The buzz on the exhibition floor was unmistakable. Between the steady flow of students clutching tote bags and experienced pharmacists pausing for coffee between sessions, there was a shared sense that community pharmacy is in the middle of something significant. Not necessarily a dramatic shift—but a gradual, complex evolution shaped by workforce pressures, changing expectations, and new opportunities.
For Raven’s Recruitment, APP2026 wasn’t just another industry event—it was a valuable opportunity to listen. Across three days, conversations with candidates, pharmacy owners, and industry leaders offered a candid snapshot of where the profession stands today—and where it may be heading.
A Diverse Candidate Pipeline—With Shifting Priorities
One of the most noticeable themes across the event was the diversity of candidates engaging with the Raven’s team.
From first- and second-year pharmacy students to experienced pharmacists and pharmacy owners, the spectrum of attendees highlighted both immediate workforce needs and future pipeline considerations.
Students: Curious, but Career Paths Are Evolving
A significant proportion of conversations were with early-year students, many of whom were exploring their options.
Strong interest in hospital pharmacy pathways, often perceived as offering broader clinical exposure
Questions around internship availability and job security post-graduation
Growing curiosity about locum work and structured early career programs
This raises an important point for the profession: community pharmacy may need to better articulate its long-term career value proposition to attract and retain emerging talent.
Experienced Pharmacists: Reassessing Value
More experienced pharmacists often approached conversations with a different lens.
Many who had stayed in long-term roles were seeking clarity on current market rates
Some had undertaken full scope or expanded practice training, yet reported limited financial recognition
Rural roles were increasingly viewed as a pathway to career growth and broader experience
This suggests a cohort that is not disengaged—but is actively reassessing where their skills are best recognised and rewarded.
What Pharmacy Owners Are Really Asking
On the employer side, discussions were pragmatic and, at times, candid.
Salary Expectations vs Experience
A recurring concern was the gap between salary expectations and perceived experience levels.
Pharmacy owners expressed:
Uncertainty around what the “new market rate” actually is
Frustration when candidates expect higher remuneration without commensurate experience
At the same time, this reflects a broader market dynamic—where workforce shortages and changing expectations are pushing salaries upward, even as businesses navigate tight margins.
Is There Still a Shortage?
Interestingly, many employers questioned whether the widely discussed pharmacist shortage still exists.
Yet, in the same conversations, they highlighted:
Ongoing difficulty in securing high-quality permanent staff
Concerns about pharmacists leaving the profession altogether
This apparent contradiction underscores a nuanced reality: it’s not simply a shortage of pharmacists—but a shortage of available, experienced, and well-matched candidates.
The Locum Landscape: Changing Behaviours
Another clear trend was the evolving approach to locum sourcing.
Several pharmacy owners shared that they are increasingly:
Using informal networks
Drawing from internal staff pools across multiple stores
While cost pressures are understandable, this shift raises questions around:
Consistency of quality and credentialing
Workforce sustainability in rural and hard-to-fill locations
For recruitment providers, it also highlights the need to clearly communicate value beyond transactional placement—something Raven’s Recruitment continues to focus on through relationship-driven service and long-term workforce planning.
Rural Pharmacy: From Insight to Impact
A standout component of APP2026 was the Rural Pharmacy Forum, where Raven’s Recruitment’s General Manager, Heidi Dariz, participated as both a tabletop presenter and attendee.
Moving Beyond Ideas
The forum centred on a critical challenge: how to translate well-intentioned ideas into practical, measurable improvements in rural health outcomes.
Through interactive discussions, participants—including rural clinicians, educators, and workforce specialists—explored:
Recruitment and retention challenges in regional and remote areas
Real-world examples of what is working on the ground
Persistent gaps requiring system-level solutions
The discussions reinforced that rural pharmacy is not defined by limitations—but by innovation, adaptability, and strong community connection.
Celebrating Rural Excellence
The forum concluded with the “I Love Rural Pharmacy” video competition, proudly sponsored by Raven’s Recruitment.
This year’s theme, “Rural Pharmacy: Insight to Impact,” showcased:
Creative, solution-focused approaches to healthcare delivery
The passion and resilience of rural pharmacy teams
Winners included:
Ouyen Pharmacy (VIC) – Best Video
TerryWhite Chemmart Burnie (TAS) – People’s Choice Award
These stories served as a powerful reminder that rural pharmacy is not just a workforce solution—it’s a cornerstone of community healthcare across Australia.
Event Atmosphere: Positive Energy, Subtle Shifts
Overall, the atmosphere at APP2026 was described as positive, energetic, and highly engaged.
However, there were some subtle shifts compared to previous years:
A higher proportion of students and early-career attendees
Slightly quieter periods on the exhibition floor, particularly later in the event
Despite this, the value of face-to-face connection remained clear.
For many Raven’s team members, one of the most meaningful aspects was:
Meeting long-standing clients and candidates in person for the first time
Strengthening relationships that had previously existed only over phone or email
These moments reinforce an important truth in recruitment: trust is built over time—but often solidified in person.
Opportunities Ahead: Bridging the Gap
If APP2026 highlighted one overarching opportunity, it is this: the growing need for trusted intermediaries who understand both sides of the workforce equation.
Pharmacy owners are navigating:
Cost pressures
Workforce uncertainty
Changing candidate expectations
Candidates, meanwhile, are seeking:
Fair remuneration
Career progression
Meaningful professional experiences
At Raven’s Recruitment, this dual perspective has long been central to how the team operates—helping to bridge the gap between expectation and reality through informed, transparent conversations.
Looking ahead, opportunities may lie in:
Better educating both clients and candidates on market dynamics
Highlighting the long-term value of quality placements
Creating more engaging, interactive experiences at industry events to foster deeper connections
A Profession in Transition
APP2026 didn’t reveal a single defining trend—but rather a collection of signals pointing to a profession in transition.
There is:
Optimism among students
Reflection among experienced pharmacists
Caution—and curiosity—among employers
And within that complexity lies opportunity.
The challenge for the sector is not just to respond to change—but to shape it in a way that supports sustainable careers, strong businesses, and better patient outcomes.
So, as the conversations from APP2026 continue beyond the conference floor—how will you position yourself within this evolving pharmacy landscape?
