{"id":23502,"date":"2023-04-01T00:00:01","date_gmt":"2023-04-01T00:00:01","guid":{"rendered":"https:\/\/todaysveterinarybusiness.com\/?p=23502"},"modified":"2023-03-29T21:47:15","modified_gmt":"2023-03-29T21:47:15","slug":"new-graduates-hiring-0423","status":"publish","type":"post","link":"https:\/\/navc.sitepreview.app\/todaysveterinarybusiness.com\/new-graduates-hiring-0423\/","title":{"rendered":"Swipe Right"},"content":{"rendered":"<p style=\"font-weight: 400;\">Statements like \u201cWe\u2019re open to new graduates\u201d and \u201cWe offer mentorship\u201d once were the exception, not the rule, in job ads seeking veterinarians. As a veterinary industry writer, I\u2019ve written my fair share of job ads. Prior to creating one, I always schedule a call with the practice manager or owner. In the past, the calls typically focused on what the practice was looking for in a candidate, the work schedule, the job responsibilities, the standard fringe benefits and some perks of the hospital\u2019s location.<\/p>\n<p style=\"font-weight: 400;\">This past fall, I spoke with a practice owner looking to hire small animal and equine veterinarians for his mixed animal practice. The conversation was very different from those of 10 years ago. Here\u2019s how it went:<\/p>\n<p style=\"font-weight: 400;\"><strong>Sarah:<\/strong> Are you offering full- or part-time positions?<\/p>\n<p style=\"font-weight: 400;\"><strong>Practice owner:<\/strong> Whatever the candidate wants. We can be flexible.<\/p>\n<p style=\"font-weight: 400;\"><strong>Sarah:<\/strong> Do you pay by salary, production or ProSal?<\/p>\n<p style=\"font-weight: 400;\"><strong>Practice owner:<\/strong> Whatever the candidate wants. We can be flexible.<\/p>\n<p style=\"font-weight: 400;\"><strong>Sarah:<\/strong> Do you want someone with experience, or are you open to a new or\u00a0recent graduate?<\/p>\n<p style=\"font-weight: 400;\"><strong>Practice owner:<\/strong> Either.<\/p>\n<p style=\"font-weight: 400;\"><strong>Sarah:<\/strong> Do you offer a structured mentorship program?<\/p>\n<p style=\"font-weight: 400;\"><strong>Practice owner:<\/strong> Yes.<\/p>\n<p style=\"font-weight: 400;\"><strong>Sarah:<\/strong> Do you offer a sign-on bonus? Pay relocation expenses?\u00a0Provide student loan repayment assistance?<\/p>\n<p style=\"font-weight: 400;\"><strong>Practice owner:<\/strong> Yes. Yes. Yes.<\/p>\n<p style=\"font-weight: 400;\">\u201cWe\u2019re very much in a candidate-driven market,\u201d said <a href=\"https:\/\/todaysveterinarybusiness.com\/column\/talent-territory\/\">Stacy Pursell<\/a>, CPC, CERS, the founder and CEO of The Vet Recruiter and a Today\u2019s Veterinary Business columnist. \u201cTwenty-five years ago, the employer was in control. They could set the hours, schedule, and pay, and say, \u2018This is what it is.\u2019 And they would have plenty of candidates to choose from. That\u2019s not the case today.\u201d<\/p>\n<p style=\"font-weight: 400;\">Veterinarians in today\u2019s job market can be selective and upfront about what they want. And the latest numbers from the U.S. Bureau of Labor Statistics indicate that the candidate-driven market isn\u2019t going to change anytime soon. For example, veterinarian jobs are projected to grow by 19% from 2021 to 2031, which, according to Pursell, is an average of 4,800 additional job openings annually. But, as Pursell explained, the profession is netting only about 1,000 new veterinarians each year.<\/p>\n<p style=\"font-weight: 400;\">\u201cNearly 2,000 veterinarians are retiring each year,\u201d said Pursell, who tracks veterinary employment numbers closely. \u201cAnd data from the American Association of Veterinary Medical Colleges shows that about 3,000 veterinary students graduated in 2020.\u201d<\/p>\n<p style=\"font-weight: 400;\">The shortfall means that employers need to pull out all the stops to attract and retain veterinarians and that new graduates are a hot commodity.<\/p>\n<p style=\"font-weight: 400;\">So, what can you do to be an employer of choice for newly graduated veterinarians? Here are seven tactics.<\/p>\n<h3 style=\"font-weight: 400;\"><strong>1. Get Their Attention<\/strong><\/h3>\n<p style=\"font-weight: 400;\">Think outside the box when promoting your veterinary practice to potential candidates.