Safeguarding vulnerable groups is a cornerstone of healthcare, ensuring patients are treated safely and securely. As a locum pharmacist, ensuring compliance with regional safeguarding systems is critical. The Disclosure and Barring Service (DBS) in England and Wales and the Protecting Vulnerable Groups (PVG) Scheme in Scotland are two key systems that play a vital role in protecting vulnerable populations. This blog delves into their differences and similarities, offering locum pharmacists essential insights into these systems to ensure compliance and maintain patient safety.

Overview of DBS and PVG Systems

What is DBS?

The Disclosure and Barring Service (DBS), established in 2012, helps employers in England and Wales make informed hiring decisions. DBS checks assess individuals' backgrounds to prevent those with serious criminal convictions from working with vulnerable groups.

What is PVG?

The Protecting Vulnerable Groups (PVG) Scheme, introduced in Scotland in 2011, is tailored to Scotland’s safeguarding framework. It ensures individuals working with vulnerable populations are thoroughly vetted and monitored, offering an additional layer of protection for children and vulnerable adults.

Both systems aim to protect vulnerable groups by identifying individuals who pose a risk and preventing their employment in sensitive roles.

Key Similarities Between DBS and PVG

AspectDBSPVG
PurposeProtects vulnerable groups through background checks.Protects vulnerable groups through vetting and monitoring.
Types of ChecksStandard, Enhanced, Enhanced with Barred Lists.Enhanced and standard checks only.
MonitoringRequires a subscription to the Update Service for continuous updates.Automatically updates individual’s status.
Barred ListsSingle list for children and vulnerable adults.Separate lists for children and vulnerable adults.
Employer RoleEmployer or individual can initiate checks.Employer or authorised organisation must initiate checks.
Legal RequirementMandatory for roles involving children and vulnerable adults.Mandatory for roles involving children and vulnerable adults.

Although the DBS and PVG share the same fundamental goal of safeguarding vulnerable groups, there are key differences in how they are implemented and managed. These differences can impact the application process, monitoring procedures, and even the costs involved. Let’s now take a closer look at the specific distinctions that locum pharmacists should be aware of when navigating these two systems.

Key Differences Between DBS and PVG

AspectDBSPVG
Geographic ScopeCovers England and Wales.Exclusive to Scotland.
Administering BodiesManaged by the Home Office.Administered by Disclosure Scotland.
Application ProcessApplications can be initiated by employers or individuals. Processing time varies.Applications must be processed by an employer or authorised organisation. Generally faster.
Continuous MonitoringRequires registration with the Update Service for periodic updates.Automatically updates a person’s status if new relevant criminal activity is discovered.
CostRequires a subscription fee for the Update Service.No additional fees for automatic updates, making it more cost-effective.
Criminal Conviction ThresholdsMay allow individuals with minor convictions to work with vulnerable groups if their crime is not listed in the Barred List.Enforces stricter regulations, automatically barring individuals with severe criminal records.
Regulatory FrameworkOperates under the Safeguarding Vulnerable Groups Act 2006.Governed by the Protection of Vulnerable Groups (Scotland) Act 2007.

Why Pharmacists Should Understand These Differences and Similarities

Locum pharmacists often transition between Scotland, England, and Wales. Understanding the requirements of each system ensures compliance, prevents delays, and maintains patient safety. For instance:

Failing to adhere to these requirements can lead to delays in starting work and jeopardise patient safety standards.

Benefits of Compliance

Practical Tips for Locum Pharmacists

  1. Plan Ahead: Allow sufficient time for the application process, as checks may take longer during busy periods.
  2. Understand Regional Requirements: Confirm whether a DBS or PVG check is required based on your work location.
  3. Maintain Records: Keep copies of your certificates and subscription details for easy access.
  4. Use Update Services: Register with the DBS Update Service or ensure PVG status updates are maintained to avoid reapplying frequently.
  5. Seek Guidance: Work with recruitment agencies like Verovian Pharmacy Agency to simplify the process.

Conclusion

Understanding the differences between DBS and PVG is critical for locum pharmacists working across borders. These systems are integral to safeguarding vulnerable groups and ensuring compliance with regional regulations. By staying informed and proactive, pharmacists can prioritise patient safety and avoid unnecessary employment delays.

Ready to get started? Contact Verovian Pharmacy Agency today for expert guidance on DBS and PVG applications and to simplify your compliance process.

