Combating the Post-Pandemic Pharmacy Workforce Shortage

The health care industry, already under strain, has been further impacted by the pandemic, especially in terms of worker shortages. The pharmacy sector, a critical component of the health care system, is facing a stark decline in the number of people joining the profession. Health care executives are now challenged with not only meeting the increasing demands on their organizations but also attracting and retaining talent.

The statistics are telling. Pharmacy, once a field with ample job seekers, is now seeing a steep decline in interest. Data from the American Association of Colleges of Pharmacy show a significant drop in the number of students pursuing pharmacy careers. In 2011, there were 17,405 applicants to pharmacy schools, but by 2022, that number had fallen to just 11,227—a drop of more than 35% in just over a decade.¹

Workforce illustration | Image credit: Suriyo | stock.adobe.com

The Changing Landscape of Pharmacy Careers

Several factors contributed to this decline in pharmacy enrollment. One key issue was the increasingly saturated market for pharmacists, which led to fewer job guarantees upon graduation. Salaries, which had previously been a major draw for students, began to stagnate, making the field less attractive. Companies, especially in retail, began demanding more from their pharmacists as profit margins tightened. Even before the pandemic, the job had become increasingly demanding, with fewer guarantees for career stability.

The COVID-19 pandemic only magnified these challenges. Pharmacists played a crucial role in administering vaccines and ensuring medication access during the crisis. But this also highlighted the intensity and pressure of the job, contributing to burnout and further discouraging new entrants into the profession.

We’ve reached a point where the shortage of health care executives, including pharmacy leaders, is stifling innovation. Without strong leadership to push forward new ideas and strategies, we risk falling behind in patient care, technological advancements, and overall health care quality.

Navigating the Workforce Shortage

Despite these challenges, the demand for pharmacists remains strong. According to the US Bureau of Labor Statistics, employment for pharmacists is projected to grow by 5% from 2023 to 2033, in line with the average for all occupations.² With an estimated 14,200 openings for pharmacists each year, on average, the need for skilled professionals in this space is undeniable. However, pharmacy school graduation rates have been below this number in recent years. For instance, in the 2022–2023 academic year, only 12,639 first professional degrees in pharmacy were awarded, leaving a deficit.³ Although official data for the 2023–2024 graduating class is not yet available, the trend suggests that the industry is struggling to meet the growing demand.

The key to overcoming this shortage lies in addressing both the immediate and long-term factors affecting the pharmacy workforce. For health care organizations and employers, a multi-faceted approach is essential to ensuring sustainability and growth in this sector.

Potential Solutions for the Industry

1. Engaging Future Talent Early: A key emerging strategy is getting pharmacists in front of middle and high school students who have interests in math and science. By sharing stories of what pharmacists actually do, the profession can inspire future talent and spark interest in pharmacy careers. Organizations like the American Society of Health System Pharmacists are already leading the charge with their national "We are your pharmacists" advertising campaign, which aims to raise awareness of the vital role pharmacists play in health care.
2. Collaboration Between Pharmacy Schools and Employers: One potential solution is increasing collaboration between pharmacy schools and employers to bridge the gap between academic preparation and real-world demands. By aligning curricula with industry needs and providing practical experience, schools can better equip students for today’s challenges. These partnerships can also help ensure that pharmacy programs remain relevant and financially viable.
3. Invest in Leadership Development: A lack of leadership stifles innovation. Developing leadership skills in early-career pharmacists ensures that the industry has a steady pipeline of forward-thinking professionals.
4. Retention Through Employee Well-being Initiatives: To combat burnout, employers must offer support systems that prioritize the well-being of their pharmacists. Offering flexible schedules, mental health support, and clear advancement opportunities can enhance retention and create a sustainable work environment.
5. Diverse Recruitment Strategies: Employers must cast a wider net when searching for pharmacy talent. Although pharmacists require advanced degrees like a PharmD, organizations can still adopt innovative recruitment practices to attract a more diverse range of qualified candidates. For example, focusing on candidates with different backgrounds within pharmacy, such as those with varying areas of clinical expertise or work experience, can help build a more inclusive and well-rounded workforce.

Searching for Talent in a Competitive Market

Health care executives must explore innovative strategies to secure pharmacy talent. Although pharmacy students already gain hands-on experience through Advanced Pharmacy Practice Experiences during their final year, expanding internship programs for student employment within health systems could be a valuable option. Interns who work throughout pharmacy school are more likely to apply for residencies at those hospitals, and many go on to become clinical pharmacists within the same system. Additionally, offering continuous learning opportunities such as certifications and leadership training can make organizations more appealing to potential hires. Partnering with specialized staffing firms can further help connect employers with top talent and ease the recruitment burden.

In the face of a shrinking talent pool, health care organizations cannot afford to delay. By embracing innovative recruitment and retention strategies, and ensuring strong leadership development, the industry can continue to deliver the high-quality care that communities depend on.

References

1. 2022-2023 PharmCAS Applicant Data Report. AACP Connect. November 14, 2023. Accessed January 9, 2025. https://connect.aacp.org/discussion/2022-2023-pharmcas-applicant-data-report

2. Occupational Outlook Handbook. US Bureau of Labor Statistics. Updated August 29, 2024. Accessed January 9, 2025. https://www.bls.gov/ooh/healthcare/pharmacists.htm

3. Academic Pharmacy’s Vital Statistics. American Association of Colleges of Pharmacy. Accessed January 9, 2025. https://www.aacp.org/article/academic-pharmacys-vital-statistics