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Hiring tips for community pharmacy owners

It seems the job market in pharmacy is pretty hot right now.  We are looking at hiring a tech for our store here in Portland, and it turns out there are about 80 openings for pharmacy techs in Portland on Indeed currently!  Deciding to hire and bring on more staff is a great sign.  It […]

It seems the job market in pharmacy is pretty hot right now.  We are looking at hiring a tech for our store here in Portland, and it turns out there are about 80 openings for pharmacy techs in Portland on Indeed currently!  Deciding to hire and bring on more staff is a great sign.  It means your business is growing, and that you need some help to take it to the next level.  Here are some quick tips for the hiring process.

 

First have a clearly designed company culture.  What is important at your firm?  What are the shared values, etc.  These are the things that are important when looking at the right fit for your job.  Are you an extremely professional outfit where tidiness and etiquette are the most important things?  Are you an extremely positive firm where being outgoing and bubbly are the most prized traits?  Is knowledge most prized and you want the most scientific and intelligent tech you can find?  By knowing what feel you want your firm to have you can get a better feel for the candidate.   

 

One way to do that is look at a list of values.  Below is a link to a sample list of 500.  Pick out the ones you think best describe your culture, then, find current employees that your consider your core, have them pick what they think your company’s core values are.  You should see a couple matches and that is what your core values are right now.  You probably have set them without even knowing it.  

 

http://www.threadsculture.com/blog/company-culture/core-values-list-threads/

 

Now that you know that you can use that info to make sure the current candidate is a good fit.  

 

Next make sure the job description is right by not just making it yourself, but talking to someone else who is currently in the job to make sure you are truly describing everything that it entails.  A lot of times what you think someone is spending their time doing and what they actually are doing are two different things, so if you’re hiring a tech, talk to a tech you have now about what they think the key things they do are.   

 

Another key factor to consider is time.  There are two functions of time you need to be concerned about.  The first is how long you can wait to fill the position.  The quicker it needs to be filled, the less picky you can be about the candidate.  The second is how long you are planning to have the hire with the firm.  The less time they are working for the firm, the less time you can worry about adding fringe benefits like insurance or paid time off to the package. 

 

Finally the interview.  Managers tend to put a little more stock in the interview than they should.  Some people interview well, some don’t.  Interviewing is a separate skill than the actual job they are performing, so just if someone has all the experience, and they didn’t really impress on the interview, don’t immediately discount them, maybe have them actually do what they are going to be doing for there job for a hour and see if they do better in the natural environment they will be working in.  
We are coming out with an ebook on this subject that will be way more in depth.  Look for that offer with a cool landing page coming up next week.  Also we are now officially a HubSpot partner, so there will be a lot changes coming up on the blog, with a whole new feel, lots more links, and lots more good info for all you pharmacist out there so keep your eyes open for that in the next few weeks!

Also on the flip side of hiring is firing, and sometimes it’s not just your staff, its your clients, for some tips on doing that read here.

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