A Pharmacy’s Guide to Working with a Staffing Agency
What Steps Do Pharmacy Leaders Need To Take Upon Concluding A Staffing Agency Is Needed To Cover Hard-to-Fill Pharmacy Shifts?
How Can A Pharmacy Find A Staffing Agency That is Right For Their Needs?
What Questions Should The Pharmacy Leader(s) Be Asking Potential Staffing Agencies Prior To Utilizing Their Services?
Is There Information The Pharmacy Manager Should Prepared For The Staffing Agency Once They Have Decided On One?
Indispensable Health has put together a guide to help you find and get started with, a dedicated staffing agency. Included below are 4 things to review before choosing a staffing agency, 10 questions to ask a specific staffing agency prior to making the final decision to work with them, and we conclude with 10 pieces of information to prepare with the prospective staffing agency once a decision is made.
Before Choosing a Staffing Agency Review These 4 Things:
Do you know anyone who has used a staffing agency before? What was their experience with specific agencies? Note: These questions will be better answered by other pharmacies.
Do you know a professional who has worked for a staffing agency before, specifically an agency that staffs pharmacies? What was their experience? Often, if an agency treats its people well, it will have good relationships with its pharmacy clients.
Research the staffing agency online. What are its Google reviews like?
Visit the staffing agency’s website. Does it provide the type of staffing services that would work well for you and your pharmacy?
Prior to Working With A Staffing Agency, Ask These 10 Questions:
When was the last time you had someone on your staff (pharmacist, pharmacy technician, etc) work in my type of pharmacy setting (retail, inpatient hospital, etc)?
What percent of your staffing business is pharmacy-related?
Once I give you the specifications for the position that I am looking for, when can you let me know that we’ll have someone?
If for whatever reason you are not able to provide the pharmacy professional (pharmacist, pharmacy technician, etc.), will you tell me that in a timely manner?
Who will I be communicating with on a day-to-day basis at the staffing agency? What is this contact’s background?
Will I have a chance to interview/meet the professional you recommend to fill an open position at my pharmacy before they start?
What happens if your staffing pharmacy professional isn’t working out?
Will you cover my pharmacy staffing needs with one pharmacy professional or more than one?
Do you have a draft of a staffing contract I can review before I agree to sign anything?
What if I want to hire your staffing pharmacy professional permanently on my own pharmacy staff?
Prepare To Share These10 Pieces Of Information With Your New Pharmacy Staffing Agency:
What are three main things the needed pharmacy professional would spend most of their time doing?
In addition to appropriate licensure, what three skills make your current pharmacy staff successful? Will those skills be necessary for the staffing pharmacy professional as well?
What is the typical census/daily script volume at your pharmacy?
When would you want the pharmacy staffing professional to start their assignment?
Alternately, when do you anticipate their assignment ending?
What is the general shift schedule for the individual filling this staffing need? Including a rough estimate of the time of day would most shifts start and end?
What days of the week will the person be routinely working?
If the schedule includes weekends, how many weekends per month would the staffing candidate typically be scheduled?
Upon talking to the staffing agency, let them know if there is any potential for a successful pharmacy professional, after working in your pharmacy for a period of time, to be hired full-time by your pharmacy? What is previously described is known as a potential Temp-to-Perm position, which can be an appealing job opportunity for a wide variety of pharmacy applicants, and current pharmacy staffing professionals. Even if a current staffing position that needs to be filled does not have temp-to-perm potential, let the staffing agency know if a staffing need opens up in the future that does.
Ensure to include any situational, pharmacy-specific, information to aid the staffing agency find the best-suited pharmacy professional to fill the need.
This could be anything, and everything, not encompassed in standard questions. Some examples can include the pharmacy will be closing completely in three months, a major Rx project is starting in 4 weeks, or perhaps it is flu shot season, meaning the vaccinators within the pharmacy will be preoccupied so long as there is a demand for influenza vaccinations. Situational information, helps a staffing agency gain a better picture of pharmacy specific needs, as well as, what to tell potential pharmacy directors, pharmacy managers, pharmacists, pharmacy technicians, or pharmacy clerks about the position.
HARD-TO-FILL POSITIONS aT YOUR PHARMACY?
Indispensable Health has been staffing pharmacy positions, like yours, for over 20 years. We are a pharmacy services company with a staffing department that exclusively staffs pharmacies.
FREE LABOR COST CALCULATOR
Labor Cost is a key component within the bottom line at any pharmacy. Indispensable Health proudly offers FREE tools, such as our Labor Cost Calculator, to aid pharmacy leaders all for the love of helping manage pharmacies effectively.
A callback to what led a relief pharmacist to begin this company, while helping to lead a hospital pharmacy department in Fargo as an Interim DOP. This pharmacist journey is only looked back on with gratitude.