EMPLOYEE RECRUITMENT

& SELECTION
Start up of Pharmaceutical company from
Recruitment perspective

Group:
Yogesh Dongre-09158
K.A.Krupitha-09205
Ashwin Pradhan-09207
Manasa Vijaya-09225
M.Supriya-09249
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Table of Contents
INTRODUCTION...........................................................................................................................3
OBJECTIVES:.................................................................................................................................4
LIMITATIONS:..............................................................................................................................4
INTRODUCTION TO PHARAMACEUTICAL INDUSTRY:......................................................5
VARIOUS FUNCTIONAL DEPARTMENTS IN PHARMACEUTICAL INDUSTRY:.............6
Importance of Sales department in an organization........................................................................7
HIERARCHY OF SALES DEPARTMENT...................................................................................9
Medical representative:................................................................................................................9
Area sales manager:...................................................................................................................10
Regional Sales manager.............................................................................................................11
National Sales manager..............................................................................................................12
RECRUITMENT PROCESS IN PHARMACEUTICAL INDUSTRY........................................14
LEGAL CONSTRAINTS THAT IS FACED IN GERMANY TO SET UP A
PHARMACEUTICAL COMPANY.............................................................................................15
Personnel...............................................................................................................................16
Pre-test Requirements..........................................................................................................16
Testing...................................................................................................................................16
Post-test Requirements........................................................................................................17
HR POLICY OF GERMANY.......................................................................................................17
RECRUTIMENT IN GERMANY:...............................................................................................18
Process of a Recruitment Plan in Detail........................................................................................19
CONCLUSION:............................................................................................................................24
BIBILOGRAPHY..........................................................................................................................25

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INTRODUCTION

Recruitment may be defined as the process of searching for prospective employees and
stimulating them to apply for jobs in the organization. It is important because poor recruitment
decisions continue to affect organizational performance and limit goal achievement. Recruitment
refers to the process of screening, and selecting qualified people for a job at an organization or
firm, or for a mid- and large-size organizations and companies often retain professional recruiters
or outsource some of the process to recruitment agencies. . Recruitment is the premier major
steps in the selection process in the Organizations. It has been explained as an activity directed to
obtain appropriate human resources whose qualifications and skills match functions of the
relevant posts in the Organization.

Purpose of Recruitment:

 Attract and encourage more and more candidates to apply in the organization .
 Create a talent pool of candidates to enable the selection of best candidates for the
organization .
 Determine present and future requirements of the organization in conjunction with its
personnel planning and job analysis activities.
 Recruitment is the process which links the employers with the employees.
 Increase the pool of job candidates at minimum cost.
 Help increase the success rate of selection process by decreasing number of visibly under
qualified or overqualified job applicants.
 Help reduce the probability that job applicants once recruited and selected will leave the
organization only after a short period of time.
 Meet the organizations legal and social obligations regarding the composition of its
workforce.
 Begin identifying and preparing potential job applicants who will be appropriate
candidates.
 Increase organization and individual effectiveness of various recruiting techniques and
sources for all types of job applicants

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OBJECTIVES:
1. To study the recruitment plan for pharmaceutical company.

2. To design the job description and job specification for the sales department.

LIMITATIONS:
The limitations are that the study is carried out by taking primary and secondary data. The
primary data reflects the entire groups dedication to draft a recruitment plan for a one particular
position with respect to Pharmaceutical Company. The secondary data is collected from books
and some of the popular websites and research papers. This paper discusses the importance of
designing good recruitment plan for pharmaceutical industry at one particular level and the
implications that are encountered as a result of ad-hoc recruitment processes.

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INTRODUCTION TO PHARAMACEUTICAL INDUSTRY:

The Indian pharmaceutical industry is the world's second-largest by volume and is likely to lead
the manufacturing sector of India. India's bio-tech industry clocked a 17 percent growth with
revenues of Rs.137 billion ($3 billion) in the 2009-10 financial year over the previous fiscal.
Bio-pharma was the biggest contributor generating 60 percent of the industry's growth at
Rs.8,829 crore, followed by bio-services at Rs.2,639 crore and bio-agri at Rs.1,936 crore.