<\/p>\n<p style=\"font-weight: 400;\">\u201cIt\u2019s important to use creative marketing strategies,\u201d said Tierra Price, DVM, the founder of the BlackDVM Network. \u201cNot everyone goes to job boards, so it\u2019s helpful to get into schools, work through student ambassadors, and attend conferences so you can talk to and meet people.\u201d<\/p>\n<p style=\"font-weight: 400;\">Get creative with your job ads, too. Think about unique formats that will help your ad stand out in a sea of similar notices. Post an entertaining video ad on your practice\u2019s Instagram, Facebook, YouTube or TikTok channel. Use an unexpected theme, like an online dating profile, a Mad Libs story or a simple crossword puzzle.<\/p>\n<p style=\"font-weight: 400;\">Because diversity, equity and inclusion are important to many new graduates, Dr. Price emphasized the value of posting your job ad with diverse organizations. Some to consider include:<\/p>\n<ul>\n<li>BlackDVM Network: <a href=\"http:\/\/blackdvmnetwork.com\">blackdvmnetwork.com<\/a><\/li>\n<li>Latinx Veterinary Medical Association: <a href=\"http:\/\/latinxvma.org\">latinxvma.org<\/a><\/li>\n<li>Multicultural Veterinary Medical Association: <a href=\"http:\/\/mcvma.org\">mcvma.org<\/a><\/li>\n<li>National Association for Black Veterinarians: <a href=\"http:\/\/nabvonline.org\">nabvonline.org<\/a><\/li>\n<li>Pride Veterinary Medical Community: <a href=\"http:\/\/pridevmc.org\">pridevmc.org<\/a><\/li>\n<li>Women\u2019s Veterinary Leadership Development Initiative: <a href=\"http:\/\/wvldi.org\">wvldi.org<\/a><\/li>\n<\/ul>\n<h3 style=\"font-weight: 400;\"><strong>2. Keep Their Attention<\/strong><\/h3>\n<p style=\"font-weight: 400;\">Once new graduates gain interest in your practice, don\u2019t turn them off with outdated technology. Veterinary hospitals still using paper records or maintaining outdated websites are difficult to recruit for, Pursell said.<\/p>\n<p style=\"font-weight: 400;\">\u201cYoung veterinarians want to work at practices with the latest and greatest technology,\u201d she said. \u201cFirst impressions matter, and the first thing a candidate will do is go to your website. It doesn\u2019t matter how great your practice is. Candidates won\u2019t give you a second look if you have a terrible website.\u201d<\/p>\n<h3 style=\"font-weight: 400;\"><strong>3. Put a Structured Mentorship Plan in Writing<\/strong><\/h3>\n<p style=\"font-weight: 400;\">\u201cWe place a lot of veterinarians who are leaving their first job out of veterinary school and looking for their second,\u201d Pursell said. \u201cAnd most of the time, the reason they\u2019re looking for a different job is because they were promised mentorship and didn\u2019t get it.\u201d<\/p>\n<p style=\"font-weight: 400;\">Pursell and Dr. Price agreed that a written mentorship plan should be in the job offer and contract.<\/p>\n<p style=\"font-weight: 400;\">In addition, write a customized mentorship plan that includes goals and milestones covering at least the first 12 months of employment.<\/p>\n<p style=\"font-weight: 400;\">\u201cIt could say something like, \u2018At the end of 12 months, you will be able to perform X, Y and Z surgeries. You will be able to see 30-minute appointments. You will feel comfortable approaching the team with feedback,\u2019\u201d Dr. Price said. \u201cAnd then, work backward from there to set milestones.\u201d<\/p>\n<p style=\"font-weight: 400;\">Be sure to get buy-in and feedback from experienced practice team members and involve them in the new veterinarian\u2019s mentorship.<\/p>\n<p style=\"font-weight: 400;\">\u201cA seasoned veterinarian, technician, receptionist \u2014 everyone is involved in raising this new baby doctor,\u201d Dr. Price said. \u201cThe mentorship program should include feedback from the technicians and assistants on how the new grad is doing. It should include feedback from the receptionists, and even feedback from clients.\u201d<\/p>\n<p style=\"font-weight: 400;\">After your new veterinarian starts work, conduct short monthly check-ins and more formal quarterly check-ins. Provide your feedback and ask:<\/p>\n<ul>\n<li>How do you think you\u2019re doing?