Many things in the business world require a team effort. Increasing profits is one. Reducing expenses is another. But what about recruiting employees? I bet some readers believe the human resources department should be in charge of it. However, such a narrow view misses the big picture in challenging job markets like animal health and veterinary medicine.
In a candidate-driven market, veterinary practices cannot count on only HR to satisfy their recruiting needs. Finding and retaining team members is a daunting task at many hospitals. I’ve had hiring managers tell me about jobs being open for months — sometimes for years — because they couldn’t find suitable candidates.
You might be asking multiple questions at this point, but allow me to address the “why” and then the “how.”
Why Everyone Should Be Recruiting
Tasking all your team members to take on at least part of the recruiting effort is beneficial, even if you don’t notice the payoff immediately. The benefits become more apparent over time. They include, for example:
1. Shared Ownership
Veterinary hospitals cultivate a sense of shared ownership when they involve the entire team in the recruitment process. The culture becomes one in which all employees recognize their role in shaping the workforce, leading to a more engaged and invested team.
When employees actively recruit, they better understand the practice’s goals and values. The shared understanding contributes to a unified and cohesive organizational culture. Everyone is aligned with the mission.
2. Enhanced Branding
The image an organization projects to potential job candidates is critical in attracting top talent. As ambassadors, employees play a pivotal role in shaping the practice’s brand. When every member is involved in recruiting, they become advocates for the hospital, contributing positively to its external perception.
Employees’ firsthand experiences and testimonials are powerful tools for attracting veterinarians, technicians, managers and other team members. Your employees’ authentic narratives likely influence job candidates more than your polished marketing materials. (That’s why we read online reviews before buying a product.)
3. Increased Engagement and Retention
Employees who help with recruiting grow their connection to the practice. People who think their opinions and insights are valued are more likely to be engaged and committed to the hospital’s success. Heightened engagement improves employee retention rates.
Furthermore, team members who actively recruit top talent feel a sense of pride and ownership in the hospital’s growth. Witnessing how their contributions shape the workforce reinforces their job satisfaction and commitment. You create a positive feedback loop in which engaged employees become advocates for the business, attracting even more top talent.
How Everyone Should Be Recruiting
While the “why” everyone should recruit might have been evident at the outset, the “how” can appear more complex. However, it’s not complicated if you realize:
- Not everyone who is recruiting will do it the same way.
- Not everyone who is recruiting needs to devote the same time and effort.
With that in mind, here is how everyone in your veterinary practice can contribute to luring top talent:
1. Cultivate a Positive Vibe
Through collaboration, open communication and a supportive atmosphere, your team members support a work environment that is attractive to job candidates. Sharing a positive workplace experience becomes a powerful testimonial that influences a potential employee’s perceptions of the practice.
2. Act as Brand Ambassadors
Employees are their organization’s most authentic representatives. Encourage every team member to promote your practice in their professional networks and communities, significantly expanding the recruitment effort. Sharing positive experiences on social media, participating in industry events and talking to people about your hospital’s strengths and values build the brand.
3. Receive Rewards and Recognition
Many employees are well-connected in professional circles. A robust referral program empowers and incentivizes them to recommend qualified candidates for open jobs. Practice leaders can respond with a reward or recognition when a referral leads to a new hire. The gratitude creates a sense of shared responsibility for the practice’s growth.
4. Contribute to Branding Materials
As their organization’s frontline representatives, employees possess unique insights into its culture and values. Encouraging them to contribute to branding materials, such as testimonials, blog posts and videos, provides authentic perspectives that resonate with potential job candidates. Team members can share their stories of
professional growth, highlight unique aspects of the workplace culture and communicate the value of their work.
5. Participate in the Interview
While HR professionals typically lead the interview process, involving employees from relevant departments can lead to valuable insights into a candidate’s fit. Employees can offer perspectives on a person’s technical competencies and the team dynamics and cultural alignment. Those factors might not be apparent in traditional hiring channels.
Transforming recruitment into a collective effort is a forward-thinking strategy and a necessity, especially in the animal health and veterinary professions. It is equally important to understand why everyone should be involved in recruiting and how they can take on what might appear to be an overwhelming task.
The organization can become a magnet for top talent when every employee actively participates in shaping the workforce.
Remember that effective recruiting isn’t the sole responsibility of the HR department. It’s a team effort every bit as important as increasing profits and reducing expenses.
TRY AGAIN
Veterinary practices with a job to fill should consider past applicants. “There are often a few talented candidates who end up not making the cut due to timing or other external factors,” Indeed states at bit.ly/48BkqFX.