Recruitment Portfolio Visit Card

METHODS & TOOLS

YEAR OF LAUNCHING: FROM 1999

METHOD

  • To embrace any project and accept any challenge regarding pharma candidates
  • To give all efforts to succeed in every recruitment project
  • To approach any project with the same energy and passion

OBJECTIVE

  • To put the right candidate in the right place  
  • To support candidates and employers to find each other  
  • To be recognized as a passionate company recruiter by both; candidates and employers 

BEST PRACTICE

Expand Health Romania is the biggest recruiter for pharma with an impressive recruitment portfolio card: 200 clients, 40.000 interviews, 5.000 successful candidates and more others.

I hire people brighter than me and then I get out of their way.

Lee Iacocca
Portfolio

Our branding works

Experience the expertise level of our core services, take joy of our projects in brief!

References Check-Out Validation

METHODS & TOOLS YEAR OF LAUNCHING: FROM 1999 METHOD To fill-in a references check-out form for the final candidates To make a cross-references evaluation per each key responsibility in the future job To assess the candidate employment history with the future role and organization    OBJECTIVE To maximize the recruitment success    To increase the decision objectivity...

Individual and Business Planning

COURSE OUTLINE TRADITION FROM 2010 VERSIONS 4 ACTUAL VERSION V2018 MAIN NEW FEATURE BUSINESS PLANNING CASE SUDY EXPERIENCE LEVEL MIDDLE TO SENIOR JOB TITLES FIELD PHARMA EMPLOYEES CLICK TO DOWNLOAD COURSE AGENDA COURSE FEATURES ∠ Complex course based on business exercises and case studies regarding business planning with pharma specifics. COURSE OBJECTIVES ∠ Learning about...

Candidates Profile Tests & Surveys

METHODS & TOOLS YEAR OF LAUNCHING: FROM 2003 METHOD To combine various tests and surveys, to obtain a comprehensive profile description To evaluate each core competence with a specific competence survey or test     To create and customize competencies’ testing methods to the specific recruitment process needs OBJECTIVE To obtain a complete profile description  To match...

Talent Search Projects

METHODS & TOOLS YEAR OF LAUNCHING: FROM 2003 METHOD To attract young graduates to work in pharma through digital channels To educate early graduates through online and onsite programs about pharmaceutical market    To asses through testing and exercises the talent and potential for a pharma career     OBJECTIVE To help young people to access pharma...

Key Opinion Leaders Relationship Grid

COURSE OUTLINE TRADITION FROM 2010 VERSIONS 4 ACTUAL VERSION V2020 MAIN NEW FEATURE NEW MODELS AND OPPORTUNITIES EXPERIENCE LEVEL MIDDLE TO SENIOR JOB TITLES SENIOR REPS, KEY ACCOUNT SPECIALIST, PRODUCT SPECIALIST, AREA SALES MANAGERS CLICK TO DOWNLOAD COURSE AGENDA COURSE FEATURES ∠ The professional relationships with the KOL’s represent the most important driver for any...

On-Spot Teams

CASE STUDYON-SPOT CATEGORY•PROJECT OBJECTIVE:To build an on-spot team to cover general practitioners at a national level, to reinforce two mature brands new indications. To subordinate the project field force to our partner area sales managers and to align whole new team to the specific standards and operations. •PROJECT ACHIEVEMENT:Fully coverage of GP’s with 3 calls...

Key Account Management Toolkit

COURSE OUTLINE TRADITION FROM 2003 VERSIONS 3 ACTUAL VERSION V2018 MAIN NEW FEATURE NEW CHANNELS EXPERIENCE LEVEL MIDDLE TO SENIOR JOB TITLES KEY ACCOUNT SPECIALISTPRODUCT SPECIALISTAREA SALES MANAGERS CLICK TO DOWNLOAD COURSE AGENDA COURSE FEATURES ∠ The course is practically a guideline tool for managing the most important key accounts within the business objectives.  COURSE...

Replacement Teams

CASE STUDYREPLACEMENT CATEGORY•PROJECT OBJECTIVE:To employ specific roles within a large pharmaceutical producer for fill-in temporary replacements or vacant positions with external employees for a determined period of time. •PROJECT ACHIEVEMENT:A long-term partnership, for over 10 years, with a fully coverage of vacancy positions and a high fidelity rate of the external employees.       No one...