New Opportunity - Clinical Therapeutics Specialist - Orphan Product - New product launch opportunity.
Three territories:-
1. Northern England & Scotland
2. Southern England & Wales
3. Ireland
As a medical sales professional launching a new entity in to the market is one of the most thrilling and challenging career landmarks. For our client, there is just one chance to bring their new product to market; hence we are in search of an elite salesperson who can establish a breakthrough treatment in key centres across your territories. You must:
- Thrive in a fast-paced working environment
- Be able to work with your internal and external stakeholders to drive through results
- Understand the market dynamics, particularly around funding and use of Orphan status products
- Have sound planning skills with strong commercial judgement
- Be motivated by the ultimate goal of improving patients’ lives
Critical to your success will be the ability to remove any barriers to usage of the specialist product so as all relevant patients who would benefit have access to the drug. You would need to;
- Develop and execute specific account plans
- Communicate disease and product knowledge effectively
- Create a long-term ‘partnership’ and value propositions with all key stakeholders
This is a high profile sales role requiring a range of transferable skills and knowledge; it is likely you can demonstrate the following:
- A proven track record of sales success in your pharmaceutical/biotech career to date
- Experience of selling in a highly specialist market (Orphan products, other high cost:low volume areas)
- An understanding of the healthcare regulatory environment
- Excellence in selling skills, account management and networking
- Prior product launch experience will be an advantage
- Degree level education
- Valid UK driving license (max 6 pts)
You will need to able to cover your territory effectively so a willingness to travel/stay overnight, as the business requires, is a must.
The successful person will be joining a new sales team and be at the forefront of future growth plans for this ambitious company. On offer is a top end basic salary plus an extensive benefits package.
To be considered for this exciting vacancy please send your CV to administrator@2020selection.co.uk or call our specialist team on 0845 026 2020.
http://ping.fm/mJhe3
Showing posts with label employment. Show all posts
Showing posts with label employment. Show all posts
Monday, 20 February 2012
Tuesday, 24 August 2010
20:20 Selection Ltd – Crucell Team expansion
In 2009, Crucell – the largest independent vaccines company in the world – launched a dedicated Sales & Marketing function in the
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
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
Friday, 7 May 2010
Securing your next role – What NOT to do!
Landing a job is never easy, as the industry is now in a state of flux it is more competitive these days. There are fewer vacancies and more people chasing them than in more than a decade. But even now -- more than ever -- it's still on you. Despite the fact that the job market is everything but easy right now... have you ever stopped to consider that the reason you're still sitting there unemployed ... might in fact be ... you?
It's a hard concept that most job seekers have trouble wrapping their heads around, but applicants frequently -- inadvertently -- raise red flags to recruiting managers that immediately scream, "Don't employ me!" You might not be raising them on purpose, but there are ways to avoid them.
Not sure if you're unknowingly blowing your chances at securing your dream position? Here are 10 red flags to be wary of during your next job hunt:
Red flag No. 1: Your CV is lacking any specific achievements that distinguish you from other Medical Representatives
When you're crafting your CV, you should focus on highlighting relevant skills and accomplishments that are in line with the position for which you are applying. Highlighting your sales successes is key!
Red flag No. 2: You have long gaps between jobs on your CV
Even if your long departure from the work force is valid, extended lapses of unemployment might say to an employer, "Why weren't you wanted by anyone?" Anytime you have more than a three-month gap of idleness on your CV, legitimate or otherwise, be prepared to explain yourself.
Red flag No. 3: You aren't prepared for the interview
There are many ways to be unprepared for an interview: You haven't researched the company, you haven’t researched the products & therapy area, you don't have any questions prepared, etc. Plain and simple, do your homework before an interview. Explore the company online, prepare answers to Competency Based questions and have someone give you a mock interview. The more prepared you are, the more employers will take you seriously.
