Banner Default Image

Recruitment Mistakes To Avoid

Share this article

Pexels Poppy Thomas Hill 6555379


Asking the wrong questions

Not preparing a set of standard questions for your interviewees can lead to only asking superficial questions about a candidate’s previous experience without really getting a sense of how well a candidate will do in the role they are interviewing for. Without having a list of detailed questions and or scenarios premade for candidates interviewing for the same role it can be much harder to create an even playing field to determine which candidate will suit the position best.


Cultural Fit

While organisations don’t want employees who all think in the same way, it is important that any new member of staff fits in well with the rest of their team. It’s important that you find candidates with similar ethics and ideals as this can be a good indicator that the candidate’s personality and values will blend well with their potential colleagues.


Rejecting overqualified candidates

When screening candidate CVs, it can be tempting to remove candidates who exceed the required experience, labeling them as ‘overqualified’.  However, taking on someone with more experience and extra skills has its advantages and can often outweigh possible downsides. 

Not checking references

Not taking the time to check a candidate’s references leaves you to rely solely on the candidate’s view of themselves, which can be accidentally or deliberately misrepresentative.

Vague job descriptions

Creating a quick and basic job description might seem like a good way to save time, but cutting corners like this can actually cause more work for yourself in the long run.  Vague and imprecise job descriptions can make the initial screening process lengthy and time-consuming as you will have much more applicants with many being unsuitable for the role.


Not selling the job

With so many job seekers around looking for work, it can be easy to assume that anyone would be happy to work for them and that they don’t need to ‘sell’ the role or organisation.  In reality, there is plenty of competition also looking for the very best candidates particularly in niche areas.  And even if they don’t end up with the job, a positive experience with you could lead to an excellent potential advocate or supporter for your organisation.


Waiting for the Perfect Candidate

In recruitment terminology, the perfect candidate is often referred to as a ‘purple squirrel’ and this is because of just how rare the ‘perfect candidate’ is. You may have an idea of the ideal candidate in mind and especially in a candidate-rich market, you may think that there must be a jobseeker out there who matches every requirement and you only have to find them.

However, instead of waiting for that perfect candidate, who may not exist, find candidates that meet most of your key requirements and who fit the company culture. Training up a candidate to have those extra requirements builds loyalty and productivity, and they might have other qualities and experience that can come in useful in the future. 


Not supplying feedback

This is probably the most common mistake made, although it may be difficult to devote time to candidates who have not made it through the interview process it is important to keep good relationships with candidates.  As well as simply being polite, taking the time to give feedback to a rejected candidate can benefit your recruitment process and brand as a lack of feedback can lead these rejected candidates to potentially avoid applying through your service in the future.

What Is the Pharmaceutical Society of Ireland?

​The Pharmaceutical Society of Ireland (PSI) is a public body established in law to protect the health, safety of patients and the public by regulating pharmacists and pharmacies in Ireland. Pharmacists and pharmaceutical assistants must be registered with the PSI in order to practice in Ireland. The PSI also keeps a register of pharmacists, pharmaceutical assistants, and pharmacies publishedhere and can be searched by any member of the public.

Below is a list of options available to both first time and continued registration applicants:

  • First-Time Registration - This details how you can apply for registration as a first-time applicant in Ireland with the PSI. There are different routes of registration for pharmacists depending on where a person has graduated and trained as a pharmacist.

  • Continued Registration - Pharmacists wishing to remain on the register to practice in Ireland must apply on an annual basis for continued registration and pay a yearly fee.

  • Continuing Professional Development (CPD) - In order to be accepted for continued registration, all pharmacists must complete a declaration on an annual basis that they undertake to maintain appropriate experience in the practice of pharmacy, keep up-to-date of continuing education and professional developments in the profession of pharmacy, and continuing professional development relevant to the practice of pharmacy.

  • Changes to Registration Details - Registrants can make changes to personal details held by the PSI using the online Registrant login section. It is important that registrants keep their contact details and other information updated for the public registers.

  • Canceling your Registration - If you no longer wish to be registered with the PSI or if you are considering retiring from the Register of Pharmacists, you can voluntarily cancel your registration with the PSI on request.

  • Restoring your Registration - If you wish to restore your name to the Register, having previously withdrawn, you should complete the restoration form and return it to the PSI.

Certificates of Registration are issued once applications for registration or continued registration, including fees, have been processed.

How Does a New Pharmacist Register with the PSI?

There arethree routesto registration. The route you take depends on where you received your training.

Irish Trained Pharmacist

If you trained in Ireland, then your National Pharmacy Internship Programme (NPIP) course qualifies you to apply for registration. Once you successfully complete the NPIP (and pass the Professional Registration Exam), you can apply for PSI registration by providing some personal documentation including proof of your course, ID, and the registration fee.

EU Trained pharmacist

If you are an EU national and trained as a pharmacist in an EU/EEA member state, then there are two ways to register as an EU pharmacist.

  1. Complete your application and submit all required documents. If you trained in a non-English speaking country, you will also need to provide evidence of your English language competence. Once your application is processed, you will be invited to attend a meeting to review your application.

  2. Register by using yourEuropean Professional Card

    (EPC) . The EPC is available to pharmacists, nurses, doctors etc. Your EPC allows your home state to verify your information and send it to the PSI on your behalf. However, the EPC does not guarantee your right to work in Ireland.

Trained Outside of the EU/EEA

If you trained outside the EU/EEA, then you must apply to have your pharmacist qualifications recognised in Ireland.

The PSI evaluates your education with afour-stage process.

  1. Make a valid application

  2. Pass an equivalency exam

  3. Adaptation period

  4. Professional Registration Examination (PRE)

Once you have successfully completed the qualification recognition assessment you can then submit an application to be added to the register of pharmacists. You will also have to meet the PSI’sLanguage Competency Requirements

 More information on how to register with the PSI can be foundhere.