There are many assumptions that a veterinary employer should not make in regards to hiring. One of those assumptions is that a candidate is going to stay in the hiring process all the way until the end. Candidates in this job market drop out of the process at varying stages, and some of the time they don’t let the employer know that they’ve done so.
Here’s the real problem: The best candidates are those candidates who are most likely to drop out of the hiring process. The better the candidate is, the greater the chance that they’ll drop out. That’s certainly not good news for veterinary practices seeking to hire top talent.
So what can be done? Employers must effectively engage candidates during the hiring process so that those candidates will not abandon it. Below are seven ways to keep candidates engaged:
#1—Write a job ad that’s exciting and full of “sizzle”
You cannot attract and hire top candidates with a dull job ad. In addition to an accurate description of the job and what it entails in terms of duties and responsibilities, you must also entice candidates with the exciting aspects of the opportunity.
#2—Communicate often
When you communicate often with candidates during the hiring process, they’re more likely to stay in the interview process. That’s because they’re more likely to think that they’re still a candidate and that it would be worth their while to continue.
#3—Set expectations for the process
Candidates want to know what the next steps of the process are. In addition to communicating often, you should communicate about these next steps. If candidates know what to expect, they’ll be more engaged.
#4—Respect candidates’ time
It should come as no surprise that top candidates are employed, which means they more than likely have to take personal time from their employers to attend interviews. It’s a good idea to treat their time as just as important as yours.
#5—Respect candidates’ confidentiality
If you interview a candidate three, four, or five times, they have to keep taking time off work. It won’t be long before their boss comes to the conclusion that they’re exploring other employment opportunities. That’s exactly what the candidate does NOT want.
#6—“Sell” candidates on all aspects of the opportunity
To keep a candidate engaged, you must keep them interested. And if you’re going to keep them interested, then you might as well keep them interested in everything that you’re offering. This includes the job itself, as well as the organization, including its company culture and opportunities for development and advancement.
#7—Make a compelling offer of employment
As mentioned above, candidates can drop out of the process at any point, and that includes during the offer stage of the process. (And from the employer’s perspective, that’s the worst time for them to drop out.) If you’ve decided which candidate is the best, make your best offer to that candidate.
Engaging candidates effectively requires a certain amount of time, energy, and effort. However, this is an investment in the future of your veterinary practice. To hire the best talent in the marketplace, you must be prepared to make such an investment.
Latest posts by Stacy Pursell, CPS, CERS (see all)
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