Scotland offers competitive pay rates, particularly in rural areas, and prioritises preventative, patient-centred healthcare. With diverse settings ranging from urban to rural, you can achieve career growth and a better work-life balance while enjoying the stunning Scottish landscape and culture.

Key Requirements for Locum Work in Scotland

  1. PVG Membership: Verovian Pharmacy Agency submits applications for locums to join the Protecting Vulnerable Groups (PVG) Scheme through Disclosure Scotland, ensuring compliance for roles in community and public health settings

Essential Trainings & Registration

  1. NHS Pharmacy First: Complete training on Turas Learn and register with the relevant Local Health Board.
  2. Public Health Services: Access training on health promotion via Turas Learn, adhering to guidelines from the Scottish Intercollegiate Guidelines Network (SIGN) and local health boards.
  3. Acute Medication Services (AMS): Undertake AMS-specific training on Turas Learn and stay updated on prescribing guidelines.
  4. Patient Group Directions (PGDs): Register with NHS Scotland health boards and complete required NHS modules for providing PGD services, such as vaccinations.

Other Considerations: As a locum who works in England, it is expected that you are versed in the following. Here is a reminder for you to check off your list:

  1. GPhC Registration: Ensure your General Pharmaceutical Council (GPhC) registration is valid and applicable for working in Scotland.
  2. Indemnity Insurance: Maintain professional coverage to meet legal and patient safety standards.
  3. Right to Work: Confirm proof of citizenship or visa status to work in the UK.
  4. CPD Portfolio: While not mandatory, creating a Continuing Professional Development (CPD) portfolio specific to Scotland that aligns with NHS systems and guidelines can be beneficial.

Key differences: Locuming in England vs Scotland

  1. Health Board Structure: In Scotland, healthcare is managed by 14 territorial health boards and 7 special boards, requiring separate registrations or approvals for locum roles.
  2. Prescription Charges: Scotland abolished prescription charges in 2011, meaning prescriptions are free. This impacts workflows related to dispensing and patient communication compared to England.
  3. Systems and Platforms: Locums in Scotland use ECS (Emergency Care Summary) and eMAS (Electronic Minor Ailment Service) instead of England’s NHS Smartcard systems.
  4. Public Health Initiatives: Scotland emphasises preventative care through schemes like Pharmacy First Scotland, requiring specific training and focus on health promotion.
  5. Training Requirements: Scotland mandates NHS Scotland-specific training via Turas Learn for certain services, whereas England’s requirements differ based on local NHS trusts.

Transition with Us

Verovian Pharmacy Agency supports locum pharmacists every step of the way, from PVG registration to guidance on PGDs and sourcing suitable shifts. Embark on this enriching career journey with confidence and professional backing.

In the United Kingdom, 1 in 5 people live with a disability, and surprisingly, 80% of these disabilities are hidden—conditions that are not immediately visible but can significantly affect daily life. For pharmacy staff, these hidden disabilities can create additional hurdles in an already fast-paced, high-pressure environment. Without proper awareness and support, these challenges can limit a team member’s ability to succeed.

For pharmacy employers, recognising and addressing hidden disabilities within your team is not just a legal requirement but an opportunity to build a more inclusive and supportive workplace. By fostering an environment that values diversity and provides the right accommodations, you can boost team morale, enhance productivity, and improve overall well-being.

In this blog, we’ll explore the realities of hidden disabilities among pharmacy staff and offer practical solutions for creating a more inclusive and supportive work environment.

Pharmacy Professionals and Hidden Disabilities

Hidden disabilities are a reality for many pharmacy professionals, significantly influencing their experience in the workplace. Balancing health needs with the demands of their role often requires additional effort, particularly in maintaining the high levels of precision and productivity expected in a pharmacy setting. Without adequate support, this can lead to burnout and a sense of isolation.

Fear of stigma or being perceived as less capable may deter some individuals from disclosing their condition, leaving their needs unmet and adding to their stress. Among pharmacy professionals, some of the common non-visible disabilities include:

1. Mental Health Challenges

Conditions like anxiety, depression, or post-traumatic stress disorder (PTSD) can create hurdles in a fast-paced pharmacy setting. A pharmacist experiencing anxiety might find high-pressure situations, such as resolving customer complaints or working through long queues, particularly overwhelming. Similarly, depression can cause fatigue and difficulty concentrating, which may affect accuracy in dispensing medications.

