Hiring New Grads? Here’s How to Help them Succeed
Updated: Nov 7
Bringing fresh graduates into a veterinary practice is both an opportunity and a responsibility. Hiring new grads in vet practice injects fresh perspectives and up-to-date knowledge, but requires thoughtful integration to ensure their success. With the veterinary field evolving rapidly, practices must adapt to support these emerging professionals effectively. Mentorship, structured onboarding, and continuous education can significantly ease their transition from academia to clinical practice. By fostering a supportive environment, practices enhance the skills of new veterinarians and strengthen the overall team dynamic. Understanding the unique challenges new grads face—including building clinical confidence, navigating workplace culture, and managing client relationships—and proactively addressing them leads to improved patient care, higher staff retention, and a more cohesive workplace. Investing in the growth of new graduates ultimately benefits the entire veterinary community.
Despite the record unemployment numbers we are presently facing, there’s a significant chance that once the current health crisis inevitably recedes, people will return to their jobs. This leaves veterinary clinics in much the same hiring position they were in before the pandemic struck. As a result, many clinics will once again be turning to graduating students to fill their open roles. If you are among them, here are five steps to help your newest employees hit the ground running and get up to speed quickly.
Get in Their Heads
When you first embarked on your career in veterinary medicine, you likely experienced a whirlwind of emotions—excitement for the future, coupled with nerves and the insecurity of a newcomer. As you aim to hire new grads in your vet practice, remember that feeling. By empathizing with these fresh-out-of-school hires, you can provide the support and understanding they need to transition smoothly into their new roles. This approach not only fosters a supportive environment but also helps in retaining eager, newly qualified veterinarians who are essential to the growth and success of your practice.
This is especially important for new graduates’ whose clinical rotations may have been abruptly halted due to COVID-19. As a result, their lack of hands-on, in-clinic experience may have them feeling unprepared. Others may feel confident in their clinical skills, but a little apprehensive about the soft skills they’ve yet to develop, such as leadership and conflict management.
In either case, be willing to give them a helping hand and make yourself available for questions and support. By starting off on the right foot with open, honest and two-way communication, you’ll reduce the risk of costly mistakes and help your newest employees feel like a welcome and integral part of the team right from the start.
Practice Patience
Don’t expect a new grad to jump right in and start working independently. The fact is, most new employees fresh out of college require more time and attention than someone who already has real-world experience under their belt. As such, you may need to make accommodations, at least in the beginning.
For instance, some clinics provide newer team members with the flexibility of longer appointment times, particularly for sick calls or surgical procedures. That way they don’t feel rushed, which will hopefully reduce the risk of costly mistakes.
When you hire new grads in your vet practice, keep in mind that there are aspects of the job that might not have been covered in their formal education. To you and your experienced team members, these tasks may seem simple; however, to a new hire, they can be daunting. Ensure that you and your senior staff are approachable for consultations and encourage questions. It's important to recognize that a new graduate's initial lack of confidence is not an indicator of their knowledge or potential. By fostering an environment where questions are welcomed, you help them build confidence and skills crucial for their growth in your practice.
Help Them Build Their Book of Business
If you’re bringing your new hire in as an associate vet, you’ll want to help them begin to establish a solid client base as quickly as possible. This will help your newest team member to gain some much-needed experience and develop confidence in working with clients and patients. Have your front desk team strategically book appointments with the new vet (being careful not to overwhelm them, of course).
In addition to scheduling appointments, here are a few tips for optimizing a new doctor’s schedule:
Advertise the new vet’s arrival.
Have established (trusted) team members make personal introductions to the new doctor.
Always convey positivity when discussing the new associate, particularly with existing clients.
Share personal client information and patient history with the new vet (e.g. Mr. Smith prefers to remain present while Fluffy’s being treated, Mrs. Jones doesn’t like exam room 2 because that’s where his beloved Rufus was euthanized, etc.)
Provide Feedback
Research indicates that younger employees, including those you might hire new grads in your vet practice, value regular feedback from both superiors and peers. They prefer direct communication about their performance rather than being left to wonder if they are meeting expectations. Your new associate will appreciate clear guidance on what they are doing well and where there are opportunities for improvement. Establishing a feedback-rich environment can enhance job satisfaction and professional growth for these new graduates, ultimately benefiting your practice.
