Vetcor’s Post

The title of this article is a question that we have heard from a few candidates during the past year or so. As you might imagine, there is a good reason why someone would ask that question. The reason is that we are in a candidate-driven market. This is especially the case in the Veterinary profession, even more so when it comes to veterinarians. There are more veterinarian job openings than there are qualified candidates in the job market to fill them. So once again: “Why do I need a recruiter if there are so many jobs?” #1—Companies Expect Top Talent to be Represented by a Recruiter #2—Time Efficiency #3—Expert Negotiation for the Best Compensation Package #4—Access to Opportunities in the “Hidden Job Market” #5—Knowledge of Employers and Relationships with Them When you align yourself with an experienced and reputable recruiting firm, you are able to leverage the knowledge that they possess and the connections that they’ve created to your advantage. Recruiters can tell you about the culture of organizations, their hiring preferences, their mission and vision for the future, and many other vital details. This is information that can be critical to the decisions that you make about certain opportunities and also about your Animal Health or Veterinary career in general. Get in contact with us today! https://lnkd.in/g5XM8eMs

Some quick thoughts on hiring in the veterinary world: Someone asked me the other day how many veterinarians I've interviewed over the past 7 years and if I noticed any themes. No exaggeration, the number is in the THOUSANDS. So here's, in order of importance, what people are looking for in a veterinary job, and why they join IndeVets:  1. Schedule Flexibility - This is by far the number one motivator. Believe it or not, people have lives outside of work and many want to prioritize things like family life, travel, hobbies, you name it. Most jobs tout flexibility, but most say that ends after just several months - the honeymoon period. 2. A good culture where they can feel supported - Many people are leaving jobs because of bad managers or insufficient support at work. I've seen people stay at jobs because they feel guilty leaving, but unfortunately that loyalty often only goes one direction.  3. Clinical growth - So many are looking to expand their horizons, meet new people, work with different teams and find amazing places to work. Being partnered with over 5000 veterinary practices in over 30 states is a big draw to many.  4. Stability and great benefits - People specifically ask about our generous benefits. Free healthcare, paid parental leave, even a generous revenue share program. People understand how valuable these are. Plus we commit to each doctor that shifts are guaranteed.   5. Reputation - It obviously didn't start out this way in the early years, but IndeVets has since built a reputation as a premier team of veterinarians mainly due to our hiring process and clinical leadership. Word of mouth is very powerful and those who've worked with our team just get it. Why vets STAY with IndeVets is for another post...

Lifting the veil of negativity shrouding veterinary recruitment agencies... As in all businesses, there are undoubtedly some cowboys working as 'veterinary recruiters'. Is it fair though, to tar all recruitment consultants with the same brush? I left my job as a veterinary surgeon to find a role that could fit more easily around my young and growing family. At that time I couldn't find a clinical position that was offering the flexibility I required. Since finding my feet in the veterinary recruitment sector, I have learnt that many vets/RVNs feel that recruiters are 'crooks' and have nothing to offer except taking money from practices and bombarding candidates with irritating messages. This is not how I, personally, operate. Of course, I have to send messages on social media in an attempt to reach out to people, but I do not cold call candidates, and I certainly don't con or lie to people. I enjoy the challenge of liasing with vets/RVNs to find out exactly what they need in a new role, and then taking the time to find it for them. I enjoy helping to prepare CVs and interview skills for candidates that need it. I love working with practices to identify what type of person would fit best into their team. For me, this role is a way of staying connected to the veterinary profession, and I love it. Please don't be put off immediately by the fact I am a 'recruiter'. First and foremost I was a vet and so I do understand the challenges you face. Along with my colleagues at Elite, I'm just trying to do this job to the best of my ability, and support the profession that gave me so much in my early career. I just wanted to try and put a positive spin on veterinary recruitment- a tough gig which isn't given the investment that many other sectors put into their recruitment needs.