2. Chronic Illnesses

Invisible physical conditions such as fibromyalgia, lupus, or diabetes can significantly impact stamina and energy levels. A technician with fibromyalgia may struggle with chronic pain and fatigue while standing for long periods. For someone managing diabetes, rigid schedules or limited access to breaks can make it difficult to maintain their blood sugar levels, potentially leading to health complications during a shift.

3. Neurodivergence

Pharmacy professionals with neurodivergent traits, such as autism or ADHD, may face unique challenges. A pharmacist with autism might have difficulty navigating the sensory overload of a busy pharmacy, including bright lighting, constant noise, or frequent interruptions. Meanwhile, a technician with ADHD may excel at multitasking but struggle with staying organised or managing time during peak hours.

4. Sensory Impairments

Hearing impairments or partial vision loss can pose specific challenges, particularly in communication or handling fine details. A pharmacist with partial hearing loss might find it difficult to understand soft-spoken patients or colleagues in a noisy environment. Likewise, someone with visual impairments may need specialised tools or adjustments to perform tasks like reading prescriptions or entering data into a system.

5. Autoimmune Diseases and Pain Disorders

Conditions like rheumatoid arthritis or migraines can lead to unpredictable health episodes, requiring flexibility in work schedules. A staff member with migraines might need time off at short notice, while someone with arthritis may need adaptive equipment to reduce strain during repetitive tasks.

How Can You Support Pharmacy Teams with Hidden Disabilities? 

Create a Supportive and Open culture.

Creating an environment where team members feel comfortable disclosing hidden disabilities is crucial. Pharmacy employers should foster a culture of openness and inclusivity, where employees feel safe to discuss their conditions without fear of judgement or discrimination. This starts with encouraging open conversations and showing empathy, and should be reinforced by clear policies that protect confidentiality and ensure that employees' needs are met with respect and care.

2. Implement Flexible Working arrangements.

One of the most effective ways to support staff with hidden disabilities is to offer flexibility in working hours and responsibilities. For example, a pharmacy team member with chronic pain might require breaks more frequently or need to modify their work schedule. Flexible working hours or job-sharing arrangements can help accommodate these needs without compromising the quality of service. Remote work options or a hybrid model can also be beneficial for those with mental health conditions or those requiring regular medical appointments.

3. Provide Reasonable adjustments.

The Equality Act 2010 requires employers to make reasonable adjustments to ensure that all employees can perform their duties effectively. For instance, if an employee has a sensory impairment, it might involve providing assistive technologies such as screen readers or hearing aids. For someone with ADHD, offering organisational tools or structured routines could improve their ability to stay focused. These adjustments might seem small, but they can make a significant difference in enabling employees to perform their roles to the best of their ability.

4. Offer Mental Health support.

Given the high-stress environment of many pharmacy settings, mental health support is essential. Employers should make mental health resources available to their team, whether it's through Employee Assistance Programs (EAPs), regular mental health check-ins, or access to therapy or counselling. Creating a work culture that normalises discussions about mental health can help employees feel supported and less isolated. Encouraging staff to seek help when needed is key to preventing burnout and maintaining long-term productivity.

5. Provide Training for Managers and staff.

Educating managers and team members about hidden disabilities is crucial to creating an inclusive workplace. Training should focus on awareness, empathy, and recognising the signs of stress or difficulty that may not be immediately visible. Ensuring that everyone understands how to communicate effectively with colleagues who may have hidden disabilities, as well as how to provide the appropriate support, can reduce misunderstandings and foster a more harmonious working environment.

6. Encourage Regular feedback.

For pharmacy employers to effectively support staff with hidden disabilities, regular feedback is essential. Having open channels for employees to discuss how well they feel supported and if there are areas for improvement can help the employer make any necessary adjustments. Regular feedback ensures that support is always aligned with employees’ needs and creates a proactive, responsive workplace culture.

7. Ensure Job Safety and comfort.

Ensuring that the workspace is physically and mentally comfortable for all team members is key to supporting employees with hidden disabilities. This could involve modifying the physical environment, such as offering ergonomic equipment for someone with arthritis or adjusting lighting or noise levels for someone with sensory sensitivities. Providing a comfortable space to take breaks can also help employees manage fatigue, particularly for those with chronic conditions or mental health struggles.

