The sign of any successful business is growth. As your independent community pharmacy flourishes, you may need to hire a few extra hands. Finding skilled pharmacy and non-pharmacy employees can be time-consuming, and an extra hassle to add to your already busy schedule.
Hiring the right person for the job requires filtering through résumés, spending time interviewing candidates and consulting with fellow associates about potential hires. Making the best hiring decision for your pharmacy is an extensive process that’s critical to the future success of your business.
Here are six tips to follow the next time you’re looking to make a new hire.
1. Clearly state the job requirements
When you have an open position in your pharmacy, it’s important to clearly state the requirements, licenses or certifications, and abilities needed for the position. That way, only qualified candidates will apply.
Filtering through the list of requirements needed for a pharmacist, pharmacy tech or non-pharmacy employee will help you avoid wasting time interviewing unqualified applicants.
2. Prepare for the interview
The applicant isn’t the only one who needs to be prepared for the interview.
Before an interview with a potential hire, take time to carefully review résumés and compile a list of interview questions.
Proper preparation during the hiring process will lead to better organization on your part. It will also present your pharmacy to potential candidates as a leader in professionalism.
3. Conduct a background search
Once you’ve completed the interview process, your hiring research shouldn’t stop there. Use the Internet to learn more about potential candidates.
Reviewing candidates’ social media profiles, conducting background searches, examining criminal records and contacting previous employers before hiring an individual is essential to hiring the right employee.
4. Test before you hire
Education requirements, the right skills and a personality to match are all characteristics to look for when interviewing potential candidates. But, before you commit to a new hire it may be a good idea to test him or her before offering up the job.
Creating a test or offering a second-round interview day of shadowing at your pharmacy can help give you a better sense of their abilities and how they might fit at your pharmacy.
5. Involve your staff in the hiring process
The hiring process can be extensive and arduous, so consult members of your staff for help.
Ask a fellow pharmacist to sit in on an interview with you, or review résumés at your next pharmacy team meeting. Your employees will not only alleviate some of the work that needs to be done in the search process, but they’ll also appreciate that you asked their opinion.
6. Be sure to follow up
The final step in the hiring process is following up with candidates. Regardless of whether or not the individual is hired, it’s courteous and professional to follow up either by e-mail or phone call.
Also, be sure to keep your hiring process brief. Delaying the process for longer than needed may cost you a qualified candidate who may choose to work elsewhere if they don’t hear back from you.
Once you’ve made a new hire, be sure you know how to transform your staff into a team.
