Annual survey from Emergo Group finds growing international reports:

A new survey by medical device regulatory consultancy Emergo Group has found that medical device manufacturers' international sales growth rates continued to outpace their domestic business in 2011, demonstrating the increasingly global nature of the industry.

The survey of more than 2,600 medical device industry participants showed that more than 53% of respondents reported increased international sales in 2011, compared to nearly 42% of respondents reporting growth in domestic sales.

US versus EU: Preferences Emerge 
Another key finding in the survey examines claims that a more cumbersome FDA registration process has led more and more manufacturers to commercialize their devices first in Europe. Although nearly 22% of participants indicated that the European CE Marking process for medical devices became more difficult in 2011 due partly to stricter clinical data requirements, more than half of participants have found the US FDA registration process to be more difficult since 2010.

While most North American participants still prefer to launch products in the US first-and most European firms prefer to launch in Europe first-nearly 40% of North American participants stated they'd choose Europe as their first path to market. Only 17% of European firms would consider launching products in the US first.

"These results seem to validate industry perceptions that the US regulatory process has grown more complicated since 2010, and that European registration is in comparison more transparent and predictable for manufacturers," says Stewart Eisenhart, Regulatory Editor for Emergo Group.

Read more from SFGate

Read the full results of Emergo Group's 2012 Medical Device Industry Survey 

From WSJ - FEBRUARY 2, 2012

Medical-device companies have reached a tentative deal to pay the Food and Drug Administration $595 million over five years to increase the number of federal workers who approve devices and get new devices on the market faster.

The deal is more than double the $287 million the industry currently pays the agency in "user fees"—money paid by companies seeking to get a new device approved. For the first time, the agency will have hard-and-fast goals for how long it can take to approve devices on average before they go to market.

The agreement will beef up the number of full-time employees in the FDA's Center for Devices and Radiological Health considering applications for medical-device approval. It is expected to increase review staffing at the center by about 200 employees, from the current 1,001, over the course of the agreement. One goal is to bolster safety of medical devices, a hot topic given the relatively high failure and recall rates of devices like heart defibrillator wires and metal hip joints.

Diana Zuckerman, president of the National Research Center for Women & Families, said the new user fees still won't be enough when devices fail. In the case of metal hips, she said, "FDA had to calculate the adverse reactions, review the data on the high revision rate, work with the company regarding the recall of that device, and respond to congressional and media questions about that defective device."

Stephen J. Ubl, chief executive of the industry trade group AdvaMed, said, "The establishment of total time goals for device approval is a big deal." He said the new deadlines will mean that "the agency has an interest in ensuring that its requests for information are reasonable."

The agreement comes after what people familiar with the talks said were particularly acrimonious negotiations. The talks stretched over more than a year, and the FDA failed to meet a mid-January deadline for when it was supposed to get a deal to Congress.

The FDA's medical-device division has been under pressure both from industry and from safety advocates. Last year, a panel from theinfluential Institute of Medicine recommended the FDA's device division should give more intense, and lengthy, scrutiny to thousands of devices that currently get only an abbreviated review.

But at the same time, companies have complained about the unpredictable time it takes to get devices approved, with some approvals taking years. One prominent device inventor, Robert Fischell, testified last summer before Congress that the FDA's device center "is the worst that I have experienced in my 42-year career involving medical technologies."

The director of the FDA's medical-device center, Jeffrey Shuren, testifying last summer at a congressional hearing, said "We do have a challenge attracting the best people." He said his division has a "very high turnover rate" and can't pay salaries competitive with the industry. He said that approvals took too long partly because "sometimes we asked for things we shouldn't" in requests to applicants for approvals.

The new agreement is designed to take steps to alleviate these problems. While the FDA device center does currently have goals it seeks to meet for the timing of approvals, they are flexible, and the clock can be stopped when the agency asks a company for information. The new agreement would set goals to complete the most complex approvals in 385 days on average and abbreviated ones in 124 days on average.

Write to Thomas M. Burton at tom.burton@wsj.com

Medical Sales Reps and the Social Networking Job Search

The job search continues to evolve. From the company bulletin board and classified ads to job search websites and social networks, job seekers must keep up with the trends. So what does today's job search look like? Well, it might go something like this:

"I found a medical device sales job posting on MedReps.com and used LinkedIn to research the job poster. We had a mutual connection that I leveraged to get an interview – which was conducted on Skype. I accepted the job offer offer via text message."

