VN August 2023

Vetnuus | August 2023 16 Recruitment in the veterinary space Finding, hiring and retaining the right talent for your veterinary practice can be tough, especially in an environment where demand exceeds supply. However, there are recruitment strategies that can help level this imbalance, says team development practitioner Ann Baret. Hiring the wrong person can have devastating consequences for your company, affecting your productivity, profitability and reputation. A wrong hire can create a negative and toxic work environment, leading to dissatisfaction, frustration, stress and turnover among other employees. It is estimated that a bad hire can cost a company 30% of the individual’s yearly salary. So finding the right talent can be a daunting task, but it doesn’t have to be. In this article, we will show you how recruitment in the veterinary space is different from other industries, and what you can do to attract and retain the best candidates. The veterinary industry is a diverse and rewarding field that offers many opportunities for career growth and satisfaction. However, finding and hiring and retaining the right talent for your veterinary practice can be challenging, especially in a competitive and evolving market. According to a report by the South African Veterinary Council (SAVC), there were 6 500 veterinarians and 3 000 para-veterinary professionals in South Africa in 2023, but only 80% of them were actively practicing. The demand for veterinary services is expected to grow by 10% from 2023 to 2033, driven by the increasing population of companion animals, livestock, and wildlife. However, the supply of new veterinarians and para-veterinary professionals is not keeping up with the demand, creating a shortage of qualified professionals in some areas and specialities. Some of the factors that contribute to this imbalance include: • The high cost of veterinary education and student debt, which may deter potential candidates from pursuing a veterinary career, or limit their mobility and choices. • The changing demographics and preferences of the veterinary workforcewhichisbecomingmorediverse,female-dominated, and millennial-driven. These veterinarians and para-veterinary professionals may have different expectations and needs regarding work-life balance, flexibility, compensation, benefits, culture, and career development. • The emergence of new technologies and trends in veterinary medicine, such as telemedicine, online pharmacies, corporate consolidation, and speciality services createnewopportunities and challenges for veterinary practices, requiring them to adapt and innovate to stay competitive and relevant. Given these challenges, how can you find and hire the best talent for your veterinary practice? Here are some strategies that will help you stand out from the crowd and attract qualified candidates: • Build a strong employer brand. Your employer brand is the reputation and image that your practice has in the eyes of potential candidates. It reflects your values, culture, mission, vision, and goals as an organisation. To build a strong employer brand, you need to communicate your unique selling proposition (USP) to your target audience. What makes your practice different from others? What are the benefits of working for you? How do you support your employees’growth and well-being? How does the organisation contribute and impact the communities surrounding them? • Embrace modern recruitment practices. Modern recruitment practices are methods that leverage technology and data to improve the efficiency and effectiveness of your hiring process. They can help you reduce the time and cost of recruitment, enhance the quality and diversity of your talent pool, and improve the candidate experience. Some examples of modern recruitment practices that you can use include: o Clearly identify the specific contributions you need from your candidate to level up and achieve peak flow as a team. Ensure that these are made abundantly clear in your recruitment advertisements so that attracting the right candidate is made simpler from the very beginning of the recruitment process. o Pre-qualify these candidates by asking them a set of questions aligned to the areas of role contribution. Recruitment in the veterinary space Ann Baret