ChatGPT exploded onto the scene two years ago, fundamentally changing how many of us work. Since then, so many artificial intelligence platforms have been released that keeping track of them is challenging. For veterinary employers, AI has become the quintessential double-edged sword. On the one hand, it has helped employers automate parts of the recruiting and hiring process. On the other hand, it can hinder the vetting of job candidates who might use AI to enhance or fabricate their resumes.
Fact-Checking Applications
As you might guess, AI’s proliferation means employers must do more legwork when recruiting and hiring employees. Here are three ways to verify information on a candidate’s resume.
1. CHECK THE SPECIFICS
Contact a candidate’s former employers, supervisors and colleagues and ask detailed questions about the person’s experience, performance and character. This step includes verifying employment dates, job titles and responsibilities. Checking references is a critical step in the hiring process, not a mere formality.
2. CROSS-VERIFY INFORMATION
Use professional networks such as LinkedIn to double-check details in a resume. If a candidate claims to have worked at a specific clinic or hospital, the person’s LinkedIn profile and those of their colleagues can provide insight into the applicant’s tenure and roles. Social media is a tremendous tool for assessing the accuracy of a candidate’s professional journey, but you must handle the investigation sensitively to avoid violating privacy.
3. PAY FOR BACKGROUND CHECKS
Your veterinary practice should already be doing this. Background checks can confirm educational credentials, licenses, certifications and even the authenticity of references. Confirming credentials is crucial in this profession, where specific qualifications and licenses are legally necessary to practice veterinary medicine.
Uncovering Embellishments and Worse
An AI tool can make resumes look flawless and help them evade automated screening programs. Therefore, be vigilant about identifying signs of embellishment or outright deception. Here are two areas in which resume embellishments are more likely to occur.
1. JOB RESPONSIBILITIES
An applicant might claim to have handled complex surgical procedures or managed many patients when, in reality, the experience was far less comprehensive. To check such claims, employers who are interviewing candidates should request detailed examples or case studies. For instance, asking veterinarians to meticulously describe their management of a challenging case or explain a surgical procedure step by step can reveal their experience and expertise.
2. THE CANDIDATE’S STORY
Employers should be on guard for inconsistencies in a candidate’s time line. For example, the listing of several short-term positions over a brief period might indicate instability or issues at previous workplaces. Conducting a thorough employment history check can help verify such facts. During one-on-one interviews, asking about the candidate’s experience in chronological order or inquiring about employment gaps can reveal discrepancies.
Conducting Authentic Interviews
The interview remains the most vital part of the recruiting and hiring process. That was true before artificial intelligence, and it remains true today. The interview is your best chance to astutely and successfully assess a candidate and whether the person should work at your veterinary practice. Here are three recommendations.
1. GO BEYOND STANDARD QUESTIONS
Authentic interviews use situational and behavioral questions tailored to the veterinary profession. Queries such as “Can you walk me through how you would handle a newly arrived critically ill animal?” or “How do you manage a difficult client who is distraught about a pet’s condition?” can provide deeper insights into the candidate’s practical knowledge and interpersonal skills.
2. ASK UNEXPECTED QUESTIONS
Employers can pose surprise questions or ask for on-the-spot problem-solving to uncover whether a candidate had outside help before or during an interview. For example, presenting a scenario and asking applicants to outline their approach can verify their expertise and ability to think quickly. This strategy prevents candidates from relying on prepared answers or, during video interviews, on external prompts.
Should You Give Second Chances?
A difficult decision for employers is whether to forgive a dishonest job candidate. Some hiring managers believe that any sign of dishonesty cannot be ignored, especially in a field like veterinary medicine, where trust and integrity are nonnegotiable. However, others might consider the context and motivation behind the dishonesty.
In some cases, candidates might embellish their resumes out of desperation or a misguided belief that they must exaggerate facts to be considered for a job. Employers might choose to address these issues directly with the candidate to understand the motivations and whether the person shows genuine remorse or a commitment to integrity.
Ultimately, employers should base their second-chance decision on these factors:
- An assessment of the candidate’s overall qualifications.
- The candidate’s behavior during the interviews.
- The person’s potential fit within the organizational culture
An employer can hire candidates on a probationary or conditional status, a period in which the new team members could prove their capabilities in a controlled environment.
In the final analysis, veterinary employers must adopt a multifaceted approach to recruitment, especially in the age of artificial intelligence. It includes rigorous fact-checking, uncovering embellishments and conducting authentic interviews. The human element — keen observation, insightful questioning and a nuanced understanding of human behavior — remains irreplaceable.
DID YOU KNOW?
Two-thirds of practices surveyed by the Veterinary Hospital Managers Association use Indeed as their primary resource for recruiting new credentialed technician team members.