The ‘Warm Body’ Hiring Mistake: Stop Filling Pharmacy Roles Just to Keep the Doors Open

Hiring someone for a pharmacy position just to fill a vacancy can lead to serious long-term consequences, both for the business and for patient safety. Pharmacy work requires a high level of accuracy, attention to detail, and ethical responsibility. When a position is filled hastily without properly evaluating a candidate’s skills, qualifications, and fit with the team, it can lead to costly errors, decreased productivity, and negative impacts on patient care.

Risks of Hiring Just to Fill a Position

Compromised Patient Safety:

Pharmacy staff handle medications that, if dispensed incorrectly, can have life-threatening consequences for patients. A poorly qualified hire increases the likelihood of prescription errors, miscommunications, or failure to adhere to safety guidelines.

Decreased Productivity and Efficiency:

A hire just for convenience may not possess the necessary skills or may require excessive training, leading to inefficiencies in the pharmacy’s workflow.

Increased Turnover and Hiring Costs:

When a candidate is hired just to fill a position, there is a higher likelihood of turnover, leading to more time and resources spent on recruiting, hiring, and training replacements.

Negative Team Interaction:

A rushed hire may not align with the existing team’s culture or values, which can lead to tension, conflicts, and a decrease in overall morale.

Effective Screening of Job Candidates

To avoid the risks associated with hiring prematurely, it’s crucial to have a thorough and deliberate screening process. Here are some strategies for effectively vetting pharmacy job candidates:

Define Clear Job Requirements:

Before beginning the hiring process, outline the specific qualifications, skills, and experience required for the role. This can include certifications (e.g., pharmacy technician certification), experience with certain software systems, or knowledge of pharmacy regulations.

Conduct Thorough Interviews:

Use interviews to assess not only a candidate’s technical skills but also their problem-solving abilities, attention to detail, and capacity for handling stressful situations. Behavioral interview questions, which ask candidates to describe how they’ve handled specific challenges in the past, can give valuable insights into their work ethic and decision-making process.

Assess Cultural Fit:

Consider whether the candidate aligns with the values and culture of the pharmacy.

Perform Skills Testing:

Consider implementing practical assessments to evaluate candidates’ proficiency in critical areas such as prescription dispensing, medication management, and customer service.

Check References and Backgrounds:

Verify the candidate’s employment history, qualifications, and certifications. Speaking with past employers can provide additional insights into the candidate’s reliability, work ethic, and ability to perform in a pharmacy environment.

Struggling to hire for your pharmacy team or fill gaps in coverage?

Rx relief is ready to help. As a leading Pharmacy Recruiting Solutions provider, we’ve earned Best of Staffing® awards for client and talent satisfaction. Let’s connect and explore how Rx relief can assist you—give us a call today.