Tailored Hiring Program
PrincetonOne Develops Recruitment Program to Help Biotechnology Company Hire Initial Sales Force
The Client
The client is a biotechnology company that develops therapeutics and personalized medicine services to improve and individualize patient care. The company focuses on identifying unmet needs in the areas of pain, rheumatology, physical medicine and rehabilitation in order to address the changing needs of specialist physicians and their patients.
The Challenge
The client anticipated receiving FDA approval of and launching a new product for the treatment of fibromyalgia. The company did not have a sales force in place to facilitate the launch and promotion, and was also lacking a formal process to identify, assess and interview sales force candidates.
The Solution
PrincetonOne originally partnered with the client to create a sourcing, screening and interview recruitment solution for 12 to 15 new hires. Based on the success of the initial program, the client elected to utilize PrincetonOne to carry out a second phase of hiring. The second program was developed to fill 99 technical sales specialist positions across the country.
Because the client did not have a formal hiring process in place, PrincetonOne consulted with the company to create a tailored program. PrincetonOne:
| • | Developed detailed program timelines that addressed each process phase, including sourcing, screening and interviewing |
| • | Created and managed a custom applicant tracking database |
| • | Created an online assessment and initial qualifying questions to refine the candidate pool prior to the telephone screening process |
| • | Customized screening and interview questions for telephone screens and guides for face-to-face interviews |
| • | Conducted candidate interview scheduling and provided assistance with the reference check process |
| • | Developed an effective communication strategy to maintain candidate engagement throughout the process |
| • | Continued sourcing and screening initiatives until offer letters were signed and returned to the company, ensuring two or three backup candidates per opening |
| • | Maintained EEOC and OFCCP compliance throughout the program |
During the two phases of the project there were some unique situations that required strategic action on the part of PrincetonOne. A few successes are highlighted below:
| • | During the initial phase of the project, the client needed to fill 15 positions made up of a combination of representatives and managers. To accommodate this mix, PrincetonOne was asked to present both management and representative candidates for each position. PrincetonOne was successful in providing the client qualified candidates for all positions and effectively communicating with candidates regarding the client’s needs and limitations. |
| • | Due to project time constraints, PrincetonOne had two days to schedule the first round of face-to-face interviews. PrincetonOne’s quick response and frequent ongoing communication with candidates allowed all interview schedules to be filled. |
| • | During execution of the program, there was an adjustment to candidate profile requirements. PrincetonOne communicated with engaged candidates to ensure expectations were appropriate, and removed and replaced candidates who no longer fit the profile. |
Measurable Results
The partnership, which included two hiring phases, proved successful, ending with a 100% fill rate. PrincetonOne presented the client with an average of 7.7 qualified candidates per territory, nearly twice the project goal of four candidates. PrincetonOne screened a total of 5,239 candidates and filled 111 positions.
Performance Metrics Summary
| • | Number of positions: 111 |
| • | Number of positions filled: 111 |
| • | Fill rate: 100% |
| • | Candidates screened: 5,239 |
| • | Qualified candidates: 972 |
| • | Interview to hire ratio: 4.7 to 1 |
For further information, please contact:
Ryan Hoffman
Director of Business Development, PrincetonOne HirePursuit
(317) 352-3111
Ryan.Hoffman@PrincetonOne.com
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