Workplaces today are microcosms of the larger world — and lately, that world feels increasingly divided. From differing political views to social debates that spill into staff conversations, polarization has become an undercurrent in many professional environments. In healthcare settings, where teamwork directly impacts patient outcomes, it can quietly erode trust, collaboration, and morale.
Yet amid this tension lies an opportunity — to lead with empathy, create safety, and rebuild a sense of shared purpose.
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Start with Psychological Safety
In recruiting and retention, one trend stands out across every successful team: employees who feel psychologically safe perform better, stay longer, and contribute more openly. Safety doesn’t mean avoiding disagreement — it means cultivating an environment where people feel respected even when they disagree.
Leaders set the tone by how they respond under stress. Acknowledging differing perspectives and redirecting the focus back to shared goals (“we’re here to provide great patient care,” “we’re all working toward accuracy and excellence”) helps diffuse tension before it divides.

Neutral Ground Isn’t Weak — It’s Wise
Leaders sometimes fear that maintaining neutrality will be mistaken for apathy, but in reality, it’s a sign of emotional intelligence and leadership maturity. In a polarized workplace, neutrality creates the psychological space for people to express themselves safely—without conversations devolving into “us versus them.”
Research supports this approach. A 2023 Gallup study found that 70% of employees who describe their workplace as “respectful” also report being highly engaged, compared with only 17% of those who feel tension or bias among coworkers. Likewise, the Harvard Business Review reports that psychologically safe teams outperform peers by up to 27% in productivity and 50% in employee retention.
For pharmacy organizations—where precision, trust, and collaboration directly affect patient outcomes—those numbers are especially significant. When staff trust that they can speak respectfully, ask questions, and assume good intent, error rates decrease, and morale improves. Neutrality and kindness are not passive stances; they are deliberate leadership choices that build stability and sustain focus on what matters most: quality care and teamwork.

Reinforce Core Values
Every pharmacy — whether hospital, retail, or specialty — thrives on shared values: patient safety, ethical conduct, and care excellence. Leaders who re-center daily operations around these values remind teams what truly matters.
Posting them, discussing them in meetings, or acknowledging staff for living them out keeps culture aligned when outside conversations threaten to pull it apart.

Recruitment and Retention Through Safety
For recruiters, psychological safety isn’t just internal — it’s part of the candidate experience. Interview environments that feel open, nonjudgmental, and human build trust early. Candidates sense authenticity, and that sense of belonging starts before day one.
In today’s market, where pharmacy talent shortages are returning, kindness and cultural safety aren’t “extras.” They’re differentiators. Teams that feel emotionally safe attract the kind of talent that stays.

Client Perspective
My most successful clients consistently point to one key factor in long-term retention: culture. These employers have learned that benefits and bonuses can attract candidates—but belonging keeps them. They emphasize that when employees feel genuinely seen, supported, and respected, they don’t just stay longer; they perform better and contribute more openly.
One pharmacy director shared that introducing regular “listening rounds” with staff reduced turnover and improved communication almost immediately. Another HR leader noted that shifting the focus from rigid qualifications to team fit and shared values not only filled roles faster but also created a more cohesive, collaborative environment.
The common thread across these success stories is simple yet powerful: when people can bring their whole selves to work without fear of judgment or division, engagement rises—and recruiting becomes easier. Teams built on respect and psychological safety don’t just function well; they flourish.

Final Takeaway
As the world outside grows louder, the most powerful thing a leader can do inside the workplace is quiet the noise — not by suppressing it, but by creating space for respect and understanding.
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Kindness isn’t a strategy born of weakness. It’s strength, expressed with grace.

In pharmacy, certifications and credentials matter—but respect isn’t built on titles alone. True influence comes from everyday actions your colleagues notice, even when you don’t realize it.
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Here are 16 habits that respected leaders display everyday:

• What they say and do is always aligned
• They step away from gossip and negativity
• They confidently admit when you don’t know something
• They accept blame easily and give credit freely
• They’re consistently 2 minutes early
• They remember details from past conversations
• They express gratitude early and often
• They apologize without the word “but”
• They defend good decisions—even when unpopular
• They celebrate others’ wins
• They stay calm when everything else is chaotic
• They ask thoughtful questions before giving answers
• They handle disappointment with grace
• They treat everyone with equal respect
• They speak well of others when they’re not around
• They take feedback as a gift, not a threat

💡 In pharmacy practice, your presence often speaks louder than your credentials. What subtle habit would you add to this list? Share below.

Retail, hospital, and specialty pharmacies are facing unprecedented workforce challenges. Our new reality is that growing patient volumes, expanded clinical service offerings, and higher expectations for safety and compliance mean that pharmacies can no longer rely on traditional staffing models alone. Vacancies—whether from turnover, family leave, seasonal demand, or specialized service launches—place enormous strain on teams and create ripple effects that directly affect patient care and business performance.
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Temporary and contract pharmacy staffing is no longer a stop-gap measure. Done strategically, it can be a critical lever for operational stability. And when it’s done with the right recruiting partner, the difference is felt immediately. Michele Esposito, Director of Operations at Race Specialty Pharmacy in New Jersey, recently shared her experience after working with the Ridgemont Resources recruiting team:

The Rising Demand for Flexible Pharmacy Staffing
The pharmacy workforce is stretched thinner than ever. Retail locations face staffing shortages due to national pharmacist turnover and technician burnout. Hospitals and health systems struggle to balance coverage for inpatient, outpatient, and clinical services. Specialty pharmacies see demand spikes tied to new therapy approvals or payer requirements.
In each of these settings, flexibility is essential. Temporary and contract staff allow pharmacies to cover urgent needs without compromising service quality or exhausting full-time employees. What was once seen as “extra help” has become a vital workforce strategy.

Why Traditional Hiring Models Fall Short
Internal HR departments and hiring managers play a vital role—but they often aren’t built to handle urgent, short-term staffing. Posting job ads, verifying licenses, and conducting interviews can take weeks. Meanwhile, patients can’t wait. Pharmacies need coverage in days, not months.
Relying solely on overtime is not sustainable either. Fatigue leads to errors, reduced productivity, and higher turnover rates. The result: higher labor costs with lower returns.

The Hidden Costs of Unfilled Shifts
The financial and clinical impact of a single unfilled shift can be significant. Prescription delays frustrate patients and harm loyalty in retail pharmacies. Hospitals face extended wait times for medication orders and delayed discharges. Specialty pharmacies risk missing strict turnaround times tied to payer contracts. Beyond patient outcomes, the costs add up quickly: lost revenue, regulatory scrutiny, and staff burnout. Temporary staffing is often less expensive than the consequences of operating understaffed.

Navigating Compliance and Credentialing
Hiring pharmacists or technician, even for short assignments, come with serious regulatory obligations. Each state has unique licensure requirements. Credentialing and background checks must be thorough. In hospitals and specialty settings, experience with sterile compounding, oncology, or complex therapies may be essential.
This is where many pharmacies hesitate: the administrative burden seems overwhelming. Specialty recruiting firms, however, maintain pre-credentialed candidate pools and handle compliance logistics, making it possible to place qualified professionals on short notice without cutting corners.

Mitigating Risk in High-Stakes Environments
In healthcare, staffing mismatches create risk. A retail pharmacist without immunization certification, or a hospital pharmacist unfamiliar with IV compounding protocols, can expose the organization to liability and jeopardize patient safety.
Recruiting firms specializing in pharmacy know how to vet candidates for both technical competency and cultural fit. This reduces turnover, improves job performance, and helps ensure every assignment meets the high standards of care patients deserve.

From “Band-Aid” to Strategic Lever
Temporary staffing has often been viewed as a last-minute solution. But forward-thinking pharmacies are reframing it as part of their strategic workforce plan. For example:

• Seasonal spikes: Retail pharmacies boost immunization staff during flu season.
• New service launches: Hospitals expand clinical pharmacists to support transitions of care.
• Coverage for leave: Specialty pharmacies ensure continuity while a full-time team member is on parental or medical leave.

By planning proactively, pharmacies can reduce last-minute scrambles and create a smoother patient experience.

Barriers to Recruiting Specialized Pharmacy Talent
Some pharmacy needs can’t be met with a generalist. Hospitals may need coverage from pharmacists skilled in infectious disease, cardiology, or critical care. Specialty pharmacies may require expertise in biologics or oncology. These skills are in short supply—and not easily found through general job boards.
A specialty recruiting partner maintains networks of niche candidates and can match pharmacies with pharmacists who bring the right expertise from day one.

Time-to-Fill as a Critical Metric
Every day a position remains open, increases the strain on existing staff and risks operational disruption. Industry data shows in-house pharmacy recruitment efforts often take weeks to months to fill, while specialty recruiters can place temporary staff within days. Reducing time-to-fill is one of the clearest ways to measure return on investment from a recruiting partnership.

Cost Efficiency Beyond Hourly Rates
Some managers hesitate at the perceived expense of temporary staffing. But a closer look shows how contract hiring saves money:

• Reduced overtime and premium pay for existing staff
• Lower turnover from burnout
• Faster onboarding with pre-vetted candidates
• Avoidance of fines or lost revenue tied to compliance failures

When total cost of ownership is considered, recruiting partners often deliver a better return than in-house efforts.

The Value of a Proven Recruiting Partner
The most effective way to overcome barriers and maximize the benefits of temporary staffing is to work with a recruiting firm that specializes in pharmacy. These partners bring:

• Pre-qualified talent pools across retail, hospital, and specialty settings
• Streamlined compliance and credentialing processes
• Experience in matching pharmacists and technicians to the right environment
• Speed and efficiency that reduce time-to-fill and total staffing costs

Accolades like Michele Esposito’s reflect the peace of mind and confidence pharmacies gain when they trust an experienced recruiter. Rather than scrambling to fill shifts, leaders can focus on patient care knowing their staffing needs are handled with professionalism and precision.

Turn Your Staffing Challenges into Strategic Advantages
Retail, hospital, and specialty pharmacies can’t afford to ignore the growing demand for flexible staffing. Unfilled shifts erode patient care, drain financial performance, and demoralize staff. The barriers are real—but they aren’t insurmountable.
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By partnering with a proven specialty pharmacy recruiting firm like Ridgemont Resources, pharmacies gain more than just coverage. They gain peace of mind, operational stability, and the ability to focus on what matters most: delivering safe, effective care to the communities they serve.

If you’ve been in pharmacy as long as I have, this will sound familiar: we are once again in the middle of a serious pharmacist shortage.

When I first started recruiting over two decades ago, the demand for pharmacists was sky-high. Employers were offering eye-popping sign-on bonuses, relocation packages, and salaries that seemed to climb every month. Pharmacies were scrambling to fill roles, and candidates had the upper hand in every negotiation.

