5 Steps to Being a Pharmacist Candidate Magnet
Now that the pharmacy job market is an employer’s market, many of you pharmacy directors (and pharmacy residency program directors) making hiring decisions are flooded with pharmacist resumes to choose from. Now the challenge becomes how to find the right fit in the least time-consuming way, so you can focus on pharmacy operations.
One of the best strategies to saving time in your hiring process is being a candidate magnet. That way you attract the ones that are the right fit, and repel the ones who aren’t. The chances of your new pharmacist hire staying will be higher. Then you won’t have to hire as much.
Let me share with you a few secrets of being a candidate magnet. If you are using these strategies, you will have better luck with identifying the right fit and save yourself headaches of a bad hire.
Here are the first three steps of the 5-step process I teach about being a candidate magnet:
ST
EP 1: Clarify what your pharmacy/hospital/organization stands for, what’s important to the role, how the pharmacist would fit into the big picture, and what makes your pharmacy special (Read ideas about figuring this out below).
STEP 2: Write an attractive job description and convey what makes you different.
STEP 3: Get the word out (You’ll be learning some of my tips in a future article about this). The first step is one that is glossed over when hiring. Most pharmacy directors who are involved with justifying the position from a financial perspective to get a position approved by administration will spend time on how the pharmacist would fit into the big picture and on the roles and responsibilities. But take time to consider a few important questions (see sample answers below):
1. What are the values and beliefs of my pharmacy?
- Do what it takes – go above & beyond
- Open your heart to others
- Pitch in
- Have fun in your work
- Be creative in decision-making
2. What are the values and beliefs of my hospital/organization?
- Connection and contribution
3. What makes my pharmacy special?
- Every pharmacist has the opportunity to do clinical work
- Everyone is valued for their ideas and has the opportunity to use their talents
4. What is important to this role I’m hiring for? (Include what a typical workday be like, skills they would come with and those that they’d be capable of being trained on, how the pharmacist would interact with other patients and co-workers, and the non-negotiable values) Key Tip: Include the characteristics you want the pharmacist to have. The answers to the first few questions will likely be a part of this answer. Example: Conscientious, strong ethics, heart-centered, going above and beyond, creativity Use the answers to these questions not only in writing your magnetizing job description, but also through your screening process. It is the foundation of attracting the best fit.
Want to learn the rest of the 5 steps, plus learn how to find candidates when you needed them yesterday and weed out the wrong fit quickly?
Register for instant access to the FREE teleseminar “Insider Secrets the Best Recruiters Use to Attract the Right Candidates”
You’ll Learn:
- How to Be a Candidate Magnet – learn how to attract the right candidate, not pursue them
- Secrets to finding candidates when you needed them yesterday
- Buyer Beware! Why the perfect resume may not be the perfect candidate
- Simple steps to weed out the wrong ones quickly & effectively
- How to identify “red flag” candidates
- 3 reasons why most job descriptions actually turn off your best candidates, rather than attract them
Enter your name and email above to get instant access to this free teleseminar!
Ready to Take Action & Turn Around Your Demotivated Pharmacy Staff?
Last month, you learned the first 3 steps to improve productivity and increase your pharmacy staff’s motivation by taking a proactive approach to the situation. Now, read on for the second stage of the process, in which you prepare and present a plan to motivate your staff to the next level.
Step 4: Give each of your staff the opportunity of completing special projects within the pharmacy and give them creative freedom to introduce it into pharmacy. These can be patient-service related, clinical, or workflow-related. Allow your staff to have ways in which they may provide ongoing suggestions (ie, a suggestion box). Take time to discuss as a team the top ones to work on next, with the input of your vision. Give your staff the autonomy to be in charge of their project. Be amazed at your staff taking ownership and having pride in what they create. Give them a sense of purpose that motivates them to do their best every day.
Step 5: Make the most of your pharmacy technicians–give your techs ownership of an area that supports you. Ideas include taking P&T meeting minutes, organizing drug files (with you doing the aspects that require clinical knowledge), and answering all phone calls unless they escalate to requiring a pharmacist. For example, in many pharmacies, when a patient asks for a pharmacist, the phone immediately gets handed to a pharmacist. Instead, train your pharmacy support staff to ask what the person is calling about, so that if they can answer the question for them, they can do so. This helps you as the pharmacist or pharmacy manager make the best use of your time. You may train your support staff to say “so that I can give him/her [pharmacist] the heads up on what to help you with, would you let me know in a nutshell what you would like help with?”
Step 6: Inspect what you expect & acknowledge accomplishments. It’s cliché, but it rings true. Consistency of performance is impossible to maintain long-term when you don’t take the time to “inspect what you expect” & continue to inspire your staff.
Taking an active approach to turn around a demotivated staff reaps great rewards in productivity, employee satisfaction, and team cohesiveness. After implementing your unique plan, watch as your pharmacy staff grows on an individual and team level. As time goes on, be sure to not let the excitement of these new responsibilities wear off. Continue to encourage your pharmacists and techs to contribute in new, creative ways.
4 Secret Ways to Attract Good Pharmacists to Your Pharmacy (Part II)
It’s easier to attract a pharmacist who has worked at your pharmacy before as a pharmacy student or resident. You also have the benefit of having experienced the pharmacist’s capability and fit for the position.
SOLUTION: Attract pharmacists by developing an externship program or residency program, if you don’t have one already. Stay in touch with them–they may become your future hires.
4 Secret Ways to Attract Good Pharmacists to Your Pharmacy (Part I)
Don’t you wish that you could always be fully staffed and never have to worry about hiring pharmacists or getting pharmacist coverage when you need it?
There are more pharmacist candidates to choose from in this competitive pharmacist job market, but pharmacies are still telling me that it is taking time to find the right candidate. There are more candidates to sift through. In fact, many of you are holding out to hire just the right pharmacist because you want to make sure he/she is the right investment.
The scoop #1: Pharmacists are discouraged by the lack of fulfillment in their job.
SOLUTION: The more you are able to offer in your position a good mix between clinical/staff, the ability to be involved in non-routine work and offer a sense of contribution beyond simply dispensing, the easier time you will have attracting a good pharmacist.
Take an interest not only in the pharmacist’s professional & career development, but also offer the opportunity for personal growth. By doing so, you expand your pharmacist’s capacity to handle different situations and step into being the best pharmacist possible for your patients. This can involve teleseminar training, live event training, books, CDs on areas outside of pharmacy.
Share with your potential pharmacist hires how your company is different with encouraging personal growth & fulfillment in their jobs. This alone will make your company more attractive than others.
Comment below on this idea & what else has worked for your pharmacy to attract good pharmacists. Stay tuned in future blog posts for 3 other secret ways to attract good pharmacists for your pharmacy.