Recruiting pharmacists: 3 tips for finding an expert pharmacist

Looking for a pharmacist to make your team stronger and smarter? Then you probably know that recruitment in pharma is a craft of its own, and how hard it can be to recruit the right pharmacists in this tight labour market. Pharmacists with the right knowledge and experience are scarce and the competition is fierce. But don't worry, with the right approach you can still land that perfect candidate.

Why is recruiting pharmacists so hard?

Let's be honest: the pharmaceutical sector is facing a serious staff shortage. Pharmacists have a huge choice of employers. And they're well aware of it; many pharmacists get LinkedIn messages or calls from recruiters every week, for example. So when recruiting pharmacists, ask yourself: how do I make sure my vacancy stands out among all those other opportunities?

Tip 1: Make your vacancy personal and authentic

“We are looking for an enthusiastic pharmacist (m/f) with at least 3 years of experience.” A job ad like that won't grab anyone's attention. So when recruiting pharmacists, say goodbye to boring standard job ads. Instead, write a text that is distinctive and personal. Don't just describe what a pharmacist will do on an average working day, but also who they'll work with and what makes your pharmacy special. Photos belong here too! That way you create a clear and accurate picture of the workplace. Chances are this gives the reader just that extra push to apply.

Another important part of a strong job ad: authenticity and honesty. Don't just talk about the nice parts of the job, but also about any challenges. A reader will appreciate your honesty, because sharing imperfections makes you human and trustworthy. Using professional jargon also adds to the credibility of your vacancy. It shows that your team has plenty of knowledge and experience, and is a great organisation to be part of. You can share this in your vacancies, online job posts or on your careers website.

Tip 2: Network where pharmacists are

It seems obvious, but for many it isn't: if you're looking for a specific target group, you have to search in the place(s) where that target group can be found. Otherwise you're wasting your time. That goes for pharmacists too. They have their own circles and platforms, and that's exactly where you need to be. Visit pharmaceutical conferences and events, for example: the ultimate places to network. And don't forget your current employees: they often have a large network of pharmacists. You can also join a professional association, such as the KNMP. As a member you get access to other members' contact details, for example.

Want to organise something yourself to give your recruitment in pharma a boost? You can do that too! With an open day or a job-shadowing afternoon, you make your organisation accessible to pharmacists from outside and you can show what things are like in your pharmacy. You can also organise a mini symposium on a current pharmaceutical topic. Invite healthcare professionals and show that your pharmacy leads the way in knowledge and innovation. A unique chance to put yourself on the map and to network. Don't forget to share the event with the world well in advance, so enough visitors turn up.

Tip 3: Offer what others don't

It's clear that salary matters. Everyone needs to be able to pay for their groceries, pharmacists included. Still, a good salary isn't enough to stand out from competitors (and there are lots of them!). What isn't tangible is often what makes your organisation most special, and that's exactly what will help you recruit pharmacists. Think of a good atmosphere and opportunities to grow or specialise. A good work-life balance and innovative work processes can also appeal to pharmacists. But watch out, because these are meaningless catch-all terms you're better off avoiding. So see AI in recruitment purely as a tool: only people can write human copy.

So what should you do? Explain in a personal way what sets your pharmacy apart from all the others. Let one of your employees tell the story, for example. That turns it into a mini testimonial, which is more appealing than a generic story. Instead of meaningless terms like ‘career opportunities’ and ‘good work-life balance’, you can give examples, such as ‘with us you can grow into a role like manager or trainer’, or ‘you can take a regular parent day’. Room for specialisation or research can also be an attractive factor for applicants, but the same applies here: share the different options, give examples and make it personal.

Go for the long term

Finally: know that finding good staff takes time. So the ultimate tip for recruiting pharmacists is: invest in relationships, including with people who aren't available (yet). That student doing an internship with you? Maybe your future colleague! That pharmacist who just started somewhere else? Perhaps ready for a new challenge in two years. If you choose to stay open to this, you'll see there are many more possibilities in recruitment in pharma than you originally thought.