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Staffing Rx: 8 Recruiting Tips for Your Pharmaceutical Company

Are you looking for top talent in the pharmaceutical world? Finding the right candidates can be difficult, especially if you go about it the wrong way.

Recruiting can be an overwhelming game, but it doesn’t have to be. As long as you know some simple tricks, you’ll have the “cat in the bag”, so to speak.

If you’re looking for the best candidates possible for your pharmaceutical company, you need to know how to recruit that specific group of people. So here are eight tips to help you do just that.

1. Produce High-Quality Workplace

While this may not sound like a tip for recruiting, hear us out. The best candidates are going to look for workplaces with good reputations. If your pharmacy isn’t known for doing a great job, you aren’t likely to gain the best applicants.

If you’re looking for top talent, give them a top place to work. Make sure your facilities, processes, equipment, technology, and offerings are top of the line. If they’re not, you may miss out on great applicants just because of that.

If you can’t do all of that at once, start where you can. All good moves will get the word out that you’re working toward offering the best. Any positive words you can get out for your company will help you recruit the type of talent you’re looking for.

2. Use a Search Firm

If you need to spend time on other important things, try using a search firm to help you with the recruiting process. Search firms like Slone Partners are experts in finding the best candidates available.

This doesn’t mean you’re being aloof and don’t care about who you hire. It means you really do care. Using a search firm means you know someone out there can find you the best candidates possible and that’s what you’re looking for.

As a , you have many things on your plate. This is one of those things you can delegate to someone else while making sure the job is done well.

3. Focus on Experience

And by experience, we don’t mean the type of experience your candidate has under his belt. We mean the experience he’ll have when he applies to work with you.

Consider what it would be like to be in an applicant’s shoes. Is your interview process intimidating? Or would you walk away wanting to tell others about the experience because it went so well?

The better your application and interview processes are, the better reputation you’ll have. This means people who have interviewed with you are likely to recommend your company, whether they got the job or not.

Looking for and interviewing for a new job is a process full of emotions. Make sure fear, intimidation, and stress aren’t part of your hiring process.

Instead, friendliness, professionalism, humor, and other more light-hearted, positive emotions should be present.

The people who interview with you get a glimpse into working with you during their interview. Give them a good thing to remember.

4. Build a Great Offboarding Process

This may sound ridiculous, but it’s a big part of recruiting. You’ve got to let people know that every part of working with you is pleasurable.

Sometimes people will leave your company. That’s inevitable. But that part of your employees’ experience doesn’t have to be bad.

Transitions are hard, but you have the power to make them easier. When people hear about how well both onboarding and offboarding are with your company, they’ll want to apply.

5. Do Your Research

Before slapping a want ad on the web, it’s a good idea to do some research. Find out what people are looking for these days.

You may find that it’s hard to get top candidates without offering great benefits. That’s something you need to know if you want to recruit the right people.

Research the type of people you’re looking to hire, as well as those who are entering your industry. The more you know, the more you can cater to them, and you.

6. Write Great Job Descriptions

When you’re ready to tell the world you’re looking for someone, you need a great job description. This may not be as simple as throwing out a list of tasks you’d like to have done.

The way you write your job description will affect who applies for the job. Top talent will look for well-written, informative, truthful information.

They’ll be looking for all the basics. Include a description of your company, the job, and the benefits included. Make sure you accurately describe the job and all working conditions.

Including a bit on your company culture is a great way to help applicants gauge if your company could be right for them.

7. Define Your Ideal Candidate

In order to recruit the right people, you need to define who you’re looking for. Take some time to figure out who that person is.

Make a list of the qualifications and experience you’d like to have. Remember to not be too picky, or you aren’t likely to find someone who matches.

Once you have this list in mind, use it to screen applicants. Don’t be afraid to deviate to some extent, though, or you may miss out on some of your best applicants.

8. Give Temp Employees a Try

If you haven’t hired temporary employees before, it’s worth a shot. Hiring someone on a temporary basis lets all parties know the gig may not be permanent. But, if things work out, they can become permanent.

If you’re willing to hire on a temporary basis, you may find your perfect employee in someone who didn’t sound perfect on paper.

Staff Your Pharmaceutical Company Using These top Tips

Finding the right employees can be stressful, but there’s a simple way to make your job easier. All you have to do is recruit the type of people you’re looking for.

While that’s easier said than done, you can find the right staff for your pharmaceutical company by using these eight tips. Keep them in mind as you begin your search and you’ll be on your way to finding the best talent available.

Want to leave a good impression even when you aren’t available to talk to candidates? Try using one of these .