STATISTICS:

Top 10 Pharmaceuticals in India, as of 2008

Revenue Revenue
Rank Company
2008(Rs crore) 2008(USD millions)

1 Ranbaxy Laboratories 4,461 1,026

2 Dr. Reddy's Laboratories 1,933 444

3 Cipla 1,842 423

4 Piramal Healthcare 1,387 319

5 Aurobindo Pharma 1,260 290

6 GlaxoSmithKline 1,228 282

7 Lupin Laboratories 1,180 271

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8 Sun Pharmaceutical Industries 1,110 255

9 Cadila Healthcare 1,091 251

10 Wockhardt 980 225

USD 1 = Rs 43.5
Source: Pharmaceutical Sales Busters, India Business Insight, 31-Dec-08

In 2008, over 20,000 registered drug manufacturers in India sold $9 billion worth of formulations
and bulk drugs. 85% of these formulations were sold in India while over 60% of the bulk drugs
were exported, mostly to the United States and Russia. Most of the players in the market are
small-to-medium enterprises; 250 of the largest companies control 70% of the Indian market.

Most pharma companies operating in India, even the multinationals, employ Indians almost
exclusively from the lowest ranks to high level management. Mirroring the social structure, firms
are very hierarchical. Homegrown pharmaceuticals, like many other businesses in India, are
often a mix of public and private enterprise. Although many of these companies are publicly
owned, leadership passes from father to son and the founding family holds a majority share

VARIOUS FUNCTIONAL DEPARTMENTS IN PHARMACEUTICAL INDUSTRY:

1. Sales department
2. Marketing department
3. Finance department
4. Human Resources department
5. Operations department
6. Production department
7. Research and development department

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8. Quality assurance and quality control department

Importance of Sales department in an organization :

The sales department of any corporation or business is the catalyst of how well the products are
introduced into the marketplace. A business cannot last long without sales of its goods and
services. This makes the sales department the most important part of supply and demand of a
product. Because of this, the sales department has several duties and responsibilities within the
company.

 Client Identification

It is the responsibility of the sales department to identify the client base of a company. The sales
department will work closely with the marketing department to ensure the company's products or
services are marketed and sold to target consumers. For example, it is important that a sales
department for a hotel chain calls on corporations that require their employees to travel a lot. Toy
makers should target sales to toy stores and medical supply companies should have their sales
department call on hospitals and health care facilities.

 Communications Duties

The sales department will work closely with the marketing department to identify the client base,
but the sales department also has to work closely with the manufacturing department and
production scheduler. This working relationship ensures that the products are placed on the
production schedule and a timeline for the delivery of the product is accounted for in order to
notify the customer. The sales department manager will periodically check the production
schedule in order to maintain a line of communications with the salesperson in charge of the
order. If there are difficulties on the production floor, the sales department is responsible for
notifying the customer before the date of delivery has passed.

 Develop New Business

Once a client base has been identified by the sales department and the sales have begun to come
to fruition, then the sales department must develop new customers. For example, once a medical
supply company has made a foundation and begins selling to hospitals and health care facilities,

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it is the duty of the department to target a new base of customers, such as medical research
facilities or medical laboratories. This new business development will help to increase sales and
make the company grow.

 Value Creation of Product

The sales department must create value for the products they are selling to customers in order to
grow the sales of the product. This value creation will also retain existing customers if the
products continue to improve and work proficiently for the clients. This can be done by
distinguishing the product from other companies. People see this in drug suppliers when they
advertise a similar product as another drug supplier but put a new and improved branding on
their products. Customers want to feel as though the sales department is treating them better than
another company's sales department and that the product is more valuable. The sales department
has this value creation duty.

