Pharmacy technician jobs have been on the rise in recent years, but unfortunately, the number of qualified candidates available to fill these roles hasn’t kept pace with the demand. 

This has resulted in a significant shortage of pharmacy technicians, causing strains in hospitals and pharmacies. 

According to the Bureau of Labor Statistics (BLS), the demand for pharmacy technicians will increase by 5% between 2021- 2031. 

In this blog, we’ll be discussing some tips and strategies that managers can use to recruit and retain pharmacy technicians, ensuring that they have the staff they need to provide top-quality care to their patients. 

So, whether you’re looking to fill an open position or simply want to improve your retention rates…keep reading!

Pharmacy technician shortage causes strain on healthcare

Pharmacy technician jobs require a specific set of skills and knowledge.

…Including knowledge of medications and their effects, as well as the ability to handle complex and varied tasks. 

Unfortunately, not all candidates possess these skills, which can make it difficult for managers to find qualified staff to fill open positions.

The thing is that there’s a high pharmacist AND pharmacy technician demand.

And this shortage has significant consequences for patient care.

“How come? It’s not that big a deal. They just dispense pills?!” – you are probably thinking.

Well…you wouldn’t want to get the wrong prescription or dosage due to someone being overworked and tired. Would you?

When there aren’t enough filled pharmacy technician jobs, pharmacies, and healthcare facilities may be forced to cut corners or rush through tasks.

They may not have enough time to double-check a prescription or ensure that the patient’s information is correct — which can result in errors that put the patient’s health at risk.

Pharmacy technician jobs remain unfilled due to several reasons

So, why are pharmacy technician jobs remaining unfilled? 

The reasons are varied, and they include factors such as:

• low salaries, 
• high job turnover rates, 
• and a lack of qualified candidates. 

In this section, we’ll take a closer look at some of the most common reasons pharmacy technician jobs remain unfilled and explore strategies to address these challenges and improve recruitment and retention rates.

Pharmacy technicians are a critical part of the healthcare industry and their job satisfaction is crucial to maintaining high-quality patient care. 

According to a recent survey, here are some statistics that shed light on this profession (the good and bad.)

The good…

The majority of pharmacy technicians (56%) report feeling satisfied with their jobs. 

The reasons for this job satisfaction vary, but most commonly, pharmacy technicians enjoy helping people (30%) and contributing to the healthcare industry (19%). 

Salary (19%) and work schedule/flexibility (17%) were also important factors contributing to job satisfaction.

Interestingly, the relationship between pharmacy technicians and supervising pharmacists is particularly important. 

About 73% of pharmacy technicians indicated that this relationship contributed to their job satisfaction. 

Furthermore, many technicians are motivated by their desire to help patients. 

In fact, 54% of respondents cited this as the top reason for staying in their jobs.

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The bad…

Despite this satisfaction, pharmacy technicians face a number of challenges on a daily basis. 

Heavy workloads and inadequate staffing (36% and 35%, respectively) are top concerns, along with compensation (26%). 

In fact, when asked about reasons they might consider leaving their current position, salary (42%) was the most commonly cited factor.

Respondents overwhelmingly agreed that higher pay (75%) would be helpful in retaining pharmacy technicians.

Actually, 32% indicated a desire for retention bonuses, and 25% wanted clear pathways to promotion. 

It’s clear that even with strong job satisfaction, pharmacy technicians are facing significant obstacles that need to be addressed to ensure they continue to provide the best care possible to patients.

So, how to fill pharmacy technician jobs?

Offering Better Salaries

One of the most effective ways to attract and retain pharmacy technicians is by offering competitive salaries. 

As we saw in the survey results, salary was the most commonly cited reason for considering leaving a current position. 

Therefore… it’s essential to offer salaries that reflect the value of the work performed by pharmacy technicians.

In addition to offering competitive base salaries, employers can also consider offering retention bonuses or performance-based incentives. 

This can help retain employees and motivate them to perform at their best. 

Employers can also offer:

• benefits packages that include health insurance, 
• retirement plans, 
• and paid time off to further incentivize pharmacy technicians to stay with the organization.

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Upskilling and Reskilling

It is imperative that pharmacy technicians constantly enhance and refine their skills while on the job. 

Employers must prioritize offering opportunities for upskilling and reskilling to ensure their pharmacy staff remains competitive and effective in their roles. 

This can involve providing training and development programs (but more on that below) that allow pharmacy technicians to learn new skills and take on new responsibilities.