The important thing to remember about feedback is that it should contain a balance of both positive and negative. This can be challenging in the beginning, because new grads may be more prone to make mistakes. While you obviously need to guide your new hires, if every interaction you have involves a criticism or correction, you’ll erode their confidence and possibly even drive them out the door.
If this is an area where you’re admittedly not the strongest, it’s time to start honing your skills. These expert tips should get you pointed in the right direction. And remember – feedback isn’t just a one-way street. Invite your new team members to share their thoughts on your leadership and that of other senior team members. This will quickly establish trust and set the stage for a more positive and productive workplace environment.
Model Healthy Behaviors
Burnout is a prevalent issue in the veterinary industry, often exacerbated when leaders model unsustainable work habits. As you hire new grads in your vet practice, it’s crucial to be mindful of the messages you send about work-life balance. If your team appears to consistently work excessive hours, new hires may feel pressured to do the same to fit in or make a good impression. Instead, demonstrate healthy work practices from the start, helping these new graduates develop sustainable habits that support both personal wellness and professional success. This approach not only protects them from burnout but also builds a stronger, more resilient team in your practice.
To avoid this, show your new hires (and everyone on your team, for that matter) that you value and promote a healthy work-life balance. And don’t forget to practice what you preach! Invest in proper cross-training and delegate tasks so you can take time off when you need it, and encourage your staff to do the same. As a result, you’ll have a team that is much happier, healthier, more productive and more loyal.
New grads represent the future of the veterinary industry. By following the five tips above, you will be better prepared to help your new hires start their careers off with a bang and make your practice more successful in the process.
Best Time and Strategies to Hire New Grads in Vet Practice
When is the best time to hire new graduates?
The optimal time to hire new graduates in veterinary practice is immediately following their graduation, typically in the late spring or early summer. This aligns with the completion of their academic programs and availability to join the workforce full-time. Hiring at this time allows practices to integrate these fresh graduates when they are most eager and open to learning. Additionally, aligning the hiring process with the conclusion of their formal education ensures they can apply the latest knowledge and skills directly into practice, benefiting both the new hires and the veterinary clinics.
What competitive benefits should be offered to attract new graduates?
To attract new graduates to a veterinary practice, competitive benefits should include structured mentorship programs, opportunities for professional development, and flexible scheduling to support work-life balance. Offering a supportive environment with access to advanced technology and facilities can also be appealing. Additionally, providing clear paths for career advancement and involvement in decision-making can enhance the appeal. Financial incentives such as competitive salaries, signing bonuses, and assistance with student loan repayment are also effective in attracting new talent eager to establish their careers in veterinary medicine.
How can clinics effectively advertise positions to new graduates?
To effectively advertise positions to new graduates, veterinary clinics should utilize targeted platforms such as veterinary school job boards, professional association websites, and relevant social media groups. Crafting job postings that highlight opportunities for mentorship, professional growth, and a supportive team environment can resonate with new grads looking for a positive start. Including details about innovative practice technologies and a commitment to work-life balance also attracts graduates eager to join forward-thinking, caring teams. Additionally, participation in job fairs and collaborative projects with veterinary schools can increase visibility and appeal to emerging talent.
How do economic conditions affect veterinary employment?
Economic conditions significantly influence veterinary employment. During economic downturns, veterinary clinics may experience reduced demand for elective procedures, impacting hiring and salary offers. Conversely, a robust economy can lead to increased pet care spending, prompting clinics to expand their staff to manage higher patient volumes. Additionally, economic recoveries often see a surge in employment as clinics strive to fill roles postponed during recessions. Understanding these patterns helps clinics anticipate staffing needs and ensures they are prepared to adjust strategies in response to economic shifts, maintaining stability and growth.
How can clinics handle the potential "bad habits" of experienced hires?
Clinics can effectively manage the potential bad habits of experienced hires by implementing structured onboarding processes that emphasize the practice's standards and protocols. Regular training sessions that reinforce best practices and introduce new techniques are essential. Constructive feedback mechanisms should be in place, allowing for open discussions about work habits without singling out individuals. By fostering a culture that values continuous improvement and adaptability, clinics can encourage experienced hires to align with the practice's operational methods and enhance overall team performance.
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