{"id":11002,"date":"2021-10-01T00:00:59","date_gmt":"2021-10-01T00:00:59","guid":{"rendered":"https:\/\/todaysveterinarybusiness.com\/?p=11002"},"modified":"2022-06-15T17:48:10","modified_gmt":"2022-06-15T17:48:10","slug":"veterinary-team-recruiting","status":"publish","type":"post","link":"https:\/\/navc.sitepreview.app\/todaysveterinarybusiness.com\/veterinary-team-recruiting\/","title":{"rendered":"What You Need to Know About Recruiting"},"content":{"rendered":"

Not so long ago, industry observers debated whether we had an oversupply of veterinarians or excess capacity. Over the past few years, though, the profession has undeniably suffered from a shortage of veterinarians. So, how can clinics find enough qualified professionals to serve clients and their pets? One solution is to use a recruiting agency.<\/p>\n

Recruiters save practices time and money by matching qualified candidates with hospitals looking to fill job openings. A recruiter finds suitable candidates and screens them to ultimately identify the right person for a particular practice.<\/p>\n

If you\u2019re considering working with a recruiter to meet your hiring needs, you should set your expectations first and then review the terms, conditions and fine print of any agreement before signing it. You also need to understand the services provided. For instance, will the recruiter conduct pre-interviews, schedule your interview and conduct a background check<\/a>?<\/p>\n

Let\u2019s examine the recruitment agreement, services and costs.<\/p>\n

Seeking Candidates<\/h3>\n

Recruiters use different methods to locate job candidates. Some contact veterinary schools or have a strong social media presence. Others might advertise openings or cold-call employed veterinarians located within the practice area. The last tactic is known as poaching. Keep in mind that veterinarians who jump ship can\u2019t breach noncompete and non-solicitation clauses in their current contracts.<\/p>\n

Recruitment Agreements<\/h3>\n

A negotiated, legally binding arrangement between a recruiter and veterinary practice governs the services provided. The document typically focuses on identifying qualified candidates and introducing them to the practice. In exchange, the clinic generally pays either a contingency fee, which focuses on the end result, or a retainer fee, which involves the process.<\/p>\n

Contingency Fees<\/h3>\n

If the recruitment agreement calls for a contingency fee, the agency usually won\u2019t be paid until a suitable match is found. No fees are due until the day the introduced candidate accepts the position with the clinic.<\/p>\n

The contingency fee can range from 10% to 30%, which is typically calculated based on the new employee\u2019s accepted compensation<\/a>. However, first-year compensation can vary tremendously in the veterinary industry depending on whether the employee was offered only a salary or is eligible for production bonuses. Consequently, when reviewing the terms of the recruitment agreement, understand what the percentage encompasses.<\/p>\n

Choosing a recruiting agency that charges a lower percentage might not always be the best choice. You could, for example, hire a recruiter who receives a contingency fee of 25% of the base salary, or you could choose another agency that takes 20% but includes any production bonuses in the calculation. Compare your options.<\/p>\n

Retainer Fees<\/h3>\n

Sometimes, a recruiting agency will ask for a one-time flat fee, or retainer, ranging from $5,000 to $10,000. Consider the cost a down payment on future services. It likely is part of an a la carte list that includes placement fees (successful hiring of a candidate), marketing fees (advertising on multiple platforms) and guarantee or replacement fees, as I will define later. Now, what happens if the recruiter\u2019s search isn\u2019t fruitful or the agreement is about to expire?<\/p>\n

Term, Termination\u00a0and Refundability<\/h3>\n

Most recruitment agreements carry a one-year term. If the agency you hired charges a contingency fee, your financial responsibility would be zero if the recruiter is unsuccessful. But what about agencies that collected a fee upfront? Would you be reimbursed? Could you roll over the fee to another search? The short answer: See what the agreement says about refundable fees<\/a>. Most one-year recruitment agreements state that the retainer fee<\/a> is not refundable since it covers work done even when the search fails. The same is true with marketing and advertisement fees.<\/p>\n

Exclusive Agreement<\/h3>\n

Some agencies require exclusivity, a common condition if the company specializes in veterinary recruiting. This means you cannot engage another agency to recruit on your behalf.<\/p>\n

If you go the exclusivity route, negotiate the agreement to include these clauses:<\/p>\n