HIERARCHY OF SALES DEPARTMENT:

NATIONAL SALES MANAGER

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ZONAL SALES MANAGER

REGIONAL SALES MANAGER

MEDICAL REPRESENTATIVE

The job analysis for each post in the hierarchy, under this specified job description and job
specification for each and every post were given.

Medical representative:
Job Description and Job Specifications –

Experience : 0 -3 years

Key skills : Should able to generate sales , Experience identifying business opportunities , able
to identify new product opportunities, Proficiency in ENGLISH, HINDI and Regional Language
is must. Preferred knowledge in Marketing of Pharmacy products in Medical domain with selling
and convincing skills. Experience in selling medical products will be preferred.

Education: B.Pharma, B Sc life science, other graduates

Functions: Sales, business development

Role: Business development executive

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Salary : Best in the industry

RESPONSIBILITIES:-

Product Selling for Acute and Chronic

Chronic :-CardioVascular (CV) Product, Gastro related products, Oncology Related products ,
Nephro related products , ICU Related products i.e critical care Products, Urological Products

Acute :- General Antibiotics Product, Asthma Product, Derma product, Ortho Product, Cosmetic
Products

Area sales manager:

Job Description and Job Specifications:

Experience: 3- 6 years of experience in Pharma sales

Key skills: Must have wide knowledge in pharmaceutical, ability to sell and persuade people,
knowledge in basic medicinal treatments and apparatus, must have knowledge in basic
marketing.

Education : B.Pharma, MBA ( Marketing)

Functions: Sales, business development, formulating strategies for New Business Development,
Manage client relationship through all phases of the sales cycle, Provide account management to
an existing territory and Develop and maintain prospect and customer list based on strategic
marketing data and other sources for sales leads in our CRM system.

Role: Pharmacist/Chemist/Bio Chemist

Salary: 1,25,000 - 2,50,000 per annum

RESPONSIBILTY: Marketing of Serums & Vaccines. Taking appointment to meet the

Doctors & Chemist.

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Regional Sales manager:

Job Description and Job Specifications:

Reporting to National sales manager, the role involves developing and executing a successful
sales strategy for rapid revenue growth from the assigned market.

Experience: 7-8 years of experience in pharmaceutical industry

Key skills: Knowledge of Sales techniques, Customer service concepts. Ability to Manage all
aspects of assigned territory, Complete Assignments, Self-motivate, Communicate withi n
knowledge and confidence, Preparing and making presentations, Developing and maintaining
business relationships , Effective use of PC and basic software, Welding, robotic industry sales,
Time Management skills.

Education: UG - B.Pharma - Pharmacy, B.Sc - Any Specialization,B.Tech/B.E. - Any

Specialization, Chemical ,Diploma - Chemical, Electronics/Telecommunication, PGDM/ MBA
( marketing)

Functions : Sales, Business development , Responsible for whole south region as RSM
Minimum 10-15 days traveling in a month would be required, Frontline sales.

Role : Branch Mgr/Regional Mgr

Salary: Rupees 6,00,000 - 8,00,000 per annum

RESPONSIBILTY: Candidate will be responsible for Motivating & achieving the targets
through the team. Will be responsible for growth and development of assigned territories

National Sales manager:

Job description and job specification :

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Job Description: Understanding of Pharma market and their applications to facilitate sales &
new product launches, maintenance and tracking of sales and promotional tools, competitive data
gathering, preparation/ review of internal/ external communications and performance tracking
activities. Industrial Application Specialist will develop and expand sales of key products and
services within the prescribed territory. He or she will work directly with a range of potential and
existing customers. The role will involve identifying new business opportunities within key
accounts and working closely with the team to establish and maintain excellent relationships
with them. Motivate the team and sell directly to end user doctors & will provide solutions &
related products to support key research areas.