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🎉 Q&A with JR's Vicki Senner 🎉 What motivated you to return to JR? I am really passionate about Recruitment and think Veterinary is a great industry, when the opportunity arose to develop a permanent division it was a no brainer, plus Janks is so knowledgeable within this sector there is no one I would rather work with on all things Veterinary Recruitment. 🐾 What do you enjoy most about working at JR? It's great to work with a team whose core values match your own, you are given the autonomy to build your desk and the team is just a fantastic group of people to work with, the support you get at JR is unwavering. 🌟 What advice would you give to someone interested in working in recruitment? Recruitment is a wonderful industry to work in, albeit sometimes it can be a mixed bag of highs and lows, occasionally you can do everything right and you will still miss out on a placement or someone will drop out. You need to keep in mind it isn’t personal and that the next great deal is just round the corner. Also, choose your employer wisely and surround yourself with a great team, there are too many agencies out there that don’t have your best interests at heart, reputation goes a long way, and you want to know you are working with professionals that you can learn from. 💼 What are the main differences working in the veterinary recruitment industry? I love the fast-paced nature of the industry and how quickly decisions are made. Veterinary professionals are great to speak with and their caring natures come across in their applications and when you speak with them. There's also a lot of opportunity within the sector which means you can help people reach their career goals and milestones which is something that I love. 🚀 What are some of the challenges you face in your position, and how do you overcome them? With any recruitment sector you will always have a lot of competition from competitors, I tend to just block this out and focus on making sure I do everything that I need to do right and concentrating on building my desk. If you lay the right foundations, tick all your boxes as and when you should, then great things happen!! 🔍

Head scratch moment re: veterinary recruiters 🤔 If I were in leadership for a veterinary employer, and I hired a recruiter, I’m looking for a positive result. I want to fill that job! So why are there veterinary recruiters on here that are just posting and ghosting!? 👻 (Meaning - sharing a post, then not answering questions.) When you post & ghost as a veterinary recruiter, you’re sending a message to potential candidates… ✨Leadership at this job won’t answer your questions either.✨ So if I was a veterinary leader, I’d be worried about the effect of this behavior on my overall brand. Social media is a two-way convo. You can’t just show up, shout into the void, and hope to get results. 👀And acting that way could actually have a NEGATIVE effect on how your posts are received. 👀 Veterinary leaders and recruiters should be having convos about this. ✨How do you plan to represent this job listing on social? Are you gonna just post a listing once with no added context, or do you have a strategy to share about it and tell stories about it in ways that are going to entice ideal talent? ✨Do you plan on being responsive, even for tough questions like “is there a non-compete?” or “is everyone on this team being paid a living wage?” ✨What’s your overall personal brand as a veterinary recruiter? Are you adding value and connecting online consistently so that this listing will get the attention it deserves? If your brand is NOT ready to have a two-way convo about jobs, then honestly recruiters shouldn’t be posting them on social media. Again - that post and ghost behavior is dragging down your brand’s credibility. And if your company is “embarrassed” by policies on things like non-competes or the reality of your wages - it’s time to look at that as a leader. If you can’t be transparent online, your brand’s core values need some work! As I like to say - if you can’t be about it, don’t post about it. 😜 Now go level up your recruiting game! _______________ ✨Want to work with me on your veterinary brand’s strategy, design, or marketing? DM me or see below:✨ Currently open at Snout School - Content Class - Starts 10/31. Apply for one of the limited spots here: https://lnkd.in/eJv5BgZ9 - Vet Brand CEO mastermind - starts Jan 2024. DM for the application. - Limited 1:1 coaching spots with me. DM for details. ______________ The Snout Group, Inc. availability: -SOLD OUT 🚨 for VIP Strategy Days, design and Consulting for 2023. Secure your 2024 spot at 2023 pricing before Nov 1. (Extended payment plans available!) Apply here: https://lnkd.in/gj4BznpF 🔥Startup clinics should start working with us at least 9 months out from opening!🔥 ______________ Earn $1000 toward working with me when you secure your financing through Provide using my aff. link here: getprovide.com/start/Snout

How to Recruit the Best Veterinarian for Your Practice Are you looking to hire a top-notch veterinarian for your practice? Recruiting the right candidate is crucial for the success of your clinic. Here are some tips to help you find and attract the best veterinarian for your team: 1. Define Your Needs: Before you start the recruitment process, make sure you have a clear understanding of the skills and qualities you are looking for in a veterinarian. Consider factors such as experience, specialization, and personality traits that would fit well with your practice. 2. Network Within the Veterinary Community: Reach out to your professional network, attend industry events, and connect with veterinary schools to find potential candidates. Word-of-mouth referrals can be a powerful tool in recruiting top talent. 3. Utilize Online Job Boards and Platforms: Post your job opening on veterinary job boards and social media platforms to reach a wider audience. Websites like Indeed, VetMed Careers, and AVMA Career Center are popular resources for job seekers in the veterinary field. 4. Offer Competitive Compensation and Benefits: To attract the best veterinarians, you need to offer a competitive salary and benefits package. Consider additional perks such as flexible work hours, continuing education opportunities, and a supportive work environment. 5. Conduct Thorough Interviews: When interviewing potential candidates, ask detailed questions about their experience, skills, and how they would handle various scenarios in a clinical setting. Make sure to assess their communication skills, problem-solving abilities, and compatibility with your team. 6. Check References and Credentials: Before making a final decision, be sure to verify the candidate's credentials and contact their references. This will help you confirm their qualifications and get a better sense of their work ethic and professionalism. 7. Emphasize Your Practice's Unique Selling Points: Highlight what sets your practice apart from others in the area. Whether it's state-of-the-art facilities, a focus on client education, or a supportive team culture, make sure to showcase what makes your practice an attractive place to work. By following these tips and investing time and effort into the recruitment process, you can increase your chances of finding and hiring the best veterinarian for your practice. Remember, a skilled and dedicated veterinarian can make a significant impact on the success and reputation of your clinic. Good luck with your recruitment efforts!

