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I haven't been posting much lately because I am in Stockholm at a computational biology meeting where I am reviewing resumes and offering career guidance to PhD students and postdoctoral fellows. 

For those of you who have never considered visiting Stockholm, I highly recommend that you do. It is a stunning city located on an archipelago of 14 different islands.  The Swedes are hospitable, the food is great and it starts getting dark around 11:00 pm.

I will be back in the US after July 4. 

 Until next time...

 Good Luck and Good Job Hunting!!!!

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As the Congressional debate over follow-on biologics slogs on, the Obama Administration has finally weighed in and backs 7 years of data exclusivity for follow-on biologics. As you may recall, innovator companies want a 12-14 year data exclusivity period whereas follow-on biologics manufacturers are seeking a 5-year period (which is identical to the data exclusivity period for small molecules generic drugs outlined in the Hatch Waxman Act). What this means—based on the Obama Administration's proposal—is that a follow-on biologic manufacturer must wait seven years from the date of approval for the innovator (branded) drug before the US Food and Drug Administration could consider approval of a follow-on version of the molecule.

It is not surprising that the Obama Administration supports a 7 data exclusivity period--it is, after all, a compromise between the 5 year period sought by the follow-on manufacturers and the 12-14 years that the innovator companies are seeking. And, Mr Obama has repeatedly shown a willingness to compromise when it comes to getting important legislation passed. Hopefully, Congress will take the Obama Administration's compromise to heart and pass follow-on biologics legislation as quickly as possible.

 Until next time...

 Good Luck and Good Job Hunting!

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While life sciences companies are still reluctant to take the “social media plunge,” many other companies (with active social media programs) frequently hire employees known as social media managers who oversee and run their social networks.  This is because successful social media websites require daily attention and are extremely time consuming and labor intensive. In general, employees who are hired for these jobs have strong backgrounds in social media and technology but frequently possess little expertise in the industry that they are working in. Because social media is so new, many hiring managers believe that the social media and technology skills of these managers are more important than an understanding of the industry that they work in. However, while this practice may be acceptable in other industries, it won’t be the case for the social media managers who oversee pharmaceutical, biotechnology and medical devices and diagnostics social media websites. These managers will likely be required to have a firm understanding of current rules and regulations guiding drug development and marketing and advertising of approved life sciences products. This will be necessary if the drug makers who hire these managers want to steer clear of regulatory scrutiny by the US Food and Drug Administration and other regulatory agencies.

Based on my experiences as an industrial scientist and more recently as a social media manager, a person with a PhD degree with at least one course in regulatory affairs, good oral and written communication skills and an interest in social media ought to be an ideal candidate for these positions. To that end, those of you who may be interested in this newly, emerging career path option ought to begin training as soon as possible—these jobs will be in high demand at life sciences companies, medical communications agencies and conference organizers in the next year or so!

Until next time....

Good Luck and Good Job Hunting!!!!!!!!!!!!

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For those of you interested in the Canadian biotechnology scene I want to mention a good resource that I came across recently. The Canadian BioTechnologist 2.0 Blog (http://cbt20.org) has its sights set on helping to advance the development of the Canadian Biotechnology sector and the people who study biotechnology and life sciences at the college and university level and bench scientists and technicians who work in the field across the country.   

Readers are invited to contribute content: posters, tools, research and presentations, articles white papers, multimedia, music downloads and entertainment, conference announcements, videos.

The site is sponsored by the Canadian operation of Bio-Rad so it has a good selection of non-commercial content from the company including papers, tools, workshops and for fun some of their recent music videos. The blog manager, Howard Oliver of What If What Next  a Toronto based  Web 2.0-PR firm has done a great job of collecting content that covers Canadian biotechnology news and useful tools and career information for bench scientists and technicians and students.

Do drop by The Canadian BioTechnologist2.0 Blog (http://cbt20.org) to learn about the Canadian scene and get your voice heard.

 Until next time,

Good Luck and Good Jo

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The medical  science  liaison  (MSL) professional focuses on providing scientific and educational  support  and collaboration between healthcare stakeholders like physicians, patients and and  bipharmaceutical companies.

