Practical tips and real examples for veterinary hiring managers
If you’re struggling to attract qualified veterinary candidates, you’re not alone. Across the profession, hiring managers are competing in a tight labor market where talented veterinarians, technicians, and support staff have options—and they know it.
One of the most overlooked hiring tools? Your job description.
A well-written job description doesn’t just list duties. It sells the role, reflects your clinic culture, and helps the right candidates see themselves working with you. Below are practical, vet‑specific tips (plus examples) to help your job postings stand out and actually convert readers into applicants.
1. Start With the Candidate, Not the Clinic
Many veterinary job descriptions open with a paragraph about the hospital’s history, equipment, and accolades. While those details matter, they shouldn’t come first.
Candidates are scanning for one thing initially: “Is this job right for me?”
Instead of this:
Busy, well-established small animal hospital seeking an associate veterinarian to join our team.
Try this:
Are you an associate veterinarian who wants a supportive team, flexible scheduling, and the chance to practice high-quality medicine without burnout?
Tip: Lead with what the candidate gains—schedule, support, growth, compensation philosophy—then introduce your clinic.
2. Use a Clear, Human Job Title
Veterinary candidates often search by job title, and unclear or inflated titles can hurt visibility.
Avoid:
Veterinary Rockstar
Ninja Technician
Superstar Associate
Use:
Veterinary Surgeon – Small Animal
Registered Veterinary Nurse
Veterinary Associate – Full-Time
Clarity beats cleverness every time.
3. Paint a Picture of a Real Day at Work
Generic bullet points don’t help candidates imagine themselves in the role. Specifics do.
Instead of:
• Perform exams and diagnostics • Communicate with clients
Try:
• See 15–18 appointments per day with scheduled time for records • Collaborate with two experienced Vets and a dedicated RVN during exams • Build long-term relationships with clients who value education and preventive care
Tip: Candidates want to know pace, staffing ratios, and expectations—especially in today’s burnout-conscious environment.
4. Be Honest About What You’re Looking For
Overly long “wish lists” discourage strong applicants, especially veterinary nurses and early-career veterinary surgeons.
Ask yourself:
What is truly required on day one?
What can be trained?
Better example:
Required: • MRCVS (or soon-to-be graduate)
Nice to Have (We’ll Train): • Surgical experience beyond spay/neuter • Interest in dentistry or ultrasound
This approach widens your candidate pool without lowering standards.
5. Highlight Growth, Support, and Wellbeing
Veterinary candidates care deeply about mentorship, mental health, and sustainability.
Be specific about:
Mentorship structure for new grads
CPD allowance and paid CPD days
Scheduling philosophy (weekends, on-call, flexibility)
Support staff utilization
Example:
New graduates receive structured mentorship with weekly case reviews, shadowing during the first 90 days, and gradual appointment ramp-up. Include VetGDP mentor support.
If you offer it—say it clearly.
6. Talk About Compensation (Yes, Really)
Job posts with compensation details consistently outperform those without them.
You don’t need to list every benefit, but transparency builds trust.
Example:
Compensation range: £45,000 to £60,000 annually, depending on experience
Benefits include: • Health insurance • Employer Pension • Paid parental leave • Uniform allowance
Tip: Even a range is better than silence.
7. Keep It Skimmable and Mobile-Friendly
Most candidates read job descriptions on their phones.
Use:
Short paragraphs
Bullet points
Clear headers
Avoid walls of text. If it feels long, it probably is.
8. End With a Warm, Simple Call to Action
The application process shouldn’t feel intimidating.
Example:
Curious if this role could be a fit? Apply with your resume—or reach out for a confidential conversation. We’re happy to answer questions.
A friendly close signals approachability and respect.
Quick Checklist: A High‑Performing Veterinary Job Description
Before you post, ask:
✅ Does this speak to the candidate’s needs?
✅ Is the schedule and workload clear?
✅ Are growth and support explained, not implied?
✅ Is compensation transparent?
✅ Would you apply to this role?
Final Thought
In today’s veterinary hiring market, job descriptions aren’t paperwork—they’re marketing. The clinics that attract great candidates are the ones that communicate clearly, honestly, and humanly.
A few thoughtful changes can turn a forgettable posting into one that resonates—and gets the right people excited to apply.
If you’d like help reviewing or rewriting your veterinary job descriptions, this is where expert guidance can make all the difference.