Industry – EP Healthcare

Community Service and Volunteer Programs

June 30, 2022/0 Comments/in Candidate, Industry /by EPHealthcare

I recently attended an award ceremony for our local SES unit where my husband has been a member for 20 years. The room was full of people from all walks for life – ages ranged from 18 to 70 something, university students, workers and retirees, diverse ethnic backgrounds and members of the LGBTQI community. The one thing they had in common was their passion for the SES and their roles in helping the communities they serve. Wouldn’t it be fantastic if organisations could harness that passion – imagine the engaged workforce they’d have!

So how does your organisation support employees who are committed to volunteering and community service? Is it part of your DNA or a token gesture?

Community service leave forms part of the National Employment Standards (NES) and allows employees to be absent from work to engage in certain community service activities such as voluntary emergency management activities dealing with an emergency or natural disaster.

But what if your employee’s passion isn’t volunteering in emergency management? How can you support them to get involved in serving the community they love? Here are a few suggestions to add to your toolkit if you haven’t already:

Allow your employees to hold funding raising events at your office or site. These are often short and sharp, for example a morning tea, with little disruption to the day.
Implement paid volunteer leave into your leave suite. This could be as many days per annum as suits your business. If you’re not sure, start off with one day per annum, monitor the usage and enthusiasm of your employees and determine whether to expand it.
Run team building activities where your staff go offsite and work for charities who need hands on help. You could choose a charity who is aligned with your values or company purpose; or you could let the team choose what they’d like to do. This is a great way to bond as a team over a shared experience, doing something good for someone else.
Create a ‘scholarship’ type program where employees can apply for funding to attend an activity/event to provide their expertise in a certain field or simply be a helping hand for a few days or a week. The funding provided would be put towards paid leave, flights, accommodation and meals.

The proviso for employees utilising any of your community service programs is that they tell the rest of the team what they did. You could do this in a newsletter, at a team meeting, on your company’s intranet site or at your annual conference. I’ve seen first-hand how excited employees are when they talk about their chosen charity and how they spent their time with them.

My husband has been lucky enough to work for organisations who have supported him when he’s attended bushfires and floods around the state for weeks at a time. He is extremely grateful for their support, but more importantly he speaks very highly of them when anyone asks. Do you want to be one of those organisations?

The Goldilocks Effect

March 24, 2022/0 Comments/in Industry /by EPHealthcare

HOW MANY INTERVIEWS IS TOO MANY FOR A CANDIDATE?

You may have seen or heard of Mike Conley who took to LinkedIn in 2021 to vent his frustration about the number of interviews the company he was applying to work for wanted him to attend – 9 in all! Despite being really interested in the role, being aligned to the company’s mission and offering generous remuneration, Mr Conley pulled out, fatigued by the process.

In summary he believed that employers’ fear of picking the wrong candidate wastes more time than is necessary; suggested contract-to-hire or other forms of trial periods could be an antidote to hesitation during the hiring decision.[1] Warning employers that the number of interviews can make candidates look elsewhere, he ended his post with a declaration: “With this withdrawal, I make a stand. A stand against never-ending interviews. A stand for job hunters.”[1]

Mr Conley’s post went viral, with more than 1.9 million views and was picked up by some major news outlets. In addition, there was a lot of support from other professionals for his stand who commented on his LinkedIn thread.

So how many interviews is enough?

I think we can agree that most candidates would expect a minimum of 2 interviews for a role. Ask yourself what further assurance will you get by adding on another 4 or 5 interviews?

Prior to 2017, Google was renowned for subjecting some candidates to over a dozen interviews. Their thought process was to avoid false positives or toxic hires.[2] In 2017 Google conducted their own internal research which found that after the fourth interview, interviewers had 86% confidence that the candidate should be hired.² After that, confidence rose by less than 1% with each additional interview.² Furthermore, 94% of the time, the hiring decision remained the same whether the candidates were interviewed 4 or 12 times.²

While this finding is specific to Google, it reflects findings from the UK’s Behavioural Insights Team, who recommend having at least three reviewers for each candidate.[3]

I can totally see where Mike Conley was coming from. For one of my own roles, I underwent 8 interviews. After the 8^th I spoke to the recruiter and told him I wasn’t going to attend anymore! My view was that if the organisation was so indecisive about employing me, then we weren’t a good fit for each other. Luckily, they did employ me and I went on to have a long and fabulous career with them. And not long after I started the company implemented a best practice recruitment model of a maximum of 4 interviews for any role, including at the executive level.

