Hiring pharmacists or technicians shouldn’t feel like pulling teeth, but for many independent pharmacy owners, it does. You post your job opening, wait for the flood of qualified candidates, and instead…crickets.
Here’s the hard truth: If you’re struggling to attract applicants, the problem might not be the talent pool; it could be your approach. The good news? There are simple, actionable steps you can take to make your job openings stand out and get pharmacists excited about working for you.
Let’s break it down.
1. Understand What Pharmacists or Technicians Want
Before you can attract top talent, you need to know what they’re looking for. Spoiler alert: It’s not just about money.
Top Priorities for Pharmacists:
- Work-Life Balance: Unpredictable schedules are deal-breakers for many pharmacists.
- Professional Growth: Opportunities for continuing education, certifications, or leadership roles.
- Supportive Environment: A workplace that values teamwork and minimizes burnout and provides adequate support staff levels.
- Competitive Pay and Benefits: While it’s not the only factor, fair compensation matters.
Top Priorities for Technicians
- Work-Life Balance: Schedule flexibility and advance notice are what many pharmacy technicians are looking for.
- Professional Growth: The Scope of practice is expanding for many technicians, and many eager techs are excited to take advantage of it.
- Benefits: Many techs are focused on total compensation packages. Vacation time, PTO, holidays, hourly pay, weekends, nights, etc. It extends beyond just an hourly salary and into considering the total value.
- Stability: Whether it involves having a solid team or a predictable schedule, stability consistently emerges as a key factor.
If you’re unsure what your techs or pharmacists might prioritize, I suggest asking your current employees, colleagues in Facebook groups, or those you meet at a conference.
2. Craft a Job Posting That Stands Out
Let’s face it: Most job postings are boring. If yours looks like it was copied and pasted from a template, it’s time for a rewrite.
What to Include:
- An Engaging Opening: Start with why your pharmacy is unique. For example, “At [Your Pharmacy], we believe in putting people over profits.”
- Specific Details: Outline responsibilities, but keep it concise. Focus on what makes the role exciting.
- Your Value Proposition: Highlight benefits like flexible hours, mentorship programs, or a family-friendly atmosphere.
- A Personal Touch: Include a short note from you, the owner, explaining why you’re passionate about your team and community.
Example: “Are you a pharmacist who wants to make a real impact in your community? Join our team at Hometown Pharmacy, where we prioritize patient care, teamwork, and work-life balance.”
By becoming a member of Pharmacy Badass University you can gain access to a GPT that can help you write amazing job descriptions. Don’t struggle and instead join PBU: https://membership.diversifyrx.com/
3. Use the Right Platforms For Pharmacists & Technicians
Posting your job on generic sites like Indeed or LinkedIn is fine, but to really connect with pharmacists, you need to go where they are. Pharmacists and technicians have similarities but aren’t the same. You should tailor where you post to match the job position.
Best Platforms for Pharmacy Job Postings:
- Pharmacy School Alumni Networks: Many schools have job boards for alumni.
- State Pharmacy Associations: Post openings on their websites or newsletters.
- Specialized Job Boards: Platforms like APhA Career Center or PharmiWeb.
- Social Media: Leverage LinkedIn, Facebook, and even Instagram to share your openings.
- NPTA: National Pharmacy Technician Association has amazing programs that develop technicians and can help you hire amazing talent.
Don’t just post and pray! Actively reach out to potential candidates on these platforms to spark interest.
4. Build Your Pharmacy’s Brand
Your pharmacy’s reputation can make or break your hiring efforts. If potential candidates have never heard of you—or worse, have heard bad things—you’ll struggle to attract them.
How to Build a Strong Employer Brand:
- Showcase Your Culture: Share photos and videos of your team on social media.
- Celebrate Wins: Post about milestones, community involvement, or patient success stories.
- Encourage Reviews: Ask current employees to leave honest reviews on sites like Glassdoor.
- Network Locally: Build relationships with pharmacy schools and professional organizations.
You should highlight your pharmacy’s unique offerings, like compounding services or innovative patient care programs, to stand out from chain competitors.
5. Offer Competitive Perks Tailored For Pharmacists & Technicians
If you can’t compete with chains on salary alone, focus on perks that independent pharmacies are uniquely positioned to offer.
Creative Perks to Consider:
- Flexible Schedules: Let pharmacists choose shifts that fit their lifestyle.
- Tuition Reimbursement: Help new grads pay off student loans.
- Profit-Sharing: Offer bonuses tied to the pharmacy’s performance.
- Community Impact: Emphasize opportunities to build relationships with patients and make a difference locally.
- Continuing Education Stipends: Cover the cost of certifications or professional development.
Make sure to survey your current team to see which perks would be most valuable to them.
6. Streamline the Hiring Process
No one wants to jump through a million hoops to apply for a job. Make your application process as simple and transparent as possible.
Tips for a Smooth Hiring Process:
- Keep Applications Short: Ask for only the essentials upfront (e.g., resume and cover letter).
- Respond Quickly: Acknowledge applications within 48 hours and provide clear timelines.
- Be Transparent: Outline the hiring steps and what candidates can expect.
- Personalize Communication: Avoid generic emails; candidates appreciate a personal touch.
Another way is to offer virtual interviews as an option to save time for both you and the candidate.
7. Network Like a Pro
Sometimes the best candidates aren’t actively looking for a job. Networking can help you find these “hidden gems.”
Where to Network:
- Pharmacy Conferences: Attend local and national events to connect with talent.
- Pharmacy Schools: Host workshops, sponsor events, or offer internships to build relationships with students.
- Online Communities: Engage in pharmacy forums or Facebook groups.
Build relationships year-round, not just when you have an opening. A strong network makes hiring easier when the time comes.
8. Invest in Retention
Attracting talent is only half the battle; keeping them is the real challenge. High turnover can damage your pharmacy’s reputation and hurt morale.
Retention Strategies:
- Mentorship Programs: Pair new hires with experienced pharmacists for guidance.
- Regular Check-Ins: Schedule one-on-one meetings to address concerns and provide feedback.
- Recognition: Celebrate achievements with awards, shout-outs, or even small bonuses.
- Career Growth: Provide opportunities for advancement within your pharmacy.
Conduct exit interviews to understand why employees leave and use that feedback to improve.
Final Thoughts
Hiring pharmacists and technicians doesn’t have to be an uphill battle. By understanding what candidates want, crafting compelling job postings, and building a strong brand, you can stand out in a competitive market. Remember, independent pharmacies have a unique advantage: the ability to offer a personal, meaningful work environment that big chains can’t replicate.
So, put these strategies into action and get ready to welcome talented, motivated pharmacists to your team. Your next star employee might be just an application away!
