So, your recruiter has found a promising candidate for that long-awaited veterinarian position. Now what? How do you convince the candidate that your clinic is the best choice for their career? Here at Vetcelerator, we’re here to guide you through the process with best practices to make your clinic stand out and have the candidate eager to join your team.
Step 1: Reach Out Quickly
Time is of the essence when it comes to first impressions. Reach out to the candidate within 48 hours of receiving their information from your recruiter. A quick text or email expressing your interest can make a significant difference. It shows that you value their time and consider them an excellent fit for the role. Your response might need to be revised, making the candidate feel less important. A prompt response, on the other hand, reflects your enthusiasm and sets a positive tone for the rest of the process.
Pro Tip: With Vetcelerator’s recruiting services, you can count on us to handle the initial outreach and communication, ensuring your candidates feel valued and engaged.
Step 2: Prepare for the Phone Interview
The phone interview is your first opportunity to align with the candidate and discuss the next steps, particularly the in-person interview. Since your recruiter has already handled much of the groundwork, your focus should be ensuring you’re both on the same page and ready to move forward.
Before this call, make sure you have all the necessary information at your fingertips, including salary ranges, sign-on bonuses, and your clinic’s comprehensive benefits package. Be ready to discuss the new doctor’s production potential within their first year—this transparency not only sets expectations but also demonstrates your commitment to their growth and success.
Pro Tip: Vetcelerator’s recruiting team equips you with all the insights you need to make these conversations smooth and effective. We provide detailed candidate profiles, including compensation expectations, so you’re always prepared.
Step 3: Create a Welcoming Experience
When it comes to the in-person interview, every detail matters. Go the extra mile to make the candidate feel unique and valued. Prepare a personalized welcome sign or whiteboard message at your clinic’s entrance. Ensure that all staff members, especially at the front desk, know the candidate’s name and can warmly greet them. Sharing a picture of the candidate with your team beforehand can help them recognize and make the candidate feel genuinely welcomed.
While these gestures might seem small, they are powerful in setting your clinic apart from others. Think of this as a first date—you want to make a great first impression that leaves a lasting impact.
Pro Tip: Vetcelerator’s recruiting services continue beyond just finding candidates. We support you in creating a welcoming experience that excites top talent to join your team.
Step 4: Showcase Your Clinic’s Strengths
During the clinic tour, highlight any unique technological advancements your team has implemented, celebrate the accomplishments of your staff, and clearly explain why you’re looking to expand. Introduce the candidate to as many team members as possible, giving them a real sense of your clinic’s culture and values.
Plan for the in-person interview to last between an hour and a half. At the end of the interview, be prepared to discuss compensation and benefits. Ensure the candidate’s expectations align with what the recruiter has already shared. If there’s a discrepancy, ask the candidate what has changed since their conversation with Vetcelerator.
Pro Tip: Our full-cycle recruiting management doesn’t just bring candidates to your door; we ensure they fit by aligning their goals with your clinic’s vision. We handle the details so you can focus on showcasing what makes your clinic unique.
Step 5: Make the Offer
If you’re confident the candidate is a great fit, don’t hesitate to extend an offer on the spot. Vetcelerator can provide you with offer letters and contracts to streamline this process. Getting everything in writing, including sign-on bonuses, compensation, PTO, and any other benefits offered, is essential.
If you’re still unsure, consider scheduling a second in-person interview, perhaps even a working interview. This allows you to observe the candidate in a real-world setting and further assess their fit with your team.
Pro Tip: Vetcelerator’s support extends to the negotiation table. We help you craft competitive offers that attract top talent while ensuring alignment with your clinic’s budget and goals.
Step 6: Celebrate the New Hire
Once the offer has been accepted, it’s time to celebrate! Inform your clinic success manager about the new hire so they can work with the social media team to make an announcement. If we don’t manage your social media, you can still make the announcement yourself—just be sure to let your recruiter know so they can share the news on LinkedIn and other platforms.
Pro Tip: Vetcelerator’s recruiting service includes ongoing support even after the hire is made. We assist with onboarding, social media announcements, and ensuring that your new team member is set up for success from day one.
The Importance of a Seamless Process
While some of these practices seem like common sense, each step plays a crucial role in the interview process. Think of it like building a Lego structure—if even one piece is missing, the whole thing could collapse. Ensuring every detail is attended to, from the initial phone call to the final offer, helps create a seamless and positive experience for the candidate. This reinforces their impression of your clinic and demonstrates your commitment to excellence.
Pro Tip: Let Vetcelerator handle the complexities of recruiting so you can focus on what you do best—providing exceptional care to your patients. From sourcing candidates to finalizing contracts, we’re with you every step of the way.