The Business Case for Inclusion

Creating an inclusive workplace isn’t just the right thing to do; it also makes good business sense. For pharmacy organisations, fostering inclusivity by supporting employees with hidden disabilities can lead to numerous benefits that directly impact the bottom line.

  1. Increased Productivity: When employees feel supported and valued, they are more engaged and motivated. Providing reasonable adjustments and an accommodating work environment enables staff to perform at their best, leading to higher productivity and improved outcomes for the business.
  2. Improved Employee Retention: Inclusivity helps create a positive workplace culture, leading to higher job satisfaction. Employees are more likely to stay with an employer who provides the support they need, which reduces turnover costs associated with hiring and training new staff.
  3. Attracting Diverse Talent: An inclusive workplace attracts a wider range of talent, including individuals with hidden disabilities. By being open to all applicants, pharmacy employers can tap into a larger pool of skilled professionals, which is especially important in sectors where there is a shortage of qualified workers.
  4. Legal Compliance: The Equality Act 2010 mandates that employers make reasonable adjustments for employees with disabilities. By supporting staff with hidden disabilities, employers not only comply with the law but also avoid the risk of costly legal claims and potential damage to their reputation.
  5. Enhanced Reputation: Businesses that champion inclusivity often gain a strong reputation as employers of choice. This can lead to positive media coverage, increased brand loyalty from customers, and enhanced relationships with stakeholders who value corporate responsibility.
  6. Better Employee Well-being: Supporting employees with hidden disabilities leads to better overall well-being, reducing absenteeism and presenteeism. When staff members feel their needs are met, they are less likely to experience stress, burnout, or health-related issues, which can negatively impact performance and morale.

Conclusion

As a pharmacy owner or employer, you have the opportunity to set the tone for a supportive and inclusive workplace that benefits all team members. Supporting staff with hidden disabilities goes beyond legal obligations—it’s a commitment to the wellbeing and success of your team. The rewards are evident: higher employee engagement, improved retention, and a positive reputation. As the pharmacy sector continues to grow, prioritising inclusivity is essential—because when your employees thrive, your pharmacy business thrives too.

Partner with Verovian Pharmacy Recruitment Agency

As a pharmacy owner or hiring manager, creating an inclusive workplace is essential for ensuring all team members can thrive. Verovian Pharmacy Recruitment Agency can help you build a diverse and supportive workforce by focusing on inclusion at every step of the recruitment process.

We work closely with hiring managers and candidates to ensure a transparent and accessible hiring process, encouraging applicants to discuss any hidden disabilities they may have. This creates an open, stigma-free environment where everyone feels confident to contribute.

Additionally, we provide guidance on making reasonable adjustments, such as flexible working hours or tailored training, to support employees with hidden disabilities. Partnering with Verovian Pharmacy Recruitment Agency helps to ensure that diversity and inclusivity are not just buzzwords but integral parts of your pharmacy’s recruitment and employment strategy. With our support, you can create teams that are not only diverse but also equipped to meet the unique needs of each employee, resulting in a more harmonious and productive work environment. Contact us today to learn how we can help you build a more inclusive pharmacy team.

As a pharmacist in the UK, your role extends far beyond dispensing medications; it embodies a profound commitment to public safety and professional integrity. Central to this responsibility is the process of revalidation—a critical mechanism ensuring that pharmacists not only meet but exceed the standards set by the General Pharmaceutical Council (GPhC) standards. But what does this process entail, and how can you effectively navigate its complexities?

This guide will walk you through the revalidation process, highlighting key requirements, timelines, and best practices to streamline your journey. Whether you are a seasoned professional or new to the field, understanding these essential elements will empower you to uphold the integrity of your practice and foster trust within your community. Join us as we explore the nuances of revalidation and equip you with the tools necessary for success.

What is Revalidation for Pharmacists?

Revalidation is a process that requires pharmacists to demonstrate that they are practicing safely, effectively, and in line with the latest professional standards. It ensures that pharmacists are continually reflecting on their practice, enhancing their skills, and maintaining their fitness to practice. This process is part of the GPhC’s commitment to ensuring the safety and quality of care provided to patients.

Why is Revalidation Important?

1. Public Trust: Revalidation is essential for maintaining public confidence in pharmacy professionals. By ensuring that pharmacists are competent and up-to-date with their skills and knowledge, the process fosters trust among patients and the wider community.