So, what does this mean for your organisation? Coming out of lockdown, employees are reassessing what’s valuable to them and, for the most part, are now sitting in the box seat to choose their next role. Don’t make your recruitment process the reason they don’t choose you.

[1] Conley, M. (2021, June). Today I Pulled My Name for Consideration for a Company I Was Interviewing with. LinkedIn. https://www.linkedin.com/posts/mike-t-conley_jobhunt2021-leadership-servantleadership-activity-6812003946253705217-VF5t/

[2] Shaper, S. (2017, April 4). How Many Interviews Does it Take to Hire a Googler? re:Work. https://rework.withgoogle.com/blog/google-rule-of-four/

[3] Glazebrook, K. (2016, March 31). Get that second (and third opinion on a candidate before hiring. Re:Work. https://re:Work – Get that second (and third) opinion on a candidate before hiring (rework.withgoogle.com)

The New Normal for Office Based Employees

October 19, 2021/0 Comments/in Candidate, Client, Industry /by EPHealthcare

Here in Sydney our lives changed last Monday, 11 October 2021. That day became known as Freedom Day and it started our road out of lockdown where we have been for the past 3 plus months. You could almost hear a collective sigh around the city and a new feeling of optimism and hope was palpable. My first visit was to my hairdresser at 6pm on Monday evening whereas my 19 year old went to the pub with his mates (priorities right!) And we have caught up with family and friends who have been absent from our lives for too long. This pandemic has certainly taught me who is important in my life and to not take them for granted. I hope that I remember that lesson as life returns to a semblance of normality and don’t slip back into complacency.

What will the new normal look like for Australia’s workforce as the country begins our economic recovery, as our borders open, as we begin to travel again, eat a meal in a restaurant, attend weddings, concerts, the theatre and sporting events? As part of our economic recovery, governments want employees to return to the office and for good reason. Whether you work in a major city, country town or in the suburbs, having people moving about creates the need for services – transport, retail, hospitality and accommodation to name a few – which leads to businesses getting back on their feet and jobs growth.

But why would employees want to return to the office? They have proven that they can work productively from home over the past 18 months and having spoken to many, there are mixed emotions and thoughts about heading back into the office. Some are desperate to return. Some are anxious about mixing with too many people on transport or in the office itself. Others simply don’t want to navigate a long commute anymore – they have discovered a better balance between their home and work life, and don’t want to give it up.

So what is your roadmap back to the office? Are you going to retain and attract the best talent in the marketplace? There is never going to be one size that fits all – it’s a balancing act for employers – but here are a few things to consider to help make the transition smoother.

Health & Safety of EmployeesMental Health
We know that lockdown has caused an increase in mental health issues but just because lockdown’s have/are ending, doesn’t mean these issues will miraculously disappear. Whilst some employees will be excited to see their colleagues face to face again and to have meetings and social gatherings, others may feel overwhelmed and need some time to settle back in. Tread carefully and ensure you are taking your employee’s state of mental health into consideration when working through the return to the office plans.Physical Health
Do you have a vaccination policy in place? This is a complex and difficult discussion that needs to be had. I am aware of at least one pharmaceutical company who has just implemented a mandated vaccination policy. This makes sense for them because most of their workforce are out in hospitals and doctor’s surgeries, mixing with vulnerable members of our community. And they didn’t want to differentiate between their field and office staff. Whilst this may not be the case for your organisation what measures are you going to put in place to ensure the health and safety of your employees and those that attend your site?
Economic
There are financial benefits for organisations not returning to a fully office based workforce. A reduction in your real estate footprint could mean significant savings from the bottom line, thus increasing profits. On the flip side, have you spoken to your landlord about a better deal for staying with your current footprint or staying at all?

Employee Engagement

Over the last 18 months the traditional employer/employee relationship has been tipped on its head[1] and the balance of power has shifted to the employee to decide which organisation is going to meet their needs. Providing different models in your roadmap to offer them the environment and flexibility that they are looking will help keep them engaged and retained. This might include working a 2/3 day office/home work week, one week office/one week home split, flexible start and finish times or moving to a 9 day fortnight? Don’t be afraid to ask your employees for their ideas to help shape your models. There is no point going to the effort of developing and implementing options that no one utilises.