My ears and door are always open to students as they prepare to graduate and enter the veterinary workplace. We discuss resumes, "creeping" employers' websites, doing "drive-bys," and interviewing. As a "seasoned" veterinary technician, I share my personal experiences with them, along with relevant job-searching information gleaned from this platform and others. Interested in my job-hunting tips for veterinary technicians? Here you go! 1. If the job posting states "veterinary technician/assistant," do not apply. This employer does not care about your education, goals, or progression. (See previous post for more details). 2. Websites indicate the progressiveness of an employer within the veterinary world; if the website has irrelevant information or profiles of long-gone employees, do not apply. Employers should care about the image they convey and update educational materials and current employees regularly. 3. Working interviews are PAID interviews. Set your pay rate (per hour or flat fee) and tell the interviewer this information if a working interview is offered. In most states, it is illegal to have someone perform tasks while not being employed; (this is a lawsuit waiting to happen, employers!) If you are curious about the hospital's standard of care and protocols, you can observe without doing anything and get the same amount of information from the experience. 4. Hospitals managed by the doctor who also practices are pure chaos--avoid at all costs. A good practice manager with business education and human resources experience is worth their weight in gold. Doctors get to worry about their patients instead of hiring, firing, and scheduling employees. 5. Employers who hire family members...need I say more than...RUN! Do you have tips for new graduate veterinary technicians? Share them below. 😄

When I'm told it's tough being a politician, I just have to disagree. When I'm told politicians need to be paid more to get better-calibre people, I disagree again. I say we need a different type of person with calibre then, because politicians are paid enough. Political staff in their first year earn more than the majority of veterinarians do after a lengthy career. Of course, politicians earn significantly more than veterinarians do too. When people ask about working as a veterinarian, I say I think it's impossibly tough. The pay of veterinarians? Has to change. It is the lowest paid of any profession. There are many factors contributing to the high suicide rate of vets; some statistics say it's four times higher than any other profession. From my experience, extraordinarily long hours and poor pay heavily contribute to preventing these kind, bright people from managing.    We need to stop asking the highly resilient people that enter the veterinary profession to be more resilient and start changing the work conditions that I don't believe many would withstand. I never worked with a veterinarian or veterinary nurse who wasn't highly motivated every day. Thank you The Advertiser for highlighting the crisis plaguing the veterinary industry.

🎓 Attention 2024 Veterinarian Grads! Ready to kickstart your career? Here are some pawsome interview/job-seeking tips: 1️⃣ Tailor that Resume! 📝 Highlight your unique experiences and showcase your love for all creatures big and small. Let your resume speak volumes about your journey into the world of veterinary care. 2️⃣ Ace the Virtual Game! 🌐 With virtual interviews becoming the norm, polish your Zoom skills. Ensure your background is as tidy as your surgical suite, and your internet connection is as strong as your dedication to animal well-being. 3️⃣ Network, Network, Network! 🤝 Connect with fellow grads, industry professionals, and even that cool vet you met at a conference. Networking isn’t just about what you know; it's about who you know. 4️⃣ Showcase Your Passion Project! 🌟 Have a special interest or a side hustle in veterinary medicine? Whether it's a blog, podcast, or community project, flaunt it! Employers love seeing your commitment beyond the clinic walls. 5️⃣ Bring Your A-game to the Questions! 🤔 Be ready to discuss your favorite animal case or share how you stay up-to-date with the latest in veterinary medicine. Show them you're not just looking for a job; you're ready to be an invaluable part of their team. 6️⃣ Stay Positive and Flexible! 🌈 The journey to your dream job may have a few twists and turns. Embrace the unexpected with a positive attitude and a willingness to adapt. Your future patients will thank you! Remember, the veterinary world is waiting for your expertise and passion. Go out there and make a difference!