In today’s competitive veterinary job market, practice owners are under growing pressure to find and retain the right people. While job boards and in-house efforts are important, referral schemes and recruitment partnerships are proving crucial—when used well.
But how do you design a referral programme that works? And what should you really expect from an agency?
Why Referral Schemes Still Deliver
Your team often knows who would genuinely thrive in your practice—former classmates, respected peers, or locum vets they’ve seen in action.
What makes a referral scheme effective:
Tangible rewards: e.g. £250 on offer acceptance, £250 after 6 months
Clear eligibility rules: define who can refer and for which roles
Ease of use: make it easy to submit referrals—no long forms or hoops
Recognition: shout-outs or small perks for every referral, not just successful ones
Referrals are often faster, more affordable, and lead to better cultural alignment than cold hires.
Getting More from Recruitment Agencies
In a tight market, agencies offer more than just CVs. A good recruitment partner can enhance your hiring process from end to end, particularly when time or internal experience is limited.
Beyond CV-sifting, a strong agency partner can:
Help define role scopes and salary benchmarking
Advise on employer branding and attraction strategies
Pre-screen candidates for values and fit—not just skills
Offer interview training for hiring managers
Provide candidate feedback loops to improve your process
Guide on counteroffer management and negotiation
They should be a strategic partner, not just a supplier.
How to Vet a Recruitment Partner
Not all recruiters are created equal. To find one who genuinely supports your goals:
Ask:
Do they specialise in the veterinary sector?
What’s their track record with similar roles?
Will they support hiring strategy—not just placement?
What do past clients say? Ask for testimonials or case studies.
How do they assess cultural fit, not just qualifications?
What’s included in their fee? (Look for value-added services)
Also check their terms of business—especially:
Rebate periods
Exclusivity clauses
Candidate ownership rules
You’re trusting them with your brand. Make sure it’s in good hands.
Internal vs External: Strike a Balance
A sustainable hiring strategy blends internal and external sources:
Source | Strengths | Watch-outs |
Staff Referrals | High trust, cultural fit, low cost | May limit diversity or new ideas |
Recruitment Partners | Access to niche talent and expertise | Varies in quality; fees can be high |
Direct Applicants | Shows candidate proactivity | Needs time and process to filter |
Use referrals to maintain team culture, and partners to scale or fill hard-to-hire roles. Each plays a valuable part in your talent pipeline.
Whether you're incentivising your team to refer, or investing in external support, the goal is the same: build a strong, sustainable team. Set clear expectations, communicate openly, and track what’s working.
The right partners—internal and external—don’t just fill vacancies. They help build the kind of practice people want to stay in.
To find out what we can do, get in touch at contactus@vettedrecruitment.co.uk