From: Lorna Mabunda (mabunda@bioquestinc.com)
Date: Wed Mar 30 2005 - 15:47:06 PST
Message-Id: <3535a80fddb657726321307fba450f79@bioquestinc.com> From: Lorna Mabunda <mabunda@bioquestinc.com> Subject: Re: SLA-SF Digest #827 - 03/26/05 Date: Wed, 30 Mar 2005 15:47:06 -0800
Sandy,
Thanks so much for your response. I really appreciate it. You make a
really great point that was echoed by someone else: while not
unimportant, the numbers don't matter as much as actual contribution. I
feel like that validates my desire to keep things simple.
As for Nexis and/or Dialog, I am definitely considering asking that one
or the other be added to our arsenal. I've already found that press
release information can be very handy as well. I have used Business
Wire and PR Newswire but am less familiar with the other two you
mention below.
Once again, I appreciate your input and hope we have the occasion to
meet in the near future. Perhaps at one of the neighborhood dinners?
I'm planning on attending the one in Bernal Heights.
lmm
On Mar 25, 2005, at 11:01 PM, SLA/SF Listserv wrote:
>
> Hi, Lorna; welcome!
>
> When you are doing your metrics, don't forget about results. The # of
> candidates added, the amount of time you spend, etc. doesn't matter to
> the folks you are working for as much as how much what you are doing is
> helping their bottom line.
>
> I don't know exactly what kind of stats you are going to need to keep,
> but can you find out what is already being tracked? For instance, # of
> months to fill a position--if the extensive database you are building
> can shorten this time, you are contributing in a tangible way.
>
> As far as sources, if you afford Nexis or Dialog they have excellent
> company directories and biographical information. I'm lucky; I don't
> have to rely on the Web for all my information. Since I work with
> press
> releases, I can tell you that they are a very good source for finding
> out personnel changes and where these candidates have been
> before--often
> in more detail than the directories provide, and often to a lower level
> of hierarchy (for example, a marketing VP.) You will need to search
> all
> the press release wires to find the releases you need--Business Wire
> and
> PR Newswire and, to a lesser extent, Primezone and Market Wire.
>
> And don't forget non-U.S. information, since so many of the dominant
> companies in your industry are owned by British, Swedish, German,
> French, Japanese & etc. parent companies.
>
>
> Sandy Malloy
> Senior Information Specialist, Business Wire
> 800/227-0845 (415/986-4422) ext. 512
> sandy.malloy@businesswire.com
>
>
>
>>>> mabunda@bioquestinc.com 03/24/05 5:45 PM >>>
> After years of working on the fringes of or in nontraditional areas of
>
> profession, I have finally had the opportunity to join the SLA. I'm
> looking forward to getting to know some of you and hopefully being able
>
> to share some of my knowledge just as I hope to learn from you, my
> peers.
>
> That said, I wonder if anyone can offer some suggestions for me as I
> grow into a newly created position at BioQuest, a retained executive
> search firm serving emerging and established medical device,
> healthcare/life sciences I.T., healthcare services and
> biopharmaceutical companies. I am new to the firm, the search firm
> industry, and the industries we serve, but I have a great deal of
> experience in library and information services, particularly research.
>
> My role is integral to the company, and I am the only person with
> tasked with my particular accountabilities. In other words, I am the
> Research Department. Meanwhile, the firm has never had a Information
> Professional in its midst, so I am doubly eager to show the advantage
> of having a librarian on site.
>
> I have two broad questions.
>
> 1) Before I came on board, the primary sources used to identify
> potential candidates were Zoom Info (formerly Eliyon), Hoovers,
> RAPS.org, the FDA databases, and Google/Google Alerts (to find trade
> shows, exhibitor lists, company web sites, press releases etc.) These
> are therefore the resources that I have been using; however, I feel
> like there must be more arrows we can add to our quiver. I use these
> sources either to identify companies in a particular space and then to
>
> identify those who hold specific roles within said companies. Sometimes
>
> I am also asked to locate someone whom we may know once held a position
>
> at a given company but who has moved on. Eventually I would also like
> to build our physical collection, but for now my primary concern is
> identifying the right/best online tools to help me with people
> searches.
