Pharmaceutical Executive Europe - October 2008 - (Page 14)

Executive recruitment From the recruiter point of in industry there are view, selecting the right good ones and bad consultancy can be almost as ones. I tend to use exacting a process as selecting two, maybe three the right candidate for the during the course of position you have vacant; once the year.” you’ve found it, the consultancy Franco agrees that can be used again and again, the agency should depending on the roles you’re have a good agent, looking to fill. “a good person on Martin Hogan Different companies look for the other side who different things in their ‘perfect’ understands your agency. For Hogan, who is company”, but what is most “tempted to call agencies a necessary important for him is reach. “The agency evil,” the secret of success lies in should have a pan-European coverage, a “personal attention, it’s as simple as good database. The main growth area that.” Hogan admits, nevertheless, that for us is Europe so I’m looking for at middle-to-senior management level, candidates with pan-European agencies are vital. “Like everything else experience.” Small company benefits Free of ‘Big Pharma politics’ ● More scope for creativity ● Ambitious employees have more chance of ‘making their mark’ ● Gaining a new perspective can be good for your career ● Making the most of the talent shortage Just like the industry, the recruitment landscape is changing: the boom of the 90s has given way to less confident times. Chase, who is originally from the US, remembers: “When I was back in the US at the end of the 90s, biotech was booming and we could not fill the roles. That’s not the case today.” She explains that there are a few areas where it’s particularly hard to find good candidates: oncology, regulatory and market access. Although areas of talent shortage may be a headache for companies and recruitment agencies, they present golden opportunities for enterprising candidates who are prepared to be flexible. Other in-demand roles include senior medical appointments, chief medical officers, VPs medical and people with vaccine experience. The areas of pharmacovigilance and risk management are also witnessing a shortage of candidates. Professionals with this kind of experience currently find themselves very attractive to a raft of international companies, big and small. As such, they are part of a newly empowered pharma workforce: a company may need them more than they need the company. All this empowerment can mean better conditions for the experienced and adventurous candidate. Chase says: “Balance in life is more of a part of the negotiations now when we help our clients negotiate. People are accepting that more and as companies are drawing from a smaller candidate pool, they will have to adapt to that. I think people are putting balance into their working lives.” So, an inflated salary and the promise of lifetime security may not be on the cards when you move to a smaller company, but you may find yourself with a better work–life balance, a more creative working environment, less exposure to internal politics and the chance to make more of a recognised contribution. It’s a tempting prospect for those who are truly ambitious. 15 Executive Recruitment The value of recruiting experts on an as needed basis 19 Meet unmet needs Natalie Douglas on named patient programmes 22 Pharma in Turkey Interviews with the country’s leading executives 37 Last words Who said what in pharma’s last four weeks

Table of Contents Feed for the Digital Edition of Pharmaceutical Executive Europe - October 2008

Pharmaceutical Executive Europe - October 2008 Contents News and Analysis Calendar BioFutures Strategy Fundamentals Executive Recruitment: Small Company, Big Career Executive Recruitment: Instant Pharma Named Patient Programmes Executive Review: Turkey

Pharmaceutical Executive Europe - October 2008

For optimal viewing of this digital publication, please enable JavaScript and then refresh the page. If you would like to try to load the digital publication without using Flash Player detection, please click here.