Desired Profile:

Field Operations: - Lead a team of Regional sales manager and Area Business Managers,
supervise and motivate; monitor, analyze and review field activities in order to develop
employee potential and productivity

Sales Planning & Management: - Develop and implement annual business plans and budgets.
Review and finalize field sales budgets and ensure implementation of action plan to drive sales
and profits.

Strategic Planning: - Analyze competitors’ activities and evaluate market feedback to identify
opportunities, recommend sales strategy and implement the approved plan in order to facilitate
robust planning to achieve market share.

New Product Launch: - Identify market opportunities, gaps in product portfolio and line
extension projects, liaise with marketing for launch in order to exploit available opportunity

Experience: 10-12 years

Role : Sales/ Business development manager

Functional areas: Sales, Business development

Education : B.Pharma, MBA ( marketing)

Salary: 10,00,000-12,00,000 per annum

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RESPONSIBILITY : The NSM will be required to attend several medical conferences and
territory seminars each year where our products are marketed and sold. The NSM will report
directly to the CEO of the company.

SPECIFIC RESPONSIBLITIES:

1. Hire, manage and train our growing sales force.

2. Manage the relationship with our existing distributors.

3. Coordinate our participation at the medical conferences we attend and ensure our products and
services are properly displayed and marketed to the attendees.

4. Coordinate our territory seminars, which are key selling tools for our existing and prospective
customers.

5. Develop annual sales budgets and ensure that they are met when approved.

6. Develop and monitor the sales expense budget.

7. Develop a strong partnership with our distributors and key customers and initiate joint
marketing opportunities.

8. Have an excellent working knowledge of our products and services and pass the training
examination following a mandatory two-week training period.

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RECRUITMENT PROCESS IN PHARMACEUTICAL INDUSTRY

LEGAL CONSTRAINTS THAT IS FACED IN GERMANY TO SET UP A

PHARMACEUTICAL COMPANY:

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In macro environment:

For setting up a branch office in Germany, we should have a legal requirement : A registration
with the company register of Germany. The present office can be treated as branch office if we
should have our own business and some degree of independence. The establishment of a branch
office should have a notification of the trade office and registration with commercial register.
The registration consists of notarial form, local management, signing authority, procedures,
timing and cost. So in Germany we have to follow partnership and the laws regarding it is the
company should have unlimited liability , should be depended on the members or partners, no
one man association and partial legal capacity. We should make partner ship with a trading
partnership association called GmbH for the small and medium firms that is formed by execution
of article of association and by law before a German notary . The structure in setting up a
pharma company should consists of at least 2 independent bodies , the MD, the meeting with the
share holders. Here in association with GmbH we should have a mandatory law provisions that
are purpose of the company, name of the company, register domicile , amount of nominal capital
and amount of original capital contribution. Minimum share capital is EUR 25000. For making a
entrepreneur company we should require full share payment in cash before registration , no
contribution in kind , name must include entrepreneur company and require to save 25% of its
annual profits for the accumulation. The share certificate should be issued par value shares and
non par value shares. The par value share is EUR 1.00 , the non par value share is below 1.00
EUR.

In Micro environment: ( Especially in the drugs regulation)

Germans have enacted statutory and other legal requirements pertaining to drug testing and
reporting.

Areas that states may choose to regulate are:

1. Pretest and posttest of manufactured drugs,

2. Use of rapid tests,
3. Confirmatory testing of preliminary positive test results,
4. Informed consent,

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5. Laboratory requirements,
6. Confidentiality
7. Training and authorization of health care personnel

Personnel

The personnel area concerns the regulation of who can offer drug counseling and testing. Such
laws are unlikely to be an impediment to drug testing by physicians and scientist in various
departments. With respect to counseling, most states regulate individuals who provide pretest
and posttest drug counseling, many have legislated specific training requirements, and some
require certification for all health care workers and social workers who function as drug
counselors.

