Pharmacy Technician Interview

Lauren Rivera continues to look at different forms in which individuals get differentiated when it comes to getting the job. She specifically looked at the whole hiring decisions. When it comes to hiring employees, studies have shown the weight of the interview process is relied more heavily than the resume. Meeting the candidates becomes important because there are other factors that arises. Factors such as an increases in the quantity of applications and the fact that resumes do not show the candidate's ability on job performance.

Interviews tend to be ineffective at predicting a candidate’s success, because they too often become get-to-know-you sessions, rather than focusing on the needs of the position.

Job Description: Pharmacists ensure that medications are used appropriately, and that they bring about the best results. Their responsibilities include professionally interpreting and reviewing the prescription orders written by doctors, dentists, and other authorized health care providers, and also for giving out the medications accurately to patients. The main goal of pharmaceutical care is to improve the quality of patients? lives by the use of medications that have been prescribed in order to accomplish specific results.

What I stand for professionally as a pharmacy technician and as a human being in general is that I believe that everyone should receive and be treated with the best quality of care. My personal ethics/beliefs help define who I am as a person and what I believe in and

Becoming a Pharmacy Technician has different requirements in each state. Some of the requirements will include passing an exam or completing a formal education or training. Many states will require Pharmacy Technicians to actually become certified in that particular state. I am going to give you the requirements to becoming a Pharmacy Technician for the state of Texas. Prepare yourself for the future ahead of you with helping behind the scenes.

I am writing this letter to express my interest in your announcement at ‘ www.Inneeded.com’, a job finder website about pharmacy technician position. It is clear from your post that you are looking for a person who have at least two years of experience as a pharmacy technician. I have certain necessary skills and experiences which can be perfectly fit to your requirement. Kindly review my detailed achievements in the attached CV with this cover letter.

I decided to become a Pharmacy Technician originally from High School. My Junior year at Abilene High school I took an elective that covered the basics of different medical fields. After completing the course my junior year, I decided to move forward with the program. So my Senior year in High School I enrolled in dual credit and joined the Pharmacy Tech program at McMurry University. At the time I was also apart of the Abulene High volleyball team. With everything going on between after school practice and games, I had to choose between the two and I chose volleyball. Sad but true because volleyball didn’t take me very far.

When companies are hiring hundreds people per month and getting thousand resumes per position, they are using ATS systems that are helping them with the first candidate preselection. Resumes are scanned and parsed by ATS and many of these systems matching the profile with current openings based on the keywords in resume. (They could also inform candidates if the company is going to open some new position.)

  Introduction For many years companies have depended on three basic tools, such as résumés, interviews and references to gather qualified candidates. These sources are commonly used in a day to day basis but have proven to be inadequate for consistently selecting good employees. When it comes to hiring and selecting

An improved applicant workflow process will guide both the hiring manager and candidate from application to pre-screen, to background checks, through the interview process, to the offer letter and finally to hiring. Through efficient workflow, confusion is minimized. In addition with high cost of employee turnover and new employee training, the university’s goal is to improve employee loyalty and retention, saving them money. With effective pre-screening questions, unskilled applicants will never go into the candidate pool and pre-screening won’t be only contingent on the candidates resume. In addition integrated background checks will verify employment history and other records automatically so no human resources representative will need

Selecting the right employee to fill a position is one of the most challenging decision making processes a company has to make. The ultimate goal of employee selection is to hire the candidate who is most compatible not only with the organization but for the position that they are trying to fill. In order for the candidate to be successful in a particular position, their talents and personal goals must be taken into consideration and objectives need to be utilized in order to retain qualified individuals. The most common forms of selection methods are resumes and applications but testing, interviews, reference checks, honesty tests, medical exam and drug

Historically, many companies relied extensively upon the standard interviewing process for selecting their personnel. Such method proved to be no more reliable than a typical coin toss and companies have been pursuing new hiring methods for some time. Today, even though the interview remains a significant step in the hiring process, most companies have begun to incorporate some form of testing as part of the hiring procedure. The incorporation of testing brings objectivity into the system that was previously missing and minimizes, to some degree, the subjective nature of the interview procedure.

The Psychometric Test and the Employee Selection Process Most employers want the ‘perfect fit’ for any position vacant for recruitment. They always tend to want the best man suitable for the job, technically and interpersonally. The common ways of recruiting an employee is by application forms, curriculum vitae, and interviewing sessions. Most candidates are polite at interviews just to put across a good impression to the interviewer. Just interviewing someone is not enough to know if you have the right person for the job. Ability can be relatively easy to assess through interviewing and skills testing. Testing interpersonal skills is another issue. To reduce the risk of hiring the wrong person, the use of psychometric According to Nick article, it wholeheartedly agrees with the fact that psychometric tests are a very efficient part of the selection procedure in an organisation. However it also states that psychometric tests have yielded good results at a high percentage in the business sector. He discusses how they were used during the First World War to vet the soldiers. He explains the different ways psychometric test are used to identify different aspects of the individual. Thee different ways included stress tests, which were used to evaluate an individual’s ability to handling pressure. While others, are used to probe inner machinations of the mind. The said most common type of psychometric test used in the World War I was the Myers Briggs. The Myers Briggs test is a technique that claims to produce a representation of person’s preferences using four scales. These scales include the following: . Extraversion/ Introversion . Sensate/Intuitive . Thinking/Feeling . Judging/Perceiving The scales are combined to produce 16 personality types. The recruiting officers accept the most suitable personality trait. The article also states that although the psychometric test may be used to find the right person for the job, it may also be misleading as the only way to access whether a person is suitable for the job is

Deconstructing job advertisements Understanding what an employer is really looking for is important because it means we will not be wasting time applying for positions for which we are not suitable and have little chance of being considered for an interview. It also means when we do find a

If someone is hired under the pretense of accomplishing a certain set of tasks, and mainly let go due to their inability to perform those tasks not acknowledged up front in the job description might cause an issue. However, it is noticeable that job has undergone an evolution, and not