Veterinary Voices

You've just finished writing what you think is a brilliant job advert. But have you done this: taken your generic clinic template, swapped out "veterinarian" for "veterinary nurse," hit publish, and wondered why you're not getting quality applications?

Here's the likely reality: what attracts veterinarians doesn't necessarily attract veterinary nurses, and what motivates veterinary nurses might not resonate with your support team. Yet most vet clinics use the exact same generic template with just a title change—completely missing what each role actually cares about.

In This Episode You'll Discover:

• Why veterinarians want to know about case variety and mentorship opportunities while nurses care about teamwork and being valued for their expertise
• The three key strategies for tailoring job adverts that speak directly to each role you're hiring for
• How to address role-specific concerns (like veterinarians worrying about isolation or nurses feeling undervalued)
• Why describing veterinary nurses as "helping the vet" kills applications from skilled professionals
• The fatal mistake of making support staff roles sound like afterthoughts instead of meaningful team contributions

This week's actionable takeaway: Rewrite your current job adverts using role-specific value, concerns, and growth opportunities—transform generic templates into targeted messages that attract the right professionals for each position.

Essential listening for veterinary clinic owners who want to attract veterinarians, veterinary nurses, and support staff who are genuinely excited about their specific role in your clinic.

Brought to you by VetClinicJobs—direct hiring, reimagined. No agency.

Could Your Kind of People recognise Their Kind of Clinic?

A job ad may catch a vet’s or nurse’s eye. But it’s their own due diligence that determines whether they apply—or keep in touch.

Culture Story Centres turn real experiences from inside your team into credible, discoverable recruitment evidence, giving vets and nurses meaningful reasons to choose your clinic.

Explore Culture Story Centres for veterinary clinics

Why do these veterinary professionals actually want to return to their former workplace - when most people see going back as a backward step?

In this episode, Julie South chats with three High Street Vets team members whose stories corroborate everything we've heard in episodes 1001-1005, revealing the workplace culture that's creating extraordinary loyalty:

• Megan's "coming home" story - Why she genuinely wanted to return after leaving for family reasons, defying the usual reluctance to go back
• Mikayla's work-life balance reality - How a 40km daily commute with a toddler actually works when your employer genuinely gets it
• Madison's 8-hour journey - What Brisbane vet students are saying about this Rockhampton clinic that made her drive across Queensland for placement
• The "not compulsory" after-hours policy - How this clinic handles the biggest pain point in veterinary employment
• Real specialisation opportunities - Why team members are seeing complex cases they never imagined possible in regional practice

High Street Vets is currently looking to hire its next Small Animal Veterinarian - check them out at https://vetclinicjobs.com/HighStVetSurgery

If you're responsible for recruitment at your clinic and you'd like your job ads to work better - ie, faster with more suitable job applicants - then get in touch with Tania Bruce at VetClinicJobs:  the job board - where applications go straight to you, it's recruitment totally reimagined and there are no recruitment agencies involved clipping the ticket!

Could Your Kind of People recognise Their Kind of Clinic?

A job ad may catch a vet’s or nurse’s eye. But it’s their own due diligence that determines whether they apply—or keep in touch.

Culture Story Centres turn real experiences from inside your team into credible, discoverable recruitment evidence, giving vets and nurses meaningful reasons to choose your clinic.

Explore Culture Story Centres for veterinary clinics

What happens when a clinic gives you 30-minute consults, supports your specialisation interests, and has technology that surprises 5y Veterinary Students?

In this special High Street Vet Series episode - showcasing Employers of Choice - Julie South sits down with Dr. Virginia Grice to discover what it's really like working at this Rockhampton, Queensland, Australia clinic. 

Dr Virginia's got three decades under her belt across three different States, but what she found at High Street Vet Surgery changed how she thinks about what's possible in regional practice.

