{"id":23539,"date":"2023-04-01T21:01:44","date_gmt":"2023-04-01T21:01:44","guid":{"rendered":"https:\/\/todaysveterinarybusiness.com\/?p=23539"},"modified":"2023-04-17T15:46:13","modified_gmt":"2023-04-17T15:46:13","slug":"recruiters-talent-territory-0423","status":"publish","type":"post","link":"https:\/\/navc.sitepreview.app\/todaysveterinarybusiness.com\/recruiters-talent-territory-0423\/","title":{"rendered":"Collaboration, Not Competition"},"content":{"rendered":"

Make no mistake, a \u201cwar for talent\u201d rages in the U.S. job market and is particularly fierce in the veterinary profession. As of mid-March, the AVMA Veterinary Career Center showed over 1,500 employers trying to fill more than 4,700 jobs. From my experience as a recruiter and search consultant, I can tell you that the market for veterinarians is the tightest it\u2019s been in years. Because of the conditions, now is the time for animal health and veterinary employers to foster collaboration between their internal recruiters and outside recruiting firms.<\/p>\n

Unfortunately, an atmosphere of competition sometimes exists between the two sets of people. For example, practice leaders responsible for hiring veterinarians often think they don\u2019t need an outside recruiter if they already employ an internal recruiter or a human resources representative who oversees hiring.<\/p>\n

Cooperation between internal and external recruiters leads to more success with hiring. And considering the job market and severe shortage of veterinarians, collaboration is necessary more than ever. Successful hiring requires the combined efforts of recruiters, hiring managers and HR representatives<\/a>. That\u2019s because all those people play to their strengths, with external recruiters hunting for passive candidates not actively looking for a new job and internal recruiters gathering active job seekers and managing the process from within. Without everyone rowing in the same direction, the chances of success diminish greatly.<\/p>\n

Building a collaborative relationship, though, isn\u2019t easy. It\u2019s like creating any other successful relationship between people. It takes time, effort and patience and requires these four critical elements.<\/p>\n

1. Identifying Objectives<\/strong><\/h3>\n

External and internal recruiters must be on the same page from the beginning of the candidate search process. The simple reason is that two people likely view and perceive things differently. For example, what one person believes is the initial screening stage, another might see as the final hiring period.<\/p>\n

When both parties identify shared objectives, the rest of the process is set up for success. Conversely, a lack of goals can sabotage the whole process, even though neither person realized what happened and why.<\/p>\n

2. Setting Clear Expectations<\/strong><\/h3>\n

Both parties must know what is going to happen and when. Here are aspects of the search process for which clear expectations should be set:<\/p>\n