Recruiting and hiring veterinarians is as challenging as it has ever been, and barring some sort of “black swan event,” that will continue to be the case in the foreseeable future.
One reason is the growing demand for Veterinary services, which is turn has created a demand for Veterinary professionals, especially veterinarians and veterinary technicians. Another reason is the fact there is a shortage of qualified Veterinarian and veterinary technician candidates in the job market.
As a result, the margin of error for employers looking to recruit and hire their next Veterinary team members is next to zero. Because the margin of error is so small, employers must be proactive, intentional, and engaging in their efforts. Without that type of investment into the process, employers can not expect to receive a return in terms of successful recruiting and hiring.
So, what can employers do in this market, both now and in the future? As you might imagine, there are multiple factors involved in successfully recruiting and hiring your next Veterinary team member.
The Shifting Dynamics
Two decades ago, the onus of proving oneself during the hiring process primarily fell on the job seekers. However, a paradigm shift has occurred, particularly in the Veterinary profession, where a shortage of qualified candidates has given candidates more leverage. The top talent now find themselves in a position where employers need them more than they need the employer’s job.
This profound change necessitates a reevaluation of traditional hiring perspectives. Successful hiring begins with adopting the right mindset. Employers must acknowledge the tough reality that, in many cases, they need the candidate more than the candidate needs them. This shift challenges conventional employer beliefs, but is instrumental for hiring success in the current market.
Understanding the Candidate Mindset
A substantial evolution has taken place in the mindset of job candidates, particularly among the Millennial and Gen Z generations. Referred to as the “consumer mindset,” candidates now expect a plethora of options and the power to make choices in their careers. The rise of the Internet, social media, and the Digital Age has empowered job candidates, giving them the leverage to choose their employers.
Candidates, particularly the best candidates, are accustomed to being courted by employers. Employers need to recognize and adapt to this change in mindset to not only attract, but also retain the best talent. Understanding the candidate’s perspective is pivotal in crafting effective hiring strategies.
Crafting Your Hiring Plan: The FUN Approach
To align your hiring efforts with the realities of the marketplace, consider adopting the FUN approach in your hiring plan:
1. Flexible
Flexibility in your hiring plan is critical, acknowledging that the process rarely unfolds exactly as planned. Unexpected circumstances may arise, from unforeseen candidate unavailability to unexpected changes in organizational needs. Employers need to view these situations as opportunities rather than adversities. Being flexible allows you to navigate the twists and turns of the hiring process successfully.
For instance, when you have an open position, you likely have an idealized vision of how the interviewing and hiring process should unfold. However, the reality is that things rarely go exactly as planned. Candidates may not show up for scheduled phone screens or video interviews. Instead of getting frustrated, learn to move with the ebbs and flows of the process.
It is crucial to maintain composure and adaptability. In the face of unforeseen challenges, view them as opportunities to showcase your organization’s resilience and ability to make informed decisions even in uncertain circumstances. This mindset is one of the keys to out-hiring larger organizations in the market.
2. Urgent
Acting with a sense of urgency is also foundational for successful hiring. There are two primary reasons why you want to move with a sense of urgency. First, the competitive nature of the job market demands it. Employers are vying for top candidates, and moving swiftly gives you a competitive edge. Second, acknowledging that top candidates still hold leverage in the job market, employers must move swiftly to secure their preferred candidates before competitors do.
The urgency is twofold: the external pressure of competing employers and the internal awareness that time is of the essence once a top candidate enters the hiring process. The clock starts ticking, and delays can lead to losing the candidate to another employer or even to their current employer through a counteroffer if the hiring process takes too long.
A fundamental aspect of maintaining urgency is adopting an “always hiring” mentality. Even in the absence of an open position, a proactive approach involves continuously scouting for potential candidates. Being strategic and proactive positions your organization to respond promptly when the need arises.
3. Nimble
Being nimble during the hiring process means doing whatever it takes to secure the best candidate promptly. This agility is crucial, especially considering the unique circumstances that can arise during the hiring process. Being nimble speaks to a certain point in time, which could be a few hours or even the length of an entire day.
The golden rule for being nimble during the hiring process is to do whatever you need to do to hire the best candidate to fill your open position. This could mean any and everything. It could mean conducting a video interview at a moment’s notice. It could mean making an offer of employment to a job candidate who you have never actually met in person. Since top candidates have the leverage, you’re going to have to cater to them and interview when they want to interview.