>
> 2) My second question is in regards to metrics and systems
> organization. My first step has been to implement a formal search
> request process, which they've never had. My goal is to create a
> mechanism that will both help me track my work through a project by
> creating a research history and also to build a "portfolio" that I can
>
> use come time for my performance evaluation. I've also struggled with a
>
> way to provide metrics, i.e. what numbers to track and how to do so.
> Because I haven't been asked to do so, I have decided to keep it
> simple: # of candidates added to the db, # of companies added; # of
> records updated (eventually I will also be the our proprietary Database
>
> Admin). The # of hours devoted to a particular project is captured on
> my time sheet, but I feel I should also track the time spent on a
> specific searches within a project so that the eight consultants with
> whom I work can get a better understand of why what seems like a simple
>
> request to them, may, in reality take a couple of days.
>
> I do want to add that I have the full support of my new colleagues.
> They're happy to have me, and I believe that more often than not, they
>
> will work with me as I create structures where none have been. I know
> that having that sort of buy-in ahead of time puts me ahead of the
> game, so if anybody has tips or suggestions on how to help me help the
>
> profession shine, please let me know!
>
> I look forward to your suggestions.
>
> Thanks in advance,
> lmm
>
> Lorna Mpho Mabunda
> Research Associate
> BioQuest, LLC
> 100 Spear Street, Suite 1125
> San Francisco, CA 94105
> ph. 415-777-2422 xt 23
> mabunda@bioquestinc.com
>
> BioQuest is a retained executive search firm that serves emerging and
> established medical device, healthcare/life sciences I.T., healthcare
> services and biopharmaceutical companies. Please visit our web site
> (http://www.bioquestinc.com/) for more details.
>
> ----------------------------------------------------------------------
>
> Subject: RE: SLA-SF: Comp Intel / Biomed-pharma-health info resources
> / developing metrics
> From: "Joshua E. Richardson" <jer@anshen.com>
> Date: Fri, 25 Mar 2005 11:02:15 -0800
>
> Welcome Lorna,
>
> Good luck with the new position, it sounds like you're off to a great
> start!
>
> Your second question has hit upon something that's been on my mind and
> maybe the group could provide some more input. At one time I tried
> collecting more data than basic project number info (time for searches,
> phone calls, meetings, etc.) in the hopes demonstrating to others the
> amount of time it takes to effectively conduct all aspects of research.
> Eventually I found myself spending almost as much time entering data &
> administering the db than doing the acutal work. I ultimately decided
> that rather than keeping such granular info it's better to just be up
> front with people and give them realistic expectations. If they want
> research done in an hour, then I let them know it's going to be a VERY
> quick & dirty web search and suggest they give me at least a MINIMUM of
> 3 hours. Another thing is I just do some basic calculating. If someone
> wants me to scrape "50 sites", I average 10 mins a site and tell them
> up
> front that'll be AT MINIMUM 8.33 hours. That enables the requestor the
> option of revising their request or asking for additional options, it
> also allows me to posit some alternative search strategies i.e. "Why 50
> sites? What information are you trying to gather?" I think they value
> the realistic expectations, have more appreciation for the end results,
> AND I then don't have to manage another database.
>
> If others have opinions on this subject I'd be interested in reading
> them. Some questions: Is it best to keep metrics on more specific
> aspects of work (searches, phone calls, etc.)? If so, how do you
> create,
> collect and manage that data? When's too much, and conversely, how do
> you know the extra effort is being justified?
>
> -Joshua
>
>
>> -----Original Message-----
>> From: SLA-SF@exploratorium.edu
>> [mailto:SLA-SF@exploratorium.edu] On Behalf Of Sandy Malloy
>> Sent: Friday, March 25, 2005 10:09 AM
>> To: SLA-SF@exploratorium.edu
>> Subject: Re: SLA-SF: Comp Intel / Biomed-pharma-health info
>> resources / developing metrics
>>
>> Hi, Lorna; welcome!
>>
>> When you are doing your metrics, don't forget about results.
>> The # of candidates added, the amount of time you spend, etc.
