Based on Heidi Dariz’s presentation at the APP Conference 2025, Rural Pharmacy Forum
It started with a phone call late one Friday afternoon. A rural pharmacy owner in outback NSW, whose long-time pharmacist had just resigned unexpectedly, was calling in a panic. The local hospital relied on them. The closest pharmacy was over 200km away. Their community - many elderly, some with chronic illnesses - faced days without access to medicines or advice.
This isn’t a one-off emergency. It’s a pattern.
At the 2025 APP Conference’s Rural Pharmacy Forum, Heidi Dariz, General Manager of Raven’s Recruitment, brought this ongoing crisis into the spotlight with a powerful presentation on Recruitment and Retention in Rural and Remote Pharmacy. With over 37 years at the forefront of pharmacy workforce solutions, Raven’s Recruitment has witnessed firsthand the widening gap in pharmacist availability across regional Australia.
The Rural Reality: More Than a Shortage
As Heidi outlined, the issue isn’t simply filling roles - it’s keeping them filled.
Regions such as the Northern Territory, remote Western Australia, Far North Queensland, and outback NSW and SA consistently top the list for unfilled pharmacist positions. These aren’t just vacancies - they're warning signs of systemic strain on rural healthcare access.
And despite rural roles often coming with higher pay, financial incentives alone aren’t cutting it.
“Locum coverage helps,” Heidi shared, “but it’s not a permanent fix. Rural communities deserve continuity of care - and pharmacists deserve sustainable working conditions.”
Why Pharmacists Leave - and What Makes Them Stay
Heidi broke it down into four key friction points that deter long-term rural placements:
Geographical and Social Isolation
Many pharmacists hesitate to relocate due to limited social opportunities and being far from family. Raven’s Recruitment has seen a clear trend: full accommodation packages significantly increase placement success compared to allowances alone.High Workload & Burnout
Without robust support staff, rural pharmacists often wear multiple hats—from dispensing and clinical services to administrative duties. The expanded scope of practice can be rewarding, but overwhelming.Career Stagnation Fears
A common misconception is that rural postings are professional dead-ends. In reality, they can accelerate career progression - if mentorship and CPD opportunities are accessible.Over-Reliance on Locums
Locum pharmacists are vital during emergencies or transitions. But overuse can undermine continuity of care and community trust.
“What we need,” Heidi stressed, “is a model that makes rural pharmacy liveable, rewarding, and sustainable - not just survivable.”
What Actually Works: Strategies for Real Retention
Heidi outlined retention solutions that go beyond the paycheque:
✅ Tailored Incentives
Combine salary with accommodation, relocation support, and travel subsidies to make rural roles competitive and realistic.✅ Flexible Rostering
Introducing job-sharing and work-life balance initiatives helps mitigate burnout—a known barrier to long-term rural placements.✅ Career Development
Pharmacists are more likely to stay if they can see a path forward. This means funding for CPD, mentoring networks, and leadership training.✅ Collaboration Across Sectors
No one player can solve this. Lasting change requires cooperation between pharmacy owners, government, industry groups, and recruitment providers like Raven’s Recruitment.
When the Unexpected Happens: The Emergency Locum Service (ELS)
One highlight of the presentation was the vital role of the Emergency Locum Service (ELS).
Funded under the Rural Pharmacy Workforce Program, ELS provides urgent locum coverage - often within 24 hours - along with up to $2,500 + GST in travel reimbursements. Raven’s Recruitment is proud to manage this program, helping rural pharmacies bridge critical gaps when unforeseen absences arise.
“Registering for ELS before an emergency occurs is key,” Heidi advised. “And for pharmacists, ELS offers a low-barrier entry into rural work that can spark a long-term career.”
Shifting the Narrative: The Power of Storytelling
The“I Love Rural Pharmacy” Video Competition, also spotlighted in Heidi’s talk, plays a crucial role in challenging stereotypes and inspiring the next generation of rural pharmacists.
By showcasing real-life stories of connection, growth, and purpose, this initiative humanises the rural pharmacy experience - and helps pharmacists visualise themselves in those roles.
🍾 The 2025 Best Video winner of the “I Love Rural Pharmacy” Video Competition was Carter’s Pharmacy, Gunnedah - congratulations on your well deserved win! The prize was awarded by Heidi Dariz at the APP Conference 2025 Rural Pharmacy Forum to Karen Carter on behalf of her team. The prize for best video is sponsored by Raven’s Recruitment, with a value of $4,500. 🎁
The Takeaway: Long-Term Thinking for Long-Term Care
Heidi’s message to pharmacy owners, pharmacists, and policymakers alike was clear:
✔️ Recruitment is just the first step - retention must follow.
✔️ Incentives need to consider lifestyle, not just wages.
✔️ Supporting rural pharmacists means supporting the communities they serve.
✔️ Collaboration is not optional - it’s essential.
At Raven’s Recruitment, we’re proud to support the rural pharmacy workforce every step of the way - from connecting the right pharmacists with the right roles to delivering emergency solutions like ELS.
Because rural Australia isn’t a footnote in healthcare - it’s a frontline. And its pharmacists deserve the same respect, recognition, and resources as their metro counterparts.
So - how will you help reimagine rural pharmacy in Australia?
