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Have you ever wondered why some clinics never seem to lose good staff to headhunting competitors or recruiters, while other clinics are constantly battling to keep their best people from being poached? These immune clinics have built something so compelling that external job offers feel like a step backwards, not forwards.

Here's what's really happening out there: recruitment agencies are double dipping. They headhunt someone from your clinic, then turn around and present another headhunted person as a solution to fill the gap they've just created. When challenged, they'll suggest that if you were paying your staff enough, no one would leave. But here's what they're missing—people don't just leave for money. They leave for better culture, growth opportunities, work-life balance, recognition, and feeling genuinely valued.

Most clinics try to solve the poaching problem after it's already happened—someone hands in their notice and suddenly there's panic about counter offers and retention bonuses. But by then, it's often too late because the person had already mentally checked out.

You'll discover:

• The three-strategy framework for building immunity against headhunters and poachers
• Why building a culture worth staying for protects your team better than restrictive contracts
• How to create employee advocates who respond to headhunters with "thanks, but I love where I am"
• The transparent trust approach that makes your door always open for career conversations
• The fatal mistake of trying to control your team instead of inspiring loyalty

This week's actionable takeaway: Look at your current job ad and ask yourself—would reading this make your existing team feel proud to work at your clinic, or does it just describe a generic veterinary role? Transform your job ads to remind your current team why they love working there.

Essential listening for veterinary practice owners who want to build something so good that their team becomes their biggest advocates against poaching.

Brought to you by VetClinicJobs—direct hiring, reimagined. No recruitment agency.

LINKS MENTIONED IN THIS EPISODE:
tania@vetclinicjobs.com

Struggling to get results from your job advertisements?
If so, then shining online as a good employer is essential to attracting the types of veterinary professionals who're a perfect cultural fit for your clinic.

The VetClinicJobs job board is the place to post your next job vacancy - to find out more get in touch with Lizzie at VetClinicJobs

Send us a text

What if the perfect veterinary professional for your clinic is happily working somewhere else right now? They're not desperately job hunting or scrolling through job boards every night—they're genuinely content where they are. Yet even these happily employed veterinary professionals can sit up and take notice of your vacancy.

Here's the harsh reality most clinics face: if you're only attracting jobseekers who are desperately looking to leave their current role, you're missing out on some of the best potential team members. Those veterinary professionals who aren't stressed, burned out, or fleeing toxic workplaces often make exceptional long-term hires because they're choosing their next role for positive reasons, not running from negative ones.

Most clinics make the fatal mistake of writing job ads like they're talking to someone desperate for change. The language focuses on requirements and duties—what the clinic needs from them. But passive jobseekers aren't thinking "what can I do for this clinic?" They're thinking "what could this clinic do for my career, work-life balance, and professional growth?"

You'll discover:

• The three-strategy framework for attracting veterinary professionals who aren't actively job hunting
• Why leading with opportunity instead of requirements makes passive jobseekers think "that sounds better than what I have right now"
• How to tell your clinic's real story to help them see themselves as part of your team and culture
• The fatal recruitment mistake that only attracts desperate jobseekers instead of exceptional team members

This week's actionable takeaway: Review your current job ad and ask yourself—would this appeal to someone who's reasonably content where they are, or does it only speak to people desperate to leave?

Transform your messaging to plant the seed of possibility rather than demand immediate action.

Essential listening for veterinary practice owners who want to attract the best veterinary professionals—even the ones who aren't actively looking for a new role.

Brought to you by VetClinicJobs—direct hiring, reimagined. No recruitment agency.

Links mentioned in this episode:

tania@vetclinicjobs.com

Struggling to get results from your job advertisements?
If so, then shining online as a good employer is essential to attracting the types of veterinary professionals who're a perfect cultural fit for your clinic.

The VetClinicJobs job board is the place to post your next job vacancy - to find out more get in touch with Lizzie at VetClinicJobs

Send us a text

Your job ad has been up for months and you still see zero suitable applications.

Here's the harsh reality: we're in a global veterinary professional shortage with more jobs than jobseekers.

Some clinics are getting great applications while others get crickets.

Most clinics are still advertising like it's 2010—writing job ads that focus entirely on what they need from employees, not what employees want from them.

They list requirements like shopping lists: "Must have 3 years experience, must work weekends, must be comfortable with surgery"—but nothing about why their clinic is special or what makes working there genuinely rewarding.

