Stay up to date
Subscribe to the blog for the latest updates
Address the Elephant in the Room
You know better than anyone that veterinarians are under tremendous stress—that today, they face an unprecedented risk of burnout, depression and even suicide.
Rather than gloss over it, let potential candidates know that you prioritize your staff’s well-being. If you offer flexible schedules and more time off—something many vets crave—make sure your candidates know. Similarly, if you hold weekly wellness or team-building sessions with your staff, that’s something your prime candidates want to know about, too.
Appeal to Long-distance Candidates
If you have yet to expand your recruiting efforts from a local or regional basis to a national scope, now’s the time. After all, in the wake of the Great Resignation, a full 40% of Americans are pondering a move.
What are the advantages of living in your community—from features like climate and cost of living to amenities and quality of life? These are real selling points!
Furthermore, when you bring long-distance applicants in for face-to-face interviews, make every effort to wow them. Show them the town. Reimburse them quickly for their travel expenses; it’s a common oversight that leaves a bad impression.
If you’re not set up to do this well—and many practices aren’t—hire a service to handle it for you.
Be There to Smooth their Move
That long-distance candidate is far more likely to accept your offer if they know you have their relocation covered. Don’t just cover their moving expenses—simplify the entire process by partnering with a relocation provider that does the heavy lifting on their behalf.
When you do so, you’ll not only show them that you truly care about their welfare, you’ll speed their relocation, so they’ll be on the job faster, tending to your patients.
Think a relocation service is outside the scope of your budget? Think again. Today’s tech-based relocation solutions—pioneered by UrbanBound—are designed to save employers money while making new hires happy.