(ID: 207) Attracting people into pre-registration trainee pharmacy technician roles from audiences beyond school age groups

Abstract Introduction There is a predicted shortfall between supply and demand of pharmacy technicians in all sectors, over the next five years [1]. Recruitment strategies for Pre-Registration Pharmacy Technicians (PTPTs) have traditionally focused on school and college leavers, limiting access for individuals seeking career changes [1,2]. This study investigated the opportunities to recruit PTPTs from across the generations [2]. Aim To identify barriers, motivations, opportunities, and support required for recruiting PTPTs from people beyond schools and colleges to optimise recruitment strategies. Methodology An online self-administered questionnaire (via SurveyMonkey®) was developed, piloted, and distributed to the pharmacy technician network via email, group chat platforms and social media groups during November/December 2024. The questionnaire included both open and closed questions and explored; when training started, previous job roles, the motivations, and barriers to begin training as a PTPT, and opportunities to reform current recruitment strategies. Thematic analysis and descriptive statistics were used to analyse the data. Ethical approval was not required for this service evaluation. Results There were 43 responses including 31 (72%) pharmacy technicians and 12 (28%) PTPTs. The age ranges (years) of respondents were 25–34 (26%), 35–44 (37%), 45–54 (30%) and 55–64 (7%). The majority, 30 (70%) worked in hospital, 7 (16%) in primary care and 6 (14%) unknown. Prior to becoming a PTPT, having a pharmacy background e.g. as a pharmacy dispenser, assistant, accounted for 14 (33%) of the respondents, with 6 (14%) straight from school, 10 (23%) without a previous job role listed other commitments or further education. The other 9 (21%) respondents had worked in, retail, schools, offices, IT support, and care home environments. Recruitment methods for 20 (46%) respondents were non-traditional sources such as online research (19%) and word of mouth (30%), rather than school or college pathways (5%). Key motivations for entering the profession included a desire for a career change, greater job security, and a strong interest in healthcare. Respondents highlighted several barriers to entry, including limited public visibility of the role, widespread misconceptions about the responsibilities involved, and a lack of clarity around career progression. One respondent commented “People haven’t heard of it. Don’t know what it involves and the career progression available.” To support future trainees, many emphasised the need for more accessible pre-training information, workplace mentorship, and flexible learning options to accommodate diverse personal circumstances. Discussion The findings indicate a need to widen public awareness of pharmacy technician careers by implementing modernised targeted recruitment strategies, highlighting the diversity of roles, depicting job responsibilities and career progression pathways that appeal to adult learners and career changers on a variety of platforms. Systems can build a more resilient, inclusive and sustainable pharmacy technician workforce by offering supportive, flexible training pathways and mentorship to trainees. A "Second Career Pathway Programme" can be developed, including digital campaigns, community outreach, partnerships with NHS and non-NHS employers to provide routes into the profession. Highlighting real-life examples and success stories from career changers could also be effective in reshaping perceptions [3]. Study limitations include participants are from BSol only, self-selected, and small numbers, without community pharmacy respondents.