The ears of modern-day veterinary practice managers are filled with the sounds of rings, chirps, tweets, beeps, and clicks coming from email, text, social media, Slack, PIMs, smart phones, landlines, and yes, in some practices, even fax machines. Oh, and the voices – the incessant questions, quarrels, complaints, concerns, and requests.

At the end of a long, hectic week, slipping into an afternoon nap while listening to one of those soothing cricket sounds nature recordings would be luxurious. 

But you know when the sound of crickets isn’t great? When you are waiting for responses to your job post.

First, why do full time job posts in our profession usually get crickets?

In the veterinary profession (and other industries) there has been a shift in the mentality of job seekers. They have lost trust in the old process where they respond to a job post filled with promises, participate in one – maybe two interviews, negotiate, then sign contracts for a full-time job. 

The mindset is shifting to a “try before you buy” approach. Think about the difference between dating around before marriage and getting hitched after you’ve known the person for only a day or two. That might happen in Vegas when Elvis and alcohol are involved, but serious committed relationships like romantic partnerships and employee/employer arrangements should involve deeper consideration and vetting.

Many vets now see full time job contracts kind of like marriage vows. Neither party wants the disappointment, and expense, of starting over after they find out only a few months in they aren’t a good match. 

These relationships shouldn’t be based on first impressions. It’s normal when dating to find a romantic partner or job that the rose-colored glasses are on, and everyone is typically on their best behavior. You’re not getting a realistic idea of whether this is a good fit. Getting a sense of long-term compatibility involves time and repeated exposure to see how different situations are handled and what reactions are evoked in frustrating or otherwise suboptimal situations.

WHEN THERE ARE NO APPLICATIONS ON THE HORIZON, THERE’S STILL HOPE.

Great news: employers benefit BIG TIME from the increasing popularity of relief work!

• You can use relief shifts to “date around” and find vets and techs that best fit your practice.

• See relief work as your opportunity to: (1) learn about the vet or tech and understand if they’re a good fit (2) shine for them and show off the beautifully supportive environment you’ve cultivated (because that’s what they care about –  positive practice culture).

• Ultimately, offer associate positions to your best matches.

• When your favorite relief vets are uninterested in full time jobs, keep them on your list of regular relief vets. These will be vets you love who know your practice inside and out. They’ll be the ones to call on in times of urgent need. This will decrease the time you spend scrambling to find new people in emergency situations. Treat them well and you may become their “forever home”.

THERE ARE WAYS TO GET CANDIDATES EXCITED ABOUT APPLYING TO YOUR PRACTICE.

3 action steps that will get you responses — and why

1. REVAMPING YOUR JOB POST WILL DRAW IN CANDIDATES

Your job post should showcase the best of your practice to make a great impression. The more attractive your job post, the more likely you are to attract the right candidates.

Be patient with this process. As you build relationships with multiple relief vets and techs, you will have a MUCH higher chance of NOT being in urgent situations in the future. 

Imagine you’re a candidate looking for work. Now look at the job post for your practice through the eyes of the candidate.

• Do you want to click the title?

• Does the description in the post paint a full picture? Does it include details about the practice AND exactly what they’re looking for?

• Is there a photo of the practice? Ideally there are people and animals in the photo. Do they look happy to be there? Is the environment organized and well lit?

• Does it sound like the practice would be a fun, warm, and inviting place to work?

• Does it sound like the practice will value you?

In order to answer “yes” to all those questions, most employers need to edit and add to their job posts.

2. NOURISHING YOUR PRACTICE CULTURE WILL ATTRACT THE RIGHT TEAM MEMBERS

The biggest draw to a job right now is a supportive, encouraging, and happy practice environment. Take an introspective look at your practice culture. Is there anything about it that might make vets in the community hesitant to work there?

Many practices don’t take the time to look inward. We recommend that you do this. (YES, even you!) What could you be doing to create an experience that goes “viral” and creates excitement, making people want to work at your practice?

Think outside the box. Focus on gestures that show you want your employees to be happy even outside of the clinic. It’s little personal touches that create buzz and excitement about working at a practice.

3. BUILDING RELIEF RELATIONSHIPS WILL DECREASE YOUR STRESS

Nobody can control the availability of relief vets and techs in your area. Sometimes, the available relief pros may be fully booked. So how can you still meet your needs?

• Post as soon as you have a need. Relief vets can book 3-6 months out, so the moment you know you have a need, post it. As far in advance as possible. The farther in advance you look, the more likely you are to find someone.

• Build your relief relationships. We know there will be urgent, last-minute needs and emergencies. That’s why it’s important to build close relationships with relief vets you love. Your favorite relief vets who don’t want full time jobs can go on your short list of last-minute coverage options. This is your secret safety net. This list will decrease the time you spend scrambling to find new people in emergency situations.

YOU CAN STILL ATTRACT TOP CANDIDATES AND FIND A GREAT HIRE.

BONUS Insiders’ tip: What else can relief vets do for you?

Relief isn’t just about shift coverage. It’s about creating a healthier overall work environment and experience for your employees and clients. It can help prevent burnout and offer your team the opportunity for more time off for rest and renewal. 

Here are some ways relief vets can serve your practice:

• Fresh ideas
• Rest and renewal
• Coverage when extra busy
• While looking for new associates
• Unexpected absences 
• Prevent burnout
• Leverage their strengths as something new to offer your clients (acupuncture, integrative, behavior…)

We encourage you to nurture these relationships once a connection is made. Relief vets are becoming more and more prevalent in veterinary staffing. If you lean into this as part of our profession’s evolution, you’ll find there is a lot of benefit in it for you! 

Now that you are armed with all this information, after posting jobs, you’ll go from hearing crickets to meeting candidates that can help your practice grow and thrive.

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