• The consultation reality: Dr Virginia explains exactly what she can accomplish in 30 minutes that she never could before - and why it changed everything for her
• Her unexpected special interest in Ophthalmology : How this general practitioner has been supported, mentored and encouraged to follow her special interest in eyes - Dr Virginia now performs corneal surgery that saves eyes, drawing referrals from across Central Queensland
• The "gifts" conversation: Dr Virginia shares what this team actually means when they talk about learning from each other's gifts - and why three different staff members keep using this exact word
• The technology surprise: What visiting vet students actually say when they walk into High Street Vets and see equipment their city placements didn't have
• The emergency story: Virginia walks through that moment with the seizuring pregnant dog that made her realise something crucial about regional capabilities

High Street Vet Surgery is looking for their next Small Animal Veterinarian: https://vetclinicjobs.com/HighStVetSurgery

Could Your Kind of People recognise Their Kind of Clinic?

A job ad may catch a vet’s or nurse’s eye. But it’s their own due diligence that determines whether they apply—or keep in touch.

Culture Story Centres turn real experiences from inside your team into credible, discoverable recruitment evidence, giving vets and nurses meaningful reasons to choose your clinic.

Explore Culture Story Centres for veterinary clinics

11 years at the same practice - with a 90-minute commute each way. Every single day.

While most veterinary practices struggle with either recruitment or retention, Jamee Robertson at High Street Vet Surgery in Rockhampton (Queensland, Australia) has a different story. She tried to resign once but never actually left. She's grown through multiple roles, from unqualified newcomer to practice manager to her current admin position, and she still can't imagine working anywhere else.

You'll discover:

• Why Jamee drives 90 minutes each way from Gladstone to Rockhampton daily (and has for over 10 years)
• The "Intent is Good" rule that prevents workplace drama and resolves conflict before it escalates
• How High Street Vets adapts roles to match team members' strengths and interests
• What made Jamee try to resign but ultimately choose to stay and complete her studies
• The leadership approach that creates genuine workplace loyalty

This week's culture-building insight: How assuming good intent as your baseline rule transforms workplace conflict resolution and builds trust within your team.

Part 4 of our deep dive with High Street Vet Surgery - you heard from owner Jocelyn in episodes 1001-1003, and you'll hear from more team member perspectives in upcoming episodes.

Essential listening for veterinary professionals considering their next career move and practice owners who want to become Employers of Choice.

Brought to you by VetClinicJobs—direct hiring, reimagined. No recruitment agency.

Could Your Kind of People recognise Their Kind of Clinic?

A job ad may catch a vet’s or nurse’s eye. But it’s their own due diligence that determines whether they apply—or keep in touch.

Culture Story Centres turn real experiences from inside your team into credible, discoverable recruitment evidence, giving vets and nurses meaningful reasons to choose your clinic.

Explore Culture Story Centres for veterinary clinics

You've decided to include salary information in your job adverts. But now you're staring at a blank screen wondering: do I just write "$120,000" and call it done? How do I handle different experience levels? What if current employees see this?

Here's the likely reality: knowing you should include salary is one thing—knowing how to do it effectively without creating problems is entirely another. Most practices either go too vague ("competitive salary") or too rigid (single figure with no context), missing the opportunity to use salary discussions as a way to demonstrate their values.

In This Episode You'll Discover:

• Why phrases like "competitive salary" and "salary negotiable" actually work against you (and what to say instead)
• The three proven strategies for presenting salary information that attracts the right veterinary professionals for the right reasons
• How to handle salary ranges when you're open to different experience levels without creating unrealistic expectations
• The specific approach for new graduates that shows your commitment to their career development while being realistic about local markets
• How to address internal team concerns when your job advert salary is higher than current employees are earning

This week's actionable takeaway: Rewrite your current salary approach using context, total value bundling, and honest experience level addressing—transform salary from a scary number into a demonstration of your practice values.

Essential listening for veterinary practice owners who want to use salary transparency as a competitive advantage rather than just checking a box.

Brought to you by VetClinicJobs—direct hiring, reimagined. No agency.

Links Mentioned in this Episode:
BBVet

Could Your Kind of People recognise Their Kind of Clinic?

A job ad may catch a vet’s or nurse’s eye. But it’s their own due diligence that determines whether they apply—or keep in touch.

Culture Story Centres turn real experiences from inside your team into credible, discoverable recruitment evidence, giving vets and nurses meaningful reasons to choose your clinic.

