Stay up to date
Subscribe to the blog for the latest updates
Tip 3: Wow Your Candidates During Their Visits
It’s not enough to tell your candidates how much you’ll value them, you need to show them upfront.
This is especially true for long-distance applicants who have more at stake. When they come in for interviews, take pains to wow them. Book them a great hotel. Introduce them to impressive area highlights. Host a warm welcome reception with staff.
And by all means, after the visit, reimburse them ASAP for their travel expenses. This will truly set you apart, since such reimbursement typically takes a month or longer—a common sore point with candidates, especially younger vets still paying for their schooling.
If your office isn’t equipped to do this well (and frankly, many aren’t), offload it to a third-party expert. It costs less than you think, and it’s that important.
Tip 4: Provide Impressive Relocation Benefits and Services
Most veterinary practices offer some type of relocation allowance to new hires moving from afar. But money alone isn’t enough. A great way to show that you care is to supplement those funds with relocation services that ease the planning process from A to Z.
After all, managing a relocation is quite an endeavor: booking movers, buying and selling a house, and learning one’s way around. By simplifying these tasks—via easy-to-use relocation software paired with support from expert consultants—you give your new hires a smooth, positive relocation experience…versus a stressful, off-putting one that can get their tenure off to a rocky start.
Tip #5: Enhance Your Employee Referral Program
If you do a great job of taking care of your staff, not only will they develop into committed, long-term employees, they’ll become your best brand ambassadors—and that may enhance your future recruiting initiatives.
Given how tight-knit the veterinary community is, chances are, your people can bring more great applicants your way.
Research shows that candidates who are referred to a company by a friend or relative often turn out to be better-qualified, higher-performing employees. So, consider raising your referral bonus and promoting your program in-house, especially when openings arise.
At the end of the day, one good turn deserves another. Taking care of your staff will help you meet your short-term recruitment goals…improve retention…and build a positive workplace culture. And as an added bonus, it may help you build a talent pipeline that perpetuates itself over time.