Hiring Practices that Could Be Driving Your Good Candidates Away

Have you been struggling to find good candidates for the open positions in your veterinary clinic? You know they’re out there…yet you can’t seem to reel them in. What gives? The reason you’re having such a difficult time finding talent for your practice could very well stem from the way you’re approaching the recruiting process. Let’s take a look at seven common mistakes many veterinary recruiters make to see if you may be guilty of doing the same.

Writing stiff, boring job postings.

If your job listings read as if they were written by and are seeking a robot, don’t expect to get a ton of responses. Your ads are the first interaction candidates will have with your veterinary practice. Shouldn’t it be a memorable one? Inject your postings with personality and write them in a way that your candidates will feel as though you’re speaking directly to them.

Failing to “sell” the practice.

If all you’re doing is focusing on what you want and need in a candidate, you’re missing a tremendous opportunity to connect with qualified prospects on a higher level. The skilled professionals you’re after will also be wondering what’s in it for them if they choose to apply for your job opening. Set the stage by showcasing why your practice is special and why working with your team is the best possible choice.

Not being clear about the role.

If you’re finding that a good chunk of your applicants either aren’t qualified or don’t seem to be a good match for what you’re looking for, it could stem from the content within your job descriptions. Are you being clear about exactly what you’re looking for? The more specific you are, the less work you’ll need to do since those who aren’t a good match will be less likely to apply in the first place.

Not following up.

One of the most important components of a good candidate experience is communication. Your applicants don’t want to feel as though they’re just one of millions and likely to become lost in the shuffle. They want to know there are humans behind the job listings they’re looking at. Following up on incoming applications and keeping the conversation going throughout the entire process is essential.

Focusing more on weeding out the bad.

Obviously not everyone who applies for your open position will be a good fit. In fact, there will probably only be a select few who you feel are worth considering. But if you are focusing most of your efforts on sifting through to eliminate those you’re not interested in, you may very well miss the boat on several candidates that would be a great fit. Shift your priorities so you don’t end up dropping the ball where it counts the most.

Not being prepared for the interview phase.

Once you’ve scheduled time to meet with the candidates you’re considering, make sure you’re doing enough in advanced to be fully prepared. Sitting down for an interview with someone who seems unorganized, distracted or indifferent will send the message to your candidates that they are already being undervalued. This is often enough to send the most qualified prospects running in the other direction.

Working with a non-veterinary recruiter.

Last, but certainly not least, working with a recruiting firm that doesn’t specialize in the veterinary industry can be a recipe for disaster. The fact is the veterinary field is unique. If you choose to enlist the help of an outside party to fill your open positions, it’s wise to choose a partner who not only understands the industry, but will also take the time to get a clear picture of which candidates would be the best possible fit for your culture and your vision.

If you could use some assistance in the hiring process, we encourage you to contact us. Our veterinary recruiters work exclusively with vet clinics and specialize in finding the ideal match for each client. Click here to learn more or to schedule a no-obligation consultation today.

5