Active Advising

Morunda is not only a recruitment firm, but also a source of information for candidates in the pharmaceutical industry who care about their careers. We strive to develop our best advise along all stages of the career development.
Written By: morunda | Posted in: Active Advising,

Corporate Social Responsibility (CSR) focuses on integrating environmentally friendly practices into the workplace and creating a positive impact on the customers and employees. An increasing number of companies are starting to adopt CSR into their business strategy, job applicants are also shifting their approach towards their careers. Today candidates want to work for organizations which are committed to preserving the environment and contributing positively to their communities. A study conducted in 2012 called “What Workers Want” concluded that employees who have an opportunity to make positive environmental or social impacts at work are more satisfied by a factor of 2:1. Employees want to ensure that their potential employer is practising the same corporate citizenship practices which align with their values. Millennials will make up a large number of workforce in the next decade, and 72% of them want “a job where they can make an impact.” They prefer to work for socially conscious, innovative and sustainable companies. They are involved in charities and are volunteering for environmental and social causes across the globe. Companies would lose out if they don’t emphasize their CSR achievements when recruiting candidates. CSR initiatives contribute to hiring quality candidates and have a positive impact on their commitment and motivation. Productive Employees- By being environmentally conscious, organizations are implementing policies which preserve the Earth’s natural resources. Adept candidates want to work for companies who are playing their part in saving the planet and giving back to the society. They want to feel proud of where they work; research shows that an invested employee is less likely to look for opportunities elsewhere. Gallup study survey found that engaged employee is worth more per year (an estimated $3570). Employees feel emotionally invested in the company and are more inclined to perform highly in their new role. CSR- Tool for Hiring- It takes a significant amount of research and time to find a valuable candidate for your company. Many firms don’t have the resources to hire and train new employees more than once a year. Corporate Social Responsibility is a unique tool for hiring employees who are passionate about corporate citizenship. It can be used to measure a candidate’s emotional intelligence and value structures. Hiring managers can then compare every candidate’s values and emotional intelligence patterns with that of top performers to determine candidate’s likelihood of success. Reduced Costs- CSR enhances a company’s reputation as a sustainable and responsible entity and improves communication with your employees and customers. It helps you engage with them through social media which generates free publicity through positive word-of-mouth, so you don’t need to spend so much on expensive advertising campaigns. It also provides more hiring choices for the organization which ultimately means more talented workforce. It also helps with retention as engaged workforce leads to lower employee turnover. Positive Work Environment- Prospective candidates want to work for a company that focuses on creating a healthy and productive work environment. This can be achieved through CSR which maximises your company’s resources and retains top talent by making them feel comfortable within the work environment. Companies which actively implement CSR activities will resonate with the more socially responsible candidate pool thus helping in recruiting the right candidates successfully. Happy Communities- CSR encompasses the entire interaction of a company with its stakeholders, employees, suppliers, customers and the local community. By keeping an open dialogue with your local community, a company can create a healthy relationship which can provide considerable support over the years. References https://www.netimpact.org/sites/default/files/documents/what-workers-want-2012.pdf https://www.greenbiz.com/blog/2012/10/03/how-embed-sustainability-workforce http://www.forbes.com/sites/jeannemeister/2012/06/07/the-future-of-work-corporate-social-responsiblity-attracts-top-talent/#7d8782dd3398 http://www.aamga.org/files/hr/MetaAnalysis_Q12_WhitePaper_2009.pdf

Written By: morunda | Posted in: Active Advising,

According to recent statistics on the prevalence rate of rare diseases, per 10,000 individuals, the United States has 7.5, Japan 4, and Australia 1.2 patients with rare diseases. The most important challenge drug developers and pharmaceutical companies face with any rare disease is the scarcity of literature and guidelines. It is difficult for developers to decide on an endpoint to the examination process and to anticipate any potential effects of treatment. Without information on the natural history of the disease, designing a clinical trial is tricky. Rare diseases represent both a challenge and an opportunity for drug developers and regulators. Globally, authorities have aimed to facilitate growth of the rare disease pharmaceutical industry, planting the seeds of success for companies so that more of the millions who suffer from rare diseases can find relief. Global entities like the International Rare Diseases Research Consortium (IRDiRC) have made notable contributions to improving public health through faster and better diagnostic capabilities and novel therapies for people living with rare diseases and conditions throughout the world. In Japan, to continue the advancement of research on rare diseases and to assist pharmaceutical companies with R&D for orphan medicines, or drugs for the people, the Rare Disease Bank (RDB) was established in 2009 at the National Institute of Biomedical Innovation (NIBIO; now known as the National Institutes of Biomedical Innovation, Health and Nutrition). After a few decades, those companies working on development and innovation today will enjoy the perks of market leadership. According to a recent survey, the Japanese government and three large Japanese pharmaceutical companies (Fujifilm, Takeda Pharmaceutical, and Astellas) have made some strategic collaborative agreements regarding rare diseases R&D, leading to several advances in this emerging pharmaceutical area. Corporate executives’ and drug developers’ choice to take these steps represents a breakthrough for the long-term growth and future stability of the Japanese pharmaceutical industry. However, the Japanese government and associated companies are also working on the budgetary impact and cost drivers of drugs for rare and ultra-rare diseases. They are seeking solutions that can be incorporated without an increased regulatory burden on firms or tax burden on citizens, while still providing increased availability and access to orphan drugs for patients. Domestic and international pharmaceutical companies in Japan are operating beyond their flexible zones, thereby generating an atmosphere of high market competition. Consequently, a greater demand for highly skilled, experienced, and competitive human resources (HR), and a workforce that can attain market leadership is the key driver for recruitment. Given the prevailing trends in the pharmaceutical industry, it is not hard to see that the demand for Japanese HR will continue to increase as competition in the industry grows. As companies seek to fulfill the demand for drugs for rare diseases in the global market, they are looking to hire people with related skill sets and experience in the same niche to cut down on costs and training time. This high demand for a Japanese workforce also provides Japanese workers with real grounds for earning competitive compensation from companies.

Written By: morunda | Posted in: Active Advising, Making the move, Uncategorized

I am often asked: Who is the typical candidate that we place at our Pharmaceutical and Medical Device clients at Morunda? Whether they are in their late 30s, 40s, or 50s, they all have a sense of urgency and are willing to alter their career paths and switch companies. Changing companies comes with some risk, as the employee equity built up at one’s present company is recalibrated at the new company.   Read More >>

Written By: morunda | Posted in: Active Advising, Your career

I was recently interviewing a female candidate who had a reputation for being among the best in the male-dominated world of pharmaceutical sales in Japan. After quizzing her on her achievements it was quite clear that she was reticent to put forward her accomplishments. I ventured to tell her what I knew of her record and, a little surprised, she smiled and her humility was disarming. Most male candidates in similar circumstances would have puffed out their chests and told me (and the whole world) exactly how impressive they were but after interviewing similar candidates for the past 15 years – I guess I shouldn’t have been surprised.   Read More >>

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Corporate Social Responsibility (CSR) focuses on integrating environmentally friendly practices into the work

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According to recent statistics on the prevalence rate of rare diseases, per 10,000 individuals, the United Stat

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I am often asked: Who is the typical candidate that we place at our Pharmaceutical and Medical Device clients at M

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I was recently interviewing a female candidate who had a reputation for being among the best in the male-dominated

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Morunda recently surveyed 109 managers at 29 pharmaceutical companies and we asked them to give their opinion on fi

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