<\/li>\n<li>Are you getting what you need?<\/li>\n<li>What feedback do you have for me?<\/li>\n<li>Do you think you\u2019re on track?<\/li>\n<\/ul>\n<p style=\"font-weight: 400;\">\u201cThinking about how you\u2019re going to help your new graduate grow as a veterinarian over the next several years is one of the most important things you can do,\u201d Dr. Price said.<\/p>\n<h3 style=\"font-weight: 400;\"><strong>4. Pay a Competitive Salary<\/strong><\/h3>\n<p style=\"font-weight: 400;\">\u201cSome practice owners believe you haven\u2019t earned a six-figure salary until you\u2019ve been at the practice for three or four years,\u201d Dr. Price said. \u201cBut that\u2019s not how it works anymore.\u201d<\/p>\n<p style=\"font-weight: 400;\">At The Vet Recruiter, Pursell\u2019s team hasn\u2019t seen a starting salary below $100,000 in the past 18 months.<\/p>\n<p style=\"font-weight: 400;\">\u201cNew graduates are getting in the range of $100,000 to $130,000, and we\u2019ve even seen some salaries as high as $150,000,\u201d Pursell said.<\/p>\n<p style=\"font-weight: 400;\">And when it comes to structuring the pay, Dr. Price recommends keeping new graduates on a straight salary for the first six to 12 months rather than complicating things by introducing production incentives right away.<\/p>\n<h3 style=\"font-weight: 400;\"><strong>5. Go Above and Beyond on Benefits<\/strong><\/h3>\n<p style=\"font-weight: 400;\">Of course, your practice should offer paid vacation and sick time, a 401(k) retirement plan (with matching contributions), health insurance, license and dues reimbursement, paid continuing education, profit-sharing, and other common benefits. However, today\u2019s employers of choice go beyond the norm to get the attention of new graduates.<\/p>\n<p style=\"font-weight: 400;\">For example:<\/p>\n<p style=\"font-weight: 400;\"><strong>IMMEDIATE PAID TIME OFF<\/strong><\/p>\n<p style=\"font-weight: 400;\">Traditionally, an associate veterinarian earned two or three weeks of paid vacation time after working at the practice for a set period. Today, as more practices focus on supporting the well-being of their teams, veterinarians are given at least two weeks of paid time off for use anytime during the first year of employment.<\/p>\n<p style=\"font-weight: 400;\">\u201cPaid time off isn\u2019t something that someone should have to earn,\u201d Dr. Price said. \u201cEveryone needs paid time off to decompress, and new grads need it just as much as anyone else.\u201d<\/p>\n<p style=\"font-weight: 400;\"><strong>STUDENT LOAN REPAYMENT<\/strong><\/p>\n<p style=\"font-weight: 400;\">Ryan Campbell, DVM, graduated from the Lincoln Memorial University College of Veterinary Medicine in 2022 with $289,000 in student loan debt. When he began looking for a job a few months before graduation, he hoped to find a practice that could help him repay his loans.<\/p>\n<p style=\"font-weight: 400;\">Dr. Campbell selected Animal Hospital of Wilkes in\u00a0Wilkesboro, North Carolina. The practice, owned by Innovetive Petcare, asked him to sign a four-year contract in exchange for an extra $30,000 a year toward his loan debt.<\/p>\n<p style=\"font-weight: 400;\">\u00a0\u201cThey pay it in a lump sum every year for the duration of my four-year contract,\u201d Dr. Campbell said.<\/p>\n<p style=\"font-weight: 400;\">Deanna Cochran, DVM, a 2022 Auburn University College of Veterinary Medicine graduate, found herself in a similar situation. After considering offers from multiple practices, she went to work at corporate-owned Big Thicket Veterinary Clinic in New Caney, Texas. One of her reasons was the guaranteed annual bonus.<\/p>\n<p style=\"font-weight: 400;\">\u201cStudent loan payment was a big deal to me,\u201d Dr. Cochran said. \u201cA set annual bonus was written into my employment contract, and I can do anything with it, so I use it to pay my student loans.\u201d<\/p>\n<p style=\"font-weight: 400;\"><strong>SIGN-ON BONUS, RELOCATION REIMBURSEMENT OR TEMPORARY HOUSING<\/strong><\/p>\n<p style=\"font-weight: 400;\">Nearly all accepted employment offers handled by The\u00a0Vet Recruiter over the past 18 months included a sign-on bonus.