In this Episode Julie Covers :

• The three-strategy framework that actually works in shortage markets to get veterinary professionals to notice, read and apply to your ads
• Why leading with "we need a veterinarian who can..." kills applications and the flip technique that transforms employer-focused ads into jobseeker magnets
• Why clinical competence is now assumed and what veterinary professionals are actually choosing based on instead
• How traditional job boards force you into templates that strip away your clinic's personality (and why clinic showcasing is just as important as job posting)
• The fatal mistake of treating job ads like shopping lists when you should be competing on the whole employment experience

This week's actionable takeaway: Count how many sentences in your current job ad focus on what you need versus what the jobseeker gets—if it's weighted towards your needs, flip it.

Essential listening for veterinary practice owners who want to attract applications instead of hoping for them.

Brought to you by VetClinicJobs—direct hiring, reimagined. No agency.

LINKS MENTIONED IN THIS EPISODE:

Email Lizzie

Email Tania

Job Advertisement Market Intelligence Report - Australia New Zealand

Struggling to get results from your job advertisements?
If so, then shining online as a good employer is essential to attracting the types of veterinary professionals who're a perfect cultural fit for your clinic.

The VetClinicJobs job board is the place to post your next job vacancy - to find out more get in touch with Lizzie at VetClinicJobs

Send us a text

Ever caught yourself about to hire someone who won't do weekend rosters, even though everyone else on your team has to? You're not alone - and you're about to create serious team resentment.

When veterinary practices get desperate to fill positions, they start compromising on core requirements that affect the whole team. Suddenly you're willing to hire someone who skips after-hours responsibilities, or you're rushing background checks just to get bodies through the door. The result? The wrong person creates more problems than having no one at all.

You'll discover:

• Why phrases like "immediate start required" make quality veterinary professionals wonder what's wrong with your clinic
• The three-strategy framework that attracts the right people fast without lowering your standards
• How VetClinicJobs' REAL+STORY approach gets suitable veterinary professionals applying within weeks (averaging 7 weeks from start to hire)
• The fatal mistake that turns urgent hiring into a team morale disaster

This week's actionable takeaway: Transform your urgent job ads from desperate to strategic by removing panic language and replacing it with professional urgency that attracts quality veterinary professionals.

Essential listening for veterinary practice owners who've been struggling to fill positions and are running out of runway.

Contact Information:

• Tania: tania@vetclinicjobs.com
• Lizzie: lizzie@vetclinicjobs.com
• Website: https://vetclinicjobs.com

Brought to you by VetClinicJobs—direct hiring, reimagined. No agency.

Struggling to get results from your job advertisements?
If so, then shining online as a good employer is essential to attracting the types of veterinary professionals who're a perfect cultural fit for your clinic.

The VetClinicJobs job board is the place to post your next job vacancy - to find out more get in touch with Lizzie at VetClinicJobs

Send us a text

You've just finished writing what you think is a brilliant job advert. But have you done this: taken your generic clinic template, swapped out "veterinarian" for "veterinary nurse," hit publish, and wondered why you're not getting quality applications?

Here's the likely reality: what attracts veterinarians doesn't necessarily attract veterinary nurses, and what motivates veterinary nurses might not resonate with your support team. Yet most vet clinics use the exact same generic template with just a title change—completely missing what each role actually cares about.

In This Episode You'll Discover:

• Why veterinarians want to know about case variety and mentorship opportunities while nurses care about teamwork and being valued for their expertise
• The three key strategies for tailoring job adverts that speak directly to each role you're hiring for
• How to address role-specific concerns (like veterinarians worrying about isolation or nurses feeling undervalued)
• Why describing veterinary nurses as "helping the vet" kills applications from skilled professionals
• The fatal mistake of making support staff roles sound like afterthoughts instead of meaningful team contributions

This week's actionable takeaway: Rewrite your current job adverts using role-specific value, concerns, and growth opportunities—transform generic templates into targeted messages that attract the right professionals for each position.

Essential listening for veterinary clinic owners who want to attract veterinarians, veterinary nurses, and support staff who are genuinely excited about their specific role in your clinic.

Brought to you by VetClinicJobs—direct hiring, reimagined. No agency.

Struggling to get results from your job advertisements?
If so, then shining online as a good employer is essential to attracting the types of veterinary professionals who're a perfect cultural fit for your clinic.

The VetClinicJobs job board is the place to post your next job vacancy - to find out more get in touch with Lizzie at VetClinicJobs

Send us a text

Why do these veterinary professionals actually want to return to their former workplace - when most people see going back as a backward step?