Red flag No. 4: You didn't provide any evidence of success
In today’s competitive market use of evidence/brag file can be the difference between progressing to the next stage and being told that there ‘where stronger people on the day.’ You need to prove how successful you have been (the more specific you can be the better) and differentiate yourself from other candidates. Do not wait to be asked for your evidence, use it as a sales aid to illustrate your answers. YOU are your product!
Red flag No. 5: You only have negative things to say about previous employment
If you feel aggrieved or down-beat about your current/prior employer, it could be very tempting to want to tell anyone who will listen how much of ‘bad time’ you have experienced-- but a recruiting manager for a coveted job is not that person. There are hundreds of ways to turn negative things about an old job into positives. Thought your last job was a dead end? Spin it by saying, "I felt I had gone as far as I could go in that position. I'm looking for something with more opportunity for advancement."
Red flag No. 6: You've held seven different jobs -- in the past six years
Job hopping is a new trend in the working world. Workers are no longer staying in a job for 10-20 years; they stay for a couple and move on to the next one. While such a tactic can further your career, switching jobs too often will raise a prospective employer's antenna. Too many jobs in too little time tells employers that either you can't hold a job or you have no loyalty. Be prepared to explain your reasoning/rationale
Red flag No. 7: You give inconsistent answers in your interview
One tactic recruiting manager’s use during the recruitment process is to ask you the same question in several different ways. This is mostly to ensure that you're genuine with your answers and not just telling an employer what he or she wants to hear. Keep your responses sincere throughout the entire process and you should be good to go.
Red flag No. 8: You lack flexibility
Most people know what they want in a job as far as benefits, basic salary, bonus, etc. If you're unable to be flexible with some of your (unrealistic?) expectations, however, you're going to have a difficult time finding a job. Have a bottom line in terms of what you want before you start the job hunting process and be willing to bend a bit if necessary.
Red flag No. 9: Your application was -- in a word – lazy
Only doing the bare minimum of what's asked of you won't get very far -- in life or in your job search. Applying to jobs with the same CV and the same cover letter (or none at all) is pure laziness. And, if you won't spend extra time on yourself and your application materials, you probably won't do it for a client either.
Red flag No. 10: You lack objective or ambition
If you have no long-term goals, then you really have no short-term goals either. Long-term goals may change, however you need to have some concept of where you want to go. Know where you want to go and how you plan to get there. Otherwise you seem unfocused and unmotivated, which are two big no-no's for an applicant.
We are specialists in Medical & Pharmaceutical Recruitment, to secure your next role in this sector call us at 20:20 Selection Ltd on 0845 026 2020 and speak to one of our consultants or visit www.2020selection.co.uk to view our current Medical Sales vacancies
(Adapted from CareerBuilder)
It's a hard concept that most job seekers have trouble wrapping their heads around, but applicants frequently -- inadvertently -- raise red flags to recruiting managers that immediately scream, "Don't employ me!" You might not be raising them on purpose, but there are ways to avoid them.
Not sure if you're unknowingly blowing your chances at securing your dream position? Here are 10 red flags to be wary of during your next job hunt:
Red flag No. 1: Your CV is lacking any specific achievements that distinguish you from other Medical Representatives
When you're crafting your CV, you should focus on highlighting relevant skills and accomplishments that are in line with the position for which you are applying. Highlighting your sales successes is key!
Red flag No. 2: You have long gaps between jobs on your CV
Even if your long departure from the work force is valid, extended lapses of unemployment might say to an employer, "Why weren't you wanted by anyone?" Anytime you have more than a three-month gap of idleness on your CV, legitimate or otherwise, be prepared to explain yourself.
Red flag No. 3: You aren't prepared for the interview
There are many ways to be unprepared for an interview: You haven't researched the company, you haven’t researched the products & therapy area, you don't have any questions prepared, etc. Plain and simple, do your homework before an interview. Explore the company online, prepare answers to Competency Based questions and have someone give you a mock interview. The more prepared you are, the more employers will take you seriously.
Red flag No. 4: You didn't provide any evidence of success
In today’s competitive market use of evidence/brag file can be the difference between progressing to the next stage and being told that there ‘where stronger people on the day.’ You need to prove how successful you have been (the more specific you can be the better) and differentiate yourself from other candidates. Do not wait to be asked for your evidence, use it as a sales aid to illustrate your answers. YOU are your product!