2. Professional Development: The revalidation process encourages pharmacists to engage in continuous professional development (CPD), which not only enhances their clinical practice but also contributes to improved patient care. By committing to lifelong learning, pharmacists can stay informed about the latest advancements in their field.

3. Reflection on Your Practice: Revalidation provides an opportunity to critically analyse your experiences, decisions, and interactions with patients and colleagues. This reflective practice allows you to identify what worked well and what areas may require improvement, ultimately enhancing the quality of care you provide.

4. Regulatory Compliance: Compliance with revalidation is a legal requirement for all registered pharmacists in the UK. It ensures that you uphold the standards of practice and protect your professional standing. Failing to meet these requirements can result in disciplinary actions or removal from the professional register.

What is the Frequency of Revalidation?

Pharmacists are required to undergo revalidation every three years. This cycle allows pharmacists to demonstrate their ongoing competence and adherence to the General Pharmaceutical Council (GPhC) standards.

What are the Requirements for Revalidation?

The key requirements for revalidation are:

1. Reflective Practice: Pharmacists must reflect on their practice regularly, which involves assessing what they have learnt from their experiences and identifying areas for improvement. You are required to submit one reflective account every three years. This account should focus on how you have applied the Standards for Pharmacy Professionals in your practice and the impact this has had on patient care and your professional development. The standards to consider when reflecting on your practice are:

See the GPhC reflective account form and guidance here.

2. Continuing Professional Development (CPD): As part of your revalidation process, you are required to submit four CPD records, two of which must be planned events. One example could be participating in a workshop offered by the Royal Pharmaceutical Society (RPS) on medication management, detailing the skills acquired and their application in your practice. Another planned event might involve completing an online course through the UK Clinical Pharmacy Association (UKCPA), focused on enhancing patient communication. In this record, you would reflect on how this training has improved your interactions with patients and positively impacted their care. Each entry should clearly demonstrate your learning, the application of knowledge, and thoughtful reflection on how these experiences have influenced your practice.

3. Peer Feedback: Gathering feedback from colleagues and other healthcare professionals is an essential component of the revalidation process. You are required to obtain one record of peer feedback during this period. This feedback should be constructive, focussing on helping pharmacists identify their strengths and areas for improvement in practice.

Steps to Revalidation

Do you have more questions about your revalidation? The General Pharmaceutical Council (GPhC) has published a comprehensive list of frequently asked questions (FAQs) to assist you. You can access them directly on the GPhC website.

Tips for a Successful Process

Conclusion

Revalidation is a critical aspect of maintaining professional standards in pharmacy practice. By engaging in reflective practice, continuing professional development, and actively seeking feedback, you not only comply with GPhC requirements but also enhance your skills and contribute to better patient care. As you navigate the revalidation process, remember that it is an opportunity for personal and professional growth that ultimately benefits both you and the patients you serve.

Empower Your Pharmacy Career with Verovian Pharmacy Recruitment Agency

At VerovianPharmacy Recruitment Agency, we are dedicated to empowering pharmacists to reach their career aspirations through a diverse array of resources, job opportunities, and professional development programs.

As you strive to meet your revalidation requirements, our tailored services are designed to cater to your unique needs. We connect you with respected employers who prioritise continuous learning and professional growth. Whether you're pursuing permanent roles, locum positions, or seeking expert guidance on your next career move, our team is committed to supporting you at every step of your journey.

Elevate your pharmacy career today by registering with VerovianPharmacy Recruitment Agency. Together, we can unlock your potential and ensure you thrive in your role as a pharmacist, making a meaningful impact on patient care and the healthcare community.

In the dynamic pharmacy environment, effectively managing patient interactions is essential for delivering exceptional care. Whether dealing with frustrated customers or handling complex medication inquiries, your approach to these challenging situations can make a significant difference. This blog provides actionable strategies for navigating difficult encounters with pharmacy patients, aiming to enhance your skills and improve patient satisfaction.

Understanding Challenging Patient Behaviour

Pharmacy settings can often bring out a range of challenging behaviours. From patients who feel overwhelmed by complex medication regimens to those frustrated by long wait times, understanding these behaviours is the first step towards effective management. Recognising what drives these frustrations—be it confusion, anxiety, or misinformation—can help tailor your approach to each unique situation.

Effective Communication Techniques

At the heart of managing challenging interactions is communication. To foster a more positive and productive relationship with your patients, follow these techniques:

Active Listening

Active listening is a crucial skill for managing challenging interactions with pharmacy patients, especially when combined with a calm demeanor. Even if you already understand the situation, actively listening to the patient demonstrates your genuine concern and commitment to addressing their needs.

