In the highly competitive landscape of veterinary recruitment, practices across the UK are facing increasing pressure to attract and retain top-tier talent. With over 86% of veterinary job seekers using social media and a staggering 93% evaluating a practice’s culture through online content, it’s never been more critical to treat social platforms as key components of your recruitment strategy.
Here’s how veterinary practices can use social media to build a powerful, modern recruitment funnel that attracts both active and passive candidates:
1. Choose the Right Platforms for Veterinary Recruitment
Different platforms serve different functions in your recruitment funnel. The key is understanding how each one supports your goals:
LinkedIn – Ideal for showcasing professional development opportunities, leadership values, and job posts. Great for targeting experienced veterinary professionals and locums.
Facebook – Best for local awareness and engagement. Use it to share events, community initiatives, and job openings in a more casual, visual format.
Instagram – Perfect for visual storytelling. Use it to showcase practice culture, day-in-the-life content, and team camaraderie—key for attracting younger vets and nurses.
🛠️Tip: Ensure your profiles are up-to-date, branded consistently, and include clear calls-to-action like “Join our team” or “See open roles.”
2. Tailor Storytelling to Active vs. Passive Candidates
Active candidates are looking for immediate opportunities. Your goal should be clarity and accessibility:
Share job listings regularly with clear headlines and benefits
Create short videos of team members describing roles and why they love working there
Highlight perks: CPD allowance, flexible schedules, mentoring, or clinical freedom
Passive candidates aren’t necessarily job hunting—but you can still win their interest through subtle storytelling:
Post feel-good moments: staff birthdays, new puppy patients, charity days
Share behind-the-scenes clips of morning rounds, team training, or lunch breaks
Let your team showcase their real selves with short Q&A stories
📊Insight: Content that humanises your team and shows genuine connection can spark curiosity from someone who hadn’t planned to move jobs—until they saw what they were missing.
3. Make It Personal: Takeovers, Spotlights & Real-Time Stories
People want to work with people—not job ads.
Use the following techniques to bring your practice to life:
Employee Takeovers: Let a nurse or vet post to Instagram for a day. This gives followers an authentic, unscripted view of the role.
Behind-the-Scenes Tours: Use Reels or Stories to show what a typical shift looks like—reception huddles, consult prep, post-op cuddles.
Team Spotlights: Each month, highlight a team member’s background, role, and favourite part of their job.
🎥Pro Tip: Short-form video (under 60 seconds) outperforms static posts on nearly every platform.
Final Thoughts: Start Small, Be Consistent
You don’t need a big marketing team to start building a recruitment funnel with impact. Choose one platform to focus on, plan content in advance, and involve your team in idea generation.
Over time, this effort pays off not just in more CVs—but in better-fit candidates who already feel connected to your culture before they even apply.
📌Action Step: This month, pick one of your current team members and schedule a 3-post spotlight series across Facebook and Instagram. Track engagement and use that data to shape your future content.
Need help crafting a job ad that gets results? Drop us a message—we’re here to help your practice grow. Contactus@vettedrecruitment.co.uk