Red flag No. 5: You only have negative things to say about previous employment
If you feel aggrieved or down-beat about your current/prior employer, it could be very tempting to want to tell anyone who will listen how much of ‘bad time’ you have experienced-- but a recruiting manager for a coveted job is not that person. There are hundreds of ways to turn negative things about an old job into positives. Thought your last job was a dead end? Spin it by saying, "I felt I had gone as far as I could go in that position. I'm looking for something with more opportunity for advancement."
Red flag No. 6: You've held seven different jobs -- in the past six years
Job hopping is a new trend in the working world. Workers are no longer staying in a job for 10-20 years; they stay for a couple and move on to the next one. While such a tactic can further your career, switching jobs too often will raise a prospective employer's antenna. Too many jobs in too little time tells employers that either you can't hold a job or you have no loyalty. Be prepared to explain your reasoning/rationale
Red flag No. 7: You give inconsistent answers in your interview
One tactic recruiting manager’s use during the recruitment process is to ask you the same question in several different ways. This is mostly to ensure that you're genuine with your answers and not just telling an employer what he or she wants to hear. Keep your responses sincere throughout the entire process and you should be good to go.
Red flag No. 8: You lack flexibility
Most people know what they want in a job as far as benefits, basic salary, bonus, etc. If you're unable to be flexible with some of your (unrealistic?) expectations, however, you're going to have a difficult time finding a job. Have a bottom line in terms of what you want before you start the job hunting process and be willing to bend a bit if necessary.
Red flag No. 9: Your application was -- in a word – lazy
Only doing the bare minimum of what's asked of you won't get very far -- in life or in your job search. Applying to jobs with the same CV and the same cover letter (or none at all) is pure laziness. And, if you won't spend extra time on yourself and your application materials, you probably won't do it for a client either.
Red flag No. 10: You lack objective or ambition
If you have no long-term goals, then you really have no short-term goals either. Long-term goals may change, however you need to have some concept of where you want to go. Know where you want to go and how you plan to get there. Otherwise you seem unfocused and unmotivated, which are two big no-no's for an applicant.
We are specialists in Medical & Pharmaceutical Recruitment, to secure your next role in this sector call us at 20:20 Selection Ltd on 0845 026 2020 and speak to one of our consultants or visit www.2020selection.co.uk to view our current Medical Sales vacancies
(Adapted from CareerBuilder)
Friday, 23 April 2010
Pharmaceutical Sales – A spark of interest
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.
April 2010
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.
April 2010
Thursday, 4 February 2010
Interview Guidance
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
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
Monday, 25 January 2010
New Addition to the Recruitment Team at 20:20 Selection
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”.
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”.
Tuesday, 17 November 2009
Redundancy: How to make this an opportunity
Redundancy in the pharmaceutical industry has been a recurring theme in November and December for the past three years or so; not the best time of year to be told you have no job. Yes the current global economic crisis has compounded matters but the affects we are seeing are more driven by the changing NHS, market access challenges, product pipelines and the drive for profitability.
So what do you need to do if you are told you are ‘on consultation’ or are actually redundant? Firstly do not panic. Then try not to take the news as personal, remember it is the job that is redundant, even if you feel unhappy about selection criteria for redundancy your HR Department will be ensuring that the process is fair and lawful.
It is normal to go through a whole raft of emotions which may include anger, relief, frustration, even sadness. The difficult aspects are often related to the fact that one day you had an interesting, respectable, well paid job with company car to suddenly being unemployed. Once you have digested this, and dealt with any immediate personal or financial implications, then please be positive so you use the situation as the opportunity it is to review your career goals and aspirations.
We know there are fewer jobs in medical/pharmaceutical sales than in the boom of 1995 – 2005 but the positive news is that roles are evolving, becoming more account management focused and often more specialist in nature presenting superb opportunities for strong sales professional to further develop their skills. It is fair to say that some people may see redundancy as a chance to move out of the sector, we are well trained by pharmaceutical companies and your transferable skills are marketable if you decide to explore that route.
