| Many conversations in private practice surround the “shortage” of veterinarians. And yes, the shortage is real. But the discussions I’m seeing every day in my work with independently owned clinics is this:
Two clinics can be in the same market: one hires, while the other does not.
They use the same job boards, have the same competition range and put forth the same effort into hiring. So what’s the difference? It usually comes down to how the clinic presents itself, interviews candidates, and retains people.
Where clinics struggle and don’t realize it
- Interviews feel one-sided and transactional
- Owners don’t “sell” their opportunity well
- Internal culture feels different than how it’s described
- No clear onboarding or first-year plan
- Candidates lose interest during the hiring process
While these things don’t show up in a job ad, they make or break hiring.
What we built to address these issues
Over time, DVM Consulting and Recruiting started giving our clients practical tools to fix these gaps. We call them our Workforce Stability Tools, and they’re designed to help clinics:
- Run stronger, more engaging interviews
- Evaluate candidates more consistently
- Improve onboarding and early retention
- Understand and improve internal culture
- Keep candidates interested throughout the process
These tools aren’t theory, they are what we see working in real clinics.
Why this matters
In today’s market, it’s not just about finding a veterinarian. It’s about being the clinic they choose. If you’d like, I’d be happy to send over a few of these tools or walk through how clinics are using them. No pressure, just wanted to share something that’s helping practices right now. |