The above scenario is not unlike many of the stories shared in the recent MedReps.com Social Networking Job Search Survey. One in four survey respondents said their activity on a social network had either directly or indirectly led to a career opportunity. So how are they doing it? The MedReps.com Social Networking Job Search Survey Report reveals how medical sales job seekers are using social networks in the job search.

Majority Rules

We’ve yet to reach the day when everyone has a Facebook or LinkedIn account, but the majority certainly do. In our survey of more than 350 medical sales professionals, 94% said they belonged to at least one social network, a slight increase from the 89% who professed social network membership in the 2009 survey. When asked how often they login to social networks, 43% of respondents reported that they login multiple times a day. Another 21% said they login daily, meaning a total of 64% of respondents login to a social network at least once a day (up from 47% in 2009).

While Facebook may have more members globally, medical sales professionals prefer LinkedIn. In a sharp increase from the 2009 data, 87% of respondents now have a LinkedIn profile (up from 56% in 2009). Facebook held steady with 76% of respondents professing membership (slightly up from 74% in 2009). Twitter held a distant third place with 16% of respondents claiming to use the site. Newbie Google+ beat out the seemingly forgotten MySpace with 12% of respondents reporting a Google+ membership and just 2% saying they are still on MySpace.

Very encouraging news in a market that has been hurting for a while now - Bob

BY MICHAEL C. BENDER

HERALD/TIMES TALLAHASSEE BUREAU

TALLAHASSEE -- Gray Swoope pulls his hands from his pockets long enough to hold open each door he crosses in the state Capitol for anyone who might want to pass through first.

As Gov. Rick Scott’s jobs czar, Swoope (rhymes with “hope”) must open the door to more business in Florida, finding a better calculus than his predecessors to lure new companies across the state line while keeping existing employers from escaping.

There have been early signs of success. The state’s 10.3 percent jobless rate is its lowest since June 2009. In September, Time Warner announced plans to create 500 jobs in Hillsborough County. The company got state and local tax incentives worth $3 million.

CHALLENGES AHEAD

But there have been hints of trouble, too. CCS Medical, one of Tampa Bay’s biggest private employers, moved its headquarters and 230 high-paying jobs to Dallas. Foreclosures in Florida hit an 11-month high in October, statewide construction expenditures have dropped three consecutive quarters, and the number of children living in poverty in Florida — nearly one in four — is growing faster than the national average.

If those stats are disturbing, then perhaps Swoope, an understated Southerner with a syrupy drawl, is the right man for the job.

Before flying on a T-2 Buckeye Navy/Marine trainer as part of a site search last year, the pilot asked Swoope how much “upside down time” he wanted.

“However much we can do, I guess,” he grinned.

Scott’s mission to put Florida back to work started, paradoxically, with a $300,000 job for a Mississippian.

But almost by definition, Scott needed to look outside Florida for someone to rebuild the Sunshine State’s splintered approach to economic development.

Scott has made job creation his top goal and he’s turned up the pressure on Swoope and others by saying publicly he wants Audi to open an auto plant in Florida and the Chicago Mercantile Exchange to relocate to the state.

Scott said Swoope “will be a major reason” if Florida succeeds. Scott, a former businessman and Midwest native, had high praise for Swoope, describing him as “nice” and “relentless.”

Swoope, 50, started March 21 as president and CEO of Enterprise Florida, the state’s public-private economic development arm. He also has the ceremonial title of commerce secretary in Scott’s administration.

Tue Dec 06 2011 11:34:52 GMT-0500 (Eastern Standard Time)

Read more:  http://www.miamiherald.com/2011/12/05/2530943/can-rick-scotts-jobs-czar-bring.html

Bob Collins
bob@thebobcollins.com
www.linkedin.com/in/thebobcollins

By Laura Smith-Proulx 

An interesting practice seems to have cropped up among self-written social media profiles, where the phrases that have been taboo on resumes (like “self-motivated team player”) are creeping back into lists of job hunter credentials on LinkedIn.

Unfortunately, these mundane, dry, and redundant phrases can make it difficult for you to maximize the power of LinkedIn as an executive job search tool.

It’s also challenging for recruiters and employers to see past these overused terms when looking for your value proposition!

However, with a little ingenuity, you can pull the lackluster phrases out of your Profile and replace them with powerful writing worthy of your career, leadership style, and brand message.

Here are some of the worst offenders lurking among LinkedIn Profiles, along with suggestions for alternative wording:

1. Accomplished professional.

If this is really true, then show (don’t tell!) your readers about it. This phrase is likely to prompt more annoyance from employers than appreciation.

