Welcome to PharmacyThisWeek!
Last week I wrote about how long the typical Hiring Official spends reviewing your resume. Many people believe they spend at least 4 minutes reviewing a candidate’s resume, however, the results of a recent study revealed that they devote only a fraction of that time. According to recent TheLadders study that utilized the “gaze tracking” technology recruiters spend only 6 seconds reviewing an inpidual resume. Overall this may not be good for a job seeker as today many HR departments are feeling that their Applicant Tracking System’s are failing them. This could mean that assuming your resume makes it out of their ATS the reader may only spend 6 seconds reviewing it!
As we were in the market ourselves recently for a new job board we investigated the ATS systems and I spoke with several providers but noticed a consistent trend. When I ask someone what ATS they’re using, I hear, “Unfortunately (insert ATS name).” The ATS name varies, but the sentiment is the same. It’s rare to find anyone who actually likes using their ATS. Why is that? Weren’t ATS’s designed to automate processes and make life easier? They’ve been around for years and there’s certainly no shortage of providers so you would think that time plus competition would result in some amazing systems and very happy users but apparently not.
I think one of the problems is that ATS’s were never designed to solve the greatest challenge; finding and attracting great candidates. It may seem obvious, but ATS’s don’t come pre-loaded with great candidates. In fact, the majority of ATS’s aren’t even good at helping you find and attract talent to feed into them.
It’s not the ATS’s fault. It was never designed to do that. Hence the rise in popularity of talent generation, recruitment marketing, and talent network management platforms. Recruiters rave about these systems because they help them solve their biggest challenge, finding talent.
Don’t get me wrong, ATS’s are still a vital tool in talent acquisition, but their perceived value from a recruiter’s perspective will continue to decline in favor of tools and technologies that help them find and attract great candidates to feed into the hiring process. Now on the the jobs!
Director, Clinical Pharmacy Svcs, HealthTrust Purchasing Group, Brentwood, TN (HCA partner)
Clinical Staff Pharmacist, St Joseph Health System, Bryan, TX (College Station area)
VP & GM, Coram Specialty Pharmacy, Malvern, PA (Located west of Philly)
Inpatient Pharmacy Mgr, University of Missouri Health Care, Columbia, MO
Inpatient Pharmacy Mgr., Vail Valley Medical Center, Vail, CO
Director, Pharmaceutical Svcs, University Med Ctr, Las Vegas, NV
Pharmacist – HEM/ONC, Froedtert Health, St. Joseph’s Hospital, West Bend, WI
We update the following employer’s openings each week so be sure and check out their latest available positions. Unless otherwise noted these employers have openings in multiple states so be sure and search on the state and/or job title you are most interested in. If you have any questions just let me know.
Central Admixture Pharmacy Services
Comprehensive Pharmacy Services (CPS)
Greenville Hospital System
Intermountain Healthcare (UT and SE ID)
Sentara (SE VA and NE NC)
New pharmacist and technician salary data coming soon, let me know if you want to be first to know.
I hope everyone has a great and safe week and you can always reach me at my email or cell number below.
cell: 210 872-6160
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