It’s easy to believe that in order to make the perfect hire, all you need to do is post an available job and wait as the high-quality candidates will come flocking. It’s crucial to realize that, in an already difficult hiring environment, if you take your time and publish a well-crafted and appealing job posting, you will beckon the stellar candidates you want.
iVET360 wholeheartedly understands the importance of building an outstanding team to fit your company’s culture. Having a staff with a positive attitude, strong work ethic and good teamwork skills will create an atmosphere where these traits are contagious, while these habits will positively reflect your practice in the minds of clients and pets. Our HR and Training Manager took a deep dive into this hospital and their methods of recruitment, and one of the first steps we took was revamping the job ads for each open position.
Working with our in-house copywriters, we completely redid this practice’s job postings, and rather than just filling in the necessary information, we partnered together to take an in-depth look at this hospital’s culture, location, and employee benefits. We then researched comparable hospitals to figure out what made this practice stand out from the rest. This information-gathering helped us to create a personalized, energetic and inviting job ad that highlighted not only what this candidate could give to the hospital, but rather what the hospital could give to the candidate, as well.
Along with developing a strong job description, we looked to our Finance and Analytics Manager at iVET360. This individual worked with the practice owner to determine a sign-on bonus for the positions, so they could remain competitive with nearby hospitals while staying within their labor cost budget. Once this information was added to the job posting, the ads were shown on multiple local and national job boards, as well as on tech schools and familiar places like the AVMA, CVMA, and AAHA. We then helped this practice bump the ads to the top of certain websites, to make sure they were on the radar of more candidates.
We finally worked with the practice’s leadership team to streamline their interview questions in order to better assess behaviors that would coincide with the hospital’s culture. We also ensured the questions were within legal compliance regarding federal guidelines from the EEOC, and for state guidelines like this particular state’s salary history ban law.