It’s no secret the veterinary industry faces a significant shortage of doctors and technicians. Independent and corporate practice owners have adopted various strategies to tackle staffing challenges and work-life balance issues to ensure the sustainability of their operations. With fewer medical professionals available, practices cannot accommodate as many patients, leading to longer appointment wait times.
The shortage also means some veterinary teams are overburdened with cases and compelled to work longer hours. The situation leads to burnout, can reduce the quality of care provided and increases employee turnover. The vicious cycle worsens the shortage.
In addition, veterinary practices face financial challenges due to the shortage. Besides having to turn away business or limit services, they incur higher payroll and benefit costs as they try to lure and retain staff.
Long-Distance Help
What are practice owners and managers to do, given the workforce and business challenges? One effective strategy is to recruit veterinarians and technicians from overseas. Many countries have well-trained professionals who can fill gaps in the U.S. market, and there are AVMA-accredited colleges around the globe.
Corporate practices, in particular, have been active in this area, leveraging their resources to navigate the complexities of international hiring. Companies can attract skilled professionals from abroad by providing relocation assistance and support in obtaining necessary licensure.
The U.S. immigration system offers several visa classifications appropriate for veterinary professionals, though some have restrictions. They include:
- F-1 student visa: After graduation, international students typically get one year of U.S. work authorization, which may be extended by two years in STEM fields. However, veterinary practices must promptly sponsor these workers in other visa categories to retain them long term.
- H-1B specialty occupation: This temporary visa, particularly for licensed veterinarians, has a six-year limit but is extendable if a green card is in process. An annual quota and high demand make securing an H1-B visa challenging and expensive.
- Country-specific temporary visa: Veterinary professionals from Canada, Mexico and Australia might qualify for TN or E-3 visas, which are relatively straightforward and renewable.
- Permanent resident (green card): Sponsoring a veterinarian for a green card typically involves a labor certification process that can take years.
Time-Saving Telemedicine
Veterinary practices that offer telemedicine can handle more consultations, provide follow-up care and manage minor health issues remotely. By incorporating telemedicine, clinics can better manage workloads and maintain a higher standard of care, even with limited staff. The service also helps improve work-life balance by supporting flexible work hours.
Better Work Conditions
Practices trying to attract and retain staff increasingly focus on improving work conditions. The strategy includes competitive salaries, signing bonuses, comprehensive fringe benefits packages and opportunities for professional development. Additionally, clinics are addressing burnout through flexible work schedules and adequate time off.
Enhanced Technician Utilization
Optimizing veterinary technicians can alleviate the pressure on veterinarians. By delegating routine tasks and allowing technicians to operate at the top of their skill set, practices can improve efficiency and ensure veterinarians focus on more complex cases. This approach maximizes the existing workforce and improves technicians’ job satisfaction.
School Partnerships
Collaborating with veterinary schools on internships and externships can provide practices with a steady stream of emerging talent. Some corporate practices have robust internship programs that provide valuable on-the-job training, often leading to employment upon graduation.
Personal Matters
Addressing mental health and well-being is crucial in retaining veterinary professionals. Practices increasingly offer mental health resources, such as counseling services, stress-management workshops and wellness programs. By prioritizing the staff’s mental health, hospital leaders can create a more sustainable work environment that supports long-term career satisfaction.
There’s No Time to Waste
Fixing the workforce shortage requires a comprehensive approach. Veterinary practices can mitigate the problem by recruiting internationally, utilizing telemedicine, improving work conditions, enhancing the use of technicians, partnering with veterinary schools and emphasizing mental health. Those strategies can help maintain the quality of animal care and ensure a more balanced and sustainable work environment.