Your team members are a crucial part of your veterinary practice’s success.
Therefore, it’s worth it to invest time in hiring, developing effective team communication, and figuring out how to nurture team members so they stay with you long-term.
But, if you’re new to hiring and team motivation, where do you begin?
It All Starts With Your Foundation
To hire and retain the right staff members for your new veterinary practice, you first need to know what you really want your practice to be like.
What’s your practice philosophy? How big should your team be? What style of communication would you like to be the norm? Will your staff be cross-trained, or will each team member have a clearly defined role?
Spend some time thinking about these things. Make notes, and put as many details into your vision as you can.
The more you can convey your vision in your job postings and during interviews, the more you’ll be able to find people who are a good fit for your practice environment.
Finding the Best Candidates
Here are some basics to think about when it comes to attracting high-quality candidates…
Where will you find candidates? Think about posting your job listing on sites like Indeed, LinkedIn, the AVMA, Facebook job boards, and asking vet schools to post at the school for you. In addition to posting a job description, think about local and online networking.
Does your job listing stand out? Think of a catchy title. Use bullet points rather than long paragraphs—that makes it easier to scan the text. Also, focus not just on technical information about your practice, but also on the perks and benefits for potential employees and why it’s great to work there.
Be specific and accurate. Be honest about the job and responsibilities, in as much detail as possible. That way, potential candidates will know exactly what to expect.
Why should candidates choose you? Once you find a good candidate, it’s important to remember they may be interviewing at several places and have several good offers. So, it’s best to make your offer as attractive as possible, if you really want to hire the best.
Benefits could include things like health insurance, scheduled raises or bonuses, incentive programs, paid time off, a relocation bonus, student debt repayment help, or a CE allowance. It could also include a structured mentorship program for new graduates. Get creative, see what others in your region offer, and figure out how to make an offer that would be difficult to refuse.
Talk to colleagues. It’s possible someone you went to vet school with may have a stellar employee who’s moving to your area, and your classmate can recommend your clinic.
Keep your website up to date. Potential candidates may research you via your website and social media presence. Keeping these online platforms up to date, with great content and fun pictures, can create a positive first impression. In addition to potential employees, it also helps with potential clients.
Consider hiring a veterinary recruiter. Sometimes, it’s best to let the experts do the legwork so you can balance your daily responsibilities as a practice owner.
Your reputation is also important.
If your employees rave about how much they love working at your practice, word of mouth can help to attract wonderful new employees.
On the other hand, employees who’ve had a negative experience may have the opposite effect.
Hiring Tips
Once you have candidates to interview, you’ll need to design a process that works well for you in terms of interviewing.
This may take some trial and error. But start with these tips…
Focus not only on technical skills and qualifications, but also on attitude, and on soft skills such as communication.
Verify degrees, licenses, references, etc.
Ask the same set of questions to all applicants. And consider using behavior-based interview questions, which tell you more about how a person may act in a given situation.
Ask about availability and flexibility, especially if you need to fill specific shifts.
Don’t make the process too difficult. For example, multiple days of interviews may not be possible for someone currently employed elsewhere.
Try to do a working interview, and consider bringing other key staff members into the decision process.
Always communicate clearly, and try to give a timeframe for when you’ll make your decision.
During social distancing, it may also be valuable to do your initial conversation via Zoom. Become familiar with this platform, and treat it just like you would an in-person interview by sending personalized messages and introducing everyone who joins the call.
Staff Retention
Once you find team members who are a good fit and contribute to the growth of your practice—of course, you’ll want to keep them around!
Here are a few ideas to help with staff retention…
Deliver on what you promised, in terms of the new hire’s job responsibilities, your practice culture, etc.
Have a clear, comfortable onboarding and training process for new team members.
Have check-ins at specified times after hiring, to see how the new team member is adjusting and if they need anything.
Ask your team members about their goals. Some may want to increase their pay. Others may want a flexible schedule based on their kids’ school and activities. Still, others may be interested in professional growth and the ability to rise to management. For veterinary associates, this may mean adding a new skill set to offer to clients, such as acupuncture.
Whatever your employees’ goals, professional fulfillment can help with retention.
Encourage open communication. By making it safe for your staff to have any complaints heard and addressed, you can resolve issues before they become a big problem.
By nurturing your team and creating a supportive environment, you’ll not only make your own workdays more pleasant—you’ll also be contributing to the success of your new veterinary practice.
Written by: Dr. Tammy Powell, DVM