Then came a wave of new graduates. Pharmacy schools expanded, the market flooded with talent, and suddenly the shortage wasn’t a shortage anymore. Hiring got easier, wages steadied, and the urgency eased. For a while, it seemed like the “shortage era” was over.

But here we are again. The shortage is back—and it’s real.

Several forces have collided to bring us full circle:

The Great Resignation: The pandemic shifted perspectives on work-life balance. Many pharmacists—especially those in retail—left positions that were draining, high-pressure, and underappreciated.

Burnout: Long hours, understaffed teams, and relentless workloads pushed many seasoned pharmacists into early retirement or career pivots.

Shifting Career Paths: More pharmacists are moving into nontraditional roles—industry, managed care, consulting, and telehealth—which leaves fewer candidates for front-line clinical and retail jobs.

Pipeline Challenges: While pharmacy schools still graduate plenty of students, fewer new grads are willing to take roles in high-turnover, high-stress environments.

The result? A talent gap that feels eerily like the one I saw at the start of my career.

The most important takeaway is simple: it’s an employee’s market again.

Candidates have leverage. They know they’re in demand, and they’re weighing multiple offers.

Compensation matters. While employers don’t always want to hear it, salary and bonuses are once again front and center in recruiting conversations.

Culture counts. Money may attract candidates, but retention hinges on work environment. Pharmacists want supportive leadership, manageable workloads, and opportunities for growth.

Speed is critical. Dragging out the hiring process in today’s market means losing great candidates to faster-moving competitors.

Employers who treat hiring the way they did five years ago will struggle. Those who adapt—by moving quickly, offering competitive packages, and investing in culture—will win.

If you’re a pharmacist, this shortage is both an opportunity and a reminder.  You have options. Explore them. Don’t settle for a role that drains you.

Negotiate wisely. Employers expect it right now. Leverage the market but also look beyond salary—ask about scheduling flexibility, professional development, and workload expectations.

Think long-term. The market will shift again at some point. Choose positions that align with your values and career goals, not just today’s incentives.

After 23 years in pharmacy recruiting, I’ve seen cycles come and go. But this moment feels different—not just because of the shortage, but because of the lessons we’ve all learned from the last few years.

Whether you’re an employer looking to attract top talent or a pharmacist ready to step into a better role, the time to act is now. If you need help navigating this market and unlocking your true potential, reach out—I’m here to help.

Over the years my clients have experienced it all—chaotic weekends, 300+ script days, impossible metrics, and that creeping feeling that they’re running on fumes. Sound familiar? For many, burnout isn’t just about stress—it’s about stagnation. You know the workflow, you provide excellent patient care, but growth? That’s where things get blurry.

Here are 3 questions I ask my pharmacy clients to answer when trying to decide whether it’s time to level up—or walk away:
✅ Are you still learning—or just repeating?
If your days feel like a rinse-repeat cycle and you’re not growing clinically or professionally, it may be time to explore leadership or specialization.
✅ Have you communicated your goals—or just assumed they’re out of reach?
Surprisingly, many pharmacists never voice their career ambitions. You’d be amazed what changes when you start having intentional conversations with your pharmacy manager, district leader, or professional mentor.
✅ Are you burned out—or just underutilized?
Sometimes the exhaustion comes from not being challenged in the right way. A move into management, clinical programs, or operations might re-engage your skills and passion.

The pharmacy landscape is changing, and so are the opportunities for experienced professionals. Whether it’s stepping into a PIC role, becoming a district trainer, or transitioning to a specialty area—you have more options than you think.

If you’ve recently made a move—or are thinking about one—I’d love to hear your story.
💬 Let’s start a conversation.

You just checked your voicemail and much to your delight, it was a pharmacy recruiter reaching out about a job opportunity that sounds exactly what you’re looking for.

Still, you find yourself wondering, “What does it cost to work with a recruiter?”
The good news is, when it comes to reputable pharmacy recruitment agencies, the cost to you as a job seeker is actually nothing. Zero. Zilch. Nada. Recruiters are hired and paid by the companies looking to fill open roles, not by candidates searching for jobs.
So, how exactly does it work then, and why should you consider partnering with a recruiter in your job search? Let’s break it down.

How Recruiters Get Paid (and Why You Don’t Pay a Thing)When you work with a specialist pharmacy recruiter, there’s no financial obligation on your end. Recruiters are paid by the employers who need to fill pharmacy jobs, not by the candidates applying for those roles.
The company compensates the recruiter based on successful placements, meaning that when you land a job, it’s the employer footing the bill — not you. Whether they get paid per hire or through a long-term contract, recruiters are essentially matchmakers.
Their goal? To find the right “dose” of talent that perfectly matches the company’s needs.

Why This Is a Win for YouAs a pharmacy professional, your focus is on patient care and accuracy, and a recruiter’s focus is on you. They help match your skills, certifications, and experience with opportunities that align with your career goals.
Whether you’re a clinical pharmacist, pharmacy tech, or working in retail, a recruiter’s job is to ensure you find the right environment to thrive in. Best of all, since recruiters are paid by the employer, you won’t have to dilute your savings by paying out of pocket for their services.
In a way, the recruiter works like a pharmacy benefit manager — handling the back-end negotiations while you focus on delivering the best care in your future role.

How Employers Benefit from Pharmacy Recruiting AgenciesOn the flip side, employers know that working with a pharmacy staffing agency speeds up the hiring process, which is essential as they are often under pressure to fill jobs quickly.
Whether it’s in retail, hospital, or specialty settings, agency recruiters keep an active inventory of experienced candidates, so when a position opens up, they can dispense talent without delay.
This means employers can rest easy knowing they’ll be connected with top-tier candidates who have already been screened and prepped, cutting down on the time spent sifting through applications and keeping the focus on patient care.
For employers, pharmacy recruiters are like a fully stocked medication cart — always prepared to deliver the right talent at the right moment.

Getting Started with a Pharmacy RecruiterIf you’re ready to explore new career opportunities, partnering with a pharmacy recruiter can open doors you might not have found on your own.
Recruiters are skilled at talent-matching, ensuring your unique personality and professional experience align with the right role. Many agencies allow you to start by submitting your resume online or scheduling an initial consultation.
And since you know there’s no cost to you, it’s a low-risk way to jumpstart your job search and get closer to your ideal role.

A Word of Caution: Recognize The Symptoms of Job FraudIn a digitally-connected world, scammers can ruin everything, so it’s important to stay vigilant against AI-assisted job fraud. Scammers are using AI to create fake job postings and even impersonate legitimate recruiters.
Always verify the credibility of the recruiter or agency you’re working with by doing your own research of the company’s website and LinkedIn profiles. A REAL recruiter will have a legitimate website, Linked In profile and history of relevance in your profession - just google them and you will be able to tell if they at least look legit!
Remember: reputable recruiters won’t ask you for any form of payment and will be transparent throughout the entire hiring process. If something doesn’t seem right, trust your instincts and verify before moving forward.

The Right Recruiter is the Perfect Prescription for Your CareerRecruiters can be an invaluable resource for pharmacy professionals, offering insight, support, and access to job opportunities that might not be on the open market.
By working with a trusted staffing professional, you’ll have someone in your corner helping you navigate the hiring process with confidence. Just make sure to choose wisely and remain aware of the potential risks — because unfortunately, scams are a reality in this world we live in.
Just like the right treatment plan can make all the difference for a patient, the right recruiter can get you one step closer to a role where you can truly thrive.

Want to Learn More?Whether running drive-thru is your cardio or you’re licensed to fill, Ridgemont Resources will help you land a pharmacy job quickly with competitive pay. Learn more about how we can assist with your job search today.

If you’re a retail pharmacist contemplating a transition to a clinical role, you’re not alone. Many pharmacists in chain and community settings are looking for more autonomy, deeper patient engagement, and the professional fulfillment that clinical pharmacy roles can offer. But how do you make that leap when most clinical positions require experience you don’t yet have? According to pharmacy recruiter Jana Rugg, the key lies in knowing how to position yourself, build credibility, and make intentional moves toward your goal.

Reframe Your Experience—Don’t Undersell It
“Retail pharmacists often underestimate how relevant their experience is,” says Rugg. “Just because you haven’t worked in a hospital doesn’t mean you don’t have clinical skills.” Patient counseling, medication therapy management (MTM), immunizations, and navigating insurance issues are all valuable in clinical settings. Rugg advises candidates to highlight these transferable skills prominently on their resume and during interviews. “Reframe your retail experience using the language of clinical pharmacy,” she says. “Show how you’ve solved medication problems, collaborated with providers, or improved adherence.”

Get Serious About Continuing EducationOne of the clearest signals of clinical commitment is investing in additional training. Rugg recommends starting with certifications like APhA’s MTM certification, the Board Certified Pharmacotherapy Specialist (BCPS) credential, or courses in anticoagulation, diabetes management, or pharmacokinetics. “Even if you're not eligible to sit for board certification yet, demonstrating that you’re taking steps to build clinical competency goes a long way with hiring managers,” she explains. These credentials not only boost your confidence—they show future employers that you’re already working at the clinical level.

Start Where You Are: Leverage Hybrid or Transitional RolesIf you're not ready—or able—to jump straight into a hospital or specialty role, consider bridge positions. “Look for hybrid roles in outpatient clinics, long-term care pharmacies, infusion centers, or transitions-of-care teams,” Rugg suggests. “These allow you to work in more clinical capacities while still drawing on your retail background.” Some health systems also offer internal training programs for pharmacists willing to work their way into clinical posts. According to Rugg, flexibility and a willingness to take a step sideways (not always up) can dramatically increase your chances of breaking in.
Another smart entry point? Apply for Per Diem or PRN shifts at a hospital or clinical facility. “If you’re willing to take a weekend, evening, or overnight shift, you're much more likely to find an employer who’s open to training and giving you a chance,” says Rugg. These roles may not be glamorous, but they offer hands-on experience, access to clinical workflows, and a foot in the door that can lead to permanent opportunities.

Network Strategically and Ask for Informational InterviewsClinical pharmacy is a small world, and relationships matter. Rugg strongly recommends reaching out to clinical pharmacists on LinkedIn or through alumni networks for informational interviews. “Don’t just ask for a job—ask for insight,” she says. “Most people are happy to share how they got into their role, what they look for in colleagues, or even let you shadow for a day.” Attending pharmacy association events or joining specialty groups (like AMCP or ASHP) can also help you build connections that lead to opportunities. As Rugg puts it: “Networking isn’t optional if you want to change lanes.”
Networking is another advantage of Per Diem or PRN shifts. They do more than simply provide hands-on experience—they expand your professional network within clinical settings. “The more people you meet and work with, the more visible and trusted you become,” says Rugg. “Those relationships often create lead to full-time opportunities and powerful recommendations.”

