please post me related articals in 'Recruitment Process in Pharma Industry'
From India, Delhi
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2From India, Delhi
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Hello,
This is Tejesh, HR of a Pharmaceutical Organization. Generally, in pharmaceutical companies, the field managers will oversee the recruitment of the field force. Field managers will have good contacts in the field with doctors, chemists, distributors, and other pharmaceutical company field managers. Through these contacts, they will identify new candidates by conducting preliminary interviews, and we as HR professionals will finalize the candidates.
Regards, Tejesh.
From India, Mumbai
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This is Tejesh, HR of a Pharmaceutical Organization. Generally, in pharmaceutical companies, the field managers will oversee the recruitment of the field force. Field managers will have good contacts in the field with doctors, chemists, distributors, and other pharmaceutical company field managers. Through these contacts, they will identify new candidates by conducting preliminary interviews, and we as HR professionals will finalize the candidates.
Regards, Tejesh.
From India, Mumbai
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Hi Nidhi,
What exactly do you want to know about recruitment in a Pharma company? There are various strategies for pharma recruitment, which again depend on which area you want to focus on, whether it's API, Formulations, R&D, and so on. It goes as per the requirements of the business and in various phases.
Regards,
Ankur
Email: Saxenaankur@indiatimes.com
From India, Ahmadabad
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What exactly do you want to know about recruitment in a Pharma company? There are various strategies for pharma recruitment, which again depend on which area you want to focus on, whether it's API, Formulations, R&D, and so on. It goes as per the requirements of the business and in various phases.
Regards,
Ankur
Email: Saxenaankur@indiatimes.com
From India, Ahmadabad
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Hi,
This is Basel working with one of the upcoming industries. My problem is that we call candidates, but they do not join us on the specified date. The reason is our agreement system (a bond for 5 years) which is unattractive and makes a person think twice. How should I convince my management to discontinue this practice? Help.
From India, Vadodara
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This is Basel working with one of the upcoming industries. My problem is that we call candidates, but they do not join us on the specified date. The reason is our agreement system (a bond for 5 years) which is unattractive and makes a person think twice. How should I convince my management to discontinue this practice? Help.
From India, Vadodara
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Hi there!
We are currently working on redesigning our staffing process with a focus on:
- making it lean
- being efficient in time and costs
- reducing time to hire
- cutting down agency costs
The plan is to outsource as much of the sourcing procedure as possible to an outsourcing partner. The question, however, is which part to outsource and which partner to choose. We are looking to go beyond just outsourcing the CV screening process. Does anyone have some ideas or even a working model in place that they are willing to share? Your input would be greatly appreciated and very helpful.
Thanks in advance!
Chris
From Switzerland, Lausanne
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We are currently working on redesigning our staffing process with a focus on:
- making it lean
- being efficient in time and costs
- reducing time to hire
- cutting down agency costs
The plan is to outsource as much of the sourcing procedure as possible to an outsourcing partner. The question, however, is which part to outsource and which partner to choose. We are looking to go beyond just outsourcing the CV screening process. Does anyone have some ideas or even a working model in place that they are willing to share? Your input would be greatly appreciated and very helpful.
Thanks in advance!
Chris
From Switzerland, Lausanne
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