There are two critical reasons why you want to strive to be nimble and act in this way. The first reason is the golden rule that I just mentioned. You have to do whatever you have to do to hire the best candidate. Second, larger employers and organizations are less likely to be this nimble during the hiring process. Because they’re bigger, they have procedures and processes, and it can take longer for them to react to things that happen “at the spur of the moment.”
In essence, being nimble is about being responsive and adaptive to the unique demands of the hiring process. It involves breaking away from rigid structures and embracing a dynamic approach that caters to the preferences and needs of top candidates.
The Role of Employer Branding in Recruiting and Hiring
The role of employer branding and company culture in recruiting and hiring cannot be overstated. As we navigate through the complexities of the hiring process, it becomes evident that a well-defined employer brand is not just a luxury; it’s a necessity. In this section, we will explore the significance of employer branding, what it entails, and how it plays a critical role in attracting top talent to your Veterinary organization.
The first step in this journey is acknowledging the importance of having a well-established employer brand. If your organization lacks clarity on its identity and what makes it an appealing workplace, you run the risk of diminishing your chances of hiring the individuals you truly desire. This is particularly evident in the competition between smaller employers and their larger counterparts.
Larger organizations often have a distinct advantage, having already established a well-known and recognized employer brand. To compete effectively, smaller employers must articulate and communicate their employer brand clearly to potential candidates. It is essential for candidates to understand what your organization stands for, its values, and why they should choose to work there.
So, what exactly is employer branding? At its core, employer branding is how an employer is perceived by job seekers and candidates within the marketplace. Every action or inaction of a Veterinary organization contributes to its brand. This branding can either be positive or negative, and it significantly influences the success of hiring efforts.
If an organization is unaware of employer branding and its intricacies, it may falsely believe it has a positive brand when, in reality, it might not. A negative employer brand can impede hiring efforts, making it important for organizations to actively manage and shape their employer brand.
Becoming an Employer of Choice
The ultimate goal for any organization is to be recognized as an employer of choice. But what does this mean in practical terms?
Extraordinary Work Environment: An employer of choice provides an exceptional work environment that attracts job seekers and candidates. It sets the organization apart as a desirable workplace.
High Attractiveness to Candidates: Job seekers actively seek opportunities with an employer of choice, placing the organization on their shortlist of preferred employers.
Employee Retention: The best employees choose to stay with the organization, even when presented with opportunities from other employers.
The benefits associated with being an employer of choice are substantial:
- Hiring top candidates becomes more manageable.
- Retaining the best employees becomes easier.
- Employee turnover, when it occurs, does not jeopardize the organization’s ability to hire replacements.
- Competitive advantage in recruiting and hiring top talent.
- Increased overall productivity and profitability.
Employees are a vital asset for any organization. The quality of the workforce directly impacts performance, making the status of an employer of choice highly desirable.
Understanding why some organizations fall short of being employers of choice is also essential. Below is a list of the reasons that candidates often cite for considering an organization to be less desirable.
- Reputation in the marketplace: A negative perception in the industry can deter top candidates.
- Non-competitive Compensation and Benefits: Inability to match industry standards in terms of pay and benefits.
- Organizational Disarray: Lack of organization and established systems can be a red flag for candidates.
- Poor Treatment During the Hiring Process: Candidates’ experiences during the hiring process significantly impact their perception of the organization.
- Absence of Technological Advancements: The lack of electronic medical records can be a drawback.
- Limited Mentorship Opportunities: Candidates value organizations that invest in their professional growth.
- Lack of Continuing Education and Skill Development Opportunities: A commitment to ongoing learning is crucial for attracting top talent.
Knowing these obstacles is the first step in overcoming them. Addressing these concerns and actively working to cultivate a positive image in these areas is essential for becoming an employer of choice.
Company Culture: A Cornerstone of Employer Branding
Your organization’s company culture is an integral part of your employer brand. If employees and candidates perceive your company culture positively, you are on the right path to establishing a strong employer brand. To attract, hire, and retain top employees, companies must provide not just a well-paying job, but also a stellar overall experience, and company culture plays a pivotal role in crafting that experience.
However, providing a positive company culture involves more than superficial perks like bean bag chairs and ping-pong tables. Employees, especially top talents, seek substance in their workplace experience. Let’s delve into five substantial aspects that contribute to a positive company culture and align with the characteristics of an employer of choice.
#1—Clear Values and Mission
A strong company culture begins with well-defined values and a clear mission. These provide a compass for employees, guiding their actions and decisions. When candidates see a company with a purpose beyond profits, it becomes an attractive prospect.
