Enhancing Interviewing Techniques for Veterinary Candidates


As you strive to improve your hiring process for veterinary candidates, I wanted to share some valuable interviewing techniques that can help you select the best candidates for your practice. Implementing these techniques will ensure a more effective and thorough evaluation of candidates. Here are a few key points to consider:


  1. Clear Job Requirements: Clearly define the qualifications, experience, and skills necessary for the dental position. This will help you identify candidates who meet the specific criteria you are looking for.


  1. Structured Interviews: Conduct structured interviews using a standardized set of questions. This approach allows for fair and consistent evaluations, making it easier to compare candidates objectively.


  1. Behavioral-Based Questions: Incorporate behavioral-based questions into the interview process. By asking candidates to share examples of how they have handled specific situations in the past, you can assess their problem-solving skills, adaptability, and patient-centered mindset.


  1. Technical Proficiency Evaluation: Assess candidates' technical proficiency through practical assessments or demonstrations. This can be particularly useful for clinical roles, as it provides a clearer picture of their abilities and knowledge.


  1. Cultural Fit Assessment: Evaluate candidates' cultural fit by assessing their ability to work collaboratively, adapt to new technologies, and demonstrate empathy towards patients. This helps ensure they align with your practice's values and work well within our team.


  1. Active Listening and Non-Verbal Cues: Practice active listening during interviews to understand candidates' responses fully. Pay attention to their tone, body language, and facial expressions, as they can reveal valuable insights beyond their words.


  1. Allow for Questions and Feedback: Encourage candidates to ask questions throughout the interview process. Their inquiries demonstrate their interest and engagement. Additionally, provide constructive feedback to unsuccessful candidates to help them understand areas for improvement.


By incorporating these interviewing techniques, you can identify candidates who not only possess the required technical skills but also fit well within your practice culture. These strategies will ultimately contribute to building a strong and competent veterinary team.


My team and I work with clinics around the country and have vast knowledge of helping both practices and practitioners find the right fit for their clinics and patients. I’d welcome the opportunity to discuss with you how we have earned a 93% success rate in presenting quality veterinarians to our clients within the first 90 days of the recruitment process.