Tired of Always Rehiring The Same Entry Level Roles? Try This Next

If you’re constantly refilling the same pharmacy roles, it’s time to ask: are you treating the symptoms or fixing the root cause?

Between spending money on job boards that deliver mediocre candidates (looking at you, Indeed) and losing hours to onboarding people who don’t last 30 days, the cost of a bad hire adds up fast.

This is especially true for entry-level positions like pharmacy techs and clerks, where direct hire isn’t always the most cost-effective—or practical—option.

So what’s a pharmacy director to do? Skip the guesswork and consider shifting to a temporary or temp-to-hire staffing approach that actually sticks. It might just be the smarter prescription for your pharmacy’s hiring headaches.

Rehiring Costs More Than You Think

Let’s say you post a job, interview a few candidates, verify credentials, onboard someone, and train them for two weeks—only for them to no-show by week three.

Now you’re back to square one, wasting time, money, and productivity.

With a temp-to-hire model, you get the chance to evaluate a candidate’s work ethic, skillset, and reliability before you make a long-term commitment. It’s like a trial run, but without the risk.

If it’s not a fit? No hard feelings, and no damage done to your full-time payroll.

Direct Hire Has Its Place—But It’s Not Always the Best Fit

We’re not here to knock direct hire entirely; it’s part of the services we offer. And for roles that demand years of experience or leadership, it can be the right move.

But for entry-level pharmacy roles, direct hire can sometimes lead to misalignment on both sides.

The reality is, many entry-level candidates today are navigating difficult working conditions—low pay, high stress, and limited growth opportunities. Pharmacy techs, for example, often deal with demanding workloads, strict regulations, and frustrated customers, all while earning less than they might in other industries like retail or fulfillment centers.

With better pay and lower stress elsewhere, it’s no surprise that turnover can be high.

That’s why temp-to-perm can be a better approach for both parties. It’s not about weeding out the bad; it’s about making sure the match is right.

The Gig Shift Model: Flexibility at a Cost

Some pharmacies are leaning into gig-style staffing, where workers pick up shifts on-demand through apps or staffing platforms.

While this approach may offer short-term staffing wins, it presents several challenges for pharmacies aiming for a consistent and reliable team.

That’s because candidates may wait until the last minute to pick up a shift, leaving you scrambling to fill schedules. To attract last-minute help, you may have to offer higher pay, increasing your overall staffing costs.

Temp-to-perm offers a better balance. You still get flexible staffing solutions—but with an eye toward long-term stability. It gives you time to evaluate performance, reliability, and fit before making a permanent commitment.

In short: flexibility is great, but not when it comes at the expense of stability.

Why Work With a Pharmacy-Specific Partner?

The unique demands of pharmacy staffing aren’t something just any agency can handle. From compliance and licensing to understanding workflow and customer expectations, you need a partner who truly understands your world.

That’s why ASG Pharmacy does one thing, and does it well: pharmacy staffing. We live and breathe it, wading through the talent pool every day and talking to the techs and pharmacists who keep it running.

In the past year alone, we’ve placed over 400 pharmacy professionals—proof that we’re not just in the industry, we’re deeply entrenched in it.

We’ve supported independent specialty pharmacies, national retail chains, and everything in between, so we know how to source talent that fits both culturally and operationally.

And thanks to our niche expertise, you won’t be left waiting long. Most pharmacies receive qualified candidate submissions within five business days, with new hires ready to work within two weeks.

Even better? 80% of ASG Pharmacy’s temporary employees successfully convert into permanent roles. That means fewer hiring cycles, less turnover, and better long-term fit—without the risk of rushing into a full-time commitment.

Whether you need help during peak periods or summer vacations, a trial run to reduce turnover, or a strategic full-time hire, we’ve got the right dose of staffing services to match your pharmacy’s needs.

The Bottom Line

If you’re done wasting time and resources on constant rehiring, inflated job board costs, and unreliable candidates, it’s time for a better strategy.

Temp-to-hire staffing with ASG Pharmacy gives you:

• A lower-risk path to long-term hires
• Faster time-to-fill for critical entry-level roles
• More reliable, pre-screened candidates
• Flexibility without sacrificing commitment

Keep the constant refills for patient prescriptions—not your pharmacy staff.

Ready to find your next great pharmacy hire? Let’s fill it right the first time. See what ASG Pharmacy can do for you.