Explore Culture Story Centres for veterinary clinics

What does it look like when a clinic's first rule is "the intent is good" and they actually mean it?

Dr Jocelyn Birch Baker reveals the five values and team culture that make High Street Vet Surgery work - from morning gratitude sessions to their "no blame policy" and why communication is everything.

Dr Jocelyn talks about:

• The five values built by the entire team: team, professional, empathy, integrity, relationships
• "No blame policy" - when things go wrong, focus on why and how to prevent it
• Why she offers week-long working trials (not just day visits) to potential team members
• What she's really looking for: someone dedicated, kind, with a sense of humor who wants to get better

Plus: Dr Jocelyn's speaking at Vet Expo Melbourne (Sept 3-4) about women in practice ownership and judging the innovation pitch competition.

High Street Vet Surgery is currently seeking a companion animal veterinarian to join their team. If you are considering your next career move, you owe it to yourself to listen to this High Street Vet Surgery special series.

If you're attending the Vet Expo conference in Melbourne 3-4 September 2025 make sure you shoulder-tap Dr Jocelyn or Julie South (they're both speaking at this conference) to find out more info.

Find out more: vetclinicjobs.com/HighStVetSurgery

Could Your Kind of People recognise Their Kind of Clinic?

A job ad may catch a vet’s or nurse’s eye. But it’s their own due diligence that determines whether they apply—or keep in touch.

Culture Story Centres turn real experiences from inside your team into credible, discoverable recruitment evidence, giving vets and nurses meaningful reasons to choose your clinic.

Explore Culture Story Centres for veterinary clinics

What would it feel like to work somewhere with endoscopes, dental X-rays, and EasyVet templates that eliminate emergency panic?

Dr Jocelyn Birch Baker reveals how High Street Vet Surgery's comprehensive technology setup changes everything - and why her team begged her not to go back to shorter appointments after experiencing 30-minute consults implemented during the Covid Pandemic.

Dr Jocelyn talks about:

• The financial shift from "front of clinic" quick turnover to "back of clinic" deeper workups
• How 30-minute consults actually develop higher-level cases and better trust with clients
• Technology that eliminates panic: EasyVet templates for emergencies, snake bites, hit-by-cars
• Why animals are less stressed when you're not rushing them through appointments
• The specialized skills her team develops (Virginia's eye expertise draws referrals from across Central Queensland)

Plus: What it's really like living in Rockhampton for families - schools, community, and why clients become genuine relationships.

High Street Vet Surgery is currently seeking a companion animal veterinarian to join their team. If you are considering your next career move, you owe it to yourself to listen to this High Street Vet Surgery special series.

If you're attending the Vet Expo conference in Melbourne 3-4 September 2025 make sure you shoulder-tap Dr Jocelyn or Julie South (they're both speaking at this conference) to find out more info.

Find out more: https://vetclinicjobs.com/HighStVetSurgery

Could Your Kind of People recognise Their Kind of Clinic?

A job ad may catch a vet’s or nurse’s eye. But it’s their own due diligence that determines whether they apply—or keep in touch.

Culture Story Centres turn real experiences from inside your team into credible, discoverable recruitment evidence, giving vets and nurses meaningful reasons to choose your clinic.

Explore Culture Story Centres for veterinary clinics

As a Veterinary Professional, have you ever dreamed and wondered what it would be like to work somewhere with 30 minute consults... where you weren't constantly chasing your tail every day... where you could genuinely connect with clients and provide the best care possible...?

Listen in as Julie South catches up with Dr Jocelyn Birch Baker - owner of High Street Vet Surgery in Rockhampton, Queensland, Australia.

Dr Jocelyn talks about:

• How Cubex systems eliminate S8 paperwork stress and inventory headaches
• Why 30-minute consults actually work better for relationships AND efficiency
• The technology choices that let veterinarians focus on patients, not admin
• How they handle after-hours care without burning out the team
• Why her approach helps team members grow professionally, even in regional Queensland

High Street Vet Surgery is currently seeking a companion animal veterinarian to join their team. If you're considering your next career move, you owe it to yourself to listen to this High Street Vet Surgery special podcast series.