Based on our experience there are some key tips which will be crucial in securing the right next position; you don’t want to jump in to a job if it’s not right. We do see too many people coming in six months post redundancy saying “I took my current job as I was redundant but realise now I took it because it was a job”; this doesn’t look good on a CV.
Ensure you have all the data/evidence you need to sell yourself at your next interview. Too many candidates claim the information has been lost or still on the company PC which has now gone back. If you are competing against someone else with a good Brag File you could miss out on that perfect job. Find all your sales data, business plans, appraisals, field visit report, examples of additional projects, formulary letters etc
Refer to this information when you are updating your CV; you need to have your CV as achievement focused as possible, these should be specific. Contact us (20:20 Selection Ltd) for advice
Find an agency that understands the industry and how best to sell your skills
Do not log your CV as open access on recruitment websites as you need to retain control of your personal information
Do keep a log of where you have sent your CV and track progress of your applications.
Consider how a Recruitment Consultant can help you prepare for interviews i.e. interview practice, presentations, attending assessment centres or just a sounding board
Be open to roles and companies you may not have heard of; there some interesting positions available.
Ensure you attend interviews you have committed to as it is a very small world.
Before an interview ensure you fully research the company and therapy area/products; the manager will expect you have done this as well as expect you can sell yourself for her/his specific position
Be prepared to work on feedback after an interview as it will help at second stage or if unsuccessful help for your next interview.
This is not an exhaustive list of tips but hopefully it may give you some help and/or inspiration. Getting the right job does take a lot of time but things can happen for a reason, even though you may not know the reason at this moment!
To discuss your own situation in more details contact our team on 0845 026 2020 or visit the website to view a selection of our current nationwide opportunities http://www.2020selection.co.uk/
So what do you need to do if you are told you are ‘on consultation’ or are actually redundant? Firstly do not panic. Then try not to take the news as personal, remember it is the job that is redundant, even if you feel unhappy about selection criteria for redundancy your HR Department will be ensuring that the process is fair and lawful.
It is normal to go through a whole raft of emotions which may include anger, relief, frustration, even sadness. The difficult aspects are often related to the fact that one day you had an interesting, respectable, well paid job with company car to suddenly being unemployed. Once you have digested this, and dealt with any immediate personal or financial implications, then please be positive so you use the situation as the opportunity it is to review your career goals and aspirations.
We know there are fewer jobs in medical/pharmaceutical sales than in the boom of 1995 – 2005 but the positive news is that roles are evolving, becoming more account management focused and often more specialist in nature presenting superb opportunities for strong sales professional to further develop their skills. It is fair to say that some people may see redundancy as a chance to move out of the sector, we are well trained by pharmaceutical companies and your transferable skills are marketable if you decide to explore that route.
Based on our experience there are some key tips which will be crucial in securing the right next position; you don’t want to jump in to a job if it’s not right. We do see too many people coming in six months post redundancy saying “I took my current job as I was redundant but realise now I took it because it was a job”; this doesn’t look good on a CV.
Ensure you have all the data/evidence you need to sell yourself at your next interview. Too many candidates claim the information has been lost or still on the company PC which has now gone back. If you are competing against someone else with a good Brag File you could miss out on that perfect job. Find all your sales data, business plans, appraisals, field visit report, examples of additional projects, formulary letters etc
Refer to this information when you are updating your CV; you need to have your CV as achievement focused as possible, these should be specific. Contact us (20:20 Selection Ltd) for advice
Find an agency that understands the industry and how best to sell your skills
Do not log your CV as open access on recruitment websites as you need to retain control of your personal information
Do keep a log of where you have sent your CV and track progress of your applications.
Consider how a Recruitment Consultant can help you prepare for interviews i.e. interview practice, presentations, attending assessment centres or just a sounding board
Be open to roles and companies you may not have heard of; there some interesting positions available.
