Cost Management Incentives, Inc.

CMI is working with a number of talented experienced individuals who are looking for a new position. If you are a hiring manager and have any staffing needs, please don't hesitate to contact us ([email protected]) We are tried and true with over 20 years experience working in the Pharmaceutical and Biotech industries. We look forward to partnering with you.

What’s going on out there? So, as we all know at this point, it is a tough, tough job market in the pharma/biotech industry right now.?We have been doing this for many years and have never, ever seen a market like this.??Considering this is our livelihood, we have obviously been giving this much thought and discussion.?Of course things like the economy, etc. are out of our control.?This is about the recruitment and hiring process – quality and retention.?Getting it right the first time.? So, what changed? What happened in the past year? We would assume that LinkedIn and online job postings have played a very large part in this.??Anyone can apply for any job - 24/7 - whether they are qualified, have any prior experience or the personality of a rock.??So, since we are in pharma, let’s look at “risk vs benefit”.? Who has to go through all these resumes??We can imagine it is overwhelming and many never get seen because of the sheer amount, like “low hanging fruit”.?Finding a couple of good candidates out of hundreds of resumes – many of which are the same people, over and over, can be like finding a needle in a hay stack. This brings us to Talent Acquisition.?We hear every day from our very hard working Talent Acquisition people that they are not giving out jobs to the agencies.?If they have LinkedIn and get a hundred resumes in two days when they post a job, why should they???Does this work or is it a false sense of security because of the number of applicants alone, not the quality.?These are our questions. We would love to hear back from hiring managers as to the quality of candidates they are seeing lately.??Are they what you are looking for??Are you seeing candidates who are really qualified and have the background and experience??Are they aligned therapeutically and the right level.?What about important things -- early phase or project level background, heavily outsourced studies, experience with gene therapy, small pharma, EU studies, etc. Are new hires sticking??Or are you wasting time training and all, to find out the candidate isn’t what you had hoped for.? We would also love to hear from our very hard working Talent Acquisition people.?How are you managing the insane volume of resumes??Are you able to handle that on your own and accomplish your other daily responsibilities? We know what it takes to get a couple of really great candidates - find them, screen (investigate) them, verify and smoke out that what’s on their resume is true.?That they really do have the experience, passion, personality, and are truly interested.?Making sure salary will work and the candidate is just not “shopping”.??Really checking them out.?This takes time. We would love to hear any comments and opinions.? Thank you. We appreciate you all so much. Debbie Garcia and Diane Plante Cost Management Incentives

Are you getting inundated with resumes when you post an open position? CMI prequalifies candidates and helps companies fill their positions faster. We are currently working with a number of high level Clinical Oncology Professionals looking for the right opportunity. We'd love to discuss these candidates with you. Reach out to us. We'd love to help. If you want to stay up-to-date with us, follow our Page.