Posts Tagged ‘vacancy’

New Role Just In – Hospital Sales Specialist ( NE, Yorks, East Mids)

January 31, 2012

Hospital Sales Specialist – Basic to £45k, OTE £60k++

Many more live vacancies can be viewed at http://www.2020selection.co.uk

An opportunity to develop your talents working for a leading global Healthcare Company. Our client is currently looking for a Sales Specialist to develop the business in key hospital accounts throughout the North East,YorkshireandEast Midlands. Although a large geographical area this is a focused and targeted role with an emphasis on key account management.

This organisation has built an enviable portfolio of products and services that push back the frontiers of medical care and ultimately ensuring a better quality of life for people everywhere.

This opportunity for a Sales Specialist is an integral part of a specialty sales team reporting to the National Sales & Marketing Manager. You would be fully supported by internal functions such as marketing, customer services, logistics and shared services; YOU would be the interface of the company and the customer. With a drive for increased Patient Safety, in the NHS, when administering medication, our client is an excellent position to develop partnerships in hospital trusts. This role will involve selling new  as well as some established products and services.

Key responsibilities would include:

– Developing and implementing appropriate strategies for agreed customer targets with the objective of driving sales results and achieving or exceeding budgets.

– To identify key finance and clinical decision makers within Consortia, Hospitals and Units and arrange meetings to promote relevant products and services

– Gathering intelligence on customer plans and purchasing intentions and recommend responsive, timely and appropriate action.

– Maintaining a high level of knowledge of the therapy area and related products

– In conjunction with the National Sales Manager and wider commercial management team, provide informed input into/manage the tender process.

– Calling on key customers as per your business plan (Clinical/Aspectic/Purchasing Pharmacists, Procurement, Clinicians, Specialist Nurses)

To be considering for this exciting opportunity you are likely to have

– Previous hospital sales experience (2 years)

– Knowledge/Experience of NHS structure & buying processes

– Life sciences degree, nursing qualification, business degree (or equivalent experience inUKhealthcare market for minimum of 2 years)

– ABPI qualification and/or willing to study if required.

In return for your expertise if successful you will be offered a competitive salary & excellent benefits package including an uncapped bonus scheme. You will also receive first rate training and ongoing development.

To discuss this role in more detail please contact us on 0845 026 2020 or alternatively please submit your details by emailing administrator@2020selection.co.uk

20:20Selection Ltd promises to treat your application as important and will review your profile against our client’s requirements. However, if you have not heard from us within 7 days please assume that on this occasion you have not been successful.

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.

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

QIPP

October 21, 2010

FACTSHEET

WHAT IS QIPP?

The QIPP agenda is undoubtedly one of the most significant NHS policies that all organisations who conduct business with the NHS will have to take onboard.

Quality

Innovation

Productivity

Prevention

The agenda will have to run through the every thought and every process that takes place throughout the NHS from Primary Care Trusts to Secondary Care to General Practice.

QIPP will affect every department and individual who works for the NHS – for example front line clinicians, PCT commissioners, estate managers, laundry services, ward staff, ambulance trusts, etc.

Why?

The year 2010/11 is the last year in which the £102 billion that is spent on the NHS is set to get an increase in funding of around 5.5%. For the foreseeable future the growth will be limited to inflation. The NHS needs to identify £15-£20 billion of efficiency savings by the end of 2013/14 that can be reinvested within the service so that it can continue to deliver year on year quality improvements.

HOW WILL QIPP AFFECT PHARMA?

 

In order to do business with the NHS in future, organisations will need to focus on how the products/services that they offer fit in with the local QIPP agenda. Clearly organisations will have to attain immediate overviews as to how the QIPP agenda is going to be adopted at local levels, as it is anticipated that new, complex information resources will be required to deliver tailored solutions for each NHS customer.

PCTs will be looking to move services into primary care to reduce cost and improve Quality and Productivity. Pharmaceutical companies are already working on how to utilise their existing knowledge of World Class Commissioning to drive their targeting and market access strategies – so the platform may already be there, but the message will need refining for the QIPP.

Specifically, some of the areas which the pharmaceutical industry might be concentrating on refining their messages and strategies could include:

  • to reduce preventable hospital admissions resulting from sub-optimal medicines use in chronic medical conditions (e.g. COPD)
  • to identify patients who are currently undiagnosed or misdiagnosed as having a treatable chronic medical condition (e.g. COPD, diabetes, cardiovascular disease)
  • to improve medical adherence and thereby improve health outcomes and reduce waste by reducing levels of non-adherence to medicines (e.g. community pharmacy monitoring schemes, GP staff training)
  • to improve adherence to NICE guidance (e.g. hypertension, DVT prevention)

 

RECOMMENDED EXAMPLES

There have already been some significant improvements made to Quality and Productivity and Department of Health has provided some recommended examples.