Ensure you attend interviews you have committed to as it is a very small world.
Before an interview ensure you fully research the company and therapy area/products; the manager will expect you have done this as well as expect you can sell yourself for her/his specific position
Be prepared to work on feedback after an interview as it will help at second stage or if unsuccessful help for your next interview.
This is not an exhaustive list of tips but hopefully it may give you some help and/or inspiration. Getting the right job does take a lot of time but things can happen for a reason, even though you may not know the reason at this moment!
To discuss your own situation in more details contact our team on 0845 026 2020 or visit the website to view a selection of our current nationwide opportunities http://www.2020selection.co.uk/
Monday, 20 July 2009
Nurse Advisor roles in the pharmaceutical Industry
Have you ever seen a Nurse Advisor, a Clinical Specialist, a Clinical Support Specialist, or a Clinical Trainer post advertised in the RCN or on a jobsite and asked yourself - “That sounds interesting. What do these roles actually mean?”
As a general rule they are non-commercial, i.e. non-promotional roles that rely heavily upon the Clinical experience and expertise of a Nurse with relevant experience, interest and qualifications in a particular Clinical/Therapeutic area.
They all tend to be field based roles, so you will work from home and travel to GP surgeries, clinics, hospitals or PCT offices usually within your locality. Some overnight stays may be required occasionally and a degree of flexibility is a must. You will be required to work to very high standards in line with the ABPI code of conduct, and according to your company’s own stringent Standard Operating Procedures, but these roles tend to be very rewarding on a professional level and give you the satisfaction of having a high degree of autonomy when operating in the field.
Examples of the areas of expertise that these roles involve include: Diabetes, Asthma, Chronic Obstructive Pulmonary Disease, and Coronary Heart Disease. The role would normally involve working in just one of these areas.
Most Nurse Advisors (and similar) are employed directly by either Pharmaceutical companies or Healthcare and Device manufacturers. There are some companies who assemble teams of these Nurse Advisors and deploy them to carry out exactly those same kinds of role on behalf of a client (e.g. a Pharmaceutical company who manufactures an asthma inhaler) – these personnel are employed by the third party company rather than the Pharmaceutical Company. These ‘teams’ are becoming increasingly popular in this sector. There is little to choose between being employed by one or the other actually.
The roles themselves vary widely. Some examples include:
Managing health outcomes in Type II Diabetes including initiating patient on injecatble therapies
Asthma nurses- identifying patients with poorly controlled asthma
COPD nurses- running patient clinics and making treatment recommendations to their GP
Training hospital nurses on use of infusion systems
To apply for these roles you will need to be currently registered with the Nursing and Midwifery Council, hold diplomas in the relevant clinical/therapeutic area, ideally have a teaching qualification and have a minimum of five years post-registration experience. And, as the role involves driving you will need a current Full Driving Licence with no more than six points on it.
The roles will usually reward you with a package of between £25,000 to £40,000, plus corporate benefits such as a company car, private healthcare, company pension, mobile phone, laptop and many roles attract performance related bonuses too.
Many nurses who have entered the Pharmaceutical or Healthcare industry via this route have gone on to forge extremely successful and rewarding careers in the industry.
As a general rule they are non-commercial, i.e. non-promotional roles that rely heavily upon the Clinical experience and expertise of a Nurse with relevant experience, interest and qualifications in a particular Clinical/Therapeutic area.
They all tend to be field based roles, so you will work from home and travel to GP surgeries, clinics, hospitals or PCT offices usually within your locality. Some overnight stays may be required occasionally and a degree of flexibility is a must. You will be required to work to very high standards in line with the ABPI code of conduct, and according to your company’s own stringent Standard Operating Procedures, but these roles tend to be very rewarding on a professional level and give you the satisfaction of having a high degree of autonomy when operating in the field.
Examples of the areas of expertise that these roles involve include: Diabetes, Asthma, Chronic Obstructive Pulmonary Disease, and Coronary Heart Disease. The role would normally involve working in just one of these areas.