Work with a Recruiter Who Understands Clinical PharmacyFinally, Rugg emphasizes the importance of working with recruiters who specialize in pharmacy—not generalists. “We understand the nuances between different roles, and we can advocate for candidates coming from non-traditional backgrounds,” she says. A good recruiter can help you tailor your resume, prepare for clinical interviews, and identify employers willing to invest in a motivated pharmacist. Rugg encourages pharmacists to treat the recruiter relationship as a long-term partnership: “The earlier you reach out, the more we can help shape your trajectory.”

Want to Learn More?The transition from retail to clinical pharmacy isn’t instant—but it is absolutely achievable with the right approach. By reframing your experience, committing to education, pursuing transitional roles, networking strategically, and partnering with the right recruiter, you can open doors to a more fulfilling and impactful career. As Jana Rugg puts it, “Don’t let job titles limit your vision. Focus on the skills you bring—and the ones you’re willing to build.”
Interested in learning more about clinical pharmacy opportunities? Connect with Jana Rugg to explore your options and take the next step in your pharmacy career.

After 20 years of helping pharmacists land the right roles, I can tell you this with certainty: what makes or breaks an interview isn’t your GPA, certifications, or resume bullet points. It’s how well you communicate, how you think, how you work with others, and why you make the decisions you do.
Behavioral interviews questions are a tool to help hiring managers understand if you're the kind of team member they can count on when things get tough. I've prepped hundreds of pharmacy candidates for these interviews and found candidates stand out when they express how they think and solve problems – rather than trying to impress with accolades.

Behavioral interviews are based on a simple idea: past behavior predicts future performance. The questions may sound open-ended, but they’re looking for insight into your character, your decision-making, and how you interact under pressure.
For example: “Tell me about a time you had a conflict with a coworker. What did you do?”
This question isn't just about conflict. It's about whether you take responsibility, how you approach communication, and whether you learn from tough moments.

Clarity counts. You have seconds to make your first impression. Begin each answer by briefly stating the core value that shaped your response—whether that’s empathy, accountability, safety, teamwork, or attention to detail.
When you lead with your values, you guide your interviewer to hear your story through the most flattering lens. You show them not just what you did—but why you did it that way.

I encourage every candidate I coach to use STAR. Leave a lasting impression by being purposeful.
Structure your answers in the STAR framework:
    S = Situation: What challenge were you facing?
    T = Task: What was your responsibility?
    A = Action: What did you actually do?
    R = Result: What changed because of you?
DO: Highlight the ‘why’ that motivated your Actions and the ‘how’ that created the Result.
DON’T: Overwhelm your interviewer with details describing the ‘what’ of the Situation or Task.
Effective answers to behavioral interview questions reflect on the foundational values that guided your actions such as trust, collaboration, empathy, customer focus, data-driven decision-making, fairness, relationships, accountability, or transparency.

Preparation builds confidence—and confidence makes all the difference in an interview. Here are ten things I recommend every pharmacist do before facing behavioral questions:

1. Review the job posting carefully to identify the values and skills being emphasized.
2. Make a list of 5–7 real work situations you’ve experienced that highlight your judgment, leadership, collaboration, and problem-solving.
3. Identify your core workplace values—these are the principles that guide how you work and interact.
4. Practice using the STAR method to tell concise, clear stories based on those situations.
5. Record yourself on video answering a few behavioral questions to assess tone, clarity, and confidence.
6. Get feedback from a colleague or mentor on your storytelling clarity and impact.
7. Prepare for follow-up questions—interviewers may dig deeper, so know each story well.
8. Research the employer’s culture and values so you can reflect alignment in your answers.
9. Practice stating your values at the start of each answer—it sets the right tone immediately.
10. Get rest the night before and dress professionally—your mindset and presence matter as much as your message.
    

If your interview is virtual, here’s a tip that always helps my candidates nail their responses:
Write down your top 3–5 values on sticky notes and post them on the side of your screen. Glance at them as you answer. This simple cue can help you stay grounded, authentic, and aligned.

Remember, behavioral interviews aren’t about having the “perfect” answer—they’re about showing who you are and how you work. When you lead with your values, tell clear stories, and focus on how you solve problems, you stand out for all the right reasons. Whether you’re stepping into a new pharmacy setting, exploring contract work, or moving into a leadership role, preparation is your secret weapon. And if you ever need a sounding board or insight into what hiring managers are really looking for, I’m here to help. You’ve got this.

Want to be the first to hear about pharmacy roles in your area?👉 Register at RidgemontResources.com
 
#PharmacyJobs #InterviewTips #CareerGrowth #PharmacyLeadership #RidgemontResources

After more than two decades in pharmacy recruiting, I’ve reviewed thousands of résumés and helped place pharmacy professionals in clinical, retail, long-term care, and specialty roles across the country. And if there’s one lesson I’ve learned — especially in recent years — it’s this:
The best hires aren’t just the most qualified on paper. They’re the ones who fit.
That fit isn’t just about skill — it’s about communication, adaptability, and how someone meshes with your team and your pharmacy’s culture.
It’s about the intangibles or, as Starbucks CEO Howard Schultz famously put it, “Hiring is an art, not a science, and résumés can never tell the whole story.”
This rings especially true in pharmacy today. Below, I’ll share five key insights to help you refine your hiring process and start identifying candidates who are not only capable — but truly transformational for your team.

The pharmacy world is changing fast — automation, AI, new regulations, and expanding clinical roles. You need people who can pivot with the profession.
When I interview candidates, I always listen for signs of adaptability. Do they talk about learning from failure? Are they curious? Have they taken on responsibilities outside their job description?
Adaptability doesn’t show up in credentials — but it shows up every day on the job.

The best pharmacists and techs I’ve placed have one thing in common: they communicate with clarity, confidence, and empathy.
In today’s high-pressure pharmacy environments, communication isn’t a “nice to have.” It’s a safety issue. Miscommunications can affect patient care, team morale, and even compliance. I recommend incorporating scenario-based interview questions that simulate real pharmacy challenges. It’s the best way to see how someone thinks — and speaks — on their feet.

I get it — when you're short-staffed, it’s tempting to fill the gap fast. But if the hire doesn’t align with your values or team dynamic, you’ll be back at square one (or worse). Culture fit doesn’t mean hiring people who are all the same. It means hiring people who understand and contribute to your mission — whether that’s efficiency, patient education, community impact, or innovation. Take time to define your pharmacy’s ethos. Then design your interviews to reflect it. I’ve seen too many hiring teams skip this step and pay the price later with high turnover or toxic team dynamics.

One of the most effective hiring strategies I recommend: involve your team in the process. Not only does this give candidates a better understanding of the work culture, it also provides you with valuable feedback from the people who will be working alongside them.
A brief peer interview or even a shadow shift can uncover how well a candidate fits into your workflow, communication rhythm, and workplace energy. These insights are gold — especially when hiring for long-term impact.

You can’t assess adaptability, communication, or cultural fit with yes/no questions or a checklist. You need to create space in your interview process for storytelling, critical thinking, and self-reflection. Ask open-ended questions. Encourage candidates to describe challenges they’ve faced and how they navigated them. And most importantly, listen closely. Intangible qualities are often revealed between the lines.

There’s no shortage of skilled pharmacy professionals out there — but finding the right one for your organization takes more than reviewing licenses and work history. It takes intention, patience, and a willingness to prioritize fit over speed. In my experience, the pharmacies that build strong, resilient teams are the ones that invest in the whole person — not just the résumé.

Let’s stop hiring just to fill a shift. Let’s start hiring to build the future of pharmacy.

Want help refining your interview process to uncover the right intangibles? I’m happy to share tools, questions, and insights — just reach out.

The Tulsa Human Rights Commission spotlighted compassion and inclusivity at its April 21, 2025 meeting by presenting the Compassionate Tulsa Award to local advocate Jana Rugg.

Introduced by Dr. Gary Paluzzo, the award reflects the Commission’s commitment to fostering stronger community ties through informal collaboration and shared values.

Rugg’s dedication shines through her work with Ainsley’s Angels, an organization that empowers individuals with disabilities to participate in athletic events. With an impressive record of 43 marathons in 35 states, Rugg combines her passion for running with her mission to open doors for others.
Her community service doesn’t stop there—Rugg has also volunteered with John 3:16 Mission and the Oklahoma Alliance for Animals, helping transport pets in need and extending her compassion to both people and animals.

In her acceptance speech, Rugg credited her late father, who lived with a disability, as her motivation for championing inclusivity. She shared her gratitude for the opportunity to merge athletics with advocacy, highlighting that compassion is not just an action but a way of life.

The Commission emphasized that honoring community members like Rugg strengthens Tulsa’s culture of empathy and respect. By recognizing and amplifying these stories, the city continues to inspire others to contribute to a more inclusive and compassionate community.

In today's competitive healthcare landscape, understanding pharmacy compensation trends is essential for you to successfully manage your career trajectory. Recent market shifts have created both challenges and opportunities for pharmacy professionals seeking balanced compensation packages and secure growth.

Beware of generalized salary benchmarks. Seek specific and current information. The pharmacy profession continues to see significant salary variations across different practice settings. Hospital pharmacists currently command the highest average base salaries ($135,000-$150,000), with clinical specialists and those with board certifications earning premiums of 5-15% above baseline. Retail chain pharmacists typically earn between $120,000-$140,000, though this range has narrowed somewhat as chains compete for talent amid staffing challenges.
Informed decisions require truly equivalent comparisons across different practice models.  Building a standardized comparison worksheet helps to evaluate across multiple practice settings. Your assessment should include quantifiable benchmarks such as base salary, call requirements, weekend rotations and PTO as well as subjective factors such as management reputation, work-life balance and advancement opportunities.
Independent pharmacy positions, once lagging behind chains, have become more competitive ($115,000-$135,000) as these pharmacies expand clinical services and community-based care. Managed care and pharmaceutical industry positions remain at the top end of the spectrum, with experienced professionals often exceeding $160,000 in base compensation.
For independent pharmacy positions, inquire about profit-sharing and partnership tracks during your initial interviews; these incentives often outweigh initial compensation differences over your career horizon.

Regional Variations and Cost of Living Adjustments
Geographic location continues to significantly impact pharmacy compensation. Urban centers in California, New York, and Massachusetts offer the highest nominal salaries but must be weighed against substantial cost of living expenses. Emerging "pharmacy hubs" in states like Texas, North Carolina, and Arizona are offering increasingly competitive packages to attract talent to growing healthcare systems.