<\/p>\n<p style=\"font-weight: 400;\">\u201cMost new graduate <a href=\"https:\/\/todaysveterinarybusiness.com\/veterinary-recruiting-bonuses\/\">sign-on or retention bonuses<\/a> are between $10,000 and $80,000, and for experienced doctors we\u2019re seeing between $40,000 and $250,000,\u201d Pursell said. \u201cThe higher sign-on bonuses usually require the candidate to sign a multiyear contract.\u201d<\/p>\n<p style=\"font-weight: 400;\">Relocation expenses typically are rolled into the sign-on bonus, Pursell said, but some practices add three to six months of temporary housing as an extra perk, especially in areas where housing is expensive or difficult to find.<\/p>\n<p style=\"font-weight: 400;\">Dr. Cochran\u2019s three-year contract included the annual bonus as well as sign-on and retention bonuses.<\/p>\n<p style=\"font-weight: 400;\">\u201cNone of the other clinics could really compete with that,\u201d she said.<\/p>\n<p style=\"font-weight: 400;\"><strong>MENTAL HEALTH BENEFITS<\/strong><\/p>\n<p style=\"font-weight: 400;\">New veterinary graduates are well aware of the mental health struggles plaguing the veterinary profession.<\/p>\n<p style=\"font-weight: 400;\">\u201cOffering some kind of mental health benefit can help your practice stand out,\u201d Dr. Price said.<\/p>\n<p style=\"font-weight: 400;\">Her employer, Veterinary Emergency Group, offers Talkspace, an app that provides mental health resources and allows members to text with a therapist.<\/p>\n<h3 style=\"font-weight: 400;\"><strong>6. Allow Flexible Scheduling<\/strong><\/h3>\n<p style=\"font-weight: 400;\">Five- or six-day workweeks might be coming to an end, driven by the desire of new veterinarians for a healthy work-life balance.<\/p>\n<p style=\"font-weight: 400;\">\u201cWe all know how the hours go in vet med. If you\u2019re supposed to work 10, you\u2019re going to work 12. If you\u2019re supposed to work 12, you\u2019re going to work 14,\u201d Dr. Price said. \u201cA four-day workweek is really important for veterinary professionals so we can take back the time and space we need to recalibrate because the job is so intense.\u201d<\/p>\n<p style=\"font-weight: 400;\">Dr. Campbell works four days a week at Animal Hospital of Wilkes. Dr. Cochran works four days a week, plus a half day every other Saturday, at Big Thicket Veterinary Clinic.<\/p>\n<p style=\"font-weight: 400;\">Dr. Price hopes to shorten the workweek even more. She and another veterinarian intend to acquire two practices in Atlanta at which the full-time veterinarians will spend three days a week with patients and one day a week working on medical records, client follow-ups and similar tasks.<\/p>\n<p style=\"font-weight: 400;\">Veterinary hospitals must adapt to the changing preferences of the workforce, Pursell said.<\/p>\n<p style=\"font-weight: 400;\">\u201cPractices have to consider all their options. If they\u2019ve got a great candidate willing to work, but only three or four days a week, they might have to consider job-sharing or hiring two or three people,\u201d Pursell said. \u201cPeople are willing to work, but just not 50, 60 or 70 hours a week.\u201d<\/p>\n<h3 style=\"font-weight: 400;\"><strong>7. Try Before They Buy<\/strong><\/h3>\n<p style=\"font-weight: 400;\">To take control of their work schedules, many new veterinarians opt for relief shifts rather than commit to full-time jobs. According to Cindy Trice, DVM, the founder and CEO of Relief Rover, 78% of her clients answered \u201cmaybe\u201d when asked, \u201cWould you be willing to consider full- or part-time work?\u201d<\/p>\n<p style=\"font-weight: 400;\">\u201cThat\u2019s a lot of veterinarians who, if they found the right place, would stay,\u201d Dr. Trice said. \u201cMany veterinarians use relief work to find a practice they like. And, if you ask me, that\u2019s the smartest thing in the world. The candidate can choose a practice based on how things actually are there, not how the practice manager or owner says things are during the interview process.\u201d<\/p>\n<p style=\"font-weight: 400;\">\u201cTry before you buy\u201d works both ways. It also benefits the practice to work with contract veterinarians before hiring them as W2 employees. Dr. Price suggests a two- or three-month trial period so that both sides can determine whether the match is a good fit.