Hiring in the veterinary field is competitive, and independent practices can’t afford to lose great candidates due to a slow or inefficient process. A streamlined, well-structured hiring system can help you secure top talent before they accept offers elsewhere. Here’s how to refine your approach from start to finish.
1. Define Your Ideal Candidate Before You Start Hiring
Before you even post a job ad, take the time to outline exactly what you’re looking for in a new team member. Consider:
•Essential vs. desirable qualifications and experience
•Soft skills that align with your practice culture
•The role’s long-term career growth potential
Having a clear candidate profile will help you attract the right people and filter out applicants who aren’t a good fit.
2. Craft a Clear & Engaging Job Ad
Many job descriptions are too generic or overly detailed. A great job ad should:
- Be concise and engaging
- Highlight what makes your clinic unique
- Include clear salary and benefits information
- Specify how candidates should apply
🔹 Example: Instead of “We’re looking for a motivated veterinary surgeon,” try “Join our friendly, close-knit team in [Location]! We offer flexible scheduling, strong mentorship, and a supportive work environment where you can thrive.”
3. Use an Easy Application Process
The more complicated your application process, the more candidates you’ll lose.
•Limit the number of required documents
•Allow candidates to apply via email or an online form
•Offer an option for informal chats before a formal interview
Pro Tip: Many candidates prefer submitting a CV via email rather than navigating a long application portal.
4. Speed Up Your Response Time
Veterinary professionals are in high demand, so quick responses matter. Aim for:
- Acknowledging applications within 48 hours
- Scheduling interviews within one week
- Keeping candidates informed about the timeline
If you wait too long, candidates will move on or accept other offers.
5. Make the Interview Process Efficient
Avoid long, drawn-out interview stages. Instead:
•Initial screening call (15-20 min): Covers basic fit and expectations
•Main interview (45-60 min): Includes in-depth discussion and a clinic tour
•Optional working interview: A trial shift for hands-on assessment (if practical)
Be prepared to answer their questions too—candidates are evaluating you just as much as you’re evaluating them.
6. Offer Competitive & Transparent Compensation
Salary transparency builds trust and speeds up decision-making. Make sure your offer is:
- Competitive (based on market rates)
- Clear (no vague “competitive salary” phrasing)
- Comprehensive (mention benefits, bonuses, CE allowances, etc.)
Tip: If you can’t offer the highest salary, highlight other perks like work-life balance, flexible hours, or mentorship opportunities.
7. Follow Up & Close the Deal Quickly
After interviews, don’t leave candidates hanging.
•If you want to hire them, make an offer within a few days
•Be clear about next steps, including onboarding details
•If they decline, ask for feedback and keep their details for future opportunities
Speed and communication are key to securing top talent before they’re gone.
Final Thoughts
A slow or overly complex hiring process can cost you great candidates. By defining what you need, simplifying applications, responding quickly, and making strong offers, you’ll improve your chances of securing the best team members for your practice.
If you need help with any part of this process, reach out at contactus@vettedrecruitment.co.uk for an non-obligation chat