Most Nurse Advisors (and similar) are employed directly by either Pharmaceutical companies or Healthcare and Device manufacturers. There are some companies who assemble teams of these Nurse Advisors and deploy them to carry out exactly those same kinds of role on behalf of a client (e.g. a Pharmaceutical company who manufactures an asthma inhaler) – these personnel are employed by the third party company rather than the Pharmaceutical Company. These ‘teams’ are becoming increasingly popular in this sector. There is little to choose between being employed by one or the other actually.
The roles themselves vary widely. Some examples include:
Managing health outcomes in Type II Diabetes including initiating patient on injecatble therapies
Asthma nurses- identifying patients with poorly controlled asthma
COPD nurses- running patient clinics and making treatment recommendations to their GP
Training hospital nurses on use of infusion systems
To apply for these roles you will need to be currently registered with the Nursing and Midwifery Council, hold diplomas in the relevant clinical/therapeutic area, ideally have a teaching qualification and have a minimum of five years post-registration experience. And, as the role involves driving you will need a current Full Driving Licence with no more than six points on it.
The roles will usually reward you with a package of between £25,000 to £40,000, plus corporate benefits such as a company car, private healthcare, company pension, mobile phone, laptop and many roles attract performance related bonuses too.
Many nurses who have entered the Pharmaceutical or Healthcare industry via this route have gone on to forge extremely successful and rewarding careers in the industry.
Wednesday, 17 June 2009
Top 10 Interview Questions
1. What Are Your Weaknesses?
2. Why Should We Hire You?
3. Why Do You Want to Work Here?
4. What Are Your Goals?
5. Why Did You Leave (Or Why Are You Leaving) Your Job?
6. When Were You Most Satisfied in Your Job?
7. What Can You Do for Us That Other Candidates Can't?
8. What Are Three Positive Things Your Last Boss Would Say About You?
9. What Salary Are You Seeking?
10. If You Were an Animal, Which One Would You Want to Be?
1. What Are Your Weaknesses?
This is the most dreaded question of all. Handle it by minimising your weakness and emphasising your strengths. Stay away from personal qualities and concentrate on professional traits: "I am always working on improving my communication skills to be a more effective presenter. I recently joined Toastmasters, which I find very helpful."
2. Why Should We Hire You? Summarise your experiences: "With five years' experience working in the financial industry and my proven record of saving the company money, I could make a big difference in your company. I'm confident I would be a great addition to your team."
3. Why Do You Want to Work Here? The interviewer is listening for an answer that indicates you've given this some thought and are not sending out CVs just because there is an opening. For example, "I've selected key companies whose mission statements are in line with my values, where I know I could be excited about what the company does, and this company is very high on my list of desirable choices."
4. What Are Your Goals? Sometimes it's best to talk about short-term and intermediate goals rather than locking yourself into the distant future. For example, "My immediate goal is to get a job in a growth-oriented company. My long-term goal will depend on where the company goes. I hope to eventually grow into a position of responsibility."
5. Why Did You Leave (Or Why Are You Leaving) Your Job? If you're unemployed, state your reason for leaving in a positive context: "I managed to survive two rounds of corporate downsizing, but the third round was a 20 percent reduction in the workforce, which included me." If you are employed, focus on what you want in your next job: "After two years, I made the decision to look for a company that is team-focused, where I can add my experience."
6. When Were You Most Satisfied in Your Job? The interviewer wants to know what motivates you. If you can relate an example of a job or project when you were excited, the interviewer will get an idea of your preferences. "I was very satisfied in my last job, because I worked directly with the customers and their problems; that is an important part of the job for me."
7. What Can You Do for Us That Other Candidates Can't? What makes you unique? This will take an assessment of your experiences, skills and traits. Summarise concisely: "I have a unique combination of strong technical skills, and the ability to build strong customer relationships. This allows me to use my knowledge and break down information to be more user-friendly."