Rural and under-served areas present unique opportunities, with loan forgiveness programs through the National Health Service Corps offering up to $50,000 annually for qualified pharmacists willing to practice in designated shortage areas.
Do your homework. When considering positions in rural or under-served areas, contact the state's pharmacy association before interviewing to identify all available loan forgiveness and incentive programs, as many employers may not be aware of all options available to you.

Beyond Base Salary: The Total Compensation Package
Savvy pharmacy professionals are evaluating total compensation rather than focusing solely on base salary. Sign-on bonuses have become increasingly common, ranging from $5,000 to $30,000 depending on the position's urgency and location. Retention bonuses, typically offered after 1-2 years of service, are also becoming standard practice.
Always request the full benefits summary in writing before your final interview. Then calculate the actual dollar value of benefits like retirement matching, paid time off, and health insurance premiums to add to your base salary figure for true compensation comparison.
Performance-based incentives tied to clinical outcomes, patient satisfaction scores, or operational metrics now comprise 5-15% of total compensation in many settings. These variable components allow pharmacists to directly influence their earnings through measurable contributions.

Pay-for-Performance Models in Pharmacy Practice
That's right, pay-for-performance (P4P) models are rapidly evolving in pharmacy compensation, with structured frameworks tying 10-25% of pharmacist earnings directly to quantifiable outcomes. Current models typically measure medication adherence rates, reduction in adverse drug events, comprehensive medication management completion rates, and specific disease state management metrics (such as A1C control in diabetes patients).
Large health systems and innovative community pharmacy chains are leading implementation, with widespread adoption expected by late 2025 to early 2026 as value-based care models mature.
When evaluating P4P opportunities, request to see the actual performance dashboard used to track metrics and negotiate for partial control over which measures will determine your compensation. The most equitable models include both individual performance metrics and team-based outcomes to balance personal accountability with collaborative care.
Early adopter employers are already implementing tiered systems where pharmacists can earn increasingly higher percentages of their compensation through performance as they demonstrate consistent achievement, allowing top performers to significantly outpace traditional salary models.

Negotiation Leverage Points
Pharmacists with specialized certifications (such as BCPS, BCACP, or BCOP) can command premium compensation, often 8-12% above standard rates. Similarly, those with expertise in high-demand areas like specialty pharmacy, informatics, or ambulatory care have significant negotiation leverage.
Quantify your specialized skills with concrete examples of cost savings or revenue generation from previous positions. Presenting your value proposition in business terms rather than clinical terms often resonates more effectively with hiring managers who control compensation decisions.
Additional credentials like MBA or MPH degrees are increasingly valued, particularly for leadership positions, and can boost compensation by 10-20% when combined with relevant experience. Create a one-page 'career impact statement' highlighting how your additional credentials have directly improved patient outcomes or operational efficiency in previous roles. Submit this document along with your CV to distinguish yourself from other candidates and justify premium compensation.

Taking Control of Your Pharmacy Compensation Journey
As the pharmacy profession continues evolving, pharmacists who strategically approach compensation negotiations with research, preparation, and quantifiable value propositions will secure the most advantageous packages. The insights shared here provide a foundation, but the most successful candidates will tailor these strategies to their unique situations and career goals.
By understanding current trends while anticipating future shifts like performance-based incentives and value-based payment models, today's pharmacists can position themselves not just for immediate financial gains, but for sustainable career growth and compensation progression. Remember that every negotiation becomes a reference point for future opportunities—approach each with confidence, preparation, and a clear vision of your professional worth.

Be the first to learn about new openings. Register at RidgemontResources.com

The landscape of healthcare employment is undergoing a transformation, and pharmacy professionals have a unique opportunity to benefit. As government agencies implement hiring freezes and downsize, the demand for contract workers is typically rises. This trend presents a strategic opportunity for pharmacists and pharmacy technicians looking for stable and rewarding work.

Economic uncertainty often leads government agencies and commercial healthcare organizations to shift from permanent hires to contracted professionals. Pharmacy is no exception. With a greater need for flexible staffing solutions, institutions such as VA hospitals, federally run healthcare centers, and large commercial pharmacies are increasingly turning to pharmacy contractors to fill critical roles.
At the forefront of this evolving workforce dynamic is Ridgemont Resources, a certified government contractor and minority-owned business, actively placing pharmacy contractors in federally run institutions. As these institutions navigate tighter budgets and evolving workforce needs, the role of pharmacy contractors becomes even more essential in ensuring uninterrupted patient care.

Pharmacy professionals who transition into contract roles can enjoy a variety of benefits, including:

• Flexibility – Contract positions allow pharmacists and pharmacy technicians to have greater control over their schedules, choosing assignments that best fit their personal and professional needs.
• Competitive Pay – Contracting often comes with higher hourly wages compared to permanent positions, as organizations rely on skilled professionals for essential but temporary roles.
• Diverse Work Environments – Contractors gain exposure to various settings, from VA hospitals and government-run clinics to large commercial pharmacies, expanding their skills and experience.
• Job Security in an Uncertain Market – While full-time positions may be cut during budget reductions, contractors remain in high demand as institutions seek to maintain staffing levels without committing to long-term hires.
• Networking Opportunities – Working in multiple healthcare settings allows pharmacy professionals to build connections that can lead to future full-time career opportunities.

Of course, Pharmacy contracting isn’t for everyone. Many contractors find that the benefits far outweigh potential disadvantages such as:

• Limited Benefits: Most contract roles may not provide comprehensive benefits such as health insurance, paid time off, or retirement plans, requiring individuals to manage these aspects independently.
• Short Term Job Security: The temporary nature of contracts can lead to uncertainty, with potential gaps between assignments affecting income stability.
• Career Development: Contractors might receive fewer opportunities for professional growth and advancement within a single organization.
  

A prevalent misconception is that contract pharmacists merely "put pills in a bottle" and lack opportunities to develop new skills. In reality, contract roles can offer exposure to diverse pharmacy practices, enabling pharmacists to expand their expertise and adapt to various healthcare environments.
"Contracting empowers pharmacists with the flexibility to manage their careers on their terms, offering diverse experiences that enrich their professional journey." — Jana Rugg, President of Ridgemont Resources.

Do contract pharmacists receive benefits?  Typically, contract positions offer higher pay rates to offset the absence of traditional benefits like health insurance and paid leave.

Can contracting lead to permanent employment? While some contract roles may transition to permanent positions, this is not guaranteed and depends on the organization's needs and the individual's performance.

Is contracting suitable for new pharmacy graduates?  Contracting can be advantageous for new graduates seeking to gain diverse experience quickly; however, they should weigh the pros and cons, including the lack of job security and benefits.

In summary, pharmacy contracting offers a unique blend of flexibility and diverse experiences, appealing to those who prioritize autonomy and varied professional opportunities. However, it's essential to consider the potential drawbacks, such as limited benefits and job security, to make an informed career decision.

Ridgemont Resources is a trusted partner in the pharmacy contracting industry, specializing in placing highly qualified pharmacists and pharmacy technicians in government and commercial healthcare settings. Our extensive contracting ensures that we are often made aware of new opportunities first.

Candidates love Ridgemont Resources because that they are immediately notified of new openings. As a registered candidate, they are quickly connected to hiring professionals with top-tier opportunities in secure and well-established institutions.

As a GSA contract holder, Ridgemont Resources ensures that the pharmacy professionals are quickly matched with the latest job opportunities.

If you're a licensed pharmacist or pharmacy technician looking for flexible, well-paying opportunities in a growing field, now is the time to explore pharmacy contracting. Register with Ridgemont Resources today at www.ridgemontresources.com to stay informed about upcoming contract positions that fit your qualifications and career goals.

With the continued expansion of contract work in government and commercial pharmacy settings, this is the perfect time to take control of your career. Join the growing network of pharmacy professionals who are leveraging contracting opportunities for greater flexibility, financial rewards, and career growth.

Sign up with Ridgemont Resources now and let us connect you with your next great opportunity!

TULSA, OK January. 19, 2025 // Ainsley’s Angels, a national nonprofit dedicated to promoting inclusion through endurance events, has named Jana Rugg, President of Ridgemont Resources, as its Leader of the Quarter in recognition of her unwavering commitment, inspiring leadership, and hands-on involvement in advancing the organization’s mission.

Rugg’s impact over the past quarter has been nothing short of remarkable. In October, she participated in the Tulsa Run, supported an inclusive event at Circle Cinema for The Power of Sports for Amputees, and honored the memory of an Angel Runner. In November, she spearheaded efforts for the Route 66 event, organizing teams, coordinating expo setup, and even working a water stop to support athletes throughout the massive race. She wrapped up December with even more races, all while staying active on leadership calls and social media, ensuring that Ainsley’s Angels’ mission continued to reach and inspire communities.

“Jana’s leadership is truly inspiring,” said Michelle Smith, VP Ambassador Program at Ainsley’s Angels. “She embodies the spirit of inclusion and service that drives our organization forward.”

Rugg, who leads Ridgemont Resources with the same passion and commitment, expressed gratitude for the recognition. Ainsley’s Angels selected Rugg for her exceptional leadership, community impact, and dedication to creating meaningful opportunities for individuals with disabilities.

Ainsley’s Angels is a nationwide nonprofit dedicated to promoting inclusion through running and endurance events, ensuring that athletes of all abilities can race together. The organization pairs ‘Athlete Riders’—children and adults with special needs—with ‘Angel Runners,’ allowing them to experience the excitement of competition firsthand.
In 2017, Tulsa proudly became home to a chapter of Ainsley’s Angels, thanks to the efforts of founding ambassador Jana Rugg. Since then, the chapter has provided countless opportunities for Athlete Riders and their families to be part of the racing community.
For AJ, a 14-year-old Athlete Rider, nothing beats “going fast, crossing the finish line, and getting my bib and medal—just like my family.” Seventeen-year-old Annie eagerly awaits race days, saying, “I love cheering others on as we go past. I enjoy getting medals and hanging them in my room.” Her mother, Adele, shares that the sense of inclusion and community has been transformative for their entire family.
For more information about Ainsley’s Angels and their mission, visit ainsleysangels.org

We’ve all heard the saying, “It’s not what you know, but who you know.” But perhaps it’s more accurate to think of it as, “who knows you.” After all, truly meaningful relationships are built on connection and mutual benefit – not simply name recognition. 
Yet, how often do we intentionally invest time into growing and nurturing mutually beneficial professional networks? From my experience, this overlooked skill can be a game-changer for advancing your career, whether you’re just starting out or are a seasoned professional. 
But what if networking feels overwhelming or doesn’t come naturally to you? Don’t worry—here are a few tips I wish I’d learned earlier. Use them to grow your network and open new opportunities.

