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. Why Networking Is Essential in PharmacyBefore 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:
Succeed by Shifting Your Networking MindsetOne 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’:
Start Early and Stay ConsistentThe 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. Where and How to Create ConnectionsNetworking 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:
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. Final ThoughtsBuilding 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:
Opening the Door to Career GrowthIf you’re willing to adapt and explore new opportunities, pharmacists can position themselves for success in a consolidated marketplace by:
Expanded or Narrowed Scope of Practice?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:
Moving Forward in a Consolidated Pharmacy WorldPharmacy 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. Advance Your Pharmacy Career with Ridgemont ResourcesAt 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 SkillsInterpersonal 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. Multi-TaskingFew 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. Attention to DetailAccuracy 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. Problem SolvingStrong 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. NetworkingBuilding 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. Advance Your Pharmacy Career with Ridgemont ResourcesAt 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. Key Trends in Pharmacy RecruitmentLet'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.
Adapting Your Recruitment and Retention StrategiesThe changing landscape presents unique challenges in pharmacy recruitment and retention. So what are the key strategies to adapt?
Leveraging Partnerships with Specialty Pharmacy RecruitersConsulting 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. Compounding Success in Pharmacy StaffingPharmacy 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.
10/1/2024
Interview Your InterviewerWant 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. Here are 11 powerful questions that I encourage you to incorporate into your PharmD interviews:
Does Asking the Interviewer Tough Questions Really Work?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. The TakeawayInterviewing 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:
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. Retention vs RecruitingOften 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. Organizational BenefitsComprehensive employee retention programs build more stable and productive workforce resulting in more efficient, effective and profitable operations. Here are some key advantages:
Patient BenefitsPharmacy 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:
How to Improve Pharmacy Staff RetentionWhile 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: Create a Positive Pharmacy Environment
Provide Professional Development Opportunities
Ensure Work-Life Balance
Enhance Job Security and Stability
Foster a Culture of Feedback and Improvement
Invest in Technology and Resources
Promote a Healthy Workplace
Encourage Work Autonomy and Responsibility
Promote Team and Community Engagement
The TakeawayInvesting 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.
7/8/2024
Streamline Your Time-to-HireHiring 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:
![]() 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.
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.
5/23/2024
Do You Dread Going to Work?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!
5/2/2024
Leadership Green FlagsPeople 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! Being a strong employee isn’t just about your work – it’s about how you, as a person, make others feel. Here are the 10 characteristics I’ve found that the highest performing pharmacists have in common. As you prepare for your interviews, think about how you can stand apart from your competition by illustrating your most appealing character traits.
High performers:
Workforce shortages present serious challenges for pharmacies. Pharmacists are frustrated by expanding roles, responsibilities and how understaffing may put patients at risk. Record high sign-on bonuses and salaries are not solving the problem. And, retail pharmacy chains seem ambivalent to the issues. When will chain pharmacies begin treating staff as people and how will they leverage technology to better serve patients and staff? Read on to learn why this is happening and when the staffing conund |