviewer for their time

 

Interview Don’ts

  • Be late for the interview. Tardiness is a sign of irresponsibility or disorganisation and the employer could take it as what to expect in the future.

 

  • Arrive unprepared for the interview.

 

  • Say unfavourable things about previous employers.

 

  • Make excuses for failings.

 

  • Give vague responses to questions.

 

  • Show lack of career planning – no goals or purpose could convey the impression you’re merely shopping around or only want the job for a short time.

 

  • Show too much concern about rapid advancement.

 

  • Overemphasise money. Your interviewing goal is to sell yourself to the interviewer and to get an offer of employment. Salary discussion is secondary.

 

  • Show any reservations you may have about the role/company. You can always turn down second interviews and job offers after you have had time to appraise your concerns in the cold light of day.

 

  • Express strong prejudices or any personal intolerance.

 

  • Leave your mobile phone on during the interview.

 

These are general tips that can be applied to any interview situation.  Part of the service we offer at 20:20 Selection Ltd is to help you prepare for specific client interviews.  We have key account managers specifically working with clients & members of the team who come from a pharmaceutical sales management background so you will get personalised expert advice relating to your interview!  To find out more about 20:20 Selection Ltd visit www.2020selection.co.uk

Nurse Advisor and similar roles within the Pharmaceutical Industry

July 20, 2009

(more…)