>> doesn't matter to the folks you are working for as much as
>> how much what you are doing is helping their bottom line.
>>
>> I don't know exactly what kind of stats you are going to need
>> to keep, but can you find out what is already being tracked?
>> For instance, # of months to fill a position--if the
>> extensive database you are building can shorten this time,
>> you are contributing in a tangible way.
>>
>> As far as sources, if you afford Nexis or Dialog they have
>> excellent company directories and biographical information.
>> I'm lucky; I don't have to rely on the Web for all my
>> information. Since I work with press releases, I can tell
>> you that they are a very good source for finding out
>> personnel changes and where these candidates have been
>> before--often in more detail than the directories provide,
>> and often to a lower level of hierarchy (for example, a
>> marketing VP.) You will need to search all the press release
>> wires to find the releases you need--Business Wire and PR
>> Newswire and, to a lesser extent, Primezone and Market Wire.
>>
>> And don't forget non-U.S. information, since so many of the
>> dominant companies in your industry are owned by British,
>> Swedish, German, French, Japanese & etc. parent companies.
>>
>>
>> Sandy Malloy
>> Senior Information Specialist, Business Wire
>> 800/227-0845 (415/986-4422) ext. 512
>> sandy.malloy@businesswire.com
>>
>>
>>
>>>>> mabunda@bioquestinc.com 03/24/05 5:45 PM >>>
>> After years of working on the fringes of or in nontraditional areas of
>>
>> profession, I have finally had the opportunity to join the
>> SLA. I'm looking forward to getting to know some of you and
>> hopefully being able
>>
>> to share some of my knowledge just as I hope to learn from
>> you, my peers.
>>
>> That said, I wonder if anyone can offer some suggestions for
>> me as I grow into a newly created position at BioQuest, a
>> retained executive search firm serving emerging and
>> established medical device, healthcare/life sciences I.T.,
>> healthcare services and biopharmaceutical companies. I am new
>> to the firm, the search firm industry, and the industries we
>> serve, but I have a great deal of experience in library and
>> information services, particularly research.
>>
>> My role is integral to the company, and I am the only person
>> with tasked with my particular accountabilities. In other
>> words, I am the Research Department. Meanwhile, the firm has
>> never had a Information Professional in its midst, so I am
>> doubly eager to show the advantage of having a librarian on site.
>>
>> I have two broad questions.
>>
>> 1) Before I came on board, the primary sources used to
>> identify potential candidates were Zoom Info (formerly
>> Eliyon), Hoovers, RAPS.org, the FDA databases, and
>> Google/Google Alerts (to find trade shows, exhibitor lists,
>> company web sites, press releases etc.) These are therefore
>> the resources that I have been using; however, I feel like
>> there must be more arrows we can add to our quiver. I use
>> these sources either to identify companies in a particular
>> space and then to
>>
>> identify those who hold specific roles within said companies.
>> Sometimes
>>
>> I am also asked to locate someone whom we may know once held
>> a position
>>
>> at a given company but who has moved on. Eventually I would
>> also like to build our physical collection, but for now my
>> primary concern is identifying the right/best online tools to
>> help me with people searches.
>>
>> 2) My second question is in regards to metrics and systems
>> organization. My first step has been to implement a formal
>> search request process, which they've never had. My goal is
>> to create a mechanism that will both help me track my work
>> through a project by creating a research history and also to
>> build a "portfolio" that I can
>>
>> use come time for my performance evaluation. I've also
>> struggled with a
>>
>> way to provide metrics, i.e. what numbers to track and how to do so.
>> Because I haven't been asked to do so, I have decided to keep it
>> simple: # of candidates added to the db, # of companies
>> added; # of records updated (eventually I will also be the
>> our proprietary Database
>>
>> Admin). The # of hours devoted to a particular project is
>> captured on my time sheet, but I feel I should also track the
>> time spent on a specific searches within a project so that
>> the eight consultants with whom I work can get a better
>> understand of why what seems like a simple
>>
>> request to them, may, in reality take a couple of days.
>>
>> I do want to add that I have the full support of my new colleagues.
