Hiring and retaining skilled staff has become more challenging and complex over the past few years. From all indications, the remainder of 2025 won’t be much different. What veterinary practices should do is allocate their energies strategically to communicate the value they offer to job candidates and team members. Here’s how to leverage your currency to build a stronger, more engaged veterinary team.
Step 1: Identify Your Value as an Employer
Every veterinary practice has special strengths, and understanding yours is the starting point for building a compelling value proposition. Begin by reflecting on the distinctive aspects of your practice. Ask yourself this:
- What makes working here different from another practice?
- Which benefits, programs or cultural elements do our employees consistently praise?
- Do we provide patients with innovative treatments and cutting-edge technology?
- Do we offer opportunities for professional development?
For instance, if your practice invested in advanced diagnostics or telemedicine, those selling points could attract job candidates interested in staying at the forefront of veterinary medicine.
Your employees are the best source of insight into what your practice does well and where it can improve. Use surveys, focus groups or one-on-one chats to gather feedback. You might ask team members these questions:
- What do you enjoy most about working here?
- What aspects of your role or the practice’s culture keep you engaged?
- What changes would make your experience more fulfilling?
The answers will give you a clear picture of what employees value most and what might need adjustment.
Finally, candidates often weigh tangible and intangible factors when evaluating employers. While salary and benefits are essential, job seekers also care about growth opportunities, flexibility and value alignment. Research industry trends and ask interviewees about their priorities to see whether your offerings satisfy their expectations.
Step 2: Maximize Your Value
Identifying your value is only the first step. To truly stand out as an employer, you must maximize and enhance what you offer current team members.
Before focusing on employee perks or cultural initiatives, address the staff’s foundational needs. For example:
- Competitive compensation: Ensure salaries align with or exceed industry standards. Transparent pay structures and regular salary reviews can build trust and satisfaction.
- Robust benefits: Provide comprehensive employee perks, such as health insurance, a retirement plan, paid time off and CE stipends.
- Safe and supportive environment: Veterinary work can be physically and emotionally demanding. Therefore, provide adequate staffing, follow safety protocols and offer mental health resources.
Meanwhile, burnout is a significant issue in the veterinary profession, making work-life balance a top priority. You might enhance the balance by:
- Offering flexible schedules, such as four-day workweeks and adjustable shift times.
- Limiting on-call responsibilities or rotating them among team members.
- Encouraging the use of vacation time.
- Avoiding excessive overtime.
Furthermore, veterinary professionals want to advance their careers and stay updated on the latest developments. Investing in their growth demonstrates your commitment to team members’ long-term success. You can:
- Provide access to CE opportunities, including online courses, workshops and industry conferences.
- Support opportunities to earn advanced certifications.
- Create pathways to leadership roles or mentorship opportunities.
Another powerful driver of employee engagement and retention is the practice culture. Set your clinic apart by:
- Promoting open communication and regular feedback.
- Recognizing and celebrating individual and team accomplishments.
- Creating a sense of community through team-building activities or social events.
Step 3: Communicate Your Value Effectively
Offering exceptional value at your veterinary practice won’t matter if job candidates don’t know about it. Clear, consistent communication is essential to showcasing what makes your hospital a great place to work.
The hiring process is a chance to make an impression on candidates. Communicate your value proposition through:
- Job posts: Highlight key aspects of the employee experience, such as flexible schedules, professional development opportunities and the clinic’s culture.
- Interviews: Personalize your pitch by asking candidates about their goals and priorities. Tailor your discussion to showcase how your clinic aligns with their needs.
Communicating the value shouldn’t stop once you hire someone. Reinforce your commitment to personal growth and well-being by:
- Holding regular one-on-one check-ins to discuss goals, challenges and satisfaction.
- Celebrating personal achievements, whether completing a certification, reaching a milestone or excelling in a challenging clinical case.
- Providing ongoing updates about new fringe benefits, programs or opportunities that support success.
Use your website, social media channels and other platforms to showcase what makes your clinic a desirable workplace. Share testimonials, highlight team-building events, and post about CE initiatives or community involvement.
Adapting to Individual Needs
Because each candidate and employee is unique, a one-size-fits-all approach won’t work. For instance:
- A recent DVM graduate might value mentorship and hands-on training.
- A working parent might prioritize flexible scheduling.
- An experienced veterinarian might seek leadership opportunities or a lighter caseload.
The key is to tailor the value proposition to the individual. Create a customized experience that satisfies priorities by asking the right questions and listening to the answers.
Why It Matters More Than Ever
The veterinary profession will continue to face a heavy demand for skilled professionals, so attracting and retaining top talent will remain challenging. Focusing on the value you offer as an employer isn’t just about meeting expectations. It’s also about thriving in a competitive market. A satisfied, engaged team provides better pet care, builds stronger client relationships and contributes to a clinic’s long-term success.
By focusing on the overall workplace experience and tailoring it to individual needs, you will position your practice as a sought-after employer. The result? A happy, committed team and a thriving clinic in 2025 and beyond.