Do you manage a pharmacy and feel like you’re constantly juggling staffing shortages? The current pharmacy technician shortage has left many pharmacies nationwide feeling the brunt of the crisis, with staff stretched thin even on the most ordinary days. But…with the right pharmacy management strategies, you can attract and retain talented pharmacy technicians to help alleviate the burden.
Why is this important?
Well…the shortage not only affects the workload of the current staff but also contributes to longer waiting times for patients, which can cause frustration and dissatisfaction.
So, how can you tackle the pharmacy technician shortage and ensure your pharmacy remains competitive?
The answer lies in innovative pharmacy management strategies that focus on recruitment and retention.
In this blog, we’ll delve into some creative approaches to pharmacy management that can help you attract and retain top pharmacy technician talent.
Strategies for pharmacist workforce retention and recruitment
Here are some pharmacy management strategies to keep and nurture your workforce
Create a lead technician position.
Are you looking to promote career advancement and recognition for your current pharmacy technicians?
Consider creating a lead technician position.
This position can serve as a career ladder for your current technicians, giving them a clear path to advancement within your pharmacy.
The lead technician position can involve supervisory responsibilities, such as:
- managing schedules,
- training new technicians,
- and ensuring compliance with pharmacy regulations.
In addition, this position can also involve more specialized duties, such as handling compounding or other complex pharmacy services.
Why is such a position important? Well…Pharmacy technicians are one of the least happy careers in the US.
So, creating such a position can lead to increased job satisfaction and decreased turnover rates.
Ultimately saving your pharmacy time and money in recruitment and training.
Develop an internal pharmacy technician training program.
Another effective pharmacy management strategy is to develop an internal training program.
By offering on-the-job training and assistance with certification, you’re providing a valuable opportunity for individuals to start and grow their careers within your pharmacy.
This program can involve a mix of classroom instruction, hands-on training, and mentorship from experienced technicians.
You can also offer tuition reimbursement or other incentives for technicians who successfully complete the program and obtain their certification.
Developing an internal training program benefits your pharmacy by ensuring a skilled workforce and provides opportunities for personal and professional growth for your technicians.
Implement sign-on and referral bonuses for pharmacy technicians.
Offering sign-on and referral bonuses can effectively incentivize new hires and current employees to refer qualified candidates to your pharmacy.
These bonuses can range… depending on the experience level and qualifications of the new hire.
Not only can these bonuses attract new talent to your pharmacy, but they can also boost morale and engagement among current employees.
Why does this work?
By providing a tangible reward for their efforts in recruiting top talent, you’re showing your employees that you value their contributions to the success of the pharmacy.
Increase the starting pay range.
In recent years, there has been increased competition for pharmacy technician talent, which has led to rising salary expectations among candidates.
So it’s obvious that to remain competitive and attract the best talent, it’s important to regularly review and adjust your pharmacy technician pay range.
Especially with the inflation….
Reconnect with pharmacy technician schools
One of the most effective ways to recruit pharmacy technician talent is to build relationships with pharmacy technician schools in your area.
By:
- networking with faculty,
- attending job fairs,
- and offering internships or externships
…you can build a pipeline of qualified candidates who are familiar with your pharmacy and its values.
In addition – by partnering with pharmacy technician schools, you’re providing a valuable service to the community by supporting the education and development of future pharmacy professionals.
This can also improve your pharmacy’s reputation and brand awareness, leading to increased interest from potential candidates.
To wrap it up
The reality is that the current shortage of pharmacy technicians is putting a strain on many pharmacies, but it’s not all doom and gloom.
What are the innovative pharmacy management strategies that can attract and retain talented pharmacy technicians?
- Creating a lead technician position.
- Developing an internal pharmacy technician training program.
- Implementing sign-on and referral bonuses for pharmacy technicians.
- Increasing the starting pay range.
- Reconnecting with pharmacy technician schools
By taking proactive steps to invest in your workforce, you can attract top talent but also focus on pharmacist workforce retention and pharmacist skills.
Ultimately…the success of your pharmacy depends on the quality of your staff, and by prioritizing their needs. If you focus on these, you’ll be well on your way to building a skilled and engaged workforce.