To fully engage, give patients your undivided attention by making eye contact, nodding, and using verbal affirmations like "I understand" or "Go on." These gestures demonstrate genuine interest and help de-escalate tension. Reflecting and clarifying are also essential components of active listening. By repeating back what the patient has said in your own words, such as, "So, you're saying that you've been experiencing headaches since starting this medication?" you ensure accurate understanding and show attentiveness. Maintaining a calm demeanour throughout this process reassures the patient that their concerns are being taken seriously, fosters trust, and paves the way for effective communication and resolution of their issues.

Empathy

Empathy involves recognising and validating a patient’s feelings, which can be significantly enhanced by addressing them with positive language and clear explanations. For example, if a patient is anxious about starting a new medication, you might say, "I understand that starting a new medication can be daunting, but I’m here to guide you through this." Alongside this empathetic acknowledgment, provide clear explanations about the medication in simple, straightforward terms. For instance, explain how the medication works and what to expect in clear, non-technical language. Using positive language, such as “We’ll work through this together,” further reassures the patient and reduces their anxiety. This approach not only validates their emotions but also clarifies any uncertainties, fostering a trusting relationship and enhancing overall satisfaction and cooperation.

Setting Boundaries and Expectations

Setting clear boundaries and expectations is essential for fostering a respectful and professional environment in the pharmacy. Begin by creating written policies that outline the standards of conduct expected from both staff and patients. Calmly communicate these policies to ensure everyone understands them. For instance, if a patient demands immediate service that is not possible due to policy or workload, you might explain, "Our policy requires that we complete each prescription within 20 minutes to ensure accuracy. I appreciate your patience while we prepare your medication." Clearly setting these boundaries helps manage patients' expectations and reduce frustration. Consistently enforcing these boundaries ensures that patients understand and respect the procedures and rules, ultimately contributing to a more orderly and professional environment. This approach also helps in mitigating conflicts and maintaining a positive atmosphere in the pharmacy.

Offering a solution

Ensure that no issue remains unresolved by offering effective solutions that address the problem and satisfy the patient. Proactively finding a resolution shows patients that you genuinely value their concerns and are committed to their satisfaction. Research indicates that handling issues effectively can actually enhance patient trust, as they see your dedication to addressing their needs. 

Once you’ve resolved the issue, think about offering a small gesture of goodwill, such as a discount on a future purchase. This gesture can help address any lingering frustrations and help restore your credibility with the patient, demonstrating that you value their experience and are committed to making things right.

Preventing Recurrence

Patient education and empowerment are essential strategies for preventing the recurrence of difficult interactions in pharmacy settings. By clearly explaining a patient’s condition, medication regimen, and treatment plan, you can significantly reduce misunderstandings. For instance, when patients are informed about why a medication is prescribed and how it benefits their health, they are less likely to feel confused or frustrated. Additionally, thorough explanations about potential side effects and their management can prevent issues that might otherwise lead to conflicts. By proactively addressing these aspects, you help patients feel more informed and prepared, which not only improves their overall experience but also minimises the likelihood of future disputes.

Utilising Support Systems

No pharmacy operates in isolation, and teamwork plays a vital role in managing challenging patients effectively. Despite your best efforts, some situations may escalate beyond the scope of individual interaction. When faced with a persistently difficult or aggressive patient, it's crucial to seek support from colleagues, supervisors, or managers. They can offer alternative perspectives and solutions that might not be immediately apparent.

Conclusion

Handling difficult pharmacy patients requires a combination of empathy, clear communication, and effective problem-solving. By actively listening, providing clear explanations, setting boundaries, and offering solutions, you can navigate challenging interactions and maintain a positive environment in your pharmacy.

Are you a Pharmacy Professional Seeking Your First Job or a New Career Challenge?

Verovian Pharmacy Recruitment Agency is here to support you in finding the perfect opportunity. We specialise in connecting talented pharmacy professionals with top employers across the industry. Whether you're just starting or looking to advance your career, our dedicated team is committed to helping you achieve your professional goals. Register with Verovian Pharmacy Recruitment Agency today and take the next step towards a fulfilling and successful career in pharmacy.