PhDs have faced tremendous entry barriers to the MSL career for two major reasons. First, most PhDs lack clinical (or patient care) experience that are inherent in PharmD and MD training programs. Most PhD research projects deal with cells and mice — considered preclinical by industry standards. Second, and perhaps more insidious, is the perception that "PhDs lack people skills". People conjure stereotypes of scientists in white lab coats as eccentric, antisocial or lacking in social graces. Unfortunately, this perception also exists within biopharma, and PhDs aiming for alternative careers beyond the bench have to be prepared to "explain themselves".

PhDs who want to become a MSL can maximize their chances of breaking into this highly competitive career by doing the following:

Understand the mindset of MSL hiring managers

The biggest complaint I've heard over the years of coaching and mentoring aspiring MSLs is "they want MSL experience, but I can't get that unless I become a MSL". I've heard this so many times that I titled my MSL career book, "All MSLs Started with No MSL Experience!"  This catch-22 situation has evolved because many entry level MSL candidates don’t possess many of the basic skill sets that hiring managers are looking for. Consequently, hiring managers prefer experienced MSL candidates because they can be reasonably assured that person understands the “ins” and “outs” of what it takes to be an MSL.

Invest in tools, resources, and coaching
Perform due diligence and read everything you can about the MSL role. This six -figure career niche is extremely small, which makes the job market fiercely competitive. There is a dearth of "free" MSL resources because service providers in this niche make their living by focusing on the biopharma clients with big budgets.

Become a master networker

Networking is your only option to get into the minds of hiring managers or learn what you need to know if you can't or aren't willing to invest in tools, resources, or coaching related to the MSL career. You can start with your school's career center or the local postdoc association and see what resources may be available related to an MSL career.

Scientific complexity is increasing in treatment options as biologics are entering markets long dominated by small molecules. This is matched with cross-sector collaboration complexity, as biopharmaceutical companies navigate regulatory and public scrutiny. The MSL profession is only 40 years old, but the MSL role is becoming one of the "rising stars" of biopharma's career offerings. Look for the life sciences industry to hire increasing numbers of MSLs as more biotechnology products enter the market.

To learn more about the MSL career pathway please check out Jane’s new book, "All MSLs Started with No MSL Experience! The Guide to Becoming a Medical Science Liaison" or visit the MSL Jobs website to look for employment opportunities.

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From time to time, I come across some interesting facts and statistics that are worth noting. This month’s issue of Pharmaceutical Technology Europe offered several things that were blog-worthy. Here they are: 

• IMS Health has readjusted the growth of the pharmaceutical industry in 2009 from 4.5-5.5% to 2.5-3.6% with sales expected to exceed $820 billion
• The size of the US pharmaceutical market is expected to contract by 1-2% in 2009
• Emerging markets like China, India and Brazil are expected to contribute to more than half of the global market growth in 2009 and sustain an average growth rate of 40% by 2013
• The size of the Middle East pharmaceutical market is predicted to exceed $18 billion by 2014

As one industry analyst put it “This high level of growth in emerging markets, combined with the contraction of the US market and ongoing low single-digit growth in other developed markets, is driving the pharmaceutical market to a new world order.” If I had money, I would be investing in generic pharmaceutical companies and follow-on biologic manufacturers!

Until next time...

Good Luck and Good Job Hunting!!!!!!!!

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Everybody who works for a living has to learn how to deal with annoying co-workers who, either directly or indirectly, may have an effect on your career trajectory.  However, we are living in uncertain financial times, when having a job--no matter the circumstances--is more important than personal happiness on a day-to-day basis.  Nevertheless, office politics are a reality regardless of how good or bad the economy is. To that end, managing difficult co-workers is essential if you want to learn how to adroitly deal with workplace politics sand advance your own career. 

I previously came across a well-crafted post that identifies 6 unique, annoying co-worker personality types and offers advice on how to effectively leverage these troublesome personalities to your benefit.  While we are living in financially challenging times, it  doesn't mean that you are powerless or have no recourse when it comes to annoying and disruptive co-workers who make your daily work day unpleasant or uncomfortable.  I hope your find the following tips useful and use them to make your "time on the job" more pleasant and bearable!

