Turn High Turnover into High Retention with a Better Onboarding Strategy
Hiring is only half the battle. Without a strong onboarding process, even the most qualified pharmacy professionals can struggle to succeed or even leave the role early. High turnover in temp and temp-to-hire positions is often a symptom of weak or rushed onboarding, not bad hiring decisions.
The good news is that improving onboarding can directly increase retention, performance, and job satisfaction. With the right approach, your pharmacy can turn short-term hires into long-term assets.
Why Onboarding Matters More Than You Think
Onboarding does more than introduce someone to the job. It sets the tone for everything that follows. When new hires feel welcomed, informed, and supported, they are more likely to stay engaged and contribute at a higher level.
In pharmacy settings, this is especially important. Your team is responsible for patient safety, regulatory compliance, and consistent service. When new staff are unclear on workflows, expectations, or communication channels, small mistakes can turn into big problems.
For temp and temp-to-hire roles, the risk is even greater. These professionals are expected to perform quickly and with minimal ramp-up time. If onboarding is overlooked or inconsistent, they may feel unprepared, undervalued, or out of place.
Best Practices for Onboarding Temp and Contract Staff
You don’t need a long or complex program to make onboarding effective. A few simple steps can make a big impact:
Start with clear expectations. Provide a written overview of job duties, reporting structure, and shift schedules. Be transparent about any site-specific protocols or performance benchmarks.
Assign a point of contact. Even temporary staff need someone they can go to with questions. This builds trust and reduces early frustration.
Give a quick tour and system orientation. Help new staff navigate your workspace and technology so they can work efficiently from day one.
Include them in team communication. Add them to group chats, morning huddles, or team meetings to foster inclusion and reduce isolation.
Check in regularly. A five-minute touch base after the first shift or at the end of week one can prevent miscommunication and encourage retention.
How Rx relief Supports Better Onboarding
When you work with Rx relief, you get more than a name on a resume. Every candidate we place arrives credentialed, verified, and ready to perform. We also provide staff with role-specific details ahead of their first day so they walk in with confidence.
Our recruiters stay connected with both you and the professional throughout the assignment. We check in to make sure expectations are aligned, provide coaching if needed, and help resolve any early issues quickly to keep performance and morale on track.
Better Onboarding Leads to Better Retention
If you’re seeing early exits or frequent re-training, onboarding may be the missing link. Investing a small amount of time up front can save your team from burnout, boost morale, and improve overall productivity. Need help building a more consistent onboarding strategy? Visit our staffing page to learn how Rx relief helps clients reduce turnover with better-prepared pharmacy professionals.
