Questions To Ask Prospective Pharmacy Recruiters (Besides “What’s Your Fee?”)

Today’s pharmacy directors understand that staffing isn’t just a numbers game; it’s critical to success. It’s not just about filling positions — your team needs to be composed of skilled professionals who meet compliance standards and align with your organization’s culture.

With rising demands on pharmacies — from increased patient volumes to evolving regulatory requirements — finding a recruitment partner who gets it is crucial.

While it’s tempting to start by asking, “What’s your fee?” cost is only one piece of the puzzle. Just like working in pharmacy is about more than dispensing medication, finding the right staffing partner requires looking beyond price.

Focusing only on cost can result in high turnover, lost productivity, and compliance risks — all of which can be more expensive in the long run.

Ask These Five Questions When Evaluating a Pharmacy Recruiter

If you want to avoid reckless spending and secure a productive partnership, here are the critical questions to ask a pharmacy recruiter.

“What is your recruitment process, and how do you ensure compliance with industry regulations?”

Maintaining compliance is non-negotiable in pharmacy. You need a recruitment partner who understands the regulatory landscape and ensures that candidates meet all federal and state standards, from DEA prescription monitoring programs to board licensing requirements.

A winning recruitment process should include:

• Thorough Screening: Does the agency verify licenses, board certifications, and conduct healthcare-specific background checks? Ask for details on their process.

• Regulatory Knowledge: From handling controlled substances to adhering to state-specific guidelines, look for a partner who can keep up with changing regulations and ensure candidates meet every necessary requirement.

• Efficiency and Responsiveness: During high-demand periods like flu season or pandemic response, can the recruiter provide timely candidates without sacrificing compliance standards?

Your recruiter should clearly explain how their process aligns with both your operational and regulatory needs.

“How Long Will It Take For You To Send Me Candidates?”

With staffing shortages, retention is key. Unfilled roles can lead to burnout for existing staff, compliance risks, and operational slowdowns. However, speed should never come at the expense of quality.

Make sure your recruiter has a clear process for finding top candidates quickly, without compromising on cultural fit or retention potential. Here are some specifics to discuss:

Cultural Fit and Retention Strategy

Ask how the recruiter assesses cultural fit. Do they spend time understanding your organization’s unique culture, values, and work environment? Your recruiter should be just as committed to retention as you are, and make sure every candidate is well-suited to your team. This improves the chances they’ll stay and thrive in their role.

Interviewing Every Candidate

The best pharmacy recruiters don’t simply send candidates over to fill an immediate vacancy. Instead, they personally interview and vet each candidate before you ever see a resume. This cuts through the clutter, ensuring that you only see the most qualified, compatible individuals. Then they set up an interview for you to interview the candidate!

No “Send and Starts”

Repeat after us: Quantity does not equal quality. Some recruiters might send over candidates who are ready to start but haven’t been properly evaluated for your specific needs. This “send and start” approach may seem great, but it can lead to costly mistakes.

Instead, ask about their process for ensuring every candidate has been rigorously vetted to align with your requirements, both in terms of skills and organizational fit.

A strong recruiting partner should be able to provide a timeline for candidate presentation that balances speed with quality. This way, you’ll receive well-qualified, ready-to-thrive candidates without unnecessary delays or compromise.

For example, ASG Pharmacy typically will send qualified candidates within 3-5 business days.

“How do you source high-quality candidates in such a competitive market?”

With pharmacists and pharmacy technicians in high demand, you should understand how a recruiter finds top-tier talent — not just those who are available but those who excel and align with your standards.

Ask about:

• Exclusive Access to Talent: Do they have access to passive candidates who aren’t actively looking but could be ideal for your roles?

• Data-Driven Sourcing: Are they leveraging AI, big data, or social platforms to identify high-potential candidates faster?

• Specialized Networks: How active are they in pharmacy-specific organizations, conferences, and education programs? Their involvement is often a marker of quality.

Cut-rate firms might offer lower fees, but they often lack the depth in recruiting resources, resulting in longer time-to-hire and lower candidate quality. Choosing a partner with strategic sourcing capabilities ensures they won’t just send you resumes; they’ll deliver candidates who are a strong match.

“What is your expertise across different pharmacy operations, and how do you adapt to each environment?”

Pharmacy staffing needs can vary significantly depending on the type of operation you run. A recruiter who understands these nuances can better identify candidates who are not only qualified but also have the specialized skills needed in your specific setting.

This goes beyond basic licensure — it’s about understanding the distinct workflows, regulations, and patient care requirements that each environment demands.

Here’s what to look for when evaluating a recruiter’s industry expertise.

Understanding of Different Pharmacy Settings

Look for a recruiter with experience across various pharmacy settings, such as:

• Mail Order & Long-Term Care (LTC): These settings require candidates focused on medication management, compliance, and accuracy in handling large volumes.

• Infusion & Sterile Compounding: Pharmacists and technicians here need certifications and training in aseptic techniques and hazardous drug handling, adhering to USP <797> standards.

• Hospitals & Health Systems: Clinical expertise is crucial. Does the recruiter understand the competencies needed for inpatient pharmacists and interdisciplinary collaboration?

• Traditional Retail: Retail pharmacists must combine clinical knowledge with patient counseling and customer service, often managing high volumes with minimal support.

• Pharmacy Benefit Managers (PBMs): This role requires knowledge of formulary management, claims processing, and regulatory compliance.

Does the recruiter also understand the certifications and compliance standards for these settings? Look for strong vetting procedures to ensure candidates meet these vital qualifications.

Adaptability to Emerging Trends

Pharmacy is rapidly evolving with advances in technology, telepharmacy, and specialty services like pharmacogenomics. Does your recruiter stay ahead of these trends and understand how these developments impact hiring needs?

For example, as more pharmacies incorporate telehealth and remote medication therapy management (MTM), recruiting for tech-savvy, adaptable pharmacists is becoming increasingly important.

By partnering with a recruiter who has deep industry expertise across different pharmacy settings, you can ensure they bring valuable insights and a tailored approach to meet the specific needs of your organization — whether you’re a hospital looking to strengthen clinical services, a PBM expanding your team, or a compounding pharmacy in need of highly specialized talent.

“How do you measure success, and what does post-hire support look like?”

Success in pharmacy staffing isn’t just about filling a vacancy — it’s about finding someone who will stay, perform, and align with your broader business goals. Post-hire support and metrics are vital.

Discuss the following with your recruiter:

• Metrics for Success: Do they track time-to-fill, retention rates, and candidate performance? You need a partner who quantifies success and provides reports on key metrics.

• Post-Hire Support: After placement, what support do they offer? Onboarding assistance, performance check-ins, and other ongoing support efforts can ensure new hires integrate well and perform to expectations.

• Guarantees and Contingency Plans: If a hire doesn’t work out, do they offer a replacement or some form of guarantee? Understanding how they handle less-than-perfect outcomes helps you manage risk.

A recruiter committed to your long-term success will go beyond placements and partner with you for lasting impact.

The Right Recruiter Brings More Than Just Candidates — They Bring Expertise and Value

Choosing the right pharmacy recruiter requires looking beyond fees and focusing on overall value. By asking the right questions, you can find a partner who understands the complexities of pharmacy operations — from regulatory compliance to retention strategies.

Evaluating a recruiter’s process, sourcing methods, and industry expertise will help you choose a partner who delivers high-quality candidates while ensuring continuity of care and smooth operations.

We Know Pharmacy — It’s All We Do

We’re all about pharmacy, 100% of the time. Check out Employer Insights for more expert advice and resources on pharmacy staffing and recruitment.