Retention Starts at Hiring: Building the Right Team for Your Veterinary Practice

Staff retention is one of the biggest challenges in veterinary medicine today. Many practices scramble to address turnover only after it becomes a crisis. But the truth is, retention starts long before an employee’s first day — it starts with how you hire.

When you prioritize hiring the right people — not just filling a vacancy quickly — you lay the foundation for a stable, positive, high-performing team.

Here’s how to build your hiring process with retention in mind from the very beginning.

1. Define Your Practice’s Core Values First

Before you even write a job ad, get crystal clear on your practice’s core values and culture.

Questions to ask:

What behaviors are non-negotiable in our practice?
What kind of team dynamics do we want to foster?
What values do our best current team members embody?

Why it matters: Hiring someone who doesn’t align with your core values, no matter how skilled, often leads to friction and eventual turnover.

2. Write Job Descriptions That Reflect Reality

Generic, vague job postings attract generic, vague candidates.

Tips:

Clearly outline responsibilities and expectations.
Highlight your culture, mission, and what makes your practice special.
Be upfront about work hours, weekend shifts, and any on-call duties.

Why it matters: Setting accurate expectations early prevents future disappointment and disengagement.

3. Screen for Fit, Not Just Skills

Clinical skills are critical, but so are attitude, adaptability, and team fit.

Interview strategies:

Ask behavioral questions (“Tell me about a time you resolved a conflict at work.”)
Evaluate communication skills and emotional intelligence.
Include a team member or two in the interview process for broader perspective.

Why it matters: Technical skills can be taught; mindset and attitude are much harder to change.

4. Onboard Thoughtfully

Hiring doesn’t end with the job offer. A strong onboarding experience cements long-term engagement.

Key onboarding components:

Clear training plans for the first 30/60/90 days
Assign a mentor or “buddy” to each new hire
Frequent check-ins to address questions and concerns

Why it matters: A rough or confusing start makes new hires question if they made the right choice.

5. Offer Career Growth from Day One

Ambitious veterinary professionals want to see a future with your practice.

Tips:

Share pathways for advancement during the interview.
Discuss how you support continuing education.
Invite new hires to set personal development goals early.

Why it matters: Employees who see a future with you are far more likely to stay.

6. Be Selective, Even When It’s Hard

It’s tempting to fill open roles quickly — especially when you’re understaffed. But rushing the hiring process almost always leads to bigger problems down the line.

Helpful mindset shift:

Think “right fit for the team” not “right now warm body.”
A bad hire costs more (financially and culturally) than waiting for the right one.

Final Thought: Every Hire Shapes Your Culture

Every new team member either strengthens or weakens your culture.

When you prioritize values alignment, clear communication, strong onboarding, and long-term career support from the start, you create a team that doesn’t just work together — it thrives together.

Retention isn’t an afterthought. It’s a strategic advantage that starts the moment you post a job opening.

Build your team with intention — and watch your practice’s culture, performance, and stability soar.