#2—Effective Communication
Transparent and open communication builds trust within an organization. Employees value being kept in the loop about company developments, goals, and changes. This transparency creates a positive perception of the organization and contributes to a healthy company culture.
#3—Recognition and Appreciation
Acknowledging and appreciating employees’ contributions is fundamental to a positive workplace culture. Recognizing achievements, both big and small, reinforces a culture of appreciation and motivates employees to excel.
#4—Professional Development Opportunities
A commitment to ongoing learning and professional development is a key characteristic of an employer of choice. Providing avenues for employees to enhance their skills and advance in their careers is a powerful attractor for top talent.
#5—Inclusive and Diverse Environment
Embracing diversity and building an inclusive workplace is important for attracting and retaining top talent. A diverse workforce brings varied perspectives, driving innovation and creating a dynamic and engaging workplace.
In the evolving landscape of company culture, the focus has shifted from superficial amenities to substantive elements that contribute to a positive work experience. These aspects not only enhance the overall workplace environment, but they also play a pivotal role in shaping a strong employer brand.
The Blueprint for a Positive Company Culture
As Veterinary organizations navigate the dynamic landscape of talent acquisition, the significance of cultivating a positive company culture becomes increasingly evident. In this section, we will explore the critical elements that contribute to a strong company culture, providing insights and strategies for organizations seeking to attract and retain top Veterinary talent.
In the quest for hiring success, a crucial factor often overlooked is the impact of company culture. It is not merely a buzzword, but a dynamic force that shapes the workplace environment, influences employee satisfaction, and ultimately affects an organization’s ability to attract and retain top talent.
#1—Respect: A Cornerstone of Company Culture
One of the foundational pillars of a positive company culture is respect. For many professionals, it ranks as the most vital aspect. The expectation of being treated with respect is non-negotiable. This goes beyond interactions with superiors; it extends to every level within the organization. Witnessing a co-worker being disrespected can significantly influence an employee’s overall opinion of the organization and its culture.
To create an environment where respect permeates at all levels, organizations must create a culture that values and upholds the principles of respect. When respect becomes ingrained as a cultural norm, it contributes to a positive workplace atmosphere, boosting morale and overall job satisfaction.
#2—Encouraging Risk-Taking for Excellence
Empowering employees to take calculated risks in pursuit of problem-solving and excellence is important for creating a dynamic and innovative company culture. Professionals seek the freedom and flexibility to approach their roles in ways that challenge and fulfill them.
Micro-management can stifle creativity and hinder employee satisfaction. Allowing employees the autonomy to take risks and make mistakes instills a sense of security and confidence, contributing to a positive workplace culture.
#3—Modeling Transparency and Accountability
Transparency and accountability are principles that must be modeled from the top down. If an organization desires open and honest communication from its employees, leadership must exemplify these qualities.
Leaders should set the standard for the behavior expected from the entire team. This underscores the essence of leadership, modeling the behavior one wishes to see in their team. A transparent and accountable leadership creates an environment of trust, a critical element in creating a positive company culture.
#4—Infusing Fun into the Work Atmosphere
While productivity and profitability are crucial for the success of any organization, the inclusion of fun in the workplace is equally important. However, fun is not limited to installing arcade games in the break room; it is an atmosphere that goes beyond activities.
The first step is not taking oneself too seriously. Acknowledging that work can be both productive and enjoyable is key to building a positive workplace culture. Employees tend to be more productive and engaged when they feel they are having fun in the process.
#5—Trust as the Most Important Element
Trust is the linchpin that holds together all the elements of a successful company culture. To be considered an employer of choice, organizations must prioritize building and maintaining trust with their employees. Trust, once established, becomes the foundation that supports respect, risk-taking, transparency, accountability, and a fun work atmosphere. It is not easily built and can be quickly eroded. Therefore, organizations that are regarded as the most trustworthy by their employees often have the best company culture.
To understand where your organization stands on the spectrum of employer branding and company culture, consider asking yourself the following questions:
- Offer Acceptance Rate: Have all candidates to whom you extended an offer of employment in the past three years accepted that offer?
- Decline Percentage: If not, what is the percentage of candidates who declined the offer?
- Employee Turnover: How many employees have left your organization for other opportunities in the past three years, and what were the reasons for their departure?
- Perception in the Marketplace: How do top candidates currently perceive your organization in the marketplace?
- Candidate Experience: What is the experience of candidates during the interview process?