8. What Are Three Positive Things Your Last Boss Would Say About You? It's time to pull out your old performance appraisals and boss's quotes. This is a great way to brag about yourself through someone else's words: "My boss has told me that I am the best designer he has ever had. He knows he can rely on me, and he likes my sense of humour."
9. What Salary Are You Seeking? It is to your advantage if the employer tells you the range first. Prepare by knowing the going rate in your area, and your bottom line or walk-away point. One possible answer would be: "I am sure when the time comes, we can agree on a reasonable amount. In what range do you typically pay someone with my background?"
10. If You Were an Animal, Which One Would You Want to Be? Interviewers use this type of psychological question to see if you can think quickly. If you answer "a bunny," you will make a soft, passive impression. If you answer "a lion," you will be seen as aggressive. What type of personality would it take to get the job done? What impression do you want to make?
Source: Monster.co.uk
2. Why Should We Hire You?
3. Why Do You Want to Work Here?
4. What Are Your Goals?
5. Why Did You Leave (Or Why Are You Leaving) Your Job?
6. When Were You Most Satisfied in Your Job?
7. What Can You Do for Us That Other Candidates Can't?
8. What Are Three Positive Things Your Last Boss Would Say About You?
9. What Salary Are You Seeking?
10. If You Were an Animal, Which One Would You Want to Be?
1. What Are Your Weaknesses?
This is the most dreaded question of all. Handle it by minimising your weakness and emphasising your strengths. Stay away from personal qualities and concentrate on professional traits: "I am always working on improving my communication skills to be a more effective presenter. I recently joined Toastmasters, which I find very helpful."
2. Why Should We Hire You? Summarise your experiences: "With five years' experience working in the financial industry and my proven record of saving the company money, I could make a big difference in your company. I'm confident I would be a great addition to your team."
3. Why Do You Want to Work Here? The interviewer is listening for an answer that indicates you've given this some thought and are not sending out CVs just because there is an opening. For example, "I've selected key companies whose mission statements are in line with my values, where I know I could be excited about what the company does, and this company is very high on my list of desirable choices."
4. What Are Your Goals? Sometimes it's best to talk about short-term and intermediate goals rather than locking yourself into the distant future. For example, "My immediate goal is to get a job in a growth-oriented company. My long-term goal will depend on where the company goes. I hope to eventually grow into a position of responsibility."
5. Why Did You Leave (Or Why Are You Leaving) Your Job? If you're unemployed, state your reason for leaving in a positive context: "I managed to survive two rounds of corporate downsizing, but the third round was a 20 percent reduction in the workforce, which included me." If you are employed, focus on what you want in your next job: "After two years, I made the decision to look for a company that is team-focused, where I can add my experience."
6. When Were You Most Satisfied in Your Job? The interviewer wants to know what motivates you. If you can relate an example of a job or project when you were excited, the interviewer will get an idea of your preferences. "I was very satisfied in my last job, because I worked directly with the customers and their problems; that is an important part of the job for me."
7. What Can You Do for Us That Other Candidates Can't? What makes you unique? This will take an assessment of your experiences, skills and traits. Summarise concisely: "I have a unique combination of strong technical skills, and the ability to build strong customer relationships. This allows me to use my knowledge and break down information to be more user-friendly."
8. What Are Three Positive Things Your Last Boss Would Say About You? It's time to pull out your old performance appraisals and boss's quotes. This is a great way to brag about yourself through someone else's words: "My boss has told me that I am the best designer he has ever had. He knows he can rely on me, and he likes my sense of humour."
9. What Salary Are You Seeking? It is to your advantage if the employer tells you the range first. Prepare by knowing the going rate in your area, and your bottom line or walk-away point. One possible answer would be: "I am sure when the time comes, we can agree on a reasonable amount. In what range do you typically pay someone with my background?"
10. If You Were an Animal, Which One Would You Want to Be? Interviewers use this type of psychological question to see if you can think quickly. If you answer "a bunny," you will make a soft, passive impression. If you answer "a lion," you will be seen as aggressive. What type of personality would it take to get the job done? What impression do you want to make?
Source: Monster.co.uk
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