TMI PHARMA CAPABILITIES

Transcription

1 TMI PHARMA CAPABILITIES 1

2 Index 2 Pharma Industry Overview Job Board Analysis TMI Pharma Capabilities TMI Experience TMI Insights TMI Differentiators Methodology Process Screenshots About TMI RPO An Overview

3 Pharma Industry - An Overview

4 Pharma Industry Overview Job Board Analysis 4 The source map is an analysis of 750 profiles in the sales & marketing roles in the pharmaceutical sector The analysis revealed close to 400 pharma companies that exist in India. The fragmentation of the companies results in want of resources for all of its departments and mostly sales & marketing.

5 Pharma Industry Overview Job Board Analysis 5 Mumbai has the most pharma-based resources available. This is because there are numerous small pharmaceutical companies. Of about 250 Medical Representatives, 66% (165) are from Pharma/Science qualified. Of this, 31% (51) are purely from Pharma degrees.

6 Pharma Industry Overview Job Board Analysis 6 Entry level of 0-5 and 5-10 years of experience has the maximum candidates. This is the typical experience range of Medical Representatives Both acute and chronic. The natural career path for candidates is from acute to specializations in sales/marketing roles.

7 7 Pharma Industry Overview Job Board Analysis The attrition reduces as employees move up the ladder. This indicates the growth in their specialized field. The highest attrition is seen in Medical Representative role. The reasons cited are Work culture/practices in the organization Better monetary compensation, recognition, promotions Are territory possessive & not willing to relocate/handle new locations

8 Pharma Industry Overview 8 What companies expect in sales & marketing roles? For freshers who are from relevant education are expected to know the basics of their subject. Knowledge on medical terminologies & human anatomy will be advantageous. For lateral hires, complete product knowledge is compulsory. Overall good communication and presentation skills is mandatory for all of the sales and marketing profiles Effective means of communication to convey the message with clarity and confidence is an advantage

9 TMI Pharma Capability

10 Client Challenges 10 Clients present some of the following challenges for sales & marketing profiles Gap in the subject knowledge of the candidates and what is expected from the organizations Gap in detailed product knowledge in case of lateral hires Acute & chronic specializations candidates to fit organization s work culture & practices Resistance to change from own territory to new territories thereby missing growth opportunities Intensive market penetration of geography coverage in every territory. Ability to efficiently achieve business turnover/targets by smart thinking Ability to handle and cope complex market scenarios in the sales field.

11 TMI Experience 11 Client & its Business Need Leading Indian pharma organization expansion to be supported by volume hires in the sales and marketing division Requirement Volume recruitment in a very high competitive environment of working with other consultants. Contingent requirements to be handled as and when it arrives

12 TMI Experience 12 Solution Offered Solution offered in 2 therapy segments Acute and Chronic 3 level assessment process to capture minute details which are not present in the resume like area coverage, competitor brand awareness, situations/challenges handled Detailed report on additional data about the knowledge of the candidate on products, industry trends and market awareness for better evaluation and details like CTC break-up, allowances, reporting hierarchies for fit assessment 125 positions were closed in the acute division over a period of 60 days and a contingent requirement of 30 positions in super-specialty division were closed in a turn around time of 15 days across the nation

13 13 TMI Insights TMI Database Analysis The source pool of TMI is a vast and a good mix of candidates from Indian and MNC pharmaceutical companies. The pool also has a composition of Freshers to address the entry level requirements

14 TMI Insights TMI Database Analysis 14 More than half (57%) of the source pool are Medical Representatives, who form the core of the sales department in this industry All levels from Medical Representatives to Zonal & National Sales Managers form part of the source pool, thus being able to address any kind of sales requirement These percentages also indicate that retention in the entry/junior level is difficult as the tendency to shift is high in this experience range

15 TMI Insights TMI Database Analysis 15 Executives in the acute division are the maximum in the source pool. This is advantageous because, all pharma companies begin from the acute division and later diversify into chronic specialties. This also indicates, the attrition in the chronic segment is less because of the specialty focus and companies also invest more time and efforts to train and retain chronic executives, compared to acute executives.

16 TMI Insights TMI Database Analysis 16 TMI s strength lies in the coverage of the Southern region of India. And hence the source pool is from these regions. Attrition is very high in Tamil Nadu & Maharashtra because of the presence of numerous existing and upcoming pharma companies in the 2 states. Employees find it easier to shift for meager benefits in these 2 states.

17 TMI Insights TMI Database Analysis 17 Pharma and Life Science backgrounds are the most preferred qualifying degrees that companies look in candidates While MNC pharma companies prefer only from Pharma/Life science backgrounds, Indian companies also accept candidates from other fields of study.