1. The Naysayer. This office dweller delights in shooting down ideas. Even during "blue sky" brainstorming sessions, where all suggestions are to be contemplated with an open mind, the Naysayer immediately pooh-poohs any proposal that challenges the status quo.

The right approach: Because great solutions often rise from diverse opinions, withhold comment -- and judgment -- until the appropriate time. Moreover, be tactful and constructive when delivering criticism or alternative viewpoints.

2. The Spotlight Stealer. There is definitely an "I" in "team" according to this glory seeker, who tries to take full credit for collaborative efforts and impress higher-ups. This overly ambitious corporate climber never heard a good idea he wouldn't pass off as his own.

The right approach: Win over the boss and colleagues by being a team player. When receiving kudos, for instance, publicly thank everyone who helped you. "I couldn't have done it without ..." is a savvy phrase to remember.

3. The Buzzwordsmith. Whether speaking or writing, the Buzzwordsmith sacrifices clarity in favor of showcasing an expansive vocabulary of clichéd business terms. This ineffective communicator loves to "utilize" -- never just "use" -- industry-specific jargon and obscure acronyms that muddle messages. Favorite buzzwords include "synergistic," "actionable," "monetize," and "paradigm shift."

The right approach: Be succinct. Focus on clarity and minimize misunderstandings by favoring direct, concrete statements. If you're unsure whether the person you are communicating with will understand your message, rephrase it, using "plain English."

4. The Inconsiderate Emailer. Addicted to the "reply all" function, this "cc" supporter clogs colleagues' already-overflowing inboxes with unnecessary messages. This person also marks less-than-critical emails as "high priority" and sends enormous attachments that crash unwitting recipients' computers.

The right approach: Break the habit of using email as your default mode of communication, as many conversations are better suited for quick phone calls or in-person discussions. The benefit? The less email you send, the less you're likely to receive.

5. The Interrupter. The Interrupter has little regard for others' peace, quiet or concentration. When this person is not entering your work area to request immediate help, the Interrupter is in meetings loudly tapping on a laptop, fielding calls on a cell phone, or initiating off-topic side conversations.

The right approach: Don't let competing demands and tight deadlines trump basic common courtesy. Simply put, mind your manners to build healthy relationships at work.

6. The Stick in the Mud. This person is all business all of the time. Disapproving of any attempt at levity, the constant killjoy doesn't have fun at work and doesn't think anyone else should either.

The right approach: Have a sense of humor and don't be afraid to laugh at yourself once in awhile. A good laugh can help you build rapport, boost morale, and deflate tension when working under stressful situations.

Do you recognize any of your co-workers who fit the bill? Or, perhaps more worrisome, do you fit into any of these categories. Food for thought……..

Until next time…

Good Luck and Good Job Hunting (remember those workplace politics)!!!!!!!!

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I just learned from Diego Pineda who runs the Medical Writer Blog and Medical Writing social network about an interesting internship possibility at Science magazine. For those of you social media enthusiasts interested in the opportunity, here is a job description.

“Science, the world's leading journal of original scientific research and global news, seeks a three-month intern to help implement and manage social media projects for its news department. The candidate should be very familiar with Facebook, Twitter, and other social networking platforms, and should have experience creating content for these platforms. Other duties will include promoting news content on the internet, moderating comments on our daily news site, and repurposing news content for multimedia projects. Some writing and research assistance for our online news site is possible. The ideal intern will have a science background-or at least a strong interest in science-and some journalism experience. The internship will be at our Washington, D.C. headquarters.”

For consideration, send a resume and cover letter to AAAS, Human Resources Department, 1200 New York Ave., NW, Suite #101, Washington, DC 20005.  (Attn:  Requisition #1763) You may also reach us by Fax at 202-682-1630 and e-mail at jobs@aaas.org.

It appears that Science is finally getting into the social networking.  For those of you, who can’t wait for the Science network, please check out BioCrowd, a social networking community focused on career development for bioprofessionals.

Until next time....

Good Luck and Good Job Hunting!!!!!!!!!!!

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The debate, if you can call it that, over whether or not interactive social media platforms like Facebook and Twitter can be used in the life science industry is moving forward at glacial speed. I decided that it was time to propose some ideas rather than continue to admonish the US Food and Drug Administration (FDA) for a lack of guidance.

