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Employer branding · Retail and consumer

One pharmacist's resignation closes a counter, so hiring cannot start when he leaves.

Employer branding for a pharmacy or optical chain is written for people whose registration your licence rests on: diploma pharmacists and optometrists choosing between your counter, a hospital and a competitor two streets away.

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Scope, fee, reporting and term are agreed in writing after we have read your brief and spoken to you.

A mentor helps a new colleague get started at a shared worktable

In one paragraph

Employer branding for a pharmacy or optical chain is written for people whose registration your licence rests on: diploma pharmacists and optometrists choosing between your counter, a hospital and a competitor two streets away. GullySales writes the careers page, the posts and the college-facing material.

Also written for

Pharmacy chains, Optical chains, Wellness retail.

What we do not do

We do not recruit, supply candidates or run payroll. We help candidates see the employer you already are.

Where this sits

For pharmacy and optical chains

Where it usually goes wrong, and what we would do.

  • “A store cannot trade without a registered pharmacist on the shift”

    One resignation in a small town and a counter shuts or runs on a favour. Hiring for that role has to be continuous, which means something has to be published all year.

  • “Your reputation at the pharmacy and optometry colleges was set by your last intern”

    These are small departments where everybody talks. Whoever spent two months at your store told the whole batch whether it was dispensing or shelf-stacking.

  • “Dispensing and billing are two different careers and candidates find out too late”

    A pharmacist who joins expecting to counsel patients and spends the day on the till starts looking again in month two.

  • “The late shift and the festival roster are what nobody writes down”

    Stores open at eight and close at eleven, and a twenty-four hour branch runs a night shift. Saying so costs you the wrong applicants and keeps the right ones.

What we do

What we deliver for pharmacy and optical chains.

Every deliverable, what it covers for you, and the result it is there to produce. Nothing here is an extra.

  1. A careers page that names the registration requirement

    Which roles need a registered pharmacist or optometrist, what documents are checked at joining, and which roles do not, stated as your own requirement.

    Result: Applicants arrive with the right papers and the wrong ones stop applying.

  2. Shift and roster honesty

    Store timings, the night shift where you run one, the festival and Sunday roster, the weekly off and how it is allocated across a branch.

    Result: Joiners know what the calendar looks like before they resign elsewhere.

  3. Pharmacist and optometrist posts

    Separate posts naming the counselling, the refraction work, the prescriptions handled and the training, so the job is recognisable to somebody qualified for it.

    Result: You stop receiving general retail applications for a clinical role.

  4. College-facing material

    A short account of what an intern does with you, the supervision given and who signs the record, for the pharmacy and optometry departments you recruit from.

    Result: Placement coordinators have a reason to send you their better students.

  5. The route past the counter

    How a pharmacist becomes a store in-charge or a cluster trainer with you, told by the people who took that route.

    Result: A qualified candidate sees more than a till.

  6. Branch-level hiring notices

    A counter card and a short local notice for the branch, with the role, the shift and a number that is answered.

    Result: A vacancy in one town is filled from that town.

How the result is measured

  • Applications received per open role
  • Careers page engagement and time on page
  • Candidate drop-off during the interview process
  • Referral hires as a share of total hires

Recorded as a baseline before work starts, so every later report has an honest comparison.

Read the full employer branding page

How it works

How the work runs for pharmacy and optical chains

The work itself, in order. How an engagement starts, from your brief to a written scope, is set out on our method page.

  1. 1

    Talk to current employees

    We interview a cross-section of staff honestly, including some who might raise uncomfortable points.

  2. 2

    Find the genuine reasons to join

    We identify what is actually true and attractive about working there, rather than generic claims that could apply anywhere.

  3. 3

    Build the careers content

    The careers page, job post templates and employee stories are written from what staff actually said.

  4. 4

    Review the candidate experience

    We check what happens between application and offer, since branding cannot fix a process that loses candidates through delay.

  5. 5

    Hand over and refresh periodically

    Content is handed over for ongoing use and revisited periodically as the team and roles change.

Before you hire anyone

The first thing to do yourself.

Read your company the way a good candidate would, before you change anything.

  1. Search for your company name with the word jobs, and read the first page of results as a candidate would.
  2. Read your last ten reviews and list the points that appear more than once.
  3. Ask your three newest joiners why they said yes, and what almost stopped them.

Judge any provider

What to ask any agency or ghost-writer.

Useful whoever you choose, including us.

  • Will you work from what our people actually say, or from a template?
  • Do you do recruiting or supply candidates, or only the employer-brand work?
  • Who approves anything that speaks for our staff?
  • Which of our existing job pages and profiles will you change, and which will you leave alone?
  • What do you count as a result, and what will you not promise?

Where this fits

Three pieces of sales work, in this order.

GullySales builds every engagement from three pieces of sales work. This page is not one of them, but the same three steps apply to the business behind it.

  1. Step 1

    Sales audit

    Find where deals are being lost and what to fix first.

    Start here if you cannot say where orders are lost.

  2. Step 2

    Sales process design

    One written way to sell, from first enquiry to repeat order.

    Start here if every salesperson sells differently.

  3. Step 3

    Sales management

    A target, a review routine and someone who owns the number.

    Start here if the team has targets and no routine.

Tell us what you need Your brief is read before we call. Scope, fee and term in writing.

FAQ

Questions owners ask before they call.

Not here? More answers, or ask on WhatsApp.

Tell us what you need
Can you find us registered pharmacists?
No. Sourcing, screening and paying people all stay with you. GullySales writes the careers page, the job posts and the material you carry to a pharmacy college.
Can you confirm what the pharmacy rules allow us to put in a job post?
No, and be careful of anybody who says they can. Registration, supervision and what a pharmacy may advertise sit with your state pharmacy council and the optometry rules that apply to you, and the licence at risk is yours. Have your compliance adviser or the council confirm the position, and we write inside whatever they set.
Is our problem really the page, or the pay?
If your counter salary is below the hospital across the road, the page will not close that gap, and we would say so in the first conversation rather than after three months. Writing earns its place with the candidate who is choosing on shift, location, supervision and what she will learn, which is most of them.
How much does it cost?
There is no price list, because the work differs by business. The fee is scoped after we have read your brief and spoken to you, and put in writing before anything starts, split into our time, your media spend and production.
How long is the contract?
The term is agreed in writing after we have spoken, along with the fee and the reporting. It is never a default twelve months, and renewal is decided on the numbers against the baseline recorded at the start.
How soon will we see results?
It depends on what is being changed and how many of the people who matter see it. After we have read your brief and spoken to you, we say what we would expect to move first and how it will be measured against the baseline. Nothing here is guaranteed.
Who will actually do the work?
The person you speak to before anything starts. We work from one office in Nagarbhavi, Bengaluru, with no account managers in between.
What do you need from us?
Your brief, and a conversation. After that, access to whatever the work touches, such as your profiles, your website or your accounts, and time with the people who can answer our questions.
What if we are not happy with the work?
Tell us and the plan changes. Everything is reported against the baseline, so a number that is not moving is visible to both sides. The term is in your written scope, and the refund and cancellation policy sets out the rest.

Retail and consumer

Employer branding for the rest of the retail and consumer.

Or start from employer branding.

Your next practical step

Tell us what you are trying to grow, and we will read it before we call.

Eight short steps, mostly taps. Skip anything you would rather answer on the call.

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