Despite a national workforce of over 250,000 pharmacists, many organizations are realizing that hiring and retaining pharmacists is a major challenge. The demand for pharmacists is confirmed by the Human Resource Project of Pharmacy, which records the demand for pharmacists through its index of aggregate demand. The Bureau of Labor Statistics estimates that employment will grow pharmacist by 17% between 2008 and 2018.
In our experience, we found that there are three key elements for successful recruitment of pharmacists in a very short time:
Your message must reach a predominance (more than 50%) of pharmacists who live within travel distance of installation.
Your message should differentiate your organization's current perspective employer.
Your application process must be easy to use.
Key # 1
Achieving a balance of pharmacists who live near the facility
According to 1 January 2011 survey conducted by CareerBuilder / Harris Interactive, 15% of workers were actively seeking new employment. According to the report that 76% of workers reported that, while not actively seeking to change jobs, you would be willing to relocate if the opportunity arose.
Pharmacists who are recruiting active job seekers
Clearly, pharmacists who are actively seeking work are easier to recruit pharmacists who are not actively looking. The orientation of these active job seekers should be part of its recruitment plan, but is not as easy as it sounds. The "15% of employees who are actively seeking new employment statistics' is a total number of all professions and do not reflect the percentage of pharmacists who are actively seeking work. It is very likely that the number of pharmacists who are actively seeking new employment is well below 15%.
Having a set of assets less than 15% is certainly a challenge. The second challenge is how to reach this group of active candidates. Labour exchanges may seem the obvious solution to consider the following:
No single job reaches the majority of active job seekers. To reach the majority of active job seekers, who have to use multiple job boards. And, due to the superposition of a job public to another, each bag of extra work adds a limited number of additional visitors.
The labor market is widespread. When comparing the number of jobs at Indeed.com pharmacy with the number of jobs in the main pharmacy sites (eg AACP.org, AllHealthcareJobs.com, CareerBuilder.com, CareerPharm.com, ElitePharmacyJobs. com, HEALTHeCareers.com, Monster. com, or RXinsider.com Pharmacist.com), we see that no work is capturing more than 7% to 8% of all pharmacist jobs.
Besides the low number of publications, most sources of employment (with the exception of CareerBuilder and Monster) have few visitors compared to the number of active job seekers.
In the area of pharmaceutical procurement, it is only concentrated work sites, SimplyHired.com and my.indeed Indeed.fr, who managed to combine a wide audience with many vacancies. Our recommendation is that recruiters should begin their work of pharmaceutical marketing campaign with job offers and sponsored by SimplyHired effect. With both SimplyHired and, indeed, it is essential that not only sends the job, but also the sponsor. A practical way to do this is through our marketing department AttnHR employment.
The recruitment of pharmacists in the "passive labor market"
In our experience, the pharmacist recruitment strategy more effectively directs 76% of the labor market who are willing to change jobs if the opportunity arose. Your marketing efforts should focus on recruiting pharmacists who live within a reasonable distance from your installation. The best way to reach the majority of pharmacists is through direct mail or e-mail marketing.
While Talentmap is fully compatible with email and direct mail (email), our preference is to recruit pharmacists to use direct mail. In our opinion, direct mail marketing has significant advantages over email:
For smaller numbers (less than 1,000 beneficiaries), direct mail is often cheaper.
In almost all cases, the most comprehensive lists are mailing lists, allowing your message to reach a larger percentage of your target audience is e-mail marketing.
Mailing lists from multiple vendors can be combined into one list. Email providers on the list do not offer this option.
Due to a combination of filters spam and undeliverable addresses from the fact that many people have multiple email addresses, the number of people who actually have electronic communications are often a part of the total recipient list.
The vast majority of consumers prefer to receive mail communications private and confidential.
Key # 2
Your message should differentiate your pharmacist job in the current position of the point of view
The communications that promote specific opportunities should focus on (1) call the attention of the pharmacist and (2) answer the question "What is there for me?" Although recruitment of communications should reflect your brand as an employer, you should avoid the temptation to make the employer at the focal point of your ads.
The purpose of the procurement of communications should be to provide your audience with enough information on a specific vacancy that they can make an informed decision on whether to take the next step in the hiring process. The characteristics that differentiate the opening of his work from the current position of the perspective to include a description / requirements, work schedule, location and compensation.
Description / Requirements - In preparing the job description / requirements, you should be very careful not to inadvertently filter out qualified candidates. One of the advantages of direct mail is that its list of candidates has already been filtered to include only pharmacists, most of which meet their minimum requirements. In tight labor markets, such as pharmaceuticals, it is recommended flexibility as possible, especially when describing the requirements and qualifications.
Working hours - Find a calendar that corresponds to the unique circumstances of a candidate is one of the key factors that influence the employment decision of a pharmacist. With this in mind, the recruitment communication should always include detailed information on working hours. There is also a good idea to indicate the level of flexibility of hours that are capable of providing.
Location - One of the reasons why the focus on achieving a "balance of pharmacists who live near the facility" This is because the location is one of the main factors influencing the decision to use a pharmacist. This fact is so obvious that is often overlooked in the procurement process.
Compensation (salary and benefits) - Since the job and print ads are "public" documents, many recruiters are reluctant to include the compensation (salary) numbers. One of the advantages of hiring by mail (personal letter) is that it may include information that is confidential. Our experience has been that the provision of information on wages is the most important factor in the conduct of the answer candidates.
Key # 3
Your application process must be easy to use
More than likely, the majority of active job seekers who click on the "Apply" button on your website will not complete the application process. There are a number of factors that contribute to rates of "abandoning" is incredibly high in virtually all processes of Web-based application. But the end result is that employers are potentially qualified candidates, as their application process is not easy.
When it comes to hiring the "76% of workers who are not actively looking to change jobs," Web applications are an absolute disaster. It is essential to remember that the vast majority of passive candidates are not ready to apply for a job. When recruiters are on the "Apply Now" only contact they immediately lose the connection with most of the perspectives of persons who may be encouraged to reflect on their luck, but I want more information before taking the next step.
Instead of relying on the application process on the Web, recruiters must provide an informal "next step" in which potential candidates can ask questions and get more information about creating new jobs. To be effective, it must allow potential candidates to contact you by telephone, text messaging and / or e-mail. One advantage of using a personalized letter (email) to communicate with your target audience is that you can provide a phone number and e-mail without exposing your contact information to the general public.
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