Sandeep1708 said:
Dear Qorax,
Please give me some advice about job oportunities in Pharmaceutical industries in Canada. Which provinance is better for this type job.
Your input will be highly apriciated.
Thanks,
Sandeep
Jobs in the Pharmaceutical Industry
Canada ranks 8th, with a 2.6% market share, of the global pharmaceutical industry ($643 billion - 2006 estimate).
The pharmaceutical industry is concentrated in
Quebec and
Ontario, with 90% of the labour force. In the past 10 yrs. however,
Nova Scotia,
British Columbia &
Saskatchewan have made significant headway. The market includes such leaders as
Bristol-Myers Squibb,
Merck Frosst,
Novartis,
Pharmaco,
Pfizer, along with numerous SMEs in special niche markets.
Growth forecasts are optimistic, and rightly so, thanks to an ever-increasing demand—the result of the aging population, biotechnology
(in 40% of drugs by 2010) and generics. However, strong competition from emerging countries and an increase in the number of expiring patents have forced the Canadian pharmaceutical industry to focus on profitability by cost and risk sharing; a collaboration between private companies, government and university research labs and hospitals; and finally,
subcontracting for certain functions (manufacturing, packaging, labelling, regulatory affairs).
Required education vis-a-vis job roles
Graduates with a college diploma in
laboratory technology work primarily as
technicians in hospitals, where there is a
shortage of labour, or in the biotechnology field in promising openings.
If you have a
bachelor's degree in chemistry, you can work in a
lab for a pharmaceutical co., in biotechnology or in the medical or environmental sectors as a research officer, analytical biochemist, quality control officer, or as a teacher or trainer.
Some 30% of these graduates go on to obtain a
master's degree. A bachelor's or master's degree in pharmacy is for
clinical pharmacists who want to get into biopharmacy. These graduates will generally work in university research centres or the private sector as research assistants for around
$50,000. Those who go on to do a PhD degree to become pharmacologists can earn between
$100,000 &
$150,000.
In Quebec, 29 multinational companies employ 7,000 people, 22 generic drug manufacturers employ 2,900 people, 85 biotech firms employ 2,700 people and some 20 contract research firms employ 400 people.
Temporary work in the pharmaceutical industry — yes, it's possible!
Regardless of whether it is imposed on or freely chosen, temporary work is soon getting the wind, particularly in the pharmaceutical industry—which fully knows how to benefit from it. Although less "comfortable" than a permanent job,
contract work can also be appealing and advantageous for workers.
Feminization of the pharmaceutical industry
The sector is increasingly resorting to temporary work because of the large influx of women into its ranks over the past few years.
"In the 70s and 80s, the pharmaceutical industry was dominated by men; today women account for 60% of the workforce. Companies have therefore had to adapt," summarizes
Yves Quintal, president and founder of Quintal & Associates, a human resources consulting firm active in the health care sector. Someone on maternity leave will therefore be replaced with a temporary employee, to guarantee that person's job when she comes back. The same is true of sick leave, with a view to complying with the Act to amend the Act respecting labour standards and other legislative provisions.
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"Experience is Essential !"
Interview with Sylvain Larose
of Probe Recrutement,
A life sciences recruiting and networking firm
What kinds of positions do you recruit for?
Mainly marketing and sales jobs; I have a lot of pharmaceutical representatives, for example. My job is to propose a candidate who will perfectly match the client's requirements and expectations, and whose personality will fit with the team's. This latter point is very important, because there has to be a chemistry with future coworkers.
What's the first thing you look for on a CV?
I look first at experience. For the positions I recruit for, sales experience is essential, regardless of whether it took place in the pharmaceutical industry. I can't consider new graduates, however, no matter how much they assure me that sales is for them. I advise them to get 18 months of sales experience—hardly any time at all over a whole career—that they can then leverage with a recruiting firm and potential employers.
How do you analyze the true value of the candidate's experience?
I focus on the person's achievements, for two reasons: to get specific, accurate information and to analyze, via the candidate's answers, his or her behaviour and character traits such as leadership and persuasiveness. For example, I will ask candidates about the number of sales reps in their current company, how they compare, and how they stand out from the other reps. It's important for me to have specific, conclusive examples.
How can you tell if someone is being honest?
It's all about credibility, just like when you buy a car: you either trust the salesperson or you don't. In my job, it's the same thing—I will tend to trust an appropriately attired candidate with a firm handshake who arrives ahead of time. Of course, I will then check out that person's references from coworkers and also clients—often doctors—who often provide valuable observations.
What's the minimum background you should have?
Clients require a minimum of a bachelor's degree for sales representative positions. Without that, they won't even want to meet the candidate.
What selling points should be highlighted?
On the CV, I recommend that candidates list all extraprofessional experiences that could be relevant. I'm always amazed when I discover that the person I'm interviewing spent a few months in Africa on a humanitarian mission, or reached a high competitive level in a certain sport. Above and beyond professional qualifications, you want to know who you're dealing with. Any experience that demonstrates value and leadership skills should be mentioned. These aptitudes often make all the difference: my long-term vision motivates me to present candidates with management potential, who will be able to move into a product or sales manager role.
What questions do you like candidates to ask?
I like candidates who try to sell themselves, which is perfectly appropriate for pharmaceutical reps! So I'll tend to click with a candidate who tries to convince me and then close the sale by asking whether I liked their offering, for example.
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Qorax