A pharmacy staffing agency can be an invaluable resource to employers and job seekers in the healthcare industry. When it comes to filling positions for a temporary or permanent role, a pharmacy staffing agency can provide expert recruiters whose speciality lies in identifying and matching the perfect candidates for each job. Verovian Pharmacy Agency works with many clients, including independent pharmacies, chain pharmacies, Physician’s offices and long-term care facilities, to provide healthcare staffing solutions.

Whether it's an ad-hoc locum position to cover a pharmacist's vacation, or an interim position while a permanent candidate is found, a pharmacy staffing agency can provide nationally recognized temporary staffing services to pharmacies to ensure that hiring managers find the best possible pharmacist or technician to improve patient care and look after the pharmacy. Seasoned locums or per diem pharmacies from reputable agencies work as part of the pharmacy team. This is achieved by intentional communication, robust onboarding and, excellent placement services;  the right pharmacy professional with the right team. This builds patient trust and allows for seamless integration and results.

By partnering with a pharmacist staffing firm, pharmacy owners and managers can access a pool of highly qualified professionals who can quickly fill vacant positions, saving time and effort in recruiting, hiring, and onboarding. Staffing agencies offer numerous benefits, such as flexibility, cost-effectiveness, and access to a vast talent pool.

The benefits of this relationship are discussed below:

1. Increased pool of healthcare candidates:

Verovian Pharmacy Agency

Partnering with a  good staffing firm or recruitment firm that specializes in pharmacy recruitment can be beneficial for healthcare organizations in managing their staffing needs. With locum tenens or temporary employees and perm placements, a pharmacy staffing firm can help reduce staffing shortages. At Verovian Pharmacy Recruitment, pharmacy professionals are fully vetted before they are added to the pool of candidates on our database. This ensures that qualifications and skill sets are accurately matched with the hiring manager in a pharmacy premise looking for a temporary or travelling pharmacist to support their team.

Additionally, recruitment or staffing businesses quickly and efficiently assist in screening potential candidates from a large data pool, making it easier for pharmacies to have the right professional fit for their practices.  This helps to reduce the duration hiring managers spend on recruitment, and frees them to focus on other pressing responsibilities. By using staffing services, healthcare organizations can rest assured that their staffing needs will be met and if/when required, these can be translated to recruitment needs when hiring a new team member

2. Pharmacy Staffing Flexibility

Flexibility is a major benefit of using a pharmacy recruiting firm for temporary and permanent placements. Good recruitment agencies offer consultation to understand your requirement, as each pharmacy's needs vary. Are your patients used to face paced services, do they require a consultative approach? Do you cater to patients requiring home delivery, or do your patients need to discuss their needs right on the pharmacy premise? At verovian, we take care to know your pharmacy set-up, so we are equipped to provide qualified and skilled pharmacists or technicians who are the right candidates for your practice. You can choose when to add extra support during peak seasons or increased work volume, to maintain the continuity of services to your patients. You can quickly hire pharmacists or technicians as a temporary measure or for a permanent position.

Working with a recruitment agency offer the option of contract or permanent placements, allowing organizations to tailor their staffing needs. You may have per diem or locum pharmacy professionals to work at your practice while interviewing for the best team member. This flexibility affords practices to take their time in recruiting the best fit; while saving time and money. This also helps pharmacies to optimize their staffing levels and avoid understaffing, which can hurt employee morale; and may lead to downtime or reduced patient care.

Additionally, staffing agencies have a deep understanding of company culture and can assist with finding candidates who will fit into the organization's dynamic. Companies may have open positions requiring specific qualifications, and hiring a staffing agency can ensure that soft and hard skills are evaluated and matched accurately. Overall, using a pharmacy staffing agency can provide flexibility that helps organizations manage their staffing needs efficiently, thereby avoiding understaffing or overstaffing.

3. Time-saving

Another important benefit of using a pharmacy recruiting firm for temporary pharmacist and permanent pharmacist placements is time-saving. At Verovian Pharmacy Recruitment, we support pharmacies by streamlining the hiring process to accommodate the facility's expectations. Our aim is to ensure pharmacies have a stable and reliable workforce to achieve their long-term goals. Outsourcing an agency's recruitment and hiring process frees up time and energy for the pharmacy staff to focus on their core responsibilities. This helps pharmacies to run more efficiently and effectively, leading to improved patient outcomes and great customer experience.

