How to Compete With Corporate Practices When Hiring Veterinary Staff

The veterinary industry is growing fast. According to the Bureau of Labor Statistics (BLS), veterinarian jobs alone are projected to increase by 10% from 2024 to 2034. This growth rate is much faster than the average for all occupations.

Corporate veterinary chains often dominate the talent pool with deep pockets and streamlined processes. If you’re an independent practice, you need smart veterinary recruitment strategies to compete effectively.

The battle for top talent requires more than good intentions. Independent vs. corporate veterinary practice dynamics don’t have to favor the latter.

While large corporations can offer hefty salaries and built-in career growth, smaller practices can still attract strong candidates. You just need the right mix of tools and a clear understanding of what they want.

Here’s how to stand out when hiring veterinary staff.

1. Build a Strong Veterinary Employer Brand

Corporate chains have name recognition. Independent clinics must work harder to showcase their unique strengths. A compelling employer brand highlights what makes your practice special.

Keep in mind that candidates form first impressions quickly, and your online presence plays a big part in that.

Start by defining your mission and values. Do you prioritize work-life balance? Community involvement? Share these details on your website and social media. Candidates want to connect with a workplace that aligns with their values.

Recruitment marketing plays an important role in building your employer brand. Share stories about your team members’ career growth as well as interesting vet cases. These narratives resonate more than generic corporate messaging.

Learn the differences between your employer brand and your corporate brand, as well as how candidates interact with your employer brand.

2. Use Digital Recruitment Tools

Posting job ads on general job boards isn’t enough. Use specialized platforms like iHireVeterinary to reach qualified candidates actively seeking roles in animal care. 

iHireVeterinary’s free company profiles, along with platforms like LinkedIn, Facebook, Instagram, TikTok, and X, let you showcase your team and culture. Share behind-the-scenes videos of your clinic on YouTube. Highlight staff success stories. Engaging content makes your practice more appealing than faceless corporate listings.

3. Draft Compelling Job Ads

Vague or generic job ads won’t help your veterinary recruitment strategies. Be specific, explaining the role, benefits, and company culture clearly.

A well-crafted job description grabs attention and sets expectations. Highlight what makes your practice special, such as flexible hours or a focus on employee well-being. 

Make your next hire the focus of your ad. Instead of “seeking a motivated DVM,” try “Join a close-knit team where your expertise shapes patient care.”

4. Focus on the Candidate Experience

Many corporate hiring processes feel impersonal. Independent veterinary practices can improve the candidate experience by:

• Responding to applications quickly and professionally
• Setting up automated acknowledgements for online applications
• Following up within 24 to 48 hours with qualified candidates
• Requesting candidate feedback
• Personalizing the experience, such as referring to candidates by their names and titles
• Respecting candidates’ time by starting and ending interviews on schedule

A smooth interview process matters, so offer virtual options for busy professionals. Also, show genuine interest in their career goals. Small touches make a huge difference when hiring veterinary staff.

5. Show Your Company Culture

One advantage smaller practices have is a close-knit culture. Use it.

Feature employee testimonials on your website and post team events on social media. Share stories of staff growth and achievements. Culture is a major factor in the independent vs. corporate veterinary practice debate.

Let candidates see the people they’ll work with. Consider offering practice tours or shadow opportunities for serious candidates. A strong culture can outweigh a higher salary in a different job. 

These experiences provide unfiltered exposure to your practice culture and help candidates decide. 

Just make sure what you show is authentic.

6. Show Off Your Location

Location matters, especially in a field where relocation is common. Use it to your advantage. Showcase what makes your town or city special. Mention parks, schools, restaurants, or events.

If your practice is in a rural area, highlight opportunities for a slower pace and work-life balance. Do you have an urban practice? Emphasize networking, events, nightlife, and accessibility.

Unlike corporate chains with standardized locations, your setting can appeal to candidates seeking a specific lifestyle. Use your website and social media channels to showcase your area’s charm, making it an integral part of your veterinary employer brand.

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7. Offer Competitive Compensation and Benefits

Large corporations often lead with pay. That doesn’t mean independent clinics can’t compete.

Make your salary range clear, and explain how compensation reflects the value you place on experience and skill.

Even if you can’t match a big practice’s base pay, you can add value with benefits, including:

• Flexible schedules
• Generous paid time off
• Student loan repayment assistance
• Wellness stipends
• Pet health insurance
• Mental health support
• Licensure reimbursement
• Profit sharing or bonuses
• Retirement plans

Such veterinary employee benefits will make your practice stand out.

8. Streamline the Recruitment Process

Top candidates don’t stay on the market long. Make sure your hiring steps move fast so you don’t lose them.

Start with a clear job post. Remove slow approval chains. Schedule interviews quickly and offer updates regularly. Use applicant tracking systems to manage applications efficiently, making sure no candidate slips through the cracks. 

After interviews, make decisions and extend offers without delay.

Corporate hiring tends to be bureaucratic, so a swift, transparent process gives independents an edge.

Stand Out With These Veterinary Recruitment Strategies

The competition for veterinary talent will intensify as the industry grows. Veterinary industry hiring and talent retention trends for 2025 indicate continued challenges for independent practices. Still, your operation can stand out by being more agile and community-driven.

Corporate veterinary practices have resources, but independents have heart. When you refine your employer brand and optimize your veterinary recruitment strategies, you can attract top talent.

Need help reaching qualified candidates? iHireVeterinary connects independent practices with skilled professionals. Post your next job opening with us and find the right fit faster.