Before we discuss how to build your network, let's focus on why it matters.
Building connections isn't just about who you know—it's about who knows you and is willing to advocate for your success. It’s an investment with long-term career dividends.
The right connections often mean the difference between landing a great opportunity and missing out entirely. Many of my clients focus on honing their clinical skills as a path to advance. Understand that building a strong professional network unlocks opportunities and that maximize the value of your investment in hard skills, such as:

• Staying informed about industry trends and opportunities that can shape your career.
• Developing soft skills that enhance workplace success.
• Establishing your personal brand and standing out in the field.
• Gaining access to career resources and growth opportunities.
• Boosting your confidence in showcasing your value.
• Receiving recommendations and referrals that can capture the attention of employers.
  

One mistake I see many people make is approaching networking with a “what can you do for me?” attitude.
My most successful clients don’t think this way. They approach new connections by considering how they can help that person reach their professional goals. As a result, networking feels painless because they are giving and, in the process, creating a mutually beneficial relationship.
Here are a few ways to create connections without ‘networking’:

• Be curious - ask how your peer solved a problem or overcame a challenge.
• Be a resource - offer to be a mentor, or be part of a training team.
• Connect people in your network who might benefit from meeting each other.
• Stay genuine—it’s amazing how far a little authenticity can go.
  

The earlier you start nurturing your network, the better. Don’t wait until you need a job to start creating connections. Start now. Your professional network won’t be built overnight—it requires continual effort.

Networking doesn’t have to feel daunting if you work to place yourself in situations where meaningful interactions happen. Build your professional network through these tried-and-true strategies:

Take small, intentional steps. Your peers today might be hiring managers tomorrow. Make yourself a resource to those around you. Still in school – offer to tutor other students. In the workplace – lead a training team, attend in-person CE sessions, start an afterwork event or organize a volunteer opportunity.

Leverage all your talents. Networking opportunities can arise anywhere, and your workplace may be the most fertile ground. Tying your personal interests to networking can make the experience feel natural and enjoyable. Do you enjoy fitness? Consider starting a walking or jogging group with your colleagues. Or, if reading is your thing, a book club could be the perfect way to connect.  If you create a group, encourage members to invite their professional connections from outside your workplace.
One of my more introverted clients discovered the power of this approach. Her passion for baking led her to bring homemade pastries to work, simply to share her joy with others. Without even realizing it, she was creating connections. Over time, coworkers began stopping by to chat, and she found herself building meaningful relationships across her pharmacy. Even her district manager made it a point to visit on “pastry days,” strengthening an otherwise formal connection into something more personal and productive.
How can you use your unique interests to forge meaningful professional relationships?

Attend in-person professional events regularly. Face-to-face interactions often leave a stronger impression than online exchanges. Events like pharmacy association meetings, CE sessions, and local lunch-and-learns, bring professionals together from various specialties, creating the perfect opportunity to broaden your network. If you’re nervous about introducing yourself, remember that most attendees are there to connect, share ideas, and collaborate too.
Bring your curiosity. Asking questions is the most natural way to connect, and you might leave with valuable insights—and meaningful professional relationships. Feeling overwhelmed? Here are some quick tips to help you approach professional interactions with confidence:

• Come prepared. Research who might be attending, whom you’d like to connect with and what they’re passionate about. Approach those with mutual interests and ask questions. It makes those first interactions much more genuine for you and them.
• Be authentic. Your uniqueness is your strength—embrace it. Avoid pretending to be someone you’re not; people can tell when you’re not being genuine.
  
• Be a great listener. Connecting is more about how well you listen rather than what you say. Take the time to learn about the person you’re speaking with—what they do, what excites them about their field. People remember those who show interest in their story.

Participate in community-based activities. Volunteering or hosting health events at the community level—whether a flu vaccine drive or medication counseling day—can help you meet fellow professionals or even gain exposure to potential mentors. Remember, building a network isn’t just about finding opportunities for yourself—it’s also about adding value for others.

Leverage the power of social media. Social media platforms such as LinkedIn are excellent tools to stay visible in the pharmacy world. Beyond simply “adding connections,” engage with posts from thought leaders or participate in group discussions. Take the time to nurture your connections. Invest a little time each week to review what they’re posting and comment.
Even platforms like Facebook can be helpful for joining pharmacy-related groups where professionals share job updates, industry news, or resources.

Building a professional network as a pharmacist may feel challenging, but it’s one of the most rewarding career investments you can make. Networking allows you to learn fresh ideas, uncover new opportunities, and form meaningful connections as you help each other grow.

Remember, networking is just as much about giving as it is about gaining. Learn how to market who you are, show interest in others, and bring value to the table. Your network is a living, evolving community where you support each other throughout your careers.

If you’re not sure where to start, take small steps. Reach out to one new person this week or attend an upcoming live CE event. The first step may feel intimidating, but once you take it, you’re well on your way to creating connections and building your professional network.

Between 2022 and 2024, some of the biggest chains such as CVS and Walgreens shuttered around 2,100 stores nationwide. The latest trend is consolidation and vertical integration where insurers, healthcare systems or pharmacy chains acquire or merge with other entities along the supply chain, such as wholesalers, distributors, or pharmacy benefit managers (PBMs}. The aim is to reduce competition and boost profits. However, potential corporate gains are often offset by real risks to patients, staff, management and the communities they serve. This article dives into the repercussions of pharmacy consolidation and offers insights into how pharmacists can adapt and thrive in this evolving industry.

Consolidation and vertical integration are reshaping the profession in significant ways and defining the industry. For pharmacists, these changes present both challenges and opportunities.

Wage changes due to consolidation can be a double-edged sword. Consolidation may mean better employment stability at larger organizations with established financial resources. Yet, increased competition for roles within consolidated entities may place downward pressure on wages resulting in:

• Standardization of pay scales: Larger organizations may implement uniform pay structures, potentially reducing earning disparities but capping incomes at a certain level.
• Consolidated bargaining power: Without small business employers setting competitive salaries, pharmacists may have less leverage to negotiate.
• Reduced job markets in specific regions: If independent pharmacies close, pharmacists may face fewer local opportunities, leading to suppressed salary growth.

There’s a concerning lack of licensed pharmacists in the United States—in fact, the U.S. Health Resources & Services Administration projects a shortage of nearly 5,000 pharmacists through 2036. Demand for pharmacists is poised to increase about as fast as the average occupation. That said, those specializing in high-demand roles – such as clinical pharmacy, research, or executive-level management – might still see competitive compensation as these positions remain critical to the industry’s growth and evolution.

If you’re willing to adapt and explore new opportunities, pharmacists can position themselves for success in a consolidated marketplace by:

• Upskill for Upward Mobility. Large employers often prioritize professionals with diverse skill sets. Consider pursuing certifications in areas like pharmacogenomics, chronic disease management, or telehealth services to stand out in a competitive job market.
• Explore Leadership Roles. Consolidated entities often offer career paths beyond patient care. Pharmacists with managerial and leadership aspirations can explore roles in operations, corporate strategy, or pharmacy benefit management.
• Join Integrated Healthcare Teams. Consolidation often brings pharmacists closer to interdisciplinary healthcare teams. Seizing this opportunity can allow pharmacists to work collaboratively with physicians, nurses, and other specialists, delivering more holistic patient care.
• Build a Niche. Though consolidated companies aim for efficiency, there’s always demand for niche expertise. Whether it’s specializing in pediatrics, oncology, or rare diseases, focusing on a niche area can make your skills invaluable within large organizations.
• Be Open to Relocation. Consolidated networks often span multiple locations. While rural communities may face challenges, those open to relocating might find opportunities in fast-growing urban or suburban markets.
  

One of the key debates surrounding consolidation revolves around its impact on the scope of pharmacists' duties. Larger organizations often have greater resources and are better equipped to adopt technological solutions, such as advanced medication management systems and telehealth platforms. These tools could allow pharmacists to shift their focus from administrative tasks toward more clinical roles.
Consolidation also creates opportunities for pharmacists to engage in patient care initiatives that may have been less feasible in smaller or independent pharmacies. For instance:

• Offering comprehensive medication reviews through centralized support systems
• Participating in chronic disease management programs
• Collaborating with healthcare teams within integrated networks

Some worry that consolidated entities may prioritize standardization and efficiency over personalized care, potentially limiting pharmacists’ autonomy in patient interactions. Whether consolidation leads to expanded or restricted scope of practice will largely depend on the corporate culture and priorities of the larger organizations.

Pharmacy consolidation is undoubtedly reshaping the profession, bringing both opportunities and challenges. For pharmacists, adapting to this change involves understanding how to leverage new career paths, using data and technology to enhance patient care, and demonstrating resilience in a shifting industry.

To thrive, pharmacists must stay informed, continually expand their skills, and maintain a focus on what matters most – delivering high-quality care to patients. By doing so, they can help ensure that consolidation serves not just corporate interests but also the well-being of communities and the advancement of the pharmacy profession.

At Ridgemont Resources, we empower pharmacists to reach their full potential by providing top-tier career opportunities and expert guidance. Our solutions are driven by data and analytics, helping our clients achieve their commercial goals while promoting excellence in healthcare. Explore our available positions today and take the first step towards enhancing your pharmacy career.

Excelling in your role requires more than just technical know-how. With rising patient expectations, competitive pressures, and the rapid pace of change, it's crucial to cultivate a core skill set that enhances your professional performance and helps you stand out so that you can control your career growth. Here, we highlight five essential skills that every pharmacy professional should focus on to drive their career forward every day.

Interpersonal skills are vital in the pharmacy setting. You'll frequently interact with patients and a broad range of healthcare professionals. Effective communication that exudes empathy and respect is key. Whether collaborating on care plans or discussing medication details with patients, your ability to build relationships, convey confidence, and approach interactions with a positive demeanor can significantly impact your success. Strong interpersonal skills enable you to foster teamwork and facilitate better healthcare outcomes today and tomorrow.

Few positions are free from the challenges of juggling various responsibilities, but pharmacists take those demands to the next level. From developing medication plans to providing detailed consultations, being organized and adept at managing multiple tasks simultaneously is a must. Multitasking in this context isn't just about doing many things at once—it's about switching between them smoothly and efficiently without compromising on productivity – or alienating those around you in the process. Success in this fast-paced environment depends on your ability to adapt to change and manage your time effectively while communicating effectively with your team.