If you're attending the Vet Expo conference in Melbourne 3-4 September 2025 make sure you shoulder-tap Dr Jocelyn or Julie South (they're both speaking at this conference) to find out more info.

Find out more: vetclinicjobs.com/HighStVetSurgery

Could Your Kind of People recognise Their Kind of Clinic?

A job ad may catch a vet’s or nurse’s eye. But it’s their own due diligence that determines whether they apply—or keep in touch.

Culture Story Centres turn real experiences from inside your team into credible, discoverable recruitment evidence, giving vets and nurses meaningful reasons to choose your clinic.

Explore Culture Story Centres for veterinary clinics

You know you should include salary ranges in your job adverts. You've probably read the articles, heard the advice, maybe even started typing a figure... then deleted it again.

There's something about putting that number out there that gives vet clinic practice owners the absolute heebie-jeebies. But what if I told you that this fear is costing you 80% of your potential applicants?

Here's what's actually happening: while you're worried about revealing "commercially sensitive information" to competitors, 4 out of 5 jobseekers are walking away because they don't know if your role fits their financial needs. Meanwhile, practices that do include salary ranges report 44% more applicants and significantly higher quality candidates.

In This Episode You'll Discover:

• Why veterinary professionals check salary information FIRST in job adverts (before reading anything else about your practice)
• The three specific fears keeping practice owners awake at night about salary transparency—and why they're worse in your imagination than reality
• How to use the "range strategy" that preserves negotiation power while attracting 44% more qualified applicants
• Why salary transparency saves you money and eliminates time-wasters—while salary secrecy costs you 80% of potential applicants
• The fatal mistake that's automatically eliminating quality candidates before they even consider your practice

This week's actionable takeaway: Pick one upcoming job advert and commit to including a salary range—you'll transform your applicant quality while saving time and money on recruitment.

Essential listening for veterinary practice owners who want to attract the right people efficiently instead of wondering why quality candidates aren't applying.

Brought to you by VetClinicJobs—direct hiring, reimagined. No agency.

Could Your Kind of People recognise Their Kind of Clinic?

A job ad may catch a vet’s or nurse’s eye. But it’s their own due diligence that determines whether they apply—or keep in touch.

Culture Story Centres turn real experiences from inside your team into credible, discoverable recruitment evidence, giving vets and nurses meaningful reasons to choose your clinic.

Explore Culture Story Centres for veterinary clinics

You can have the perfect job advert, but if your application process creates black holes and frustration, you'll lose great people and damage your reputation.

Join host Julie South as she exposes the uncomfortable truth about how veterinary clinics are unknowingly sabotaging their hiring success through terrible application experiences. Because in a small industry like veterinary medicine, every ignored application becomes word-of-mouth damage control.

You'll discover:

• Why the "black hole" application experience is destroying your clinic's reputation in a small industry where everyone talks
• How generic auto-replies like "we'll get back to you shortly" create more frustration than complete silence
• The quality vs quantity reality that changes everything—why being overwhelmed with CVs means your job advert isn't working
• Why "We'll respond within 48 hours" transforms the entire jobseeker experience and builds trust immediately
• The three-strategy framework that turns your application process into a competitive advantage
• How acting fast on perfect candidates beats waiting for arbitrary deadlines (and why you shouldn't wait)
• The simple test that reveals exactly where your application process is failing jobseekers

This week's actionable takeaway: Test your own application process by sending an inquiry to your clinic email and experiencing what jobseekers go through. Then set up a system to respond to every application within 48 hours—because every interaction should reinforce why someone wants to work with you.

Essential listening for veterinary clinic owners who want their application process to attract quality jobseekers instead of creating frustration and reputation damage.

Brought to you by VetClinicJobs—direct hiring, reimagined. No agency.

Could Your Kind of People recognise Their Kind of Clinic?

A job ad may catch a vet’s or nurse’s eye. But it’s their own due diligence that determines whether they apply—or keep in touch.

Culture Story Centres turn real experiences from inside your team into credible, discoverable recruitment evidence, giving vets and nurses meaningful reasons to choose your clinic.

Explore Culture Story Centres for veterinary clinics