4. Reduced costs

Working with an experienced pharmacy recruitment agency helps to review and update your staffing and recruitment process. This, in turn, leads to smart hiring and thereby reduces employee attrition, which is very costly. This partnership helps pharmacies customize their search and find the best viable candidates without wasting time.

Outsourcing the process to a staffing agency means the facility can save on payroll costs. They don't need to handle the salaries and taxes for the temporary or permanent pharmacy technicians or pharmacists. We can also help pharmacies reduce the costs associated with turnovers, such as lost productivity, recruitment, and training expenses. A staffing agency helps save these costs and brings in specialized employees who fit the facility's specific needs. The business can operate more efficiently by reducing these costs, leading to improved financial performance and better patient outcomes. By providing flexible staffing solutions described above, pharmacies can adjust their pharmacy temp levels to meet demand, reducing the need for overtime and overstaffing.

5. Risk Reduction

Risk reduction is essential to utilizing a pharmacy staffing agency for provisional and lasting placements. By outsourcing recruitment and hiring processes to staffing companies with a national database of qualified candidates, job seekers are pre-screened to offer a supply of reliable, quality candidates matched with the right fit. These candidates can be matched with the specific needs of the pharmacy in question, ensuring compliance with industry standards and avoiding the high cost associated with a bad hire or a skills mismatch.

Moreover, using a staffing agency for full-time specialist appointments can provide cashflow benefits by deferring the costs of healthcare benefits and other HR expenses to the staffing company. In today's competitive job market, using a staffing agency provides a flexible, efficient, and cost-effective way to build and maintain a diverse and compliant workforce.

6. Improved Employee Morale

Pharmacy Staff Collaboration

Improved employee morale is a significant benefit of using a pharmacy staffing agency for temporary and permanent placements. The agency ensures that the pharmacy professional recruitment process is seamless, with every detail taken care of by the recruiter's expert hands. In turn, this translates to positivity, enthusiasm, and higher job satisfaction from temporary and permanent placements. With a good pharmacy staffing agency, pharmacists can be placed in jobs that align with their career interests and goals. Employees are confident that they are working in a suitable environment. This, in turn, empowers the pharmacy professionals to focus on their duties, thus increasing their productivity, and, ultimately, contributing to the pharmacy's success.

7. Enhanced Employer Brand

For permanent recruitment, partnering with a recruitment agency is an efficient approach to hiring the best cultural fit for your organisation. At Verovian, we believe employees are the best brand ambassadors. By providing a positive experience for candidates and pharmacy employees, pharmacies can build a positive employer brand that is attractive to future candidates and patients. Showing excellent patient care can be easily achieved by outsourcing tasks such as recruitment to agencies. Pharmacies can prioritise patient-focused services and communicate this to the staff at all levels. This is highly important in establishing an enhanced employer brand since having highly skilled and qualified staff can only make the company credible and reliable. 

Partnering with a pharmacy staffing agency creates an enhanced brand image that can result in a highly competitive edge in the job market.

Conclusion

In conclusion, utilizing a pharmacy staffing agency or healthcare professionals for both temporary and permanent placements can provide a multitude of benefits for both employers and job seekers. At Verovian staffing agency, we specialize in finding the right pharmacist or technician for specific employment opportunities, ensuring that any temp or speciality pharmacist placed in a position is fully qualified and competent.

Furthermore, we offer flexibility in staffing levels, allowing pharmacies to adjust their staffing needs swiftly. Overall, partnering with a pharmacy staffing agency is a wise choice for those seeking quality employment placements in the pharmacy industry. Staffing agencies reduce hiring costs, overhead expenses and other associated costs - allowing the efficient runn必利勁 ing of pharmacies.

By leveraging the expertise and resources of staffing agencies, pharmacies can focus on providing high-quality patient care, while achieving their business goals and objectives.

Do you have hiring needs? Get in touch with our pharmacy recruiters today. 

About Us

Verovian consultancy provides recruitment solutions both for NHS and healthcare clients and candidates to find the perfect fit for both parties throughout the United Kingdom. We cover permanent, contract and temporary roles, so call us or email us now to fulfil your requirements in all sectors throughout the UK.

CUSTOMERS

Our App

Reach Out To Us

122 Stockton Business Center, Stockton On Tees. TS18 1DW
+44 203 633 5003
+44 191 558 0151
pharmacy@verovian.com

subscribe now

Copyright ©2023 verovian.work All rights reserved
crossmenuchevron-down