Leadership Capabilities

Once you have decided on your roadmap, be sure to engage with your people leaders so that they are all singing from the same hymn sheet, so to speak, in terms of how they are speaking with, and providing direction, to employees. Employees love consistency and this strategy will save you a lot of headaches.

Whatever you, as an organisation, decide is your own roadmap back to the office, my advice would be to maintain the flexible approach you have shown since the beginning of the pandemic. The world has shifted and I doubt will ever return to the way it was before. Heading into 2022, as the economy improves and confidence grows, employees who have been too afraid to move roles, will start looking. Get ahead of the curve – implement your roadmap strategy now with this in mind and give yourself the best opportunity of retaining and attracting the best talent.

Something else to consider following action in the US:

Apple News put out an article recently highlighting a trend called the Great Resignation that is happening across the US, with staff from all types of industries leaving their jobs – and “exhausted” Aussies could follow.

[1] 5 things to keep in mind when staff return to work after lockdown, Kate Neilson, HRM, 7 October 2021

Our Top 3 Changes for Recruitment in 2021

December 4, 2020/0 Comments/in Industry /by EP Healthcare

Job Ads will become less effective

One of the most noticeable impacts of COVID on the candidate market has been the almost complete disappearance of the ‘casual’ candidate – those candidates who often browse job boards and might occasionally apply if something catches their eye. This group has gone AWOL right now, in large part due the cautiousness that has entered the market. Candidates who’ve been with an organisation that has weathered COVID are deciding its more prudent to stay-put, rather than risk moving unless there’s a very compelling reason to do so.

This means that a job advertisement alone will not be enough for a large number of candidates right now (they haven’t been for a while really, but more so now) – candidates will need more information, more detail, more conversations to decide if the role is worth considering.

Finding the ideal candidate will be more about the connection and conversations you have with them, rather than them applying to an advertisement – that’s not to say we should all dispense with advertising, more that it’s likely to be far less reliable.

The process will be more labour intensive

This is the outcome of the point above. It’s a function of the increased need candidates will have to be presented the role, or in other words, have someone talk them through it – not just the role and its function of course, but more about the culture of the team, the organisation, the reputation of the manager, the likely rewards, where the company is going and ultimately, does it sound like a great job and a good fit?

This all takes time and resources to not only find those candidates who haven’t applied to an ad, but then get in touch, get some time with them, get to know them and understand what might be THE thing that they would move for – not just “we’re a market leader”, “we have a great culture” or “these products are great”, but more meaningful descriptions or examples of what life at Company X could be like if they made the move.

“Old School” makes a come back

Don’t get me wrong, I’m no technophobe or sceptic – we embrace technology as it’s a business essential, particularly in targeting candidate audiences. What it won’t do, however, is create connections with candidates, it doesn’t create trust or belief or an understanding. A message to someone you found on LinkedIn for example, doesn’t guarantee a response, particularly for people gainfully employed – and even if you get a response, it will most likely be a ‘thanks but no thanks, I’m not interested right now’. Technology, or at least the technology currently available, simply can’t replace the personal touch, the ‘old-school’ approach of getting on the phone and having the conversation and discussion that leads to an understanding for both client and candidate as to whether they should progress further with the recruitment process. Its not revolutionary, its not a sophisticated piece of software or AI, but it works!

What can you do to navigate this? Work with a partner who can:

Find candidates without relying purely on advertising
Commit the time and resources necessary, and
Build the personal connections needed to properly engage candidates

If you’d like to find out more about how EPHealthcare can help you navigate through these challenges, get in touch with our Director, John Evans jevans@ephealthcare.com.au or 0418 65 64 68.

Things to Consider Before Starting Your Pharmaceutical Sales Career

October 26, 2020/0 Comments/in Industry /by EP Healthcare

What is a Pharmaceutical Sales Representative and what do they do?

Pharma Sales Reps are hired by pharmaceutical companies to sell products through persuasively presenting information about their products to medical practitioners. Through informative presentations, approved marketing materials and discussions, Pharma Representatives help promote medicine that can be prescribed by the doctors. They do not actually sell their stock directly to physicians though; their success is measured by the increase in prescriptions.

On a day to day basis, the role revolves around meeting with doctors and pharmacies as well as scheduling future appointments. A Representative is assigned to a certain territory to ensure all targeted doctors are seen and sales quotas are met.