Opportunistic screening by pulse palpation of patients over 65 has been used in 18 regions to improve detection of atrial fibrillation. Quality is improved by the optimal treatment of patients with atrial fibrillation reducing risk of stroke. Productivity is increased by the reduction in costs associated with stroke and its complications.

Ten pilot trusts have succesfully implemented service re-design for the Fractured Neck Femur patient pathway. This improved quality by: improving multi discplinary and cross agency teamworking, reducing mortality, and time to theatre, and earlier mobilisation. Productivity was improved by reduced length of stay, readmissions, and delays to the theatre.

The NHS Institute supported Chief Executives and senior leadership to champion change and improvement across NHS organisations in all areas of the stroke pathway. Quality was improved by reducing mortality, time in A&E, and delay in CT scanning. Productivity was increased through reduction in length of stay and readmission.

The NHS Institute has supported ward leaders and nursing teams with innovative methods to improve the ward environment and process. Over 60% of NHS Acute Trusts are implementing the Productive Ward programme. Key improvements from the programme include improved quality through increasing direct patient care time and staff satisfaction and improved productivity through reduced staff absence and reduced length of hospital stay.

Oxford Radcliffe Hospitals have successfully implemented an electronic blood transfusion system. This has improved quality by reducing transfusion errors and the time taken to deliver blood. Productivity has improved by reduced blood usage, wastage, and staff time.

Enhanced recovery programmes use evidence based interventions to improve pre-, intra-, and postoperative care. They have enabled early recovery, discharge from hospital, and more rapid return to normal activities. Quality is increased by reducing complications and enabling a more rapid return to function. Productivity is improved by reducing hospital stay.

To improve the uptake of QIPP by clinicians the Department of Health has published a guide entitled:  The NHS Quality, Innovation, Productivity and Prevention Challenge: an introduction for clinicians www.somaxa.com/docs/file/QIPP_2010.pdf

Further information on QIPP can be found at:

www.link-gov.org/content/view/463/188/

www.library.nhs.uk/qipp/

 

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

The New Year brings a new addition to the Recruitment Team at 20:20 Selection Ltd.

January 25, 2010

                                                            PRESS RELEASE

The New Year brings a new addition to the Recruitment Team at 20:20 Selection Ltd.

In the summer of 2008, Samantha Harrison, was the proud winner of the prestigious Pharma Times Senior RBM of the Year Award. At the start of 2010, she has begun the New Year with an exciting new challenge, by proudly joining the 20:20 Selection team as their new Recruitment Consultant.

Sam joined the pharmaceutical industry over 20 years ago as a Medical Sales Representative, and since then, she has worked in a wide variety of roles in her career, in both pharmaceuticals and in the CSO marketplace. Sam has extremely wide experience to bring to 20:20 Selection, having been an Oncology Hospital Specialist, a Field Trainer, a Regional Business Manager, Management Trainer, National Sales Manager, Operations Manager and most recently, as a Project Director at Innovex (UK) Ltd, managing multiple vacancy management teams for major clients in the pharmaceutical and healthcare industries.

Karen says, “Sam has built numerous teams for pharmaceutical companies in her time at both Innovex and Ashfield, so she has a great deal of experience and expertise in the field of recruitment. Sam understands exactly what kind of candidates our clients need, in order for them to compete in an increasingly demanding market. I know from first hand experience of working with her in the past, that she has the skill set to do a great job, and also a superb attitude that will help her to fit in perfectly at 20:20 Selection. She is talented, professional and extremely hard working. Those factors are crucial in recruitment.”

Sam has always kept an eye on the successful growth of 20:20 Selection since Karen Forshaw, 20:20’s Director, started the company. Sam and Karen have known each other for a long time, as they were colleagues together at Roche Pharmaceuticals, back in the mid 1990’s. Formed in 2002, 20:20 Selection Ltd has built a reputation for providing unrivalled recruitment services in terms of its commitment and dedication to both candidates and clients. “The reputation for quality that Karen and the team have developed within the market place is the main reason that I was so keen to come on board”, explains Sam. “I am delighted to be part of the team at 20:20 Selection”.