Instead, consider using a sentence or phrase that speaks specifically to your achievements, such as "Pharmaceutical sales leader honored for closing 147% of quota during 2009 and 2010” or "CIO heading multimillion-dollar outsourcing contracts at major banks."

In addition, you can add achievement data (right in the Summary) that cuts to the heart of what you do and why you’re good at it, with sentences like "Sales manager honored for coaching 3 Top Producers" or "Operations Director promoted for increasing production line efficiency."

2. Results-driven.

Most companies plan on hiring someone who fits this description, and they weed out anyone who doesn’t perform to their expectations. It’s almost to your detriment to point this out in your Profile.

You might try adding information that actually PROVES your drive for results, with mention of how you’ve earned a promotion in just 6 months, or the ways in which your performance has outpaced that of your executive peers.

3. Exceptional communicator.

The trouble with this phrase is that it’s not only tough to prove, but that the person using it often misspells one or more words (really).

Since your LinkedIn Profile gives you plenty of opportunity to demonstrate your writing skills, you’ll have the opportunity to convey complex concepts or perhaps distill a major project into a short description… both of which would speak louder about your leadership and communications skills than this phrase ever will.

4. Proven success.

Well, employers would hope so. After all, why mention your success unless you have some proof to back it up?

Here’s where you’re better off noting some metrics, as in “exceeded quota for 7 out of past 8 years,” “brought company to 87% market share,” or “met 100% of project budget constraints despite limited resources.”

These achievements can help online readers understand the scope of your work and the reasons behind your executive career progression.

5. Experienced.

Ahem... of course you are. Even worse, “successful experience” is so redundant that you’re wasting space and LinkedIn keyword optimization by even thinking of these phrases.

One way to replace this word is to simply specify the number of years you’ve worked in the industry.

However, be careful here: “15 years of experience in sales” doesn’t quite have the same ring as “Generated 23% average over-quota revenue throughout progressively challenging sales roles.”

6. Responsible for.

Just like a resume, there is no reason to clutter the landscape of your Profile with a phrase that is largely assumed.

Rather than use this phrase, you can just skip to the relevant facts (“managed $500K budget,” “supervised staff of 10”, “headed global division”) and save everyone’s time.

7. Microsoft Word skills.

There’s no advantage to listing basic skills that nearly all candidates possess. Especially at the executive level, employers will be more surprised if you don’t have these skills, than if you take the time to list them.

You’re much better off researching target jobs and noting the leadership skills (keywords) required for the position, then using these terms to show your competency.

To summarize, back up and take a long look at your LinkedIn Profile. Are you committing the same mistakes that have been appearing on resumes for years?

If so, it’s time to refresh your approach and provide specific details on the high points of your career—information that others can readily relate to (and even use to hire you) from your LinkedIn Profile.

J&J - Janssen Pharmaceutica -  I Need People in Austin, TX or Corpus Christi, TX   

Internal Medicine/Family call points  -  Strong Base  - Company Car

J&J is seeking Retail Pharmaceutical Sales Representatives. 
The Retail Pharmaceutical Sales Representative is accountable to develop a significant market presence for the company utilizing an innovative business strategy and intense focus on meeting physician and patient needs at the local level. The primary objective of the Retail Pharmaceutical Sales Representative is to achieve sales business goals by creating strategy and conducting promotional activities that capitalize on local market conditions. If you possess an in-depth understanding of family practitioners and internal medicine specialists and the factors that impact physician decision-making in patient care, consider applying for this position.
The successful incumbent will: demonstrate strong knowledge of therapeutic conditions and treatment protocols; be able to serve as a valued resource to physicians by delivering information and providing access to the company's significant resources; be able to identify and partner with stakeholders who impact healthcare decision making at the local level, including local healthcare providers, physician networks, local hospitals, pharmacies, and large local employer groups; be able to apply an in-depth understanding of the pharmaceutical industry’s current healthcare and patient practices and emerging trends to develop the territory’s unique business opportunities. 

Minimum of a Bachelors degree is required. Excellent written and oral communication skills are required. Valid driver’s license is required. Clean driving record is required. Ability to travel as necessary (some overnight and weekends) is required. 3 or more years of direct selling experience to healthcare professionals in the pharmaceutical, biotech, device or healthcare industry, or large account management experience is required. Prior experience in pain management, cardiovascular and/or metabolic/diabetes therapeutic area, gastrointestinal disorders and therapies or other internal medicine areas is preferred. Documented sales results, including examples of company awards, or participation in management development program are preferred. Residence within the current geography or willingness to relocate to the current geography is required. 

Please send your resume to:
bob.collins@na.manpower.com