A Pharma Sales Representative is assessed on many criteria such as meeting the expected days in the field, delivering key selling messages during calls and managing educational meetings with targeted GP’s. They also need to hit a call rate of at least 7 – 9 GP’s and 2 Pharmacies per day while increasing the market share of their products.

Clinical knowledge also plays a key part in daily interactions, especially a thorough understanding of the disease state their product treats. This includes knowing relevant literature, clinical trials and papers to demonstrate benefits and discuss key data with the doctor.

Pharmaceutical Representatives are required to have in-depth knowledge not only about their products, but also competing products in the market. They need to be able to clearly and effortlessly answer the question “why should I use your product?” Doctors are highly educated and many are quick to question any statements that are not clinically supported.

Doctors are also busy, so Representatives need to ensure that the information they present is relevant and it is worth a doctor’s time to see them. When they are seeing a Representative they are not seeing a paying patient.

Work Environment

What is the work environment like?

Most of the day is spent on the road, in doctor’s surgeries and pharmacies. A typical work day is 9am to 5pm but there are also evening meetings as well as trade shows, weekend conferences and travel. Pharma Sales can provide flexibility and independence day to day as it’s not strict “office hours” as the day is often influenced by doctors availability

Keep in mind that pharmaceutical sales is a very competitive environment and can be disheartening at times. Territories may have Representatives from different companies selling similar products all vying for the same appointment slots. As a consequence, Representatives may face a lot of rejection from GP’s who either don’t want to meet them, run out of time or have patient emergencies. For some this can be the toughest part of the job while others greet it as a challenge that makes the job all the more exciting.

Being surrounded by likeminded, driven individuals eager to succeed is contagious. Not only that, but the pharmaceutical industry provides excellent training both in ‘classroom’ settings and also on-the-job. Further to that, there is exceptional support that can help you reach your highest potential and provide a rewarding career.

Education and Skills

Pharmaceutical Sales attracts hardworking, bright and ambitious people.

Most pharmaceutical sales roles require at least a bachelor’s degree ideally within science, healthcare or, for some companies, also business.

Some sample degrees include Bachelor of Health Science, Biomedical Science, Exercise Science, Veterinary Science, Nutrition, Pharmacology, and Nursing among others; OR a Bachelor in Business, Marketing, MBA etc.

Additionally, most companies do not hire straight out of University. Employers often want to see a demonstration of candidates ability to successfully hold down a full-time job and build a track record of achievements. They highly regard candidates who have had at least two or more years of sales experience before starting in Pharmaceutical Sales.

Some skills needed to be successful in this role are maturity, effective communication, organization, tenacity, critical analysis skills, empathy, personal insight, attention to detail and relationship building.

Other Requirements

Skills and education are not the only pre-requisite to the job, a candidate will also have to:

Have an Open Australian driver’s license (no P Plates), typically with at least 8 points (although not all companies require this)
Pass psychometric testing
Hold Permanent Residency for Australia
Pass a background check
- Reference check
- Academic qualification verification
- Employment history check
- Police check
- License check

Opportunity

Pharmaceutical Sales can be very rewarding financially.

As a rookie with no pharmaceutical sales experience, a typical salary range is between $60,000 – 70,000. On top of the base salary there are usually bonuses for hitting sales targets plus use of a company car and superannuation.

As a pharmaceutical sales career progresses, a highly skilled and experienced Representative can expect an attractive six figure package.

Additionally, pharmaceutical sales provides a great foundation in territory management and sales skills that can lead to a career move into a Hospital Specialist or Medical Device role (which we will cover in a different blog!).

Further Research

To see a real-life example, we recommend you research job advertisements to see what a typical ad requires of an incoming Pharmaceutical Representative.

In addition, if you are serious about pursuing a career in Pharmaceutical Sales, we recommend you reach out to an industry specialist.

For information on code of conduct and continuing education, you can also browse through the Medicines Australia website.

Summing it all up

If you’re interested in Pharmaceutical Sales, this article is aimed to provide you some insight and to get you started in your research.

Many Pharmaceutical Sales Representatives find their jobs to be rewarding because they are providing the most up to date medical information about their companies’ products and, in turn, improving the lives of patients.

The role can be extremely rewarding both personally and financially if you do choose to pursue this career path. It can also lead to a long term career that will keep you motivated and challenged through a range of different roles within the industry.