Accuracy is critical in the pharmaceutical field. Pharmacists must possess a keen eye for detail when entering information, checking prescriptions, and assessing patient progress. Scrutinizing every aspect of the medication process ensures safety and efficacy. Key to career growth is fostering trust with patients and colleagues alike by maintaining that attention to detail even while performing the most innocuous tasks. By doing so you'll enhance your reputation as a reliable and trustworthy professional.

Strong analytical and problem-solving skills are indispensable for clinical pharmacists. These skills allow you to evaluate patient conditions accurately and develop effective treatment plans. When issues arise with a patient’s treatment, your analytical mindset will help you build confidence among your peers because they know that you can identify and suggest smart, evidence-based alternative solutions. By approaching challenges with a logical perspective, you can make informed decisions that enhance patient care and drive your career success.

Building a robust professional network is crucial for career advancement. Networking opens doors to new career opportunities and keeps you informed about industry developments. Engage actively with peers and mentors, attend industry events, and focus on what you can contribute to others. Meaningful networking involves listening, sharing insights, and leaving a positive impression. By being authentic and attentive, you can cultivate relationships that propel your career forward.

At Ridgemont Resources, we empower pharmacists to reach their full potential by providing top-tier career opportunities and expert guidance. Our solutions are driven by data and analytics, helping our clients achieve their commercial goals while promoting excellence in healthcare. Explore our available positions today and take the first step towards enhancing your pharmacy career.

Pharmacy operations are at a pivotal moment where technological advancements, regulatory changes, evolving patient needs, and shifting workforce expectations converge. For hiring managers, staying abreast of pharmacy recruitment trends is essential for operational efficiency and navigating the growing complexities of patient care.

Let's explore the crucial trends impacting pharmacy staffing and how they are reshaping the pharmacy workforce. You'll also learn how to adapt your recruitment and retention strategies to stay ahead of the competition.

• Shift Towards Clinical Pharmacy Roles and Specialist Skill Sets:   Pharmacists today are expanding beyond traditional medication dispensing roles. They're increasingly involved in clinical pharmacology, medication therapy management (MTM), and chronic disease management. This shift requires deeper clinical pharmacy knowledge and a broader set of skills as pharmacists contribute to diagnostic processes, patient education, and personalized care plans.
• Increased Reliance on Pharmacy Technicians:  To address staffing shortages and redistribute workloads, managers are leveraging pharmacy technicians for a wider range of tasks, including medication reconciliation, immunizations, and inventory management. Regulatory changes support these expanded responsibilities, but they also necessitate additional training and certification.
• The Rise of Remote Jobs:  Advancements in technology have paved the way for remote pharmacy work. Telepharmacy roles are becoming more prevalent, allowing pharmacists to conduct remote medication reviews and patient counseling. This trend expands the talent pool beyond geographical constraints and introduces new dynamics in pharmacy operations and patient care delivery.
• Growing Focus on Patient-Centric Soft Skills:  With the pharmacy's role becoming more patient-centric, the importance of soft skills like communication, collaboration, empathy, critical thinking, and problem-solving has intensified. Pharmacy operations managers are prioritizing these competencies in their hiring and training processes to build trust with patients and manage complex patient needs.
• Evolving Job Expectations of the Pharmacy Workforce:  Increased employee workloads have led to burnout, contributing to a shortage in the pharmacy workforce. Workers are demanding better compensation, work-life balance, continuing education, and recognition. Addressing these demands is crucial for retaining top talent.
  

The changing landscape presents unique challenges in pharmacy recruitment and retention. So what are the key strategies to adapt?

• Competitive Salaries and Benefits:  Offer competitive salaries and benefits that align with the responsibilities of the roles you're hiring for. This will attract candidates looking for supportive and progressive work environments.
• Workplace Culture:  Foster a workplace culture that values flexibility, growth, mental health, and better patient care. A positive culture will help retain top talent and improve overall job satisfaction.
• Training and Developmen:  tInvest in ongoing professional development to cover clinical competencies, technology proficiency, regulatory requirements, and soft skills. Consider initiatives aimed at combating burnout, such as wellness programs, mental health days, stress management techniques, and open forums for staff to voice concerns.
• Operational Adjustments:  Reevaluate your operations and workflows to better accommodate staff and patient needs. Use technology to automate routine tasks, implement shift rotations or flexible scheduling, and ensure pharmacists and technicians can focus on more critical responsibilities.
  

Consulting with specialist pharmacy recruiters can help solve the challenges these trends present. Specialist recruiters offer industry expertise, a vetted talent pool, and powerful negotiation skills to attract top talent faster. They can help streamline the recruitment process, reduce your time to hire, and ensure candidates align with your pharmacy's culture and values.

Specialist pharmacy recruiters are industry expertise with the insights, network and experience to help you attract top talent. And they help you work smarter by navigating the complexities of an evolving workforce with ease and confidence. You’ll have access to a vetted talent pool. From techs to directors and everything in between, pharmacy staffing agencies have a large talent pool. These candidates are fully vetted and often include experienced professionals seeking flexible arrangements or specialized career paths. Regardless of the role, specialist recruiters bring you top candidates that meet technical requirements, align with your pharmacy’s culture and values as well as fill positions with top talent faster.

Pharmacy operations managers who stay informed of trends and adapt to changing workforce expectations will be well-positioned to meet healthcare industry demands. Start by reviewing your current practices, embracing new trends, and considering the value of specialist pharmacy recruiters. By taking a proactive approach, your pharmacy will remain at the forefront of patient care and industry standards.

Want an impressive career trajectory? Ask powerfully purposeful questions. It’s interesting that while Pharmacist job seekers all have specific concerns about each position, they often struggle to ask the truly important questions that help them evaluate if a position aligns with their career goals, personal values, and professional aspirations.
Starting your career in the right environment can often determine your career trajectory. Know that you’ve found a great fit by interviewing your interviewer. Ask insightful questions. Truly listen. Then consider what they are saying – and what they’re not.

1. How does the pharmacy team collaborate and communicate with each other and other departments? Communication is critical to team and personal success. Is it a collaborative or siloed work environment? You should look for signs of effective communication and support among team members. Have the courage to ask for specific examples of how collaboration and communication helped solve a specific problem within the department.
2. Can you provide examples of how the company has implemented employee feedback to improve the work environment?  This question helps determine if the company values employee input and takes action to enhance the workplace. It indicates a culture of continuous improvement and responsiveness to staff needs.
3. How does the company recognize and reward its employees' achievements and contributions?  Understanding the recognition and reward systems can give insight into how much the company values its employees. It’s important to know if hard work and achievements are acknowledged and celebrated.
4. How does the company handle conflicts or disagreements within the team? This question provides insight into the company's approach to conflict resolution and whether they have a supportive and fair process for addressing issues that may arise among staff.
5. What recent changes has the company made in response to the evolving pharmacy industry or healthcare landscape? This question can reveal how proactive and adaptable the company is in staying current with industry trends and challenges, indicating their commitment to innovation and improvement.
6. What do you enjoy most about working here, and what would you change if you could? Asking this question can provide a personal perspective from the interviewer about the pros and cons of working at the company, offering a candid look at the company culture from an insider’s view.
7. What are the key responsibilities and expectations for this pharmacist position? While this may seem like a softball question, what you’re really looking to uncover are any hidden organizational challenges related to structure, workflow and team dynamics. Look for inconsistencies between your interviews. Well structured organizations will have a consistent response from each person that you are interviewing with.
8. What qualifications and skills are most important for this role? Assess how your background aligns with the position by understanding which qualifications, certifications, and skills are required and which are preferred for this position. Follow-up by asking how you compare to other team members. This will provide insights into where you may fit in the team hierarchy and how you may need to approach career growth.
9. What opportunities are available for mentoring within the company? Showing your desire to be a part of internal growth makes a strong impression. Always ask about mentoring opportunities where you can mentor others and find a mentor for yourself. The answer will reveal deep insights into the company culture.
10. What are some examples of career advancement within the company? The response to this question often reveals a lot about the company’s culture and values. Listen for structured development, growth, and support systems. Be cautious if the interviewer is vague or avoids the question. Lack of clarity or examples may suggest limited opportunities and indicate a lack of investment in their employees' long-term success.
11. What are the biggest challenges faced by pharmacists in this role and at this company? Seek to understand potential challenges you might face and how the organization is supporting the people working to overcome these challenges. It’s vital that you determine what issues are and if you’ll be expected to resolve them individually or as a team. Again, listen to what they say, what they don’t say and how they say it. Dig deep by asking follow-up questions that examine details within their answer.
    

These questions will help you make an informed decision about whether the company will offer you fertile ground to grow and achieve your personal and professional goals.

You bet! Take Sarah for example. She came to us after feeling stuck for several years. Advancement and growth simply weren’t part of the company culture. It was a good place to work, and she enjoyed her coworkers, Sarah knew she needed more.

We talked about her goals, and she envisioned her career trajectory. It was clear that growth, learning, and expanding responsibility would be key elements for Sarah to feel challenged and find a path she could truly embrace. After discussing her options, Sarah decided to pursue transitioning into a hospital pharmacy setting. Interviews were set with several hospital systems, and we coached Sarah on how to ‘interview her interviewer’ to uncover the company culture, working styles, and management personality of the pharmacy team so that she could determine which hospital system might be the best fit for her and provide the professional growth and collaborative environment that she needed.

Sarah was nervous at first. It was a new approach. Turning the tables by asking firm, insightful questions can be tough. After her first interview Sarah called to share what happened, “I can’t believe it. It felt like I was losing the interview. The hiring manager wasn’t really engaged. Then I started asking questions and the hiring manager really opened up!” Sarah went on, “I think we hit it off. I learned that pharmacists regularly participate in interdisciplinary meetings with doc’s and nurses. And, they have a mentorship program for new hires! She even told me about some issues they’ve had and how they’re working through them.”

Sarah gained more confidence and sailed through interviews we set up with a few other health systems. In the end, she felt reassured by the responses she received in her first interview, pursued the opportunity and got the job.

We followed up with Sarah one year after she accepted her hospital pharmacy position and her experience reflected the importance of asking the right questions during her job interview.

Sarah found her experience one year into her new role: Company Culture and Values:  Sarah found that the hospital’s commitment to patient-centered care and teamwork was not just talk during the interview but a genuine part of the day-to-day operations. The values she had been drawn to were evident in how her colleagues interacted with each other and with patients. The culture promoted open communication and inclusivity, making Sarah feel like a valued member of the team from day one.

