Raven's Recruitment’s Post

Candidate experience is everything 🌟 When I started in the Pharmacy Recruiting space, I immediately knew I was going to love it. Coming from a background in (what I had planned to be my lifelong career) healthcare, I just knew. The reason why I knew, was because I was able to connect with individuals who also serve a purpose and have a sincere passion for this industry. During a phone interview with a Pharmacist, I instantly could pick up that this particular candidate was going to be a *unicorn* for our team. She had impressive past achievements and was single handedly, without hesitation, able to lead a short staffed team for months. It took me maybe 5 minutes into the interview to know she was it. There was no doubt in my mind that she would knock the hiring manager interview out of the park. I immediately took action and scheduled her for a final interview for not only the Staff Pharmacist opening, but for a Supervisor opening. Prior to hanging up the phone during our phone interview, she said, "I just love you!" I was at first taken back, but, then I remembered, this is exactly why I am sending her through. Not even a couple of days later, she was offered the Supervisor position. A couple of months later, I received the most heartfelt card in my mailbox thanking me for everything that I did for her. She has now been with the company for 7 months and still continues to reach out to me and thank me. Being able to provide a fast, seamless, yet productive interview process is so important. And what's even more important, is connecting with Pharmacists and Pharmacy Technicians like this! -Recruiters: Always remember what you're in it for! Provide the best candidate experience possible ✨ -Candidates: Always strive to be the unicorn 🦄

As we leave 2023 in our rear view mirrors, it is the perfect time to reflect on the past, and learn from our experiences 🎆   This will help us set clear goals for what we want to achieve in 2024, and outline a plan on how we are going to get there, here are just some tips I find useful when outlining long-term goals: 🏅   - Reflect on the last year 🪞 - Look closely at your priorities 🔬 - Set SMART goals (Specific, Measurable, Achievable, Relevant and Time-Bound) ⏳ - Balance and Diversity ⚖️ - Break down larger goals 📊 - Adopt a growth mindset 🧠 - Celebrate achievements 🥳   If you are a pharmacist thinking how you could make this year better than your last, give me a call, I will show you how 👀   M: 07393689007 📲   E: Harry.broadhurst@quadrecruitment.com 📩 #pharmacist #pharmacyjobs #pharmacistjobs #communitypharmacy https://lnkd.in/e8g234JY

Happy World Pharmacist Day! Pharmacy is a great profession to consider — according to our Michigan Healthcare Labor Market Analysis, there were 2,262 job postings for pharmacists in 2023 alone, the median hourly earnings were $64.64, and turnover was exceptionally low - indicating higher job satisfaction. Learn more about this profession at mhc.org/lma #WPD2024 #MHCinsight

𝐂𝐫𝐢𝐭𝐢𝐜𝐚𝐥 𝐇𝐢𝐫𝐞𝐬 – 𝐏𝐡𝐚𝐫𝐦𝐚𝐜𝐲 A critical hire is a position vital to your company’s success. These types of positions require a thorough search to find the right person. There are two main ways to think about critical hires in pharmacy: 𝗜𝗺𝗽𝗮𝗰𝘁 𝗼𝗻 𝘁𝗵𝗲 𝗯𝘂𝘀𝗶𝗻𝗲𝘀𝘀: The position significantly influences your company’s operations, strategy, or reputation. If left vacant or filled by the wrong person, it can cause serious problems. For example, a critical hire could be the vice president of pharmacy, a pharmacist in charge, or a pharmacist with a specific specialty. 𝗦𝗸𝗶𝗹𝗹𝘀 𝗮𝗻𝗱 𝘀𝗰𝗮𝗿𝗰𝗶𝘁𝘆: The position requires a rare or specialized skill set that's difficult to find in the job market. This could be a technical expertise, deep industry knowledge, or a specific leadership ability. Because there are few qualified candidates, the hiring process needs to be rigorous to find the best fit. 𝗟𝗼𝗼𝗸𝗶𝗻𝗴 𝘁𝗼 𝗳𝗶𝗹𝗹 𝗮 𝗰𝗿𝗶𝘁𝗶𝗰𝗮𝗹 𝗽𝗵𝗮𝗿𝗺𝗮𝗰𝘆 𝗿𝗼𝗹𝗲 𝗾𝘂𝗶𝗰𝗸𝗹𝘆 𝗮𝗻𝗱 𝗲𝗳𝗳𝗲𝗰𝘁𝗶𝘃𝗲𝗹𝘆? Take a look at Cura Talent, Our proven track record of successful placements in the pharmacy industry can help you find the perfect candidate for your team. We have a wealth of case studies showcasing how we've helped companies like yours fill critical positions in record time.

