📝 Is your Job Ad not converting? 1100 Survey Responses Tell You Why

Your job advertisement is your practice’s handshake—the first impression that either draws in top veterinary talent or sends them scrolling past. When your carefully crafted job posting isn’t generating the applications you expected, it’s worth understanding exactly why. The truth? Veterinary professionals told us exactly what makes them skip your ad, and their insights are both revealing and actionable.

Our recent poll across our Community captured the unfiltered feedback of over 1,100 veterinarians, nurses, and technicians across six global regions. These professionals didn’t hold back when sharing what makes them instantly dismiss a job opportunity. For practice owners looking to build strong teams in today’s competitive market, this feedback isn’t just interesting—it’s essential intelligence that can transform your recruitment results…

Find new Team Members…the Fresh Way

It’d be nice to know what kind of cases I’d be dealing with. Are we talking mostly cats and dogs, or do they see exotics too? – Renee T, GP Veterinarian

Top 6 Red Flags in Veterinary Job Ads

You’ve crafted what you think is the perfect job ad for your veterinary practice, but the applications aren’t rolling in as expected. What gives? Our survey respondents have spoken, and they’re not shy about what makes them scroll past your posting. Let’s dive into the top 6 red flags that could be sabotaging your recruitment efforts:

1. Missing Salary Information (35.3%)

The Problem: Surprise, surprise! The number one turn-off for potential applicants is a lack of salary information. In an era of transparency, keeping mum about compensation is a surefire way to lose top talent before they even consider your position.

It’s important to note that veterinarians, nurses, and techs are not fixated on salary and hourly rates, but they do know their worth. In this time-poor world that we all live in, a salary range, even if it’s a broad one, acts as a sorting mechanism allowing candidates to quickly choose which roles to pursue. Without this information, many qualified professionals might pass on your ad simply because they can’t determine if it’s worth their time to apply.

The Fix: Be upfront and specific about your salary range. Avoid vague phrases like “competitive salary” or “salary commensurate with experience” – these have been overused and can come across as euphemisms for underpaying. Instead, provide a clear salary range: “Salary range: $X – $Y.” If you offer performance-based bonuses or profit-sharing, mention these as additional benefits on top of the base salary.

For example: “Salary range: $80,000 – $120,000. Additional benefits include quarterly performance bonuses and profit-sharing opportunities.”

Remember, being transparent about compensation doesn’t just attract more applicants—it attracts the right applicants who are more likely to align with your offerings and seriously consider your position.

2. Excessive Use of Buzzwords or Clichés (22.0%)

The Problem: “Rock star veterinarian wanted for a fast-paced, dynamic team in a state-of-the-art facility!” Sound familiar? Overused buzzwords and clichés can make your ad blend into the background noise, or worse, come across as insincere.

The Fix: Ditch the jargon and speak like a real person. Instead of calling for a “rock star,” describe the specific skills and attributes you’re looking for. Rather than just saying you’re “state-of-the-art,” mention the specific equipment or technologies that make your practice stand out. Authenticity is key—let your practice’s unique personality shine through.

3. No Mention of Team or Leadership (13.6%)

The Problem: Veterinary professionals don’t just work with animals; they work with people. A lack of information about the team or leadership can signal a lack of emphasis on workplace culture and relationships.

The Fix: Highlight your team dynamics and leadership style. Mention the size of your team, the experience of key members, or your approach to mentorship and collaboration. For example, “Join our collaborative team of 3 vets and 5 techs, where we value open communication and mutual support. Dr. Smith, our medical director with 20 years of experience, is passionate about mentoring new graduates and fostering a positive work environment.”

Remember to emphasize your practice’s commitment to integrating new team members and valuing diverse perspectives. This shows potential applicants that your practice is welcoming and invested in the growth of all team members.

4. List of All the Equipment (11.9%)

The Problem: While having up-to-date equipment is important, an exhaustive list can come across as compensating for other shortcomings or missing the point of what many veterinary professionals truly value in a workplace.

The Fix: Instead of rattling off every piece of equipment, focus on the ones that truly set you apart or contribute significantly to patient care and staff experience. Better yet, frame your equipment in terms of the benefits it brings: “Our in-house CT scanner allows us to provide rapid, comprehensive diagnostics, improving patient outcomes and expanding your diagnostic skills. You’ll have the opportunity to work with cutting-edge technology while providing top-tier care.”

Highlight equipment that not only improves patient care but also enhances the working experience of your staff. For instance, if you have ergonomic surgical suites or adjustable exam tables, mention how these contribute to staff comfort and well-being.

Remember, the goal is to showcase how your equipment contributes to better medicine and a better working environment, not just to list impressive-sounding machines.

5. Vague or Unclear Job Outline (8.9%)

The Problem: A nebulous job description leaves potential applicants unsure about what their day-to-day responsibilities would be, or what you’re really looking for in a candidate.

The Fix: Be specific about the role’s primary responsibilities, required skills, and any unique aspects of the position. For example, instead of saying “various veterinary duties,” try “You’ll lead routine check-ups, perform common surgeries, and have the opportunity to develop a specialty in exotic pet care.”