Pre-test Requirements

Almost all states have enacted statutes concerning pretest. Relevant statutes govern mandatory
pretest counseling, which usually entails:

 Disclosure of the risks associated with manufactured drugs ,

 A description of the test ,
 Benefits of testing,
 Implications of test results, and
 How test results will be communicated.

Testing

sTesting requirements set forth in state laws may:

 Regulate the specific type of drug test that is used

 Mandate confirmatory testing of positive test results, and
 Dictate when positive test results can be released.

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A few states specifically authorize the use of rapid tests either by statute or by regulation. Some
states impose additional requirements on clinical laboratories that perform tests beyond federal
CLIA requirements. Testing protocols in some states may interfere with HIV rapid testing.

Post-test Requirements

Post-test legislation concerns:

 Confirmatory testing,
 Where it may be performed,
 Which confirmatory tests may be used, and
 The delivery of test results.

A number of states require posttest counseling regardless of the test result. Many states mandate
that test results be given face-to-face by trained drug counselors. It is believed that state statutes
requiring posttest counseling will be the most problematic type of state medicine laws for
implementing the new CDC drug screening recommendations and guidelines.

HR POLICY OF GERMANY:

The human resource policies of Germany are playing a painstaking role in maintaining a healthy
economy of Germany. HR policies of Germany are helping Germany's growth, by promoting the
sustainable growth of companies. They are also a significant player in the development of
political and economic structure of the country. They help in maintaining a perfect balance for
the company. This helps to gain both man-power and revenue. HR policies in Germany try to
cover each and every aspect of company management - to encourage the growth of both the
employee and employer - which are beneficial for the long run of the company. These include:

 Recruitment policy- To maintain a proper balance in recruitment from time to time.

through proper interview method. Providing with other documents like appointment
letter, pay slips etc. make the candidate familiar with the background of his/her job,
assigned duty etc.

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 Performance appraisal benefits- To reward individual performance, to encourage other to

perform also, so that both the employee and employer can grow.
 Bonus- Giving a bonus on a yearly basis. Bonus schemes can encourage business
objectives.
 Absence policy- Making absence policy in such a way that both the party can make profit
from absenteeism.
 Paying overtime-Ensures proper extra payments for overtime.
 Pension plans- These schemes constitute the “second pillar” of retirement provision,
between state and private pension provision. Statutory pensions will continue to be the
most important source of retirement income, even taking account of the recent changes in
pension regulations. However, in view of the benefit reduction intended to stabilise the
contribution rate, supplementary measures are necessary if the current level of retirement
provision is to be maintained. These can be taken within the framework of private saving
or through collective pension agreements, such as company pension schemes. In this
respect, the government’s intention is to encourage a wide range of supplementary
private and company-related pension provision by introducing tax incentives or giving
direct grants.
 Termination policy etc.
 Avoiding Negligence Hiring.

HR policies in Germany are getting very qualitative and innovative. HR policies in Germany are
gifting both the employer and the employee a dynamic growth - personally and financially

RECRUTIMENT IN GERMANY:
Germany counts among the three largest economies in the world, along with the United States
and Japan. It is the largest economic power within the European Union and despite a structural
unemployment rate of up to 10%, there are many very good educated people living in Germany.
More than 70 % of all Germans are speaking another language, above 30 % even a third one.
Selection and employment requirements are exacting and professional recruitment and
headhunting services are a must to find and motivate good people for a change. Recruiter,
management consultant, recruitment agency, executive search, headhunter, human resource

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consulting, executive consultant, personnel agency, recruiting company, human resource service
agency or personnel service agency are recruiting in Germany. Most of all agencies are working
on a success-related basis and are trying to minimize their efforts using standardized databases,
often to fill an unlimited type of (lower) positions and function. We, on the other hand, set our
goal to find “Human Capital” for very important key functions, to optimally fill the position for
your individual business, targets and company. The chemical, pharmaceutical and polymer
companies are very often innovation leaders, as is the electromechanical, electrical and
electronics sector. Even the packaging, logistics, IT and also the Biotech markets have grown to
a strong importance. So engineers especially for research & development are of highest
importance, besides and because of the strong international focus, talented executives and sales
managers are essential.

