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Hiring in vet med isn’t what it used to be. With more demand for care and fewer professionals entering the field, traditional job boards are oversaturated. Your practice needs to stand out not just with competitive pay but also with culture, creativity, and connection. The good news? There are plenty of ways to make your hiring process more engaging and effective.

One of the most powerful tools in your recruiting toolkit is social media. Instead of relying on a static job description, show prospective candidates what your clinic is all about. Veterinary professionals are often drawn to practices where they feel valued, and your practice’s digital presence can help reinforce that. Behind-the-scenes videos, Instagram takeovers by team members, and even client-driven campaigns that highlight your practice culture can go a long way. People scrolling through TikTok or LinkedIn might just stop and think, “I want to work there.”

I’ve always been a fan of referral bonuses, but adding a creative twist can make them more impactful. Rather than offering a one-time reward, consider an incremental bonus structure that rewards both the referrer and the new hire over a period of time. This not only helps find quality candidates but also builds a sense of community around your hiring efforts.

Veterinary schools are another excellent resource, but it’s important to approach them with more than a recruiting mindset. Students want mentorship, meaningful experience, and a glimpse into what their future could look like. Hosting open houses, sponsoring events, or offering paid, structured externships can set your practice apart. These relationships also build a steady talent pipeline for the long term, introducing students to your team before they hit the job market. It’s a long-term investment, but often worth the effort.

Online communities, including Facebook groups, Reddit threads, and LinkedIn discussions, are full of veterinary professionals exchanging advice and support. Instead of simply dropping job links into these spaces, become an active participant. Share insights, answer questions, and position your clinic as a knowledgeable and welcoming employer. Over time, this kind of organic presence builds trust and attracts candidates who share your values.

Finally, don’t underestimate the power of showing your support for work-life balance and mental health. We all recognize that burnout is a major issue in vet med, and candidates are increasingly prioritizing practices that value their well-being. If you offer flexible schedules, therapy stipends, or other wellness initiatives, talk about them on your website, in job posts, and in interviews. Showing real examples of how you support your team goes a long way in attracting people who want to feel supported and stay long term.

Hiring doesn’t have to be routine or rigid. With the right mix of strategy and creativity, your clinic can attract top-tier veterinary professionals who not only fit the job description but also fit your culture.

Ready to try something new? Need some help getting started? Email me at mbingham@granitepeakcpa.com .