6. Lack of Information About Practice Culture or Values (8.4%)

The Problem: Modern veterinary professionals, especially younger generations, place high value on finding a workplace that aligns with their personal values and offers a positive culture.

The Fix: Don’t be shy about sharing what makes your practice tick. Do you prioritize work-life balance? Are you committed to community outreach? Do you have a unique approach to patient care? Highlight these aspects: “We believe in providing the highest standard of care while maintaining a healthy work-life balance. Our team enjoys two consecutive days off each week and we offer paid CE opportunities annually.”

What about CE? I wanna know if they’ll help me stay up-to-date or if I’m on my own – Dr. Sarah L, Recent Veterinary Graduate

Additional Considerations from Veterinary Professionals

While our top 6 red flags cover the major issues, our survey respondents shared some additional concerns that you should keep in mind when crafting your job ads:

1. Excessive Sign-on Bonuses: While bonuses can be attractive, an over-emphasis on them might raise suspicions about high turnover or underlying issues at the practice.
2. Lack of Information About Working Hours: Be upfront about expectations for weekend work, on-call duties, or flexible scheduling options. Work-life balance is a key concern for many veterinary professionals.
3. Overuse of Emojis: While a touch of personality via emojis can be great, excessive use of emojis in a professional job listing can come across as unprofessional or trying too hard to appear “fun.”
4. No Mention of Continuing Education Opportunities: Many veterinary professionals are eager to continue learning and growing in their careers. Highlight any CE support or opportunities your practice offers.
5. Unclear Expectations for New Graduates: If you’re open to new grads, be clear about the level of mentorship and support you provide. If you require experience, state that clearly to avoid wasting everyone’s time.

They want 5+ years of experience but the pay is entry-level? Yeah, no thanks – Alex M, Experienced Veterinary Technician

The Impact of Well-Crafted Job Ads

Investing time and effort into creating compelling job ads isn’t just about filling a position—it’s about shaping the future of your practice. Well-crafted job ads can:

1. Attract Higher Quality Candidates: By clearly communicating your practice’s values, culture, and offerings, you’re more likely to attract candidates who align with your vision.
2. Reduce Time-to-Hire: Clear, informative job ads can speed up the hiring process by helping candidates self-select, reducing the number of unsuitable applications you need to sift through.
3. Improve Retention Rates: When candidates have a clear understanding of the role and your practice from the outset, they’re more likely to be satisfied in their position long-term.
4. Enhance Your Practice’s Reputation: Well-written job ads reflect positively on your practice, showcasing your professionalism and commitment to transparency.
5. Save Money: While it might take more time upfront, a well-crafted job ad can save you money in the long run by reducing turnover and the need for repeated hiring efforts.

Ugh, no mention of schedule flexibility? I’ve got a life outside work, ya know! – Mike R, ECC Veterinarian

Best Practices for Creating Attractive Veterinary Job Ads

Now that we’ve covered what not to do, you might be wondering how to craft that perfect job ad. The good news is, we’ve got you covered! We’ve dedicated an entire article to this topic: “How To Write The Perfect Veterinary Job Ad.“

This comprehensive guide views job ads as “Job Campaigns” – carefully crafted stories aimed at attracting and engaging the best candidates for your position. Based on an analysis of thousands of job campaigns, it provides a step-by-step approach to creating job ads that make candidates want to hit that “Apply Now” button.

As a teaser, here’s what you can expect:

“An effective job ad, or Job Campaign as we prefer to describe it, is not just a job description and a list of equipment. Today it must be a carefully crafted Story aimed at attracting and engaging with the best candidates for your job. We developed our ideal Job Campaign structure based on a deep analysis of 1,000’s of Job Campaigns and what makes potential candidates click on an Apply Now button and what does not. We focused not purely on what content to include but also on the flow or the order of how that content, your job ad copy, should be structured.”

For the full guide on crafting the perfect veterinary job ad, click here to read the complete article.

I wish they’d say something about how they handle difficult clients. I’m all about educating pet parents, but some clinics just don’t care – Emma S, Veterinary Practice Manager

In conclusion…

The veterinary professionals scanning your job ads aren’t just looking for positions—they’re looking for homes where their skills will be valued and their careers can flourish. By addressing the red flags identified in our survey, you’re not just improving your job ad—you’re reshaping how candidates perceive your entire practice.

Remember that transparency about compensation, authentic language, insight into your team dynamics, and clear role expectations aren’t just recruitment tactics—they’re reflections of how you value your team members. The care you put into crafting your job advertisement directly signals the care you’ll invest in the professionals who join your practice. When you take the time to create truly engaging job campaigns, you’re not just filling positions—you’re building the foundation for your practice’s long-term success and stability.

* Based on a survey comprising multiple choice and open-ended questions that produced 1137 responses from our Community across the USA, Canada, UK, Australia, New Zealand, and parts of Asia and Europe conducted during February 2025

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