Process of a Recruitment Plan in Detail

Briefing and Research

Once we have collected information about the market, the company, the products, the team,
maybe also the competition, jointly with our client we develop an ideal candidate profile. The
profile contains information about: necessary competencies, required experience, scope of
responsibilities, position in corporate structure, knowledge of foreign languages, remuneration
package, type of employment and more.

Application preliminary selection

After selecting a recruitment method we develop and realize the media, such as research tools,
database-access, advertisements or concept work, and/or we are developing the target list of
companies and or possible candidates. After getting in tough via phone and mail we analyze the
applications for preliminary consideration and selection.

Interview / In-Depth interview

We carry out phone and face2face interviews with the candidates targeted in the preliminary
selection. The interviews aim is to find out the character of the applicant, his personality, more
details about his motivation, his experiences, such as competencies in a certain field and acquired
skills. Additionally his personal situation with family, hobbies and private life. Another

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interview objective is to assess the candidate whether he fits for job in terms of psychological
profile, intelligence, soft skills and features of his character.

Competence tests (optional)

We may verify and evaluate skills defined in the profile including testing of the candidate's
writing and speaking skills in foreign languages. Additionally, upon client's request, we may
carry out a series of a specially selected psychological test to deepen the knowledge on the
candidate. Based on in-depth analysis of results we may define both various aspects of
intellectual, cognitive and social activity of the candidate.

Candidate presentation

Based on all information gathered during the previous phases, we select and present to the client
these 2-4 candidates who match with the profile at its best. We develop a detailed description of
qualifications and skills, predisposition to a certain profession or occupation, position fit, as well
as we provide a summary listing strengths and weaknesses.

Most important information or successes learnt through an interview we verify through checking
of references after the client preference.

Guarantee

We assume an obligation to present more candidates to the client, if the hired candidate retires.
For each candidate selected by us and employed by the client, we offer a minimum of a three-
month guarantee, which can be extended to 12 months for a small additional fee.

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Interview with the sales recruiter of Dr Reddy’s lab

Q: What do you look for in the ideal candidate for pharmaceutical sales?

What does the ideal pharmaceutical sales candidate look like? This is a good question.
Pharmaceutical companies look at a multitude of qualities and traits in the ideal candidate, but I
can honestly say there is not one specific trait that you must have in order to become a
pharmaceutical sales representative. Yes, some companies emphasize one quality more than the
other but, generally speaking, all companies look for the same traits in an individual.

From my perspective, the ideal candidate's important traits fall into two categories: the basic,
quantifiable traits and the subjective, more-difficult-to-measure traits.

Basic Quantifiable Traits:

These are the qualities that can be documented and verified.

 Four-year degree : A four-year degree from an accredited university or college is required

to become a pharmaceutical sales representative. Pharmaceutical companies prefer
candidates with degrees in life science (such as biology) but, generally speaking, all four-
year degrees are considered. Your receipt of a four-year degree represents your ability to
learn and master new information and shows that you have the discipline to complete a
goal.
 Clean driving record : You must have a clean driving record to drive a company car for a
pharmaceutical company. If you have trouble getting driving insurance or are considered
a high-risk driver by your current insurance company, working for a pharmaceutical
company might be difficult. A clean driving record is important because pharmaceutical
companies lease company cars from a third party. In most cases the leasing company has
the liability for the car; therefore, they want safe drivers.
 Excellent track record of success : An excellent track record of success in your
professional career shown through accomplishments is an extremely important quality

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that hiring managers look for in you and your resume. Your success (accomplishments)
must be documentable and articulated on your resume. Your accomplishments should
clearly illustrate initiative, creativity, and drive to get the job done. You must show that
you have achieved or surpassed your objectives, goals, and quotas.