>> They're happy to have me, and I believe that more often than not, they
>>
>> will work with me as I create structures where none have
>> been. I know that having that sort of buy-in ahead of time
>> puts me ahead of the game, so if anybody has tips or
>> suggestions on how to help me help the
>>
>> profession shine, please let me know!
>>
>> I look forward to your suggestions.
>>
>> Thanks in advance,
>> lmm
>>
>> Lorna Mpho Mabunda
>> Research Associate
>> BioQuest, LLC
>> 100 Spear Street, Suite 1125
>> San Francisco, CA 94105
>> ph. 415-777-2422 xt 23
>> mabunda@bioquestinc.com
>>
>> BioQuest is a retained executive search firm that serves
>> emerging and established medical device, healthcare/life
>> sciences I.T., healthcare services and biopharmaceutical
>> companies. Please visit our web site
>> (http://www.bioquestinc.com/) for more details.
>>
>> --------------------------------------------------------------
>> -------------
>>
>> To unsubscribe from SLA-SF, send an email to
>> requests@exploratorium.edu with the words 'unsubscribe
>> SLA-SF' (without the quotes) in the SUBJECT of the email.
>>
>> To subscribe to the digest and only get 1 combined message a
>> day, send an email to requests@exploratorium.edu with the
>> words 'subscribe digest SLA-SF' (without the quotes) in the
>> SUBJECT of the email.
>> --------------------------------------------------------------
>> -------------
>>
>>
>
> ----------------------------------------------------------------------
>
> Subject: RE: SLA-SF: Comp Intel / Biomed-pharma-health info resources
> / developing metrics
> From: "Sandy Malloy" <Sandy.Malloy@businesswire.com>
> Date: Fri, 25 Mar 2005 11:15:41 -0800
>
> When I was keeping stats (which I don't have to do anymore,
> fortunately)
> what I measured was how much we'd have charged if the internal work I
> was doing were billable. I knew that this was something our president
> could relate to because it was $$.
>
>
> I managed the time it took by dividing the work into categories
> according to the type of project that tended to recur and just making
> tick marks under each category as I did a project. I either knew how
> much time a project took & assigned a value according to our rate per
> hour, or assigned a flat fee value to a specific kind of project & just
> multiplied by the total # of each kind of project at the end of the
> month. This meant 1 day where I had a lot of work to do but no work to
> speak of the rest of the month in terms of record keeping.
>
> By the way, I'm glad that you said you ask the client why he or she
> needs 50 web sites. Unless you are dealing with one of those really
> controlling types (the ones who insist on telling you how to do your
> job), it's always best to find out what exactly the question is and the
> goal the client is trying to accomplish.
>
> Sometimes they either think they are making it easier for you by
> suggesting how to do a job or they simply don't know how to ask the
> question. If you can pin them down and make it clear that you can not
> only answer their question but you can get them their answer more
> quickly and efficiently, I think they'll be more than happy to let go
> of
> the process. :-)
>
> Sandy Malloy
> Senior Information Specialist, Business Wire
> 800/227-0845 (415/986-4422) ext. 512
> sandy.malloy@businesswire.com
>
>
>
>>>> jer@anshen.com 03/25/05 11:02 AM >>>
> Welcome Lorna,
>
> Good luck with the new position, it sounds like you're off to a great
> start!
>
> Your second question has hit upon something that's been on my mind and
> maybe the group could provide some more input. At one time I tried
> collecting more data than basic project number info (time for
> searches,
> phone calls, meetings, etc.) in the hopes demonstrating to others the
> amount of time it takes to effectively conduct all aspects of
> research.
> Eventually I found myself spending almost as much time entering data &
> administering the db than doing the acutal work. I ultimately decided
> that rather than keeping such granular info it's better to just be up
> front with people and give them realistic expectations. If they want
> research done in an hour, then I let them know it's going to be a VERY
> quick & dirty web search and suggest they give me at least a MINIMUM
> of
> 3 hours. Another thing is I just do some basic calculating. If someone
> wants me to scrape "50 sites", I average 10 mins a site and tell them
> up
> front that'll be AT MINIMUM 8.33 hours. That enables the requestor the
> option of revising their request or asking for additional options, it
> also allows me to posit some alternative search strategies i.e. "Why
> 50
> sites? What information are you trying to gather?" I think they value
> the realistic expectations, have more appreciation for the end
> results,
> AND I then don't have to manage another database.
