Hospital Sales Specialist - Basic to £45k, OTE £60k++
Many more live vacancies 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, Yorkshire and East 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 in UK healthcare 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
20:20 Selection 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.
Showing posts with label hospital. Show all posts
Showing posts with label hospital. Show all posts
Tuesday, 31 January 2012
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)
Tuesday, 20 April 2010
KEY ACCOUNT MANAGER ROLES - CATCHING A KAM
Many articles have been written about the best way to engage with our customers in the NHS. How best to partner with this new breed, made up of payers, commissioners, and medicines management gurus. How best to tap into their agenda. In fact, many careers have been built on telling us just how to sell to our customers, and an awful lot of consultancy fees have been paid to experts so that we can all be scared to death about this ‘new’ customer group who we are told work hidden away, been firmly shut doors in an increasingly complex and confusing NHS maze.
In my simple world view, yes, of course we do need to speak the same language as our customers, but we also need to ensure that we are getting the balance right, to ensure that our customer partnerships are mutually beneficial. We need to be truly customer focused, but we also need to achieve the win:win equilibrium, to avoid promising the world in value added services for very little commercial return.
Over the last few years, Key Account Management has been the new pharma industry term that seems to be bandied about on a daily basis. It is used often and widely and it seems to mean different things to different people in different companies. Every hiring manager seems to be looking for the elusive KAM. Does it mean a hospital representative? Does it mean an NHS Liaison Manager? Is it a bit of both? Or is it just a very good salesperson with the right attitude, the right skills and the common sense to convince key influential customers to sit round a table, to weigh up the pros and cons, and to agree on decisions that will help them to achieve their desired outcomes, but that will also grow product sales for their company?
In many ways, Key Account Management is a philosophy; a way of thinking, rather than some magical process. Account plans and systems can of course help to keep business on track, but they cannot be the golden ticket on their own. People still, and always will, buy from people. Outstanding KAM’s need to be outstandingly talented sales people. In the ‘good old’ days, when sales people were autonomous, and they had full accountability for their results, the successful ones managed their own business and they managed it well. Naturally, they identified and involved all key stakeholders, naturally they engaged with clinicians, and non clinicians alike, and naturally they engaged the people who ultimately held the purse strings. They were unblocking the clinical and funding barriers that KAM’s and Market Access Manager’s do today, whilst always remembering to sell.
This breed are driven, competitive, innovative, competitive, hardworking, flexible responders to change and above all, as superb net workers and communicators, they can be relied upon to consistently achieve results.
At 20:20 Selection Limited, we know that recruitment agencies are mainly fishing from the same pond. The skill we use to catch the KAM’s is to recognise the specific species, and to know which bait to use.
In my simple world view, yes, of course we do need to speak the same language as our customers, but we also need to ensure that we are getting the balance right, to ensure that our customer partnerships are mutually beneficial. We need to be truly customer focused, but we also need to achieve the win:win equilibrium, to avoid promising the world in value added services for very little commercial return.
Over the last few years, Key Account Management has been the new pharma industry term that seems to be bandied about on a daily basis. It is used often and widely and it seems to mean different things to different people in different companies. Every hiring manager seems to be looking for the elusive KAM. Does it mean a hospital representative? Does it mean an NHS Liaison Manager? Is it a bit of both? Or is it just a very good salesperson with the right attitude, the right skills and the common sense to convince key influential customers to sit round a table, to weigh up the pros and cons, and to agree on decisions that will help them to achieve their desired outcomes, but that will also grow product sales for their company?
In many ways, Key Account Management is a philosophy; a way of thinking, rather than some magical process. Account plans and systems can of course help to keep business on track, but they cannot be the golden ticket on their own. People still, and always will, buy from people. Outstanding KAM’s need to be outstandingly talented sales people. In the ‘good old’ days, when sales people were autonomous, and they had full accountability for their results, the successful ones managed their own business and they managed it well. Naturally, they identified and involved all key stakeholders, naturally they engaged with clinicians, and non clinicians alike, and naturally they engaged the people who ultimately held the purse strings. They were unblocking the clinical and funding barriers that KAM’s and Market Access Manager’s do today, whilst always remembering to sell.
This breed are driven, competitive, innovative, competitive, hardworking, flexible responders to change and above all, as superb net workers and communicators, they can be relied upon to consistently achieve results.
At 20:20 Selection Limited, we know that recruitment agencies are mainly fishing from the same pond. The skill we use to catch the KAM’s is to recognise the specific species, and to know which bait to use.
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, 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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