Recruitment for pharmacy chains

Hiring for a new store

Start six to eight weeks before a store opens. A typical team is a store manager, two or three pharmacists, three or four assistants and one or two riders, depending on opening hours and expected footfall. Raise one requisition per role with the number of openings and the joining date, so each requisition closes on its own when its openings are filled. Hire the pharmacists first, because the store's licensing paperwork starts with them.

Sourcing pharmacists and store staff

Applications through the ZeniaHR careers page come in on a multi-step form that works on a phone. Each one carries a resume match score split into skills, experience, role fit and education, which helps when a walk-in drive brings a hundred assistant applications and the store manager has one afternoon to shortlist.

• Pharmacy colleges for D.Pharm and B.Pharm freshers
• Referrals from store teams, often the quickest route for assistants
• Walk-in drives at a flagship store on a fixed day
• The chain's careers page, linked from its website and store posters
• Local rider networks and referrals for delivery staff

Screening pharmacists and assistants

For pharmacists, verify the registration number with the state pharmacy council before the interview. Then test what the job needs: reading handwritten prescriptions, suggesting a generic substitute where your policy allows, dosage and interaction questions, cold chain storage, and Schedule H and H1 handling. For assistants, test basic arithmetic, billing speed on a sample bill and how they handle an impatient customer. For riders, check the licence and do a short route test. Record every result in the screening notes.

Closing offers before the other chain does

Pharmacists in a city often get offers from two chains in the same week. Let candidates pick interview slots around their current shift, move them from New to Joined on the pipeline board, and issue the offer within hours on the online page that lets them accept or decline it. Accepted candidates move into onboarding so documents are in before joining. During a store launch, check pending offers in the recruitment analytics every week.

How to set it up in ZeniaHR

1. Raise requisitions for each new store role, with openings and joining dates set six weeks before launch.
2. Publish openings on the careers page and share the link with pharmacy colleges and store teams for referrals.
3. Record registration verification and test results in the screening notes before interviews.
4. Publish interview slots for walk-in weeks, and send every offer through the online page where candidates respond.
5. Move accepted candidates into onboarding and track pending offers weekly in recruitment analytics.

Read more about recruitment in ZeniaHR.

Roles this applies to

Frequently asked questions