✅ Want More Candidates to Say Yes? 3 Tips That Work

Hiring the right veterinarian or nurse has never been tougher. You may already be offering fair pay, but salary alone is no longer enough to tip the decision. Candidates are comparing not just what they earn, but how the role will fit into their lives and whether the clinic truly supports them as people.

What often makes the difference is not complicated or expensive. It is the way you approach scheduling, time off, and professional growth. When you can clearly show that your practice respects balance, encourages rest, and invests in learning, you stand out from the many ads that say little more than “competitive package.” These essentials are what make candidates pause, take notice, and ultimately say yes to joining your team…

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Flexible scheduling and work-life balance

What it is
When you offer flexible scheduling, you are signaling to candidates that you genuinely understand the challenges of veterinary life: long shifts, unpredictable cases, and the emotional toll of the work. Flexibility shows you are willing to align with team members’ needs, both professionally and personally. It might be four-day weeks, rotating shifts that prevent overload, or predictable rosters that allow people to plan their lives outside the clinic. What matters most is demonstrating in your ad and in practice that balance is a principle you actively support, not just a buzzword.

Why it’s important
Veterinary professionals are prioritizing balance more than ever. When candidates compare multiple opportunities, the one that demonstrates a genuine respect for personal time often stands out. Practices that clearly define their scheduling philosophy and show how it reduces burnout and improves retention gain a direct advantage in a competitive hiring market.

What really made the difference was they actually gave me a couple of shift options to choose from, and said we could look at adjusting them once I’d settled in. It felt like they cared about making it work for me, not just filling a roster – Rachel T., Emergency Vet, Austin, Texas, USA

How to make your job ad and practice more appealing

• State your scheduling philosophy in the ad instead of leaving it vague
• Mention specific options such as four-day weeks, set days off, or flexible start and finish times
• Show how you handle weekend and after-hours coverage fairly
• Share examples from your team where flexibility made a real difference for them
• Reinforce in interviews that you are open to adapting schedules where possible

Paid time off that people actually use

What it is
Paid time off is more than a number in a contract. For veterinary professionals, it is a clear signal that you value rest and recuperation as part of working life. A strong PTO package goes beyond the statutory minimum and is actively supported by the practice. That might mean extra days for long weekends, separating sick leave from vacation, or giving team members confidence that their requests will be approved fairly. In your job ad, it should come across not only as an allowance but as something you actively encourage your team to use.

Why it’s important
The work is intense, and without proper time away it becomes unsustainable. Practices that promote regular, restorative breaks have healthier teams and lower turnover. When candidates see that you not only provide PTO but also encourage people to actually take it, it sets your clinic apart from others that might quietly discourage time off.

One practice I talked to said they had “standard PTO” but when I asked, people admitted hardly anyone took all of it. The job I chose was upfront about the number of days and told me they want everyone to use them. That made me feel like they actually cared about us recharging – James L., Small Animal Vet, Manchester, UK

How to make your job ad and practice more appealing

• Specify the number of PTO days clearly in your ad
• Show that vacation and sick leave are separate
• Mention any extras such as birthday leave or personal days
• Reinforce that PTO requests are supported and approved fairly
• Include a line about encouraging team members to take their full entitlement

CE allowances and CPD time away

What it is
Professional development isn’t just a budget line, it is a commitment to your team’s growth. A Continuing Education (CE) allowance paired with protected Continuing Professional Development (CPD) days away shows candidates that you are serious about keeping their skills current and helping them progress in their careers. This can include a set annual budget for conferences, online courses, or specialist training, along with guaranteed days away from clinical duties to actually use it. The real value comes when you make this support consistent year after year so your team can plan their development with confidence.

Why it’s important
Veterinary professionals want to keep learning, but many have been in clinics where the promise of CE support didn’t match reality. By making your allowance clear and backing it with protected time, you demonstrate that you are investing in both your patients’ outcomes and your team’s long-term satisfaction. Practices that support development in this way often see stronger retention because people can grow their careers without needing to move on.

I’ve worked places where they said there was an allowance, but you had to fight for the time off to use it. The practice I’m with now sets out how much allowance I get each year and CPD days. And they encourage me to use it – Emily W., Veterinary Nurse, Sydney, Australia

How to make your job ad and practice more appealing

• State the annual allowance amount and what it can be used for
• Specify the number of CPD days provided and make clear they are separate from vacation
• Highlight recent examples of team members who attended courses or conferences
• Show openness to funding specialist skills that align with your clinic’s services
• Emphasize that learning is encouraged and supported, not just permitted

Closing thoughts…

Securing top veterinary talent is rarely about adding flashy perks. It comes down to showing that you respect the profession and the people who dedicate their lives to it. Flexible scheduling, meaningful time off, and real opportunities for career or skills development are not extras. They are the essentials that shape how candidates view your practice from the very first conversation.

When you put these commitments into plain words in your job ads and back them up inside your clinic, you build trust before a candidate even walks through your door. In a competitive market, that trust is what makes someone choose your offer over another. The practices that succeed in the years ahead will be the ones that treat these essentials not as bargaining chips but as the foundation of a strong, sustainable team.

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