Hiring? Top Tips for Interviewing Veterinary Staff
Hiring the right team member for your veterinary practice goes beyond finding someone with the necessary skills. A successful hire strengthens your practice culture, aligns with your values, and contributes positively to client and patient care. By defining your practice’s needs, understanding how to conduct an interview, asking the right interview questions, and prioritizing overall fit, you can master the interview and hiring process and build a cohesive team that supports your practice’s long-term goals.
Know what your veterinary practice really needs
Remember that you’re not merely hiring a veterinary technician or a client services representative, but a member of your team.
Before starting the interview and hiring process, outline the specific qualities, skills, or experience you’re looking for in a new hire. Consider areas where your current staff may lack expertise or where additional support could improve daily operations. Are you seeking someone with strong technical skills, exceptional client communication abilities, or a calming personality to handle anxious clients? Defining your priorities will help you effectively fill the role, not merely the position.
Stack the deck by attracting ideal job candidates
Depending on the position, vacancies can cost your practice as much as $957.32 per day.1 Make the most of every interview and hire faster by attracting only the most suitable applicants.
This starts with a strong online presence—including an updated and informative website, engaging social media, and detailed job listings—that provides a clear representation of your practice and brand. This will help job seekers self-select long before clicking “apply.”
Prepare for the interview process
Job seekers aren’t the only ones who should prepare for an interview. Preparation helps you make the most out of every interview and ensures each candidate receives a professional, objective, and fair assessment. This includes:
- Doing your research — Review each candidate’s materials thoroughly and identify any areas you’d like to explore during the interview.
- Being on time — This is one of the first ways you show value and respect for the candidate. Be ready to welcome the applicant when they arrive and begin the interview as scheduled.
- Having a quiet, distraction-free space — Set up a designated interview area in advance so you’re not left scrounging for an unoccupied office or having to share the break room.
- Having a standard operating procedure (SOP) for interviews — A standardized interview process ensures a consistent and fair applicant experience and that you don’t forget any steps, and helps you form a clear picture of each candidate.
Use scenario-based job interview questions
If you struggle to know which job interview questions to ask, select a mix of behavioral, situational, and technically-focused questions. These questions should be open-ended to help bring out the candidate’s unique qualities.
Scenario-based job interview questions encourage candidates to provide genuine, detailed responses. In doing so, these questions reveal more than technical skills or academic savvy—they offer insight into the applicant’s character, thought processes, and problem-solving abilities.
Communicate with candidates at every step
Job candidates who feel comfortable and informed are more open and authentic. Build and maintain the applicant’s trust by explaining the interview process beforehand, clearly outlining job expectations, and ending the interview with an explanation of next steps. Promptly respond to any communications from the candidate to maintain transparency and leave a positive impression of your practice, regardless of the interview’s outcome.
Consider both technical and interpersonal skills
When evaluating candidates, balance their technical and soft skills to identify the best fit for your team. An ideal applicant might excel in a key area while needing development in another. This is completely normal. No one is a perfect match for every expectation. Assess how a candidate’s strengths complement your team and whether their weaknesses are areas you can support. Recognizing that compromise is part of hiring allows you to focus on overall team dynamics and long-term potential, rather than waiting for the perfect candidate to appear.
Prioritize candidates that align with your core values
While many skills can be taught, shared values such as compassion, collaboration, and commitment to service are critical to an employee’s longevity. Candidates who align with your practice’s core principles and values will integrate more easily into the team, build strong relationships, be satisfied in their role, and contribute to a high-quality client experience.
Watch and learn with a working job interview
A working or observational job interview lets you see how the candidate performs in real-life scenarios and within the team. Ensure these sessions are structured and include:
- Opportunities to shadow experienced staff
- Tasks relevant to the role, such as preparing exam rooms, assisting in procedures, or working the front desk
- Ample time for the candidate to ask employees about their roles and job satisfaction
- Feedback to gauge the candidate’s receptiveness to coaching
If you expect candidates to perform specific tasks, you should provide compensation for the interview and ensure they sign a waiver. Check in with your team later to gather their feedback.
Invest in your practice’s success
An effective and thoughtful hiring process is one of the most important investments in your practice’s success. With thorough preparation, an emphasis on values, and an understanding of how a candidate fits into the larger picture, you can make informed decisions that positively impact your team, productivity, and your bottom line.
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Reference:
- Lederhouse, Coco. “A Practice Manager’s Tips for Recruiting Veterinary Team Members.” American Veterinary Medical Association, 17 July 2024, www.avma.org/news/practice-managers-tips-recruiting-veterinary-team-members.