<\/p>\n<p style=\"font-weight: 400;\">If a practice owner or manager is open to a trial period, be sure to explain it in the job ad by saying something like, \u201cWe\u2019re looking for an associate or relief veterinarian.\u201d<\/p>\n<hr \/>\n<h3 style=\"font-weight: 400;\"><span style=\"color: #008000;\"><strong>HOW TO WRITE A JOB AD<\/strong><\/span><\/h3>\n<p style=\"font-weight: 400;\">When it comes to job ads that appeal to new veterinary school graduates, go beyond the traditional list of responsibilities and requirements, and instead focus on what potential candidates value. Is your practice committed to diversity, equity and inclusion? Do you offer extra paid time off to participate in community service? Does your practice give back to the community and support a particular cause?<\/p>\n<p style=\"font-weight: 400;\">Including those messages in your job ad can help you attract candidates who share similar values.<\/p>\n<p style=\"font-weight: 400;\">However, said the BlackDVM Network\u2019s Dr. Tierra Price, \u201cYou need to actually value the things you say you value. Don\u2019t be misleading. Set your practice up to have the culture you tout in your job ad.\u201d<\/p>\n<p style=\"font-weight: 400;\">Your job ad also should include:<\/p>\n<ul>\n<li><strong>Salary or salary range:<\/strong> Don\u2019t waste a candidate\u2019s time or your own by leaving it out.<\/li>\n<li><strong>Additional money:<\/strong> Do you offer a sign-on bonus, relocation allowance or student loan assistance? Say so.<\/li>\n<li><strong>Mentorship opportunities:<\/strong> \u201cWhat\u2019s most important to new graduates is structured mentorship and flexibility,\u201d said The Vet Recruiter\u2019s Stacy Pursell.<\/li>\n<li><strong>Work schedule:<\/strong> If your practice is willing to be flexible, say so.<\/li>\n<li><strong>Location:<\/strong> Why should a new veterinarian want to call your community home? Include a quick sentence or two about the benefits of where you are.<\/li>\n<\/ul>\n<hr \/>\n<h3 style=\"font-weight: 400;\"><span style=\"color: #008000;\"><strong>AVOID NONCOMPETES<\/strong><\/span><\/h3>\n<p style=\"font-weight: 400;\">The Federal Trade Commission proposed a rule early this year that would prohibit noncompetition clauses in employee contracts. The timing came as noncompetes fall out of favor in veterinary practice, said The Vet Recruiter\u2019s Stacy Pursell.<\/p>\n<p style=\"font-weight: 400;\">\u201cWe\u2019re getting more candidates, including new graduates, who are requesting not to sign a noncompete,\u201d she said.<\/p>\n<p style=\"font-weight: 400;\">One of her hospital clients recently lost a job candidate because of a noncompete demand.<\/p>\n<p style=\"font-weight: 400;\">\u201cThe practice started with a 10-mile noncompete, which they reduced to five miles, and then to one mile, but the candidate walked away,\u201d Pursell said. \u201cShe had multiple offers, so it didn\u2019t take her any time to find a job.\u201d<\/p>\n<p style=\"font-weight: 400;\">Noncompetes are often replaced with nonsolicitations in today\u2019s job market, she said, and more new graduates hire an attorney to review a contract before they sign it.<\/p>\n","protected":false},"excerpt":{"rendered":"<p>Learn to attract newly graduated veterinarians to your practice.<\/p>\n","protected":false},"author":203,"featured_media":23503,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"iawp_total_views":0,"footnotes":""},"categories":[405],"tags":[],"class_list":["post-23502","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-april-may-2023","column-features","clinical_topics-human-resources","clinical_topics-practice-management"],"acf":{"hide_sidebar":false,"hide_sidebar_ad":false,"hide_all_ads":false},"yoast_head":"<!-- This site is optimized with the Yoast SEO Premium plugin v24.7 (Yoast SEO v27.3) - https:\/\/yoast.com\/product\/yoast-seo-premium-wordpress\/ -->\n<title>Swipe Right | Today&#039;s Veterinary Business<\/title>\n<meta name=\"description\" content=\"Today\u2019s employers of choice go beyond the norm to get and keep the attention of new veterinary school graduates.\" \/>\n<meta name=\"robots\" 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