- Desired Organizational Image: How do you want your organization to be viewed by job seekers and candidates?
These questions, both objective and subjective, offer insights into your organization’s standing in the marketplace. Cultivating trust can be achieved by seeking feedback from current employees about the company culture, providing valuable information for improvement.
Communicating and Engagement: the Cornerstones of Successful Hiring
How organizations treat and interact with job candidates during the recruiting and hiring process is integral to shaping their employer brand. The process involves not only attracting the right talent, but also effectively engaging candidates and communicating the employer brand, which encompasses the company culture.
In the competitive landscape of Veterinary hiring, effective communication serves as a differentiator, providing smaller organizations with a potential edge over their larger counterparts. While larger employers may grapple with a higher volume of applicants and candidates, smaller organizations can leverage the advantage of maintaining a high level of communication. The absence of communication during the hiring process sends a signal to candidates that their time and potential contributions are undervalued.
Candidates form perceptions based on the frequency and quality of communication during the hiring process. The level of communication signifies the importance attributed to candidates by the organization.
To ensure the engagement of top candidates throughout the recruiting and hiring process, adopting five iron-clad strategies is essential.
#1—Explain the Position and its Responsibilities Thoroughly
The foundation of engagement lies in a comprehensive understanding of the position. From the initial job description to phone screenings and face-to-face interviews, organizations must go beyond listing duties and responsibilities. The job description should be compelling, framing the position as part of a larger opportunity that positively impacts the candidate’s career.
#2—Paint an Accurate and Compelling Picture of the Company Culture
Transparency is key when communicating the company culture. This involves presenting an authentic portrayal of what it’s truly like to work for the organization. Identifying and showcasing the reasons employees enjoy working there contributes to a candidate’s ability to visualize themselves in the position and the organization. Addressing workplace flexibility and diversity/inclusion aspects is crucial in aligning with candidates’ core values.
In a market where workplace flexibility is highly valued, especially post-pandemic, organizations must address candidates’ expectations regarding workdays and hours. Clear communication on these aspects enhances transparency and engagement.
#3—Diversity and Inclusion
Candidates, particularly those for whom diversity and inclusion are core values, seek organizations that align with their principles. Communicating a clear stance on diversity and inclusion, and overcommunicating these aspects, is essential, considering the heightened focus on these issues.
#4—Respect Candidates’ Time and Confidentiality:
Recognizing the value of candidates’ time is also important. Top candidates, often with multiple opportunities, require organizations to safeguard the confidentiality of their job search. Breaching this confidentiality erodes trust and diminishes candidate engagement.
#5—Handle Offer of Employment Negotiations Fairly and Honestly
The offer and salary negotiation stage is sensitive, especially when dealing with top candidates who may receive offers from multiple companies. Fair and honest negotiation practices, including a willingness to consider a candidate’s negotiation stance, are imperative for successful engagement.
The Importance of ‘Selling’ to Top Veterinary Candidates
And while you’re communicating and engaging with top Veterinary candidates, you must also be “selling” to them. Remember, you probably need them more than they need you in this candidate-driven market, so do everything you can to entice them.
The paradigm shift mentioned earlier towards a consumer-driven society, particularly among younger candidates, underscores the importance of adopting the ABCs of sales—Always Be Closing. In every interaction during the hiring process, organizations should be actively convincing candidates to choose them. So, what should you be “selling”?
The Position Itself: Beyond standard job descriptions, organizations must present the position as a compelling opportunity, emphasizing unique challenges and opportunities.
The Position’s Potential for Growth: A-level candidates are motivated by the potential for growth. Sharing the vision for the position and the organization’s growth prospects aligns with candidates’ aspirations.
Organization’s Potential for Growth: Sharing the company’s potential for achieving growth within the marketplace is crucial. Demonstrating that the organization is a winner and will continue to be in the future contributes to a compelling narrative.
Company Culture: As mentioned earlier, a positive company culture is a crucial selling point. Communicating how the candidate fits into the company’s culture is essential for engagement.
Candidate’s Potential for Growth: The entire hiring process revolves around the candidate, making communication about their potential for growth within the organization a key selling point.
After the Hire: Onboarding Your Next Veterinary Team Member
Congratulations! You successfully navigated the intricate process of attracting, engaging, and hiring a top candidate for your Veterinary team. Now, as you welcome your new team member, it’s time to address the often underestimated but crucial aspect of the employee lifecycle—onboarding!
