Removing your Barriers to Hiring Top Veterinary Talent

Recruiting top talent in the veterinary field can be a challenging process. Identifying and overcoming obstacles in your recruitment strategy and tactics is crucial to attracting, engaging with and retaining the best veterinarians, veterinary nurses, and veterinary technicians. Here are the most common barriers veterinary employers can inadvertently create and the practical, tactical solutions to solve each issue…

Find Veterinary Jobs…the Fresh Way

Employer Branding

Obstacle: Your online presence does not reflect the quality of your practice, making it difficult for potential candidates to gauge the work environment and culture

Solution: Invest in developing a strong employer brand that highlights your practice’s values, culture, and benefits. Use your website, social media platforms, and other online channels to showcase your practice and share success stories, testimonials, and behind-the-scenes glimpses. This will help you attract top talent that is looking for a positive work environment and a fulfilling career.

Effective Advertising

Obstacle: Relying on the same job boards may limit your reach and result in a homogeneous pool of applicants

Solution:

• Explore new ways to reach the best candidates by expanding your advertising to new channels
• Consider posting on social media platforms like Facebook and LinkedIn
• Attend industry events and engage with your local veterinary community to further expand your reach and increase visibility

Application Process is Too Hard

Obstacle: A complicated application process may deter potential candidates from applying to your practice

Solution:

• Streamline the application process by making it user-friendly and easy to navigate
• Use online application systems or web forms that allow for the simple submission of resumes and supporting documents
• Ensure that the process is mobile-friendly to accommodate candidates who prefer to apply using their smartphones or tablets
• Respond promptly to applicants to keep them engaged and interested in the opportunity

Not Using Your Network

Obstacle: Failing to leverage your network to identify potential candidates

Solution: Build relationships with veterinary schools, professional associations, and industry events to expand your network and identify potential candidates. Encourage your current employees to refer qualified individuals and consider offering incentives for successful referrals. Engage with your network regularly to maintain strong connections and increase awareness of your practice.

No Job Description or Outline

Obstacle: Many veterinary employers assume that candidates already know what the job entails and consequently provide little or no information about the role.

Solution: Create clear, comprehensive job descriptions that outline the roles, responsibilities, qualifications, skills, and experience required for each position. This helps candidates understand the scope of the job and assess whether they are a good fit for the role. Additionally, a detailed job description aids in managing expectations and facilitates a smoother onboarding process.

Not Embracing Diversity and Inclusivity

Obstacle: Lack of diversity and inclusivity in your recruitment process may prevent you from reaching a wider pool of qualified candidates

Solution: Ensure your recruitment process is unbiased and inclusive by promoting diversity and equal opportunity for all candidates. Provide diversity training for your hiring team and implement inclusive language in your job descriptions and advertisements. Partner with organizations that promote diversity within the veterinary field to further expand your reach and demonstrate your commitment to an inclusive workplace.

Candidate Screening Process is Too Complex and Too Long

Obstacle: An overly complex and lengthy screening process may cause candidates to lose interest or accept other job offers

Solution:

• Implement a thorough yet efficient screening process that assesses candidates based on their qualifications, experience, and cultural fit
• Use structured interviews to evaluate skills consistently and consider incorporating practical assessments when appropriate
• Keep the process as concise as possible to maintain candidate engagement and prevent losing top talent to competing practices

Compensation is Not Competitive, Creative, and Not Published

Obstacle: Non-competitive or undisclosed compensation packages may dissuade top talent from applying for or accepting your job offer

Solution:

• Offer competitive salaries, benefits, and growth opportunities that align with industry standards
• Be transparent about compensation and benefits in your job postings to attract candidates who value your offerings
• Consider providing a salary range to manage expectations and demonstrate your willingness to negotiate based on the candidate’s experience and qualifications
• Explore creative compensation packages, such as student loan repayment assistance or flexible work arrangements, to differentiate your practice from competitors

Not Enough Communication During the Recruitment Process

Obstacle: Poor communication with candidates during recruitment can lead to disengagement and a negative perception of your practice

Solution: Maintain clear and consistent communication with candidates throughout the recruitment process. Keep them informed of their application status and provide feedback when appropriate. Implement a structured communication plan, including follow-up emails and phone calls, to ensure candidates feel valued and well-informed. This will not only enhance their experience but also improve your practice’s reputation as an employer.

Not Evaluating the Recruitment Process After Each Successful Hire

Obstacle: Failing to evaluate and improve your recruitment process may result in persistent inefficiencies and missed opportunities

Solution:

• Regularly assess the effectiveness of your recruitment process and make necessary adjustments to improve outcomes
• Seek feedback from candidates and employees to identify areas for improvement
• Track key performance indicators, such as time-to-fill and quality of hire, to measure the success of your recruitment strategy
• You can increase your chances of attracting and retaining top veterinary talent by continuously refining your process

In conclusion…

Overcoming these common obstacles in your recruitment process is essential to attracting and retaining the best veterinary candidates. By implementing the practical solutions outlined in this article, veterinary employers, veterinary hospitals, veterinary clinics, and veterinary practices can enhance their recruitment strategies and, ultimately, build a talented and dedicated team of veterinary professionals.

---

About Veterinary Jobs Marketplace…