>
> If others have opinions on this subject I'd be interested in reading
> them. Some questions: Is it best to keep metrics on more specific
> aspects of work (searches, phone calls, etc.)? If so, how do you
> create,
> collect and manage that data? When's too much, and conversely, how do
> you know the extra effort is being justified?
>
> -Joshua
>
>
>> -----Original Message-----
>> From: SLA-SF@exploratorium.edu
>> [mailto:SLA-SF@exploratorium.edu] On Behalf Of Sandy Malloy
>> Sent: Friday, March 25, 2005 10:09 AM
>> To: SLA-SF@exploratorium.edu
>> Subject: Re: SLA-SF: Comp Intel / Biomed-pharma-health info
>> resources / developing metrics
>>
>> Hi, Lorna; welcome!
>>
>> When you are doing your metrics, don't forget about results.
>> The # of candidates added, the amount of time you spend, etc.
>> doesn't matter to the folks you are working for as much as
>> how much what you are doing is helping their bottom line.
>>
>> I don't know exactly what kind of stats you are going to need
>> to keep, but can you find out what is already being tracked?
>> For instance, # of months to fill a position--if the
>> extensive database you are building can shorten this time,
>> you are contributing in a tangible way.
>>
>> As far as sources, if you afford Nexis or Dialog they have
>> excellent company directories and biographical information.
>> I'm lucky; I don't have to rely on the Web for all my
>> information. Since I work with press releases, I can tell
>> you that they are a very good source for finding out
>> personnel changes and where these candidates have been
>> before--often in more detail than the directories provide,
>> and often to a lower level of hierarchy (for example, a
>> marketing VP.) You will need to search all the press release
>> wires to find the releases you need--Business Wire and PR
>> Newswire and, to a lesser extent, Primezone and Market Wire.
>>
>> And don't forget non-U.S. information, since so many of the
>> dominant companies in your industry are owned by British,
>> Swedish, German, French, Japanese & etc. parent companies.
>>
>>
>> Sandy Malloy
>> Senior Information Specialist, Business Wire
>> 800/227-0845 (415/986-4422) ext. 512
>> sandy.malloy@businesswire.com
>>
>>
>>
>>>>> mabunda@bioquestinc.com 03/24/05 5:45 PM >>>
>> After years of working on the fringes of or in nontraditional areas
> of
>>
>> profession, I have finally had the opportunity to join the
>> SLA. I'm looking forward to getting to know some of you and
>> hopefully being able
>>
>> to share some of my knowledge just as I hope to learn from
>> you, my peers.
>>
>> That said, I wonder if anyone can offer some suggestions for
>> me as I grow into a newly created position at BioQuest, a
>> retained executive search firm serving emerging and
>> established medical device, healthcare/life sciences I.T.,
>> healthcare services and biopharmaceutical companies. I am new
>> to the firm, the search firm industry, and the industries we
>> serve, but I have a great deal of experience in library and
>> information services, particularly research.
>>
>> My role is integral to the company, and I am the only person
>> with tasked with my particular accountabilities. In other
>> words, I am the Research Department. Meanwhile, the firm has
>> never had a Information Professional in its midst, so I am
>> doubly eager to show the advantage of having a librarian on site.
>>
>> I have two broad questions.
>>
>> 1) Before I came on board, the primary sources used to
>> identify potential candidates were Zoom Info (formerly
>> Eliyon), Hoovers, RAPS.org, the FDA databases, and
>> Google/Google Alerts (to find trade shows, exhibitor lists,
>> company web sites, press releases etc.) These are therefore
>> the resources that I have been using; however, I feel like
>> there must be more arrows we can add to our quiver. I use
>> these sources either to identify companies in a particular
>> space and then to
>>
>> identify those who hold specific roles within said companies.
>> Sometimes
>>
>> I am also asked to locate someone whom we may know once held
>> a position
>>
>> at a given company but who has moved on. Eventually I would
>> also like to build our physical collection, but for now my
>> primary concern is identifying the right/best online tools to
>> help me with people searches.