In this episode, Julie South chats with three High Street Vets team members whose stories corroborate everything we've heard in episodes 1001-1005, revealing the workplace culture that's creating extraordinary loyalty:

• Megan's "coming home" story - Why she genuinely wanted to return after leaving for family reasons, defying the usual reluctance to go back
• Mikayla's work-life balance reality - How a 40km daily commute with a toddler actually works when your employer genuinely gets it
• Madison's 8-hour journey - What Brisbane vet students are saying about this Rockhampton clinic that made her drive across Queensland for placement
• The "not compulsory" after-hours policy - How this clinic handles the biggest pain point in veterinary employment
• Real specialisation opportunities - Why team members are seeing complex cases they never imagined possible in regional practice

High Street Vets is currently looking to hire its next Small Animal Veterinarian - check them out at https://vetclinicjobs.com/HighStVetSurgery

If you're responsible for recruitment at your clinic and you'd like your job ads to work better - ie, faster with more suitable job applicants - then get in touch with Tania Bruce at VetClinicJobs: the job board - where applications go straight to you, it's recruitment totally reimagined and there are no recruitment agencies involved clipping the ticket!

Struggling to get results from your job advertisements?
If so, then shining online as a good employer is essential to attracting the types of veterinary professionals who're a perfect cultural fit for your clinic.

The VetClinicJobs job board is the place to post your next job vacancy - to find out more get in touch with Lizzie at VetClinicJobs

Send us a text

What happens when a clinic gives you 30-minute consults, supports your specialisation interests, and has technology that surprises 5y Veterinary Students?

In this special High Street Vet Series episode - showcasing Employers of Choice - Julie South sits down with Dr. Virginia Grice to discover what it's really like working at this Rockhampton, Queensland, Australia clinic.

Dr Virginia's got three decades under her belt across three different States, but what she found at High Street Vet Surgery changed how she thinks about what's possible in regional practice.

• The consultation reality: Dr Virginia explains exactly what she can accomplish in 30 minutes that she never could before - and why it changed everything for her
• Her unexpected special interest in Ophthalmology : How this general practitioner has been supported, mentored and encouraged to follow her special interest in eyes - Dr Virginia now performs corneal surgery that saves eyes, drawing referrals from across Central Queensland
• The "gifts" conversation: Dr Virginia shares what this team actually means when they talk about learning from each other's gifts - and why three different staff members keep using this exact word
• The technology surprise: What visiting vet students actually say when they walk into High Street Vets and see equipment their city placements didn't have
• The emergency story: Virginia walks through that moment with the seizuring pregnant dog that made her realise something crucial about regional capabilities

High Street Vet Surgery is looking for their next Small Animal Veterinarian: https://vetclinicjobs.com/HighStVetSurgery

Struggling to get results from your job advertisements?
If so, then shining online as a good employer is essential to attracting the types of veterinary professionals who're a perfect cultural fit for your clinic.

The VetClinicJobs job board is the place to post your next job vacancy - to find out more get in touch with Lizzie at VetClinicJobs

Send us a text

11 years at the same practice - with a 90-minute commute each way. Every single day.

While most veterinary practices struggle with either recruitment or retention, Jamee Robertson at High Street Vet Surgery in Rockhampton (Queensland, Australia) has a different story. She tried to resign once but never actually left. She's grown through multiple roles, from unqualified newcomer to practice manager to her current admin position, and she still can't imagine working anywhere else.

You'll discover:

• Why Jamee drives 90 minutes each way from Gladstone to Rockhampton daily (and has for over 10 years)
• The "Intent is Good" rule that prevents workplace drama and resolves conflict before it escalates
• How High Street Vets adapts roles to match team members' strengths and interests
• What made Jamee try to resign but ultimately choose to stay and complete her studies
• The leadership approach that creates genuine workplace loyalty

This week's culture-building insight: How assuming good intent as your baseline rule transforms workplace conflict resolution and builds trust within your team.

Part 4 of our deep dive with High Street Vet Surgery - you heard from owner Jocelyn in episodes 1001-1003, and you'll hear from more team member perspectives in upcoming episodes.

Essential listening for veterinary professionals considering their next career move and practice owners who want to become Employers of Choice.

Brought to you by VetClinicJobs—direct hiring, reimagined. No recruitment agency.

Struggling to get results from your job advertisements?
If so, then shining online as a good employer is essential to attracting the types of veterinary professionals who're a perfect cultural fit for your clinic.

The VetClinicJobs job board is the place to post your next job vacancy - to find out more get in touch with Lizzie at VetClinicJobs