Organizations that underestimate the importance of onboarding risk the phenomenon of “ghosting,” whereby new employees fail to show up for their first day. Inattention to the onboarding process is a common contributing factor to such occurrences. To outshine competitors and retain top talent, meticulous attention to the onboarding process is essential, and there are two phase to the process.
Phase 1: Acceptance to Employment
The onboarding process initiates when the candidate accepts the offer of employment. The two-week period leading up to the start of employment is a critical phase that some hiring managers may overlook. As the new employee is not physically present, additional effort is needed for effective onboarding.
Continuous reassurance during this period is vital, as candidates may face counteroffers or other influencing factors. Personalized phone calls expressing excitement and welcome, coupled with strategic emails, contribute to a positive candidate experience.
Phase 2: Start of Employment
This phase involves providing new employees with all necessary resources and information. Key engagement strategies during this period include comprehensive training encompassing job-specific requirements and company-specific training.
Social integration is critical, as well, encouraging interaction with colleagues to facilitate a quicker adaptation to company culture. Clear expectations and goal setting should be outlined by managers, facilitating collaboration in the achievement of short-term and long-term objectives.
Engagement is the linchpin of an effective onboarding process, demanding a considerable investment of time, energy, and effort from the organization. The payoff, however, is significant, as a well-structured onboarding process contributes to the reduction of “ghosting” instances and longer retention periods for new hires.
Outshining Bigger Employers and Other Competitors
You are, of course, competing against other employers for the top talent in the job market, and that includes bigger employers that have more resources. While that may make recruiting and hiring even more challenging than it already is, there are some things that you can do as an organization to “level the playing field” and put yourself in a position to enjoy more success.
Listed below are some tips for outshining bigger employers and other competitors.
- In-House Referral Program: Leverage current employees’ recommendations to streamline and expedite the hiring process.
- Maximize Social Media Presence: Use social media to communicate your employer brand effectively.
- Optimize Your Website: A stellar website contributes to a positive employer image.
- Monitor Employer Review Sites: Regularly check and respond to reviews on platforms like Google and Glassdoor.
- Identify and Address Candidates’ Pain Points: Emphasize organizational strengths that align with candidates’ priorities.
- Highlight Advantages of Working for a Smaller Organization: Emphasize unique benefits such as diverse learning opportunities, faster career advancement, and a close-knit company culture.
- Invest Time in Preparation: Prepare for interviews as diligently as candidates prepare. Be ready to answer why a candidate should choose your organization. Provide references attesting to the organization’s strengths. Express gratitude through thank-you notes or emails after interviews.
As you can see, successful recruiting and hiring does involve a substantial investment of time, energy, and effort on the part of employers. However, putting forth this effort is the only way to hire better candidates and hire more candidates and to do both consistently well.
The Role Professional Veterinary Recruiters Play in Recruiting and Hiring
Another avenue available to Veterinary employer is the use of a professional recruiter or search consultant. Recruiters are valuable for multiple reasons, especially in a candidate-driven market in which highly qualified candidates are not only scarce, but also have plenty of options in terms of their career growth.
For practice managers and owners overwhelmed by daily tasks, engaging professional recruiters can offer significant advantages.
Time Savings: Recruiters manage various aspects, allowing company officials to focus on their core responsibilities.
Access to Passive Candidates: Top candidates often fall into the passive category, and recruiters know how to present opportunities to them effectively.
End-to-End Partnership: A quality recruiting firm supports the entire recruitment, interviewing, hiring, and onboarding process.
Market Insights: Recruiters provide valuable industry and market insights, offering a competitive edge.
Navigating the challenges of recruiting and hiring Veterinary professionals demands an adaptable approach. The current candidate-driven market, coupled with the scarcity of qualified veterinarians, requires employers to reevaluate traditional hiring perspectives. The FUN approach—Flexibility, Urgency, and Nimbleness—becomes instrumental in addressing the shifting dynamics and aligning hiring efforts with the candidate’s consumer-driven mindset.
Effective employer branding, company culture, communication strategies, and a meticulous onboarding process emerge as key elements in attracting and retaining top talent. Organizations must proactively manage their employer brand, building a positive company culture built on respect, transparency, and engagement. The onboarding process, often overlooked, plays a crucial role in reducing the risk of “ghosting” instances and ensuring longer retention periods for new hires.
In this competitive job market, success lies in a comprehensive and strategic approach that encompasses every phase of the recruiting and hiring process. Employers who embrace this approach not only secure top talent, but they also position themselves as leaders and employers of choice within the Veterinary profession!