The overall interview process felt natural and I thoroughly enjoyed meeting the pharmacy team. I live out of state, so there were phone interviews that preceded in-person interviews. The initial phone interview was with HR. Upon passing that, the next phone interview was with members of pharmacy management. Upon passing that, the final interview was an in-person interview with members of pharmacy management as well as a few staff pharmacists. Everyone was extremely polite, conversational, engaged, and I felt very welcome and open with the panel. They asked questions that I was able to answer and relate to any questions I had, so the interview felt more like a conversation than other ones where people just have lists of questions to ask you. After the interview, one of the staff pharmacists graciously took me on a quick tour of the hospital, which made me feel even better about the process. The follow-up was the most nerve-wracking part of the process. I didn't hear back with an official offer from the team for almost 2 months.

I was brought in for an interview back in April that went well. I left the experience with a positive impression of the pharmacy team. However, after weeks of no response, I reached out to the HR department. They told me that an internal candidate was chosen, which is fine, but it was strange that I had to reach out for this. Over the next several months I've seen rotating posts for the same pharmacist positions going unfilled or closed then reopening. I have applied for over 20 positions over several months, and since my interview I have gotten ZERO communication from the HR department. They consistently ignore e-mail, respond slowly (if at all), and provide no feedback to help you improve as a candidate. As a professional with a doctorate, I find it incredibly unprofessional to "cold shoulder" your candidates. I have the impression that I will not be considered for another interview, but even after directly asking if this is what is going on, I continue to be ignored. I am merely left wondering. It would be far more productive to let a candidate know if they will not be considered moving forward, so you don't waste company and candidate time. HR should learn to treat the people they work with like people, and maybe it's time to rethink how we actually use the term Human Resources. To the C-suite: this department is profoundly broken and you would do well to do something about it. I would call Swedish/Providence HR gatekeepers if they weren't so inept at their job.