Follow Our Hiring Process

Have you Found a Job Description that Meets your Skill Set and your Career Goals? If so, Let's get Started.

The application process is not difficult, but it does take a few minutes. The details below may be helpful. Have you made it through to your first interview? Even better. Reference the details below about the interview process and how to prepare.

  • Apply for the Job
    • If it is your first time applying with Owens & Minor, you'll start by creating a profile with an email and password for future logins.
    • The next step is the job application. Just upload your resume and complete the questions about your skills and past work experience.
    • When you are completing the forms, if you see a magnifying glass icon, make sure you use the systems information to populate that space instead of free typing.
  • Receive Application Submitted Email
    • You'll know when you've successfully submitted an application for the job because you'll receive an email confirming we received it.
    • You can also log back in and check to see the status of your application.
  • If a Recruiter Contacts You
    • You may be contacted by a recruiter if you meet the criteria outlined in the job description. The first contact is either through email or by phone. The recruiter may ask a few questions to further assess your fit for the job.
    • From there, the recruiter may schedule you for a follow up interview either by phone, in person, or sometimes through an online video interview.
    • Please be aware that scams exist. If anyone posing as a recruiter for any company ever asks you for your social security number or other detailed personal information, or if they tell you that you must pay money or purchase a computer or other equipment to qualify for a job, it may be a scam, and it is not part of the Owens & Minor application process.
  • Haven't heard anything?
    • You can always log in and check the status of your job application.
    • There are times when there were many qualified applicants and the job has been filled, but do not be discouraged.
    • If you see other similar jobs listed as available, and you believe you are qualified, apply for additional positions.
  • Phone or In-Person Interviews
    • Dress appropriately for in-person interviews. Our dress code for professional jobs is business casual. Our dress code for warehouse jobs is appropriate casual.
    • Our interview process includes “behavioral based interview questions.” To prepare for this type of interview, review the required skills and experience for the job. For each of the skills requirements, be prepared to talk about a past situation where you used that skill. Be ready to tell the interviewer about the situation, what actions you took, and the results.
    • You may be asked to interview with multiple people, and you may take a tour of the facility.
    • If you have any questions or concerns about the work environment, please address them during the interview.
  • Extending a Formal Offer

    Once you've made it through the interview process, we may extend to you an offer. That offer is contingent on you passing a background check and drug screen that includes use of marijuana. All teammates for all roles are required to take the drug screening test, even in states that have legalized marijuana. Owens & Minor reserves the right to not hire anyone who does not pass the drug screen or any required background screen.

  • Equal Opportunity Employers

    Owens & Minor and its affiliated companies are equal opportunity employers that evaluate qualified applicants without regard to race, color, national origin, religion, sex, age, marital status, disability, veteran status, sexual orientation, gender identity, or other characteristics protected by law.

  • Pay Transparency

    The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish such information.