>>
>> 2) My second question is in regards to metrics and systems
>> organization. My first step has been to implement a formal
>> search request process, which they've never had. My goal is
>> to create a mechanism that will both help me track my work
>> through a project by creating a research history and also to
>> build a "portfolio" that I can
>>
>> use come time for my performance evaluation. I've also
>> struggled with a
>>
>> way to provide metrics, i.e. what numbers to track and how to do so.
>
>> Because I haven't been asked to do so, I have decided to keep it
>> simple: # of candidates added to the db, # of companies
>> added; # of records updated (eventually I will also be the
>> our proprietary Database
>>
>> Admin). The # of hours devoted to a particular project is
>> captured on my time sheet, but I feel I should also track the
>> time spent on a specific searches within a project so that
>> the eight consultants with whom I work can get a better
>> understand of why what seems like a simple
>>
>> request to them, may, in reality take a couple of days.
>>
>> I do want to add that I have the full support of my new colleagues.
>> They're happy to have me, and I believe that more often than not,
> they
>>
>> will work with me as I create structures where none have
>> been. I know that having that sort of buy-in ahead of time
>> puts me ahead of the game, so if anybody has tips or
>> suggestions on how to help me help the
>>
>> profession shine, please let me know!
>>
>> I look forward to your suggestions.
>>
>> Thanks in advance,
>> lmm
>>
>> Lorna Mpho Mabunda
>> Research Associate
>> BioQuest, LLC
>> 100 Spear Street, Suite 1125
>> San Francisco, CA 94105
>> ph. 415-777-2422 xt 23
>> mabunda@bioquestinc.com
>>
>> BioQuest is a retained executive search firm that serves
>> emerging and established medical device, healthcare/life
>> sciences I.T., healthcare services and biopharmaceutical
>> companies. Please visit our web site
>> (http://www.bioquestinc.com/) for more details.
>>
>> --------------------------------------------------------------
>> -------------
>>
>> To unsubscribe from SLA-SF, send an email to
>> requests@exploratorium.edu with the words 'unsubscribe
>> SLA-SF' (without the quotes) in the SUBJECT of the email.
>>
>> To subscribe to the digest and only get 1 combined message a
>> day, send an email to requests@exploratorium.edu with the
>> words 'subscribe digest SLA-SF' (without the quotes) in the
>> SUBJECT of the email.
>> --------------------------------------------------------------
>> -------------
>>
>>
>
> -----------------------------------------------------------------------
> ----
> To unsubscribe from SLA-SF, send an email to requests@exploratorium.edu
>
> with the words 'unsubscribe SLA-SF' (without the quotes) in the SUBJECT
> of the email.
>
> To subscribe to the digest and only get 1 combined message a day, send
> an
> email to requests@exploratorium.edu with the words 'subscribe digest
> SLA-SF' (without the quotes) in the SUBJECT of the email.
> -----------------------------------------------------------------------
> ----
>
> ----------------------------------------------------------------------
> End of SLA-SF Digest
>
> -----------------------------------------------------------------------
> ----
> To unsubscribe from SLA-SF, send an email to requests@exploratorium.edu
> with the words 'unsubscribe SLA-SF' (without the quotes) in the
> SUBJECT of the email.
>
> To subscribe to the digest and only get 1 combined message a day, send
> an
> email to requests@exploratorium.edu with the words 'subscribe digest
> SLA-SF' (without the quotes) in the SUBJECT of the email.
> -----------------------------------------------------------------------
> ----
>
Lorna Mpho Mabunda
Research Associate
BioQuest, LLC
100 Spear Street, Suite 1125
San Francisco, CA 94105
ph. 415-777-2422 xt 23
mabunda@bioquestinc.com
BioQuest is a retained executive search firm that serves emerging and
established medical device, healthcare/life sciences I.T., healthcare
services and biopharmaceutical companies. Please visit our web site
(http://www.bioquestinc.com/) for more details.
This archive was generated by hypermail 2.1.3 : Wed Mar 22 2006 - 16:59:00 PST