Your hiring choices drive turnover

A tech you just hired last month is leaving.

That’s the second one in 6 months.

Vet practices all over are experiencing high turnover rates right now.

 The most direct way to combat this is by bulking up your offers with better benefits and continued education (CE) opportunities that keep you competitive.

But making your benefits more competitive is all for nothing if you’re hiring people who just aren’t the right fit.

You need to hire the right people for your practice.

I tell all the vets I work with that they need to nail down their practice’s culture.

Look for candidates who are not only qualified but meld with that culture.

 Consider your main focus and mission, and hire according to that.

If you want a heavy emphasis on communication and being people-oriented with pet parents, don’t hire a tech who wants to stay behind the scenes.

 If you hire a tech with dreams of assisting with surgery when you don’t have a surgery suite, or any plans to open one, they’ll be out the door in a month.

Part of hiring the right people is asking the right questions in interviews.

 Don’t be afraid to be honest about your practice’s culture. Ask them what their goals are and what kind of tech or CSR they are.

Learn more tips in my 9 Tips and Interview Questions guide to help you hire the people who are actually right for your practice and reduce turnover.