Clinical Research- A emerging career option

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Clinical Trials : Why India is irresistable?

'Global consultancy McKinsey & Co estimates that by 2010, global pharma majors would spend around $1-1.5 billion just for drug trials in the country.'

http://www.rediff.com/money/2004/dec/22spec.htm

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An estimated 100,000+ clinical trials are carried out throughout the world. Thousands of trials are conducted in India.

Eligibility: B.Pharm, M.Pharm, MBBS, MD, BDS, MDS, BPT, MPT, BAMS, BHMS, B.Sc , M.Sc ( Nursing, Microbiology, Biotechnology, Lab science, Genetics, Nutrition, Botany, Zoology ). Rewarding career opportunities in CROs (Contract Research Organizations), Pharmaceutical companies, Hospitals and biotech companies.

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Recruiting for Big Companies?

Everyone loves to work for big companies. The job is stable, work predictable, pay direct deposited regularly, bolsters social standing of the individual, allows parent to brag about their kid, and most important of all: gets high dowry. Every idiot who works at one of the big IT companies commands a high dowry. Hence these are highly sought after.

Work is highly specialized, big companies take a task and granularize it to the utmost possible and assign the indivisible task to an employee. That way, it is easier to get things done. This won't be intellectually stimulating, which is all good for Indians who have trouble understanding basic arithmetic. There are no risks, no uncertainity, again, perfect for the ultra risk averse Indians.

A large majority of these jobs are sinecures, they have little work, nor can they be assigned any, coz they do more damage than good. There is one reasonably decent resource located on-site, at the client, who does all the work. The resources in India are mostly kept to increase the warm body count, for billing purposes.

Given this scenario - whats the role of recruiter or even HR in a big company? People WANT to join companies, there is no challenge of finding people. These roles become rent-seeking. If someone wants to join big company, recruiter/HR need to paid X amount. I've heard of cases where said recruiters have to be paid 75K - 1 lakh to let in a person of fake experience. Given that fake exp candidate would pay, which recruiter in his right mind would take a candidate genuine experience? This is the same that happens in all Govt depts.

Recruiting for small companies is a challenge and can be considered as actual recruiting. My hats off to those who work for small companies and make them successful.

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Credentials vs Experience Based Recruitment

Hi All,
Normally we have two options for recruiting in a company -
a. On the basis of Formal Credentials
b. and on Experience

Today I read a blog post by Zoho founder (Zoho is now a very renowned brand competing with Google online products. Blog post http://blogs.zoho.com/general/how-we-recruit-on-formal-credentials-vs-experience-based-education/) sharing his experience in recruiting for the company.

Actually they re-programmed their companies recruitment process to concentrate their efforts in finding and developing experience based human resource.

Considering we are not recruiting for Infosys, Wipro and other big companies -

a. Which one of these two (Credentials vs Experience) works the best for small and mid size companies?
b. and, if you don’t look at formal credentials, what do you actually look at? (as questioned in the blog post)

Couple of lines from the post -
"we don’t really value fancy degrees and famous schools. He was surprised - perhaps because of my own educational background. "

"Based on a few years of observation, we noticed that there was little or no correlation between academic performance, as measured by grades & the type of college a person attended, and their real on-the-job performance. That was a genuine surprise, particularly for me, as I grew up thinking grades really mattered."

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Do you feel Recruitment is really a part of HR ?

Here I am back but this time with a controversial topic. After working for 3 and half years into Recruitment - I had developed my own hypothesis that Recruitment is no longer a part of HR. Especially in booming service sector where due to high growth & attrition recruitment is considered as a business function instead of just a support function. Some of the examples are IT & BPO industry and war has already started in BFSI & retail sectors.

I will try to first put my points on the basis of actual data available to me through my Jobboard "JobHolic.Com" only. Few days back, I had posted a poll which was basically to categorize educational background of Recruiters and below were the findings -

1. Any Engineer i.e. B.E./B.Tech/M.Tech - 25 votes (27%)
2. Computer Pro i.e. MCA/M.Sc or any computer degree - 9 votes (9%)
3. M.Sc/B.Sc/M.Com/B.Com/M.A./B.A. - 20 votes (21%)
4. MBA - Specialization non - HR (Regular only) - 8 votes (8%)
5. MBA - HR (Regular Only) - 19 votes (20%)
6. MBA - Correspondence (Any) - 11 votes (11%)

Total : - 92 votes

You can derive out many implications out of this poll but the point on which I would like to put emphasis is that there are only 20% regular HR specialist MBAs working as Recruiter. Even engineers with 27% have made their presence felt as recruiter(HR) which is typically regarded as soft-skill intensive job profile. We have very diversified education background of recruiters and most of them are working excellently at their jobs. Hence, I can safely draw a conclusion that it is not essential to have HR concepts & theoretical knowledge to become a recruiter. This is my argument number one.


As a saying goes that Recruiter's job is to 'first sell his company to candidate and thereafter sell candidate to his company or vice-versa". I personally endorse this viewpoint big time and categories myself as a salesperson only. Apart from working as a salesperson (s)he is also required to have basic co-ordination, domain & negotiation skills. In my opinion first skill i.e. selling depends upon the personality type of person whereas other three skills can be learned with on job experience. Here also, I see very less scope of HR's theoretical knowledge....at the max. you can be better off, if you understand the Organizational Behavior & employee's Psychology. So my second argument is that all the main skills which are required for Recruiter can learn with the time.

My third argument is not supports fight against HR but it assumes that till now recruitment is a part of HR only. I feel that recruitment is evolving as a part of HR to become a separate discipline altogether. It is the similar situation like Financial Management subject was basically evolved from "time value of money" concept of economics over a period. The primary connector between HR and recruitment is human factor since both the functions deals with human. But by going this theory even Individual sales/marketing should be part of HR!!...........Just like Operations Management or Material Management; Recruitment should be separate areas of knowledge/discipline altogether which can remain loosely tide with HR.

Disclaimer as usual..............these are just my thought and you know by no means supposed to be correct. I would welcome more arguments whether against or in favor of my hypothesis that Recruitment is no longer a part of HR?

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