Subjective traits that are equally important:

 Professional image : Professional image is important for a pharmaceutical sales

representative because you are representing a respected multi-million dollar company.
Expectations have been set over the years that pharmaceutical sales representatives have
a professional image, so you must meet or exceed existing expectations.
 Men : I suggest the "IBM look". The IBM look is conservative and traditional in a dark
blue, black, or charcoal single-breasted traditional suit; white button-down shirt with a
button-down or straight collar; and a silk tie. Regarding grooming, it is highly suggested
that men are clean-shaven (no facial hair) and have a short, fashionable hairstyle.
 Women : I also strongly suggest a traditional and conservative look for women, such as a
dark blue or black skirt suit, white blouse, hose, and closed-toe shoes. Hair should be
groomed professionally. Make-up should accent the face and not overpower it. A
pharmaceutical sales person's image should be classic and fashionable, but not too trendy.
Jewelry should be kept at a minimum
 Men and Women : Absolutely no cologne, perfume or scented hand lotions should be
worn during the interview. Remember, you are interviewing for a job in corporate
America, not a date!
 Desire : How badly do you want to get into pharmaceutical sales? Your desire can be
demonstrated in the mastery of the following areas: company research, attention to your
professional image, resume knowledge, interviewing skills, positive attitude and follow-
through.
 Personality match with your manager : This is a difficult aspect to determine. You must
feel comfortable enough with your boss to trust your career to them, and you must be
able to work for and with the hiring manager. Your personalities must "click" with each
other.

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 Personality traits : The ideal pharmaceutical sales representative will be: self-motivated,
goal-oriented, knowledgeable, personable, professional, positive, accountable, teachable,
persistent, ethical, a team player and trustworthy. When interviewing, you must exude
these traits (this will happen if you have adequately prepared for the interview).

Q: I've heard that the interview process takes long time. Is this true?

In some cases the interview process can take several weeks, but at other times the process can
take less than two weeks. It all depends on how the interview processes are set up within each
pharmaceutical company. Typically, the larger companies require more steps in the interview
process (more managers to interview the candidate) which results in a several week interview
process. Also, the length of the interview process can be determined by the urgency and the
number of sales representatives that need to be hired. Based on my recent experience, I know
that some of the larger companies are expanding their national sales force and have dramatically
shortened the interview process. I wish I could give you a short answer, but each company is
different.

For your information, here is the basic interview process:

 Initial phone screen - The phone screen is typically a short, 20-to-30 minute phone call
with either a recruiter or human resources individual.
 First interview - The first interview is usually with the hiring manager or the district
manager (your future boss) and lasts 60 minutes.
 Second interview - The second interview will be with the hiring manager, and possibly an
immediate peer and will typically last between 60 and 90 minutes.
 Final interview - The final interview will be with the hiring manager's immediate boss
and other senior managers. In some instances, you will travel to the corporate
headquarters to meet with several senior-level managers.
 Offer stage - The offer should be in writing and should indicate your base salary,
vacation, and commission plan.

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CONCLUSION:

The study reflects the recruitment process along with the general steps to be followed while
preparing a recruitment plan and also keep measures to be taken while implementing the plan.
The recruitment plan designed for a particular position for a pharmaceutical company reflects all
the requisites to be considered while preparing the plan. The plan has to be designed by looking
at various factors like from scheduling the date to allocating the budgets keenly. Thus, the
present study gives a deep insight into the concept of designing a recruitment plan.

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BIBILOGRAPHY:

 Interview with the Sales recruiter of Dr.Reddys

BOOKS:

 “Essentials of human resource management and industrial relations” by Subba Rao.

 “Recruiting Excellence: An Insider's Guide to Sourcing Top Talent” by Jeff Grout, Sarah
Perrin.

 “Competency Based Recruitment and Selection” by Robert Wood, Tim Payne

WEB SITES:

www.citehr.com

www.workinfo.com

www.hrmasia.com

www.hrlaws.com

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