18 TMI Insights TMI Database Analysis 18 MR - Medical Representatives Sr. MR - Senior Medical Representatives BE - Business Executives ASM - Area Sales Manager RM - Regional Manager ZM Zonal Manager NSM - National Sales Manager The graph clearly indicates that junior/entry level candidates form the major chunk of the source pool and attrition may also be high in this category It also indicates that there is a clear career progression as experience is gained and candidates do not prefer shifting jobs

19 TMI Insights TMI Database Analysis 19 MR - Medical Representatives Sr. MR - Senior Medical Representatives ASM - Area Sales Manager RM - Regional Manager Sr. RM Senior Regional Manager ZM Zonal Manager The attrition in the entry/junior level may be caused due to employees believing that meager amounts of a few hundreds offered by another organization is better than the current drawn salary. There lacks a long term perspective about the knowledge to be gained in the field and the value of network being built over a period of time

20 TMI Insights TMI Database Analysis 20 Career growth within the industry is the primary reason for employees leaving pharma organizations. They expect challenging roles and industry knowledge gain through their job profiles. Promotions, Recognitions, Rewards also form part of the career growth that employees seek.

21 TMI Differentiators

22 TMI Differentiators 22 Unique methodologies to assess the talent Elaborate recruitment process to ensure the right talent is placed Pre-Interview evaluation report through Interest Level & Fitment Assessment for easy evaluation for the client. This gives an holistic perspective of the quality of the talent being interviewed or processed. Capability of quick turnarounds of 48 hours

23 TMI Methodology 23 Interest Level Assessment Assess the eligibility, qualification, requirement and the interest of the candidate for the position Behavioral Assessment Assess the personality of the candidate to handle stressful and complicated situations Subject Matter Assessment Assess the depth of technical knowledge in his field of study

24 Recruitment Process 24 TMI s recruitment process encompasses various stages from identifying response sources thru post offer engagement to reporting mechanisms The stages are 1. Profile Shortlisting: Collation of profiles (job boards, internal references) with elimination of duplication & matching must-have criteria 2. Interest & Fitment assessment: Exhaustive assessment form to capture minute details CTC breakup, Sales Experience, Target Achievements, Market Awareness 3. Client interview shortlisting: Panel interviews along with HR, SME & Sales/Marketing Executive & TMI representative to select the best fit. 4. Post offer engagement: Post offer engagement handholding until joining to avoid drop outs 5. Reports & Dashboards: MIS and custom reporting systems to track & monitor the quality of hires

25 25 Recruitment Process Interest & Fitment Assessment Form Screenshots Personal Details Employer Details

26 26 Recruitment Process Interest & Fitment Assessment Form Screenshots

27 27 Recruitment Process Interest & Fitment Assessment Form Screenshots

28 28 Recruitment Process Interest & Fitment Assessment Form Screenshots

29 About TMI

30 TMI Group An Overview 30 Attract Total HR services organization that is 23 years old First Gen Entrepreneurs ex-mncs Off- Board Talent Hire Offices at Hyderabad, Bangalore, Chennai, Cochin, Delhi, Kolkata, Mumbai, Patna, Pune, + 8 remote offices; 2 overseas - Dubai & Muscat Assess On- Board / Induct Over 300 full-time employees; 100+ telecommuters; Temp Staff Train / Learn About 50 customer engagements at any point in time Over 10 Locations 1300 Employees More than 6,50,000 Candidate Relationships Presence on 100+ campuses Close to 400 Corporate Relationships

31 31 TMI Group - Services

32 32 Snapshot of our Clients

33 RPO An Overview

34 How RPO can help? Helps achieve Quality & Quantity objectives simultaneously if the RPO is designed is dynamic (evolving), comprehensive (end to end), RPO brings in process rigor, which prevents wrong hires by extensive data exchange with the candidates and correlating assessment with on the job performance technology assisted (for cutting costs), integrated (assimilating all forms of sourcing), robust (quality) recruitment process RPO will be able to provide such a solution, which will enable staffing of all branches in time RPO enables sourcing mix change from consultant to referrals, job boards & internal mining over a period of time cost/hire to reduce also prevents rejected candidates from slipping in RPO enables to build employer brand through professional prospect engagement RPO can also assist in evaluating aptitude assessment benefits and can assist in developing alternatives RPO allows HR to focus on their strategic goals of retaining talent and meeting attrition goals SLA driven Resource can be deployed at client place for better coordination Helps reduce dependency on consultants

35 Clarifications & Discussions on Next Steps

36 Contact Us 36 For more details please contact: Peter Ballem Executive Vice President

37 THANK YOU