There are several reasons which may explain the inertia surrounding the adoption of social media by pharmaceutical, biotechnology and medical devices and diagnostics companies. First, and perhaps foremost, FDA has been consistently reluctant to craft any useful guidance on the use of Web 2.0 technologies for research, clinical or promotional purposes. The FDA’s Division of Drug Marketing, Advertising and Communications (DDMAC) is still trying to figure out how to regulate website content. Is it any wonder that FDA is reluctant to tackle the regulatory implications and issues associated with social media platforms like Facebook and Twitter? Second, a majority of social media advocates— who are leading the charge at many life sciences companies—are marketing and advertising executives who tend to look at social media strictly as a promotional tool. Finally, much of what takes place at life sciences companies is proprietary and confidential—information flow between the company and its employees and the public is fastidiously monitored and tightly regulated. Because of this, the life sciences industry’s “process” is intentionally opaque—which is contrary to the goals of social media which is to promote transparency (or the illusion of it).

There is no doubt that the life sciences industry is the most highly regulated industry on the planet. While this represents a formidable challenge for adoption of social media, it is by no means insurmountable—especially if social media is used for purposes other than branding, marketing and advertising. For example, the most straight forward application of social media at life sciences companies would be in the areas of corporate recruitment and employee retention. Many Fortune 500 companies outside of the life sciences industry have been using Facebook, MySpace and LinkedIn for years for recruiting purposes. While not commonly acknowledged, life sciences companies have quietly begun to use Facebook, LinkedIn and MySpace to recruit prospective employees. Interestingly, the new kid on the block—Twitter—looks to potentially be a more powerful recruiting tool than any of its predecessors. Unfortunately, employee retention is no longer a priority at many companies. However, before the economic meltdown a number of companies, most notably Best Buy, were experimenting with social media to retain talented employees.

Another potential use of social media is for pharmacovigilance and adverse events reporting. Companies with approved products on the market are required by FDA (and other regulatory agencies that approved their products) to set up post marketing surveillance programs for adverse events reporting. By law, companies that receive adverse events reports from consumers, physicians or other entities must report them to the regulatory agencies that approved the product. Regulatory agencies maintain adverse events databases for all approved drugs and devices to monitor drug safety.  If designed and implemented correctly, interactive social media platforms like Facebook and Twitter (which operates in real-time) would make excellent pharmacovigilance and adverse reporting tools. Quite coincidentally, John Mack, who runs the Pharma Marketing Blog, reported a partnership between UCB and PatientsLikeMe.com to create a pharmacovigilance reporting platform for UCB products.

Recruiting patients for participation in clinical trials (to assess efficacy and safety of prospective new drugs) has become extremely challenging over the past few years.Traditional patient recruitment strategies include print, television and radio ads and in some instances, websites. All of these recruitment methods are costly, labor intensive and limited in their effectiveness because they only reach small number of prospective clinical trial participants. I contend that Facebook with over 200 million users, LinkedIn with members in over 140 different countries and Twitter which is growing rapidly would be ideal for clinical trial recruitment and retention purposes. Others have also proposed this idea.

Finally, while the use of social media to promote approved drugs and devices may be difficult because of regulatory constraints, it can be utilized to keep the public informed about prospective new medicines and promote a company’s image or brand. There is no question that the public perception of the pharmaceutical industry has been severely tarnished over the last few years.  The industry’s continued lack of transparency and failure to adequately disclose potential safety risks about some approved products continues perpetuate a negative image. One way to restore public trust and confidence is to use social media to actively engage the public in conversation on wellness, addressing unmet medical needs and prospective new medicines and treatments that are being developed. Also, social media platforms could be employed to showcase community outreach programs and discuss educational initiatives to improve science education and training.

Social media is no longer a new phenomenon or technology. It is a legitimate form of communication which has become an integral part of the Web 2.0 experience. I suspect that the life sciences industry will have to make a decision about social media in the not so distant future—or possibly miss a potentially game-changing business opportunity. And, as Ken Kesey aptly said in Tom Wolfe’s ‘The Electric Kool-Aid Acid Test’—“You’re either on the bus…or off the bus.”

 Until next time...

 Good Luck and Good Job Hunting!!!!!!!!

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