Professional Development: The hospital lived up to its promise of supporting professional development. Sarah attended several workshops and conferences, enhancing her skills and expanding her professional network. She also pursued a specialized certification in clinical pharmacy, which the hospital not only supported but also partially funded. The access to learning opportunities exceeded her expectations and kept her engaged and motivated in her role. Sarah is in consideration of being promoted to a Clinical Pharmacy Specialist role, where she’ll focus specifically on serving oncology patients. Working towards her promotion, Sarah has taken on some leadership responsibilities, helping her mentor oversee a team of pharmacists and pharmacy technicians by training new staff members and facilitating team meetings.

Work-Life Balance: The hospital’s focus on maintaining work-life balance was a significant factor in Sarah's job satisfaction. Flexible scheduling allowed her to manage her work hours effectively, reducing stress and preventing burnout. The organization’s efforts to ensure manageable workloads were particularly beneficial during the flu season when demands increased. Sarah appreciated the hospital's understanding of personal commitments, which contributed to her overall well-being.

Collaboration and Communication:  Sarah experienced firsthand the hospital's collaborative environment, which had been a selling point during her interview. Interdisciplinary meetings facilitated effective communication between pharmacists, doctors, nurses, and other healthcare professionals. This collaboration not only improved patient outcomes but also fostered a sense of community among staff. The mentorship program has been very rewarding. Not only is Sarah working with a mentor, she’s found that mentoring younger pharmacists incredibly rewarding too.

Sarah observed the hospital’s commitment to acting on employee feedback. The administration conducted regular surveys and held town hall meetings to discuss suggestions and concerns. This resulted in tangible improvements, such as upgrading the pharmacy’s technology systems and enhancing employee break areas. Sarah felt that her voice mattered and appreciated the organization's dedication to continuous improvement.

Personal Reflections:  Sarah’s thoughtful approach to assessing the company culture paid off, resulting in a successful transition to a new role where she felt supported, challenged, and valued. Her positive experience is a powerful example of how aligning personal values with organizational culture can lead to long-term job satisfaction and career fulfillment.

Interviewing your interviewer is a powerfully purposeful approach to evaluating company culture that lays the groundwork for a successful and fulfilling career.  Sarah's journey exemplifies the importance of aligning personal values with organizational culture, demonstrating how this alignment can lead to sustained job satisfaction, professional growth, and positive contributions to patient care and the pharmacy profession.
It's never too late to direct your career towards an upward trajectory. We hope that you’ll use this article to inspire your journey and navigate your pharmacist career path with intention and purpose.

Are you a ‘Toxic Handler’ – the manager finds themselves bearing the pain and complex emotions of your staff? A recent study showed that leaders help their coworkers with personal issues and worries nearly as frequently as they help with work-related matters. However, shouldering this emotional load is not equally distributed but falls disproportionately on select leaders that tend to notice when staff are distressed and understand how that often diminishes their performance and collaboration.

Leading in today's work environment is emotionally demanding, especially when supporting your team's well-being. If you share this struggle, check out this article from our friends at the Harvard Business Review that discusses 5 proven strategies you can use to help you and your team excel without burning out: Leading Effectively When Your Team Offloads Their Stress onto You

Picture this: A bustling hospital pharmacy, its staff orchestrating a delicate ballet of prescriptions and patient care. Behind this seamless operation lies a carefully curated team that embodies not only clinical competence but also the spirit of compassionate service. But how do you assemble such a team? Knowing that finding the right professional is both a challenge and a critically strategic move, how do you navigate the labyrinth of credentials, personalities, and organizational culture?

Enter the specialist pharmacy recruiter. These unsung heroes operate at the intersection of talent acquisition and industry insight to help you overcome the challenge and critical strategic step of finding the right professionals to fill pharmacy positions. Whether you’re seeking a seasoned pharmacist, a skilled technician, or a visionary executive to lead your team, the journey begins with recruitment. And that’s precisely where specialist pharmacy recruiters’ step onto the stage.

Their mission? To match the right candidate with the right role, seamlessly bridging the gap between impressive credentials and compassionate care. Let’s explore why their role is pivotal in shaping the pharmacy landscape.

The Art and Science of Matching
Experienced hiring managers know that recruitment isn’t merely about posting job listings and sifting through resumes. It’s a symphony of skills, qualifications, and cultural alignment. Specialist pharmacy recruiters wield a finely tuned baton, coordinating all the players with finesse. Here’s how:
Navigating the Pharmacy Ecosystem: These recruiters understand the pharmacy ecosystem like seasoned cartographers. They know the difference between a compounding pharmacist and a clinical pharmacist, between a retail pharmacy technician and a hospital-based one. Their knowledge ensures precision in candidate selection.

Finding Unsung Heroes: Not all stars shine on job boards. Some remain hidden, content in their current roles. Specialist recruiters venture beyond the obvious, tapping into their networks, attending conferences, and whispering to the winds of professional associations. They unearth those hidden gems—the passionate pharmacist who dreams of clinical research or the technician with an uncanny knack for automation.
Beyond Credentials: Sure, credentials matter—the PharmD, the certifications, the years of experience. But what about the intangibles? The pharmacist who calms anxious patients with a smile, the technician who troubleshoots a malfunctioning IV pump at 3 a.m.? Specialist recruiters delve into the soul of pharmacy, seeking those who embody its ethos.

Industry Expertise and Understanding
Pharmacy recruiters specialize in understanding the nuances of the pharmacy sector. They know the ins and outs of the industry, including the specific roles, responsibilities, and qualifications required for different positions. Whether you’re looking for a pharmacy technician, a pharmacist, or an executive, these recruiters have a deep understanding of what makes a successful candidate in this field.

Efficient Matching Process
Pharmacy recruiters are adept at efficiently matching the right candidate with the right position. They have a network of qualified professionals and can quickly identify individuals who meet your organization’s needs. This saves you time and effort in sifting through numerous applications and conducting extensive interviews. Their expertise ensures that you’re presented with candidates who are a good fit for your specific requirements.

Access to a Wider Talent Pool
Specialist recruiters have access to a broader talent pool than what you might find through traditional job postings. They actively seek out passive candidates (those not actively looking for jobs) and tap into their networks. This means you’ll have access to candidates who might not be actively applying but could be an excellent fit for your organization.

Focused Screening and Vetting
Pharmacy recruiters conduct thorough screenings and vetting processes. They verify credentials, certifications, qualifications, and attitude. This ensures that the professionals you hire have the necessary skills and are a cultural fit for your organization. Their multilevel screening process gives you confidence in the quality of the candidates they present.

Tailored Recruitment Campaigns
When you need to fill specialized roles (such as management or executive positions), pharmacy recruiters can create targeted recruitment campaigns. For example, if you’re looking for a Director of Pharmacy for a small hospital, they can focus their efforts on reaching out to relevant candidates in that specific niche. This personalized approach increases the chances of finding the right match.

Navigating Salary Negotiations
Recruiters can assist in salary negotiations. They understand market rates, industry standards, and can help strike a fair deal for both parties. Having an intermediary who can handle these discussions can be invaluable, especially for executive positions where compensation packages can be complex.

Retention Strategies
Good pharmacy recruiters don’t just stop at placement; they also help with retention. They understand the factors that contribute to employee satisfaction and can provide insights on creating a positive work environment. Retaining skilled professionals is crucial for the long-term success of your pharmacy team.

Wrapping Up
Partnering with a specialist pharmacy recruiter streamlines your hiring process, ensures access to top talent, and increases the likelihood of finding the right fit for your organization. Whether you’re filling technician, pharmacist, management, or executive positions, their expertise can make a significant difference in building a strong pharmacy team just as a conductor optimizes a symphony. They harmonize talent, culture, and purpose, creating an ensemble that hits just the right notes. So, the next time you see a pharmacy team working seamlessly, remember the unseen hands of the hiring team that put the right people in the right places.

What are your greatest hiring challenges? Get in touch with our pharmacy recruiters today.

Transitioning into pharmacy management is a significant career leap. I’ve been fortunate to help many of my client’s level up their career and noticed that the quickest climbers always have a long list of questions and concerns. Starting off on the right foot requires the ability to graciously learn from mistakes (yours and others) as you navigate your new role. Here are 6 tips to make that happen:

1. Show Appreciation:  Showing gratitude by acknowledging individual and team efforts pays huge dividends. Employees who feel valued and recognized are more likely to perform well and foster a motivated work environment.
2. Delegate Responsibilities: Effective managers reduce stress and improve team productivity by trusting employees with additional responsibilities. You’ll find that your team feels more fulfilled in their job and the workload is better managed.
3. Communicate Regularly: No matter how busy your team is, regular staff meetings are crucial for communication and alignment. Use this time to discuss goals, brainstorm ideas, and recognize your team's achievements. Keeping everyone on the same page improves efficiency and morale.
4. Maintain Composure: Mistakes happen. Great managers avoid focusing on who is at fault. They stay calm and solution-oriented because they understand that addressing problems constructively and learning from them ensures long-term team success.  
5. Stay Ahead of the Curve: Great managers stay informed about industry developments and help their team do the same. Build a reputation for excellence by researching current trends, attending conferences, embracing technology and continually seeking ways to enhance patient care.

Embracing this new position with the right mindset and strategies is essential for long-term success. By showing appreciation, delegating responsibilities, maintaining regular communication, staying composed under pressure, and keeping up with industry advancements, you can effectively lead your team and foster a positive work environment. Remember, the journey to becoming a great manager is a continuous process of learning and adapting.

Congratulations on your promotion! Best of luck as you embark on this exciting new chapter.

Retaining top pharmacy talent is a significant workforce challenge. More than simply keeping people happy, strategic retention efforts build better outcomes for patients, staff, the organization itself and the communities they serve.
Organizations that prioritize employee retention reap compounding rewards through a more stable workforce and report up to 30% higher productivity and 21% greater profitability.

Often thought of as proof of loyalty, retention is more accurately described as an organization’s ability to foster employee loyalty.
While specialist pharmacy recruiters play an essential role in identifying and attracting top talent, retention is the responsibility of pharmacy employers. Specialist recruiters are experts in sourcing and vetting highly qualified candidates in the pharmacy sector.
Finding candidates with the necessary qualifications is only one aspect of a specialty recruiters’ role. Assessing a candidate’s compatibility with an employer’s culture and values is often overlooked. This careful matching process ensures that candidates presented to an employer are not just skilled but also a good fit for the organization and likely to become a long-term employee.

Comprehensive employee retention programs build more stable and productive workforce resulting in more efficient, effective and profitable operations. Here are some key advantages:

• Reduced Turnover Costs:  The cost of replacing an employee can range from 50% to 200% of their annual salary. By focusing on retention, organizations can significantly reduce these costs. This includes:
  
• Improved Employee Morale and Engagement:  A stable workforce tends to be more engaged and motivated. When employees see that their colleagues are staying with the organization, it fosters a sense of stability and trust. High retention rates contribute to enhanced team cohesion, increased job satisfaction and higher engagement.
  