👀 Curious about the ironic parallels between being a Medical Science Liaison versus being a Medical Affairs recruiter? Both share stronger similarities than you may initially see on the surface… 👀 ▶ Both MSLs and recruiters have to cultivate an innate sense of persistence and perseverance. Just as KOLs sometimes require multiple touchpoints to build a relationship, recruiters have to do the same with their candidates. ▶ Both MSLs and recruiters have to take unexpected changes in stride – and ADAPT! Between flight cancellations / travel plans gone awry or a candidate deciding to withdraw the day before a final interview, both career paths take flexibility, adaptability, and grit. ▶ Both MSLs and recruiters experience a high degree of autonomy in crafting their day-to-day game-plan – and functioning remotely. This can feel great/liberating sometimes, but it also can feel pretty isolating at other times. It is very important to take care of your mental AND physical health in both of these roles. These are not easy jobs... but they are very worthwhile, highly rewarding careers that will challenge you and foster personal and professional growth. Our team at The Carolan Group understands the MSL path quite well (😉), and we are here to support you on your industry journey! Wishing you the highest degree of success and positivity, always! Tom Caravela, Sarah Snyder, Rachel Strauss, Arielle Perrusio, George Riedel, Danielle Bartsch #CGTeam #MSLs #WeLoveMedicalScienceLiasons #MedicalAffairsRecruitment

📣 Big topic on today's #MSL411 episode: MSL job titles There are so many out there, and it can be confusing! Are all the different names for the MSL role just titles, or do they mean something? How can you know the difference? We're unpacking this topic for you today! #weareSEMbio

🌟 As we approach World Pharmacists Day, it’s the perfect time to explore the diverse career paths available in pharmacy! 💊 Whether you're just starting your journey or looking to make a change, there are countless opportunities waiting for you. Check out our blog to discover insights on various pharmacist roles, career growth, and how you can make a meaningful impact in healthcare: https://bit.ly/4eu5XyO

The amount of pharmacy organizations that try to save money in ways that end up costing them more in the long run is crazy. Example – A company might decide not to pay a recruiter's fee to fill an open pharmacist position. (This is fine BTW) They reason that they can save money by finding the candidate themselves. (Makes sense) However, if the role is still not filled 2 months later, you end up losing money on lost productivity and other expenses covering the extra workload. In the end, the cost of the recruiter’s fee would have been less expensive.(Not to mention the A* Candidates you get) Not everyone needs to use a recruiter, I completely understand this, why would you if you can attract the right talent yourself? But if you can’t fill the role internally you need to understand how much it costs you to have an open position for long periods. Need a critical pharmacy role filled ASAP? Drop me a message.

"But Sarah, what do I REALLY get if I join the Aspire MSL Program?" Let me break it down for you by explaining what you can EXPECT. Every week, we hold Office Hours. What can you expect during this live session? Here's what you won't find: ❌ Judgment ❌ Impostor syndrome Here's what you will find: ✅ A safe space to ask the pressing questions about your job search that you haven't been able to ask elsewhere ✅ A supportive community of like-minded professionals ✅ Live insights from a #medicalaffairs recruiter on the dynamic job market and the inner workings of #LinkedIn. Still have questions? Send me a DM, and I'll be happy to provide more details! #aspiremsl #aspiringmsl #medicalscienceliaison #pharmacist #pharmacists

𝗔𝗿𝗲 𝘆𝗼𝘂 𝗿𝗲𝗮𝗱𝘆 𝗳𝗼𝗿 𝘁𝗵𝗲 𝗡𝗲𝘄 𝗬𝗲𝗮𝗿, 𝗻𝗲𝘄 𝗺𝗲 𝗽𝗼𝘀𝘁𝘀? This time of year, many people start to think how 2025 is starting to look for them. This is where many candidates will start the search for their next role, or begin to reach out to review different opportunities. On the flip side, many clients will pause all recruitment in December to start fresh in January; however, by this point, many candidates will already be off the market. A typical interview process can take 2-4 weeks, depending on availability, and how many interview stages/trials are in place. You then also have to take into consideration notice periods. This ranges from 4-12 weeks. Looking for a new hire, it's best to plan before the festive season takes over and our only thoughts are focused on food, Christmas markets and meeting the man in red. If you are either looking for a new opportunity or want to fill that gap in your team, then reach out to our consultants for a personalised consultation to see how we can help you. P.S 9 weeks left until 🎄 🎅 📞 0121 451 2707 ✉️ kimberley.bash@teamlocum.com #Pharmacy #Optometry #Permanentrecruitment #Newyearnewjob #Newopportunities #TeamLocumPermanent