Hiring the right people has never been easy—but for veterinary practice owners today, it often feels impossible. You post a role, get a few applications (if you’re lucky), interview a promising candidate… and then poof—they’re gone. They’ve accepted another offer, ghosted you entirely, or politely declined at the last minute.
So what’s happening? Why are great candidates choosing to go elsewhere? Let’s break it down.
1. You’re Not Moving Fast Enough
Top veterinary talent is in demand—and they know it. If your hiring process involves multiple interviews spaced weeks apart, slow internal decisions, or delayed communication, candidates will look elsewhere. Often, they're entertaining multiple offers, and speed can be the deciding factor.
Tip: Streamline your process. Commit to giving feedback within 48 hours, and aim to complete interviews and offers in a 1–2 week window.
2. Your Offer Isn’t Competitive—Even If You Think It Is
Veterinary professionals and support staff are commanding higher salaries, better benefits, and more flexibility than ever before. Practices offering basic pay without extras like relocation support, CPD budgets, or mental health benefits are falling behind.
Tip: Do your market research. If you haven’t benchmarked your compensation and benefits package in the past 6–12 months, you're likely out of date.
3. Your Culture Isn’t Clear—or Attractive
Today’s candidates aren’t just looking for a job—they’re looking for a workplace where they feel valued, safe, and supported. If your online presence, interview process, or word-of-mouth reputation paints a picture of burnout, understaffing, or toxic management, candidates will walk.
Tip: Invest in your culture and make it visible. Share staff stories on social media, spotlight team wins, and be transparent about work-life balance in interviews.
4. You're Not Offering Flexibility
Rigid schedules, mandatory weekends, or inflexible holiday policies are deal-breakers. Given the prevalence of burnout, flexible work arrangements have become non-negotiable for many.
Tip: Consider shift sharing, rotating weekends, or allowing for part-time or hybrid roles when possible.
5. They’ve Never Heard of You Before
If a candidate has to Google your practice and struggles to find a clear, up-to-date website or reviews, you’ve already lost credibility. A weak online presence can make you invisible—or worse, suspicious.
Tip: Maintain an active website and social media presence. Encourage happy clients and staff to leave reviews. Candidates will research you.
6. The Interview Didn’t Feel Like a Two-Way Conversation
Candidates want to feel courted, not interrogated. If your interview feels like a checklist or if you spend more time talking than listening, you’re not giving them a chance to see the value in joining your team.
Tip: Focus on relationship-building. Ask about their goals, listen carefully, and paint a clear picture of what their growth and life would look like in your practice.
Final Thought
Veterinary hiring is a two-way street. Good candidates have more choices than ever—and if they’re walking away, it’s time to reflect on why.
The good news? You can turn it around. By moving quickly, offering competitive packages, and creating a culture that people want to be part of, you’ll stop losing great candidates—and start attracting them.
Need help crafting a compelling job offer or revamping your recruitment process? Let’s talk. Because the right people are out there—they just need to see that you’re the right place for them. Get in touch at contactus@vettedrecruitment.co.uk