• Increased Organizational Knowledge and Expertise: Long-term employees accumulate valuable knowledge and expertise. Retaining these employees helps maintain institutional knowledge and enhance problem-solving efficiency.
  
• Better Organizational Performance:  Retention directly impacts an organization's overall performance. A stable and experienced workforce boosts productivity through more consistent quality and performance efficiency.
  
• Enhanced Employer Brand and Recruiting:  Organizations known for high employee retention often enjoy a stronger employer brand. Top talent is attracted through positive reputation and word-of-mouth referrals that reduce recruiting headwinds.
  
• Improved Financial Performance:  Combined, these benefits contribute to lower operational costs, increased revenue and higher profit margins.

Pharmacy employee retention programs benefit patients and the community in several significant ways, contributing to improved healthcare outcomes, enhanced service quality, and overall community well-being. Here are the key benefits:

• More Consistent Care:  Patients who see the same pharmacist regularly are more likely to trust their advice and feel comfortable discussing their health concerns. Patients are 19% more likely to adhere to their medication regimens when they have a consistent relationship with their pharmacist
• Enhanced Patient Education and Counseling:  Pharmacists who know their patients well can offer tailored advice that considers the patient's unique health needs and lifestyle. Patients who have a regular pharmacist are 31% more likely to seek advice on medications and health issues resulting in an increase of a patients' understanding of their medications by up to 25%
  
• Higher Quality of Service:  Pharmacies with low turnover rates have a 20% higher average customer satisfaction score compared to those with higher turnover rates. Experienced pharmacists often manage their workload more efficiently, ensuring that patients receive timely care and more accurate dispensing. In fact, pharmacists with longer tenure are associated with a 50% reduction in dispensing errors.
• Stronger Community Health Outcomes:  Consistent pharmacist-patient interactions can lead to a 13% improvement in chronic disease management metrics in the community. Pharmacies with established staff are better equipped to lead and participate in public health initiatives, such as vaccination drives, health screenings, and disease prevention programs which foster a more health-conscious population.
• Economic Stability and Growth:  Pharmacies with low turnover rates are more likely to invest in community health programs and partnerships, furthering their positive impact on local health and economy.
  

While recruiters excel at finding talented candidates, retaining these professionals is a different challenge that falls to the employers. Improving pharmacy staff retention is essential for maintaining a stable, productive, and high-quality workforce. Here are some tips to help achieve this that hospital and local pharmacies have used to retain and attract top talent:

• Community Involvement: Encourage and support pharmacists' involvement in community health initiatives and professional organizations.
• Team Activities: Organize social events and activities to build camaraderie and a sense of belonging among staff.
• Employee Recognition Programs: Implement recognition programs that highlight individual and team achievements within the community and the organization.

By implementing these strategies, pharmacy employers can create a supportive and engaging work environment that promotes retention, job satisfaction, and overall employee well-being.

Investing in pharmacy employee retention is not only a smart business decision but also a vital contribution to public health and community vitality. Benefits that extend well beyond the immediate workplace.
Retention programs build a loyal, skilled, and motivated workforce that contribute significantly to long-term success through improved operational efficiency while simultaneously enhancing patient care, improving health outcomes, and helping community health initiatives all flourish under the stability provided by effective retention strategies.

Hiring the best pharmacy candidates before your competitors can scoop them up is a big challenge. Leverage these 7 tips pharmacy hiring managers can use to streamline time-to-hire:
Hiring the best pharmacy candidates before your competitors can scoop them up is a big challenge for hiring managers. Move your best candidates through the hiring process faster with less stress for both yourself and candidates by leveraging these 7 tips:

1. Personalize your discussions. Invest time learning a bit about the candidates’ aspirations. Establishing how your opportunity aligns with the candidate creates a personal connection that often slows their pursuit of competitive opportunities.
2. Define hiring timelines & communicate often. Nothing is more frustrating and off-putting to candidates than lack of communication. Ease their apprehension by outlining a clear schedule for interviews, screening, feedback, decisions, offers and start dates.
3. Clearly articulate the details. We're all familiar with fear of the unknown. Comprehensive information about the job, benefits, start date, hours, co-workers, and any other expectations will keep your position firmly in job seekers’ sights.
   
4. Create urgency. Let them know they're a desired candidate and the importance of hiring in by the established start date.
   
5. Give them bragging points. Highlighting what's unique about your culture, benefits and professional development opportunities to get a leg up on the competition. 
6. Embrace them with enthusiasm. Compel candidates to want the opportunity you're presenting by warmly engaging them. Follow-up emails thanking them for their time or asking a clarifying question are a great way to bring the point home.
7. Partner with a specialist pharmacy recruiter. Save time and maximize your resources by bringing in a recruiting firm exclusively dedicated to serving the pharmacy industry. You'll get access to a vast talent pool, be able to focus your time on only the most qualified candidates and won't have to waste time training a generalist on industry standards.

Behavioral or situational interview questions can be tough. Surprisingly, it’s my most intelligent and qualified pharmacist, management and director-level clients that feel they struggle the most.
Candidates fade in these critical moments - not because they lack qualifications or experience – but because they failed to connect with their audience. It’s common for them to tell me they felt they were droning on and lost the interviewer’s attention or the point they were trying to make.

Behavioral or situational interview questions are your opportunity to create a lasting impression. They showcase your skills and provide the opportunity for you to shine, casting a shadow on other candidates.

Be unforgettable in your next pharmacy, management or director interview by preparing 3-4 stories that leverage 6 core storytelling elements: be articulate, be on point, be relatable, be concise, be engaging and be prepared for follow-up questions.

Turn your experiences into crisp, clear and relatable stories that build instant rapport. These might tell of how you worked with demanding personalities, helped patients better self-manage medications, solved a big problem, or improved processes. Knowing exactly how you will approach common situational questions will help you stay calm and focused. Here’s how:

BE ARTICULATE
Articulating your answer under pressure can be tough. Proven structures such as the STAR or CARL method will help ensure effective communication. CARL stands for Context, Action, Result, and Learning.  The STAR answer format stands for Situation, Task, Action, and Result.
Both methods are similar. The CARL method emphasizes behaviors and learning. The STAR method is focuses on the task and result. Which method is best for you depends on the context of the interview. If you are speaking to a generalist without expertise in the job you’re interviewing for, the CARL method is more likely to create connection and engage their interest. However, if you interview is focused more on your technical capabilities, the STAR method may be best. Either way, be prepared to present your story with both methods. That way you’re never caught off-guard.

BE ON POINT
Your first objective is to capture their attention. The best way to accomplish that is by ensuring that your story answers the question the interviewer is asking. Accomplish this with the simple technique of repeating the question in the first sentence of your story. For example:
Q: What would you do if a senior physician disagrees with your medication recommendation?
A: The situation that comes to mind first involved Dr. Smith at Vance Regional. We’re great friends now but, we had a tricky situation just after I started when she didn’t agree with...

BE RELATABLE
Relatability is about making your interviewer comfortable. There are two key factors you must consider for your answer to be consistently relatable.

1. Speak in your audience’s language. Tailor your response to the person(s) you are speaking to. Use words, phrasing and jargon that is comfortable to them. Avoid things that may be foreign or outside their comfort zone.
2. Make sure that your story includes the emotions people are feeling within the experience you are describing. Consider something like, "I felt (shared feeling) when (event) happened, because (supporting details)."

BE CONCISE
Articulate a complete response quickly. Behavioral or situational questions should be answered in 2-minutes (Tell me about a challenging experience with patient immunization). Introductory questions should be answered in 30-90 seconds (What made you decide to become a pharmacist?).
Concise answers help ensure that you hold the interviewer’s attention and focus your story on a single, powerful key takeaway. It also demonstrates your ability to simplify complex information and prioritize details.  

BE ENGAGING
Great storytelling engages the audience. Accomplish this by asking for feedback. By doing so you’ll change the dynamic and be perceived as a stronger candidate.
Look for the interviewer to visibly relax. Why? Because you’re creating a two-way conversation that instantly establishes rapport and puts yourself on a more equal footing with the interviewer. You’ve given them permission to voice concerns, gained the opportunity to address any concerns, demonstrated your coachability and created a learning opportunity for you and your interviewer.

BE PREPARED
Thoughtful and specific answers to probing follow-up questions helps the interviewer verify your answer, better understand why you chose a certain course of action, what alternatives you considered, and what assumptions you may have made. Expect to be asked how you felt and how you communicated before, during and after the situation you are discussing.
Take a moment to reflect before responding. Think about what the interviewer really wants to know. Follow-ups aid in evaluating behaviors and attitudes that may impact your performance or fit within the team.

CONCLUSION
Once you learn the keys to effective storytelling, you’ll cut through competitive clutter and impress interviewers with an understanding of what makes you special. Anyone can by learn to be an engaging storyteller. And, it’s a skill you’ll use far beyond the interview room.
Need more help? Reach out to @Jana Rugg. I’d love to help you smash your next interview and take your career further than you may think possible.

Are you the person that struggles to make professional connections? Maybe you feel that you missed out on opportunities that would have been ideal for your career growth?  While you may not believe it, networking is a skill that you can develop and leverage to maximize your career potential.

Professional growth isn’t about what or who you know - it’s who knows you and what they say about you that is truly important.

Making introductions happen can be a tall order or the introverts among us. You have to step outside of your comfort zone to find the magic. By developing and nurturing professional relationships you can create a supportive community that encourage you, guides you, helps you and reveals opportunities that you never knew existed.

Networking is more than building a list of contacts. It allows you to create long-term relationships that help both of you grow professionally. Think about it, the smartest or hardest working people are not necessarily the ones who advance, right? Why, because people tend to refer and hire the people that they are most comfortable with. Skills matter. Relationships matter more.

First let's eliminate the myth that extroverts are better networkers compared to introverts. It's simple not true. Extroverts may capture more contacts faster, but even the most shy and introverted people can learn to develop connections effectively. Networking is a skill that anyone can develop.

Believe it or not, introverts may be more effective at building connections. According to author Jamie Flinchbaugh, "Networking isn't about collecting names, it is about connection. Introverts don't bother with meaningless connections, only meaningful ones." A recent study from Lehigh University backed that assertion up when it found that regardless of age, gender, career stage, or level of extroversion or introversion, networking skills can be developed to accelerate your career. Here’s how:

Anyone can become a successful networker. Lean into these tips to level-up your networking skills, build relationships and grow your pharmacy career to its full potential.