Just keep in mind that upskilling and reskilling aren’t about looking good on paper.

Such programs can also help employers address workforce shortages by allowing them to upskill current employees to fill higher-level roles, such as lead technicians or supervising technicians.

This can be a win-win for both the employer and the employee, as it provides opportunities for growth and career advancement.

Having a Talent Pool

What else can you do to speed up the hiring process and ensure you have a steady stream of skilled technicians at your fingertips? 

A talent pool is like a well of potential employees. 

By actively cultivating relationships with qualified candidates, you can create a pool of people who are ready and willing to step into open pharmacy technician jobs at a moment’s notice. 

No more scrambling to find candidates, no more lost productivity while positions remain unfilled … just a steady stream of qualified applicants.

But why is having a talent pool so important for pharmacy technician jobs specifically? 

Well, for one – the demand for pharmacy technicians is consistently high.

With more and more people relying on prescription medication to manage their health, the need for skilled pharmacy professionals is greater than ever. 

Additionally, pharmacy technicians are often tasked with complex responsibilities.

And all of this means that finding the right person for the job is crucial.

Just keep in mind one thing.

Creating a talent pool isn’t just about having a database of resumes. 

It’s about actively engaging with potential candidates, building relationships, and keeping them interested in your organization. 

Recruitment and Retention

While recruitment is important, it’s equally important to focus on retention. 

In fact, retention may be even more critical in addressing the shortage of pharmacy technicians. 

Retaining skilled and experienced pharmacy technicians can save employers time and money that would otherwise be spent on recruiting and training new hires.

To retain pharmacy technicians, employers can focus on creating a positive work culture that values employees and fosters a sense of community. 

Employers can also provide opportunities for career growth and advancement, as well as work-life balance and flexible scheduling.

In addition, employers can solicit feedback from pharmacy technicians to better understand their needs and preferences. 

This can involve regular performance evaluations, surveys, or focus groups that allow pharmacy technicians to provide input on their work environment, job duties, and career goals.

Check out these detailed strategies for pharmacist workforce retention and recruitment.

Pharmacist Automation

Pharmacist automation technology is rapidly changing the healthcare industry, and it’s having a significant impact on the shortage of pharmacy technicians. 

Automation technologies can help streamline the pharmacy workflow and reduce the need for manual labor. 

However…while automation can be beneficial, it’s important to consider the impact on the workforce. 

How to do that?

Well, for one – focus on retraining pharmacy technicians to work alongside automated systems (rather than replacing them entirely.)

This can involve providing training on new technology, data analysis, and quality control.

In addition, consider offering opportunities for pharmacy technicians to specialize in areas that require human expertise.

Examples include:

• medication management, 
• patient counseling, 
• and medication therapy management.

Pharmacy Technician Job Training

Job training is essential for filling pharmacy technician jobs, especially for those who are new to the field. 

As you saw from the survey…heavy workloads and inadequate staffing are huge issues.

And sometimes, hiring someone without any experience and without offering proper training does more damage than good.

That’s why it’s important to provide on-the-job training programs that cover the basics of everything pharmacy (pharmacy operations, medication safety, and regulatory compliance, among others.)

In addition to on-the-job training, you can offer certification programs that allow pharmacy technicians to become certified pharmacy technicians (CPhT). 

CPhT certification can demonstrate a pharmacy technician’s knowledge and competency in the field, and it can also provide opportunities for career advancement and higher pay. (Which were hugeee issues)

We’ve mentioned this in other blogs as well. 

You must also consider partnering with community colleges or schools to provide formal training programs for aspiring pharmacy technicians. 

This can provide a pipeline of trained and qualified candidates for open positions (remember that talent pool we talked about.)

Bottom line

As we’ve discussed, filling pharmacy technician jobs can be a tough nut to crack. 

But that doesn’t mean we should throw in the towel and call it a day. 

The healthcare industry may not be the most lucrative now (thank you, Covid!), but with the right strategies, it is doable to fill those vacant pharmacy technician jobs.

Maybe you need to offer a pharmacy technician version of “Extreme Makeover” – new job titles, better salaries, and different responsibilities. 

In all seriousness, though… it’s important that we take steps to attract and retain skilled pharmacy professionals. 

Invest in our employees and your retention strategies. 

That’s how you can ensure that you not only meet the pharmacy technician demand but are well-equipped to handle the challenges of tomorrow.