Trying to hire a great new veterinarian, but not finding much success? You’re not alone. The U.S. Bureau of Labor Statistics reports that a whopping 4,000 veterinarian jobs are going unfilled each year—a trend that will continue at least until 2030.
But what can veterinary clinics do about it? How can you not only recruit successfully, but find the best talent for your particular practice?
After all, in such a fiercely-competitive market, there’s always another clinic out there offering higher compensation and a bigger signing bonuses. Most clinics can’t compete on a strictly financial basis, and if yours is among them, it’s time to get more strategic.
To borrow a marketing term, it’s time to target the talent you really want, identify who you want to attract, what you have to offer and create a plan for drawing these candidates to you.
Not much of a marketing whiz? That’s okay—we’ve broken it down for you.
The first step of any marketing initiative is to define your target market. Chances are, your ideal veterinary talent is somewhat unique to your practice.
So, beyond great credentials and experience, what makes a vet an asset to your particular practice? Is your perfect vet one who can treat a wide variety of pets and problems in a single, hectic day? Or one who is unfailingly kind and willing to spend time talking to pet parents?
Once you have a detailed profile of your ideal candidate, you can plan your job posts and interviews around them.
Your best applicant is someone who is in sync with your organization and culture—someone who has the same goals and philosophy as you.
Maybe having a great sense of camaraderie is essential to you—you value team players. Or perhaps you’re passionate about staying abreast of emerging medical technologies and seek a new hire who does, too.
Either way, the better you can describe your culture and values, the better you’ll attract candidates who share them.
Now it’s really time to think like a marketing pro. Beyond the essential job requirements, your job post should “sell” your practice in its essence—your philosophy, culture, work environment, etc.
Job posts are also your first opportunity to highlight the perks you have to offer as an employer—including qualities you may take for granted. For example, you may not be able to offer the highest-level salaries, but perhaps you operate in an area where the cost of living is lower and the pace of life slower. To a growing number of vets, this is what really matters!