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.

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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.

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.

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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.

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

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.

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.

Are you burned out? What are the signs? And what’s the best way to prevent it? To find out, ask yourself:

In my experience, the best way to prevent pharmacy burnout is to be proactive. Speak up. It’s very likely some of your coworkers also have similar feelings, and talking to someone who understands what you’re going through can help. Talk to your manager, too. If they don’t know how you feel, nothing will ever change.

Perhaps the best way to prevent burnout is to choose the type of practice and employer wisely.  The last thing you want to do is feel stuck in a pharmacy setting that doesn’t feel rewarding or challenging, or working for an employer who doesn’t treat you well.  Sometime a change is what you need to reinvigorate your career.  Reach out to me at [email protected].  I’d love to hear about what you are going through and hopefully help you find opportunities that could be a better fit. 

📌 Want to level up your career performance? Follow @Jana Rugg for top tips to help pharmacy owners, managers & directors, staff& clinical pharmacists, Pharmacy techs and intake specialists' level up!

People appreciate the positive vibes great leaders bring to the workplace. Listening to my clients share their experiences has given me greater appreciation for how the 'little things' make a huge impact. Here are a few of the 'Green Flags' that great leaders of all levels share:

What characteristics have you found most endearing  in leaders you’ve worked with? Share your comments below. Be sure to tag those that have made a positive difference for you and make their day️!

📌 Want to level up your career performance? Follow @Jana Rugg for top tips to help pharmacy owners, managers & directors, staff& clinical pharmacists, Pharmacy techs and intake specialists' level up!

Over my 20 years as a Pharmacist recruiter I noticed that my happiest clients all put 6 key habits to work finding the perfect position. You can too. Check out these 6 key habits my happiest clients have used to find the perfect position.
 
1. Expand your network and work it.Personal referrals are hands-down the most effective way to find a fantastic job. Hiring managers are always more comfortable when a candidate is referred by someone in their network. Engage your colleagues, coworkers, friends and family. Ask them about their experiences. Update your Linked In profile and make new connections. It's a small world, you will be surprised at the connections you will find with little effort.
PRO TIP: Keep networking through your interview process. Ask around to see if anyone knows people who work at a particular company that you could talk to. You can gain amazing insights.
 
2. Seek out references and keep communication openIt may come as a surprise, but people will agree to be a reference and not provide a favorable recommendation on your behalf. Always make sure to verify the reference is willing to provide a favorable letter of recommendation.
 
In addition, it is important that your references have a reasonable relationship with you and the lines of communication remain open. From my experience, your future employer will do one or more of the following: call your references to get a verbal referral, email a questionnaire for the references to fill out, or request a formal letter of reference. As you go through your search process, it will be important that you respect the time of your references by keeping them aware of what may be requested of them.
PRO TIP: Keep your references in the loop by updating them periodically about who might reach out to them. Be sure to avoid sending too many emails their way.
3. Write down your five and ten-year goalsKnowing what you want is the key to finding happiness. While you may think you understand what your goals are, you may be surprised at what this exercise reveals. Goals will guide your job search. I recommend adding both professional and personal goals so that you know what work-life balance really means to you.
PRO TIP: After writing your goals, discuss them with a trusted mentor. You'll gain insight into what you really want - and don't want - in a position.
4. Be patient and stay organizedEveryone is busy and you may not hear back for weeks or months. Hiring decisions take time and there are a lot of factors beyond your control or the control of the pharmacy administrators looking for new employees.
I recommend for you to create a document or folder for every job you've applied to that contains all the other pertinent information and a list of exactly what you've submitted so that you will not have to keep looking it up.
PRO TIP:  Check your junk mail daily and contact human resources if you think something is amiss.
 
5. Take advantage of specialty job boardsThere are specialty job boards like RidgemontResources.com focused solely on PharmD so that you don't waste your time sifting through jobs you'll never want. Next, go to the institutional websites of the companies you want to work for and try searching their “jobs” section - sometimes you will find jobs not yet posted elsewhere.
PRO TIP: Be on top of new openings and apply fast! Often job postings have a cap on the number of applications.
 
6. Be proactive and go after what you want.Usually job applications will first go to human resources, get screened and potentially stuck. Write a short, polite well-constructed email directly to the hiring manager or director. Avoid selling yourself. Express your intentions and thank them for the opportunity.
PRO TIP: Less is more. Be brief and express gratitude for the opportunity.
 
For many the first job out of school may not seem like a “dream job” but every job has unique potential. My happiest clients all seem to know the same thing, "the grass may be greener on the other side of the fence, but you know what, the grass is also greener where you water it.”
 
I hope these points helped you out, good luck!

Mastering these 15 core interview questions will give you the edge over other potential candidates. Confident responses when navigating your job interview can be as challenging as getting through pharmacy school. Interviews can be high stress, anxiety-driving situations. Whether you’re fresh out of residency or a seasoned veteran, preparation always pays off.  Interviewers will probe your knowledge, patient-care acumen, and decision-making skills. Likely you already know the right answers. But will you be able deliver clear, concise answers under pressure?

Here are 15 essential questions that you’re likely to face during your next clinical pharmacist job interview and some expert tips on how to respond.