The veterinary industry is suffering from a shortage of Credentialed Veterinary Technicians (CVTs) and an undersupply or misdistribution of veterinarians that may worsen in the future.1,2 According to the AVMA, the unemployment rate of veterinarians in 2024 was 0.7%, vs. 3.9% in the general population.3
When it’s time to hire a veterinarian, CVT, or other staff member for your practice, you need to find the right person, fast, before your remaining team members are exhausted, productivity drops, or patient care suffers. Drawing on internal VMG data, we share the latest in hiring trends and best practices for independent veterinary practices like yours.
VMG data: Current trends for hiring associates and staff
In the first three quarters of 2024, the number of practices looking for full-or part-time associate veterinarians decreased, with just over 40% of VMG members actively looking to hire, and roughly the same percentage planning to recruit new veterinarians in 2025.4 Fortunately, 92% of the practice owners who are no longer looking have hired the associates they needed.4 Fewer than 1% gave up looking because they were unable to find a suitable candidate.4
The story is slightly different for CVTs. While just over 40% of VMG-owned practices were looking for staff in 2024, almost 60% expect to recruit more in 2025.4 Among those who have stopped looking, only 84% filled their current needs; 10% gave up, unable to fill the position.4 This may partially be a matter of location, or of mismatched practice-candidate expectations, but a portion surely reflect today’s absolute shortage of CVTs, which is likely to continue. While the number of CVT positions is predicted to grow by about 15,000 openings per year between 2023 and 2033, 43% of veterinary technician training programs report that enrollment is decreasing.5,6 Hiring and retaining CVTs, in particular, will remain a challenge for veterinary practice owners.
Best hiring practices
The hiring process is a two-way street. Not only are practices looking for the right employees; veterinarians and CVTs are looking for the right practice. Here are a few ways to attract top talent and put working at your practice at the top of their wish list.
Communicate exactly what you need
Setting clear expectations attracts better candidates. Do you need someone with expertise in a particular aspect of veterinary medicine, like exotics or reproduction? What is your practice’s focus? If your practice includes many breeders of large or giant breeds, your team members will need different physical capabilities than those working in a feline-only practice. How many years of experience do you require? Are you willing to train someone on technical skills if they have the right attitude?
Consider culture
Hiring is like matchmaking; you want a long-term relationship, not just one date and a quick return to Tinder. Think about the pillars of your practice culture: what matters most? Make them clear to candidates in your job posting and in the interview. A working interview, where a candidate spends a few hours or a day in your practice, is a great way to test for fit.
Be flexible where you can
Some requirements are fixed; don’t hire kennel help when you need a CVT. In other areas, be prepared to consider creative solutions. If your current associate veterinarians enjoy surgery, can you accept one who doesn’t, but brings extensive experience in another area? Can you accept non-traditional working hours? Be prepared to think about employment expectations in new ways.
Meet market demands
A respectful compensation package is a powerful retention tool, so don’t skimp on salary or benefits. Consider the going rate in your area and what the person will contribute to the practice. Signing bonuses, performance-based compensation, and pay raises for taking on new responsibilities, especially for CVTs and non-credentialed staff, provide additional incentives for candidates to join your practice and stay.
Use everyone’s network
One of the best ways to ensure that a new hire’s personality will fit is to go with a known quantity. Ask your existing staff about friends from school or previous jobs who might be a good fit. Offer a bonus to anyone referring an interviewee who joins the team and remains for a specified period (usually 90 days).
Continue building your own network, by having informal ‘get to know you’ conversations when you aren’t hiring. Trade shows and educational conferences offer the perfect opportunity. Be clear that you don’t have an open position; when you need someone, you will already have a short list of candidates.
Best practices when you’re short on staff
While you look for the best person to join your practice team, your patients’ daily needs must be met. Two ways to support that are to take steps to increase staff retention and to improve practice efficiency.
Retention
Your leadership matters even more when your practice is understaffed. Find ways to help your staff be happier and more engaged at work, and to feel more valued. This can include everything from sincere thank yous, career development plans and mentoring to pay adjustments, bonuses, and even in-practice childcare. There is no one right way to improve staff retention; your overall goal is to solve your team members’ most critical pain points at work.
Efficiency and productivity
Improving practice efficiency and making the most of your current staff will help you keep your practice going while you are looking. If you haven’t already, check out our posts on staff utilization, the five levers for practice efficiency, and using AI to improve your practice’s efficiency.
Hiring conclusion
Maintaining a complete and satisfied team is one of an independent veterinary practice owner’s most critical responsibilities. If you’re wondering how to outcompete for talent in a tight veterinary hiring market, you’re not alone. These best practices can give you a leg up. By communicating your needs clearly, considering your practice culture, being flexible, meeting market demands, and leveraging your network, you can attract and retain top talent to ensure the success of your practice.
References
- Gitter RJ, LaFayette B. Demand for and supply of veterinarians in the U.S. to 2032. American Association of Veterinary Medical Colleges. 2024. https://www.aavmc.org/wp-content/uploads/2024/06/Demand-for-and-Supply-of-Veterinarians-in-the-U.S.-to-2032-New.pdf Accessed 7 January 2025.
- Lloyd, JW. ‘Pet Healthcare in the US: Are there enough veterinarians?’ Mars Veterinary Health. 2021. https://www.marsveterinary.com Accessed 7 January 2025.
- McCullock, K, Doherty C, Ouedraogo FB. ‘2025 AVMA Report on the Economic State of the Veterinary Profession.’ 2025.
- Data on file, VMG. Veterinary Workforce Barometer, October 2024.
- Bureau of Labor Statistics, U.S. Department of Labor, Occupational Outlook Handbook, Veterinary Technologists and Technicians, Updated 24 August 2024. https://www.bls.gov/ooh/healthcare/veterinary-technologists-and-technicians.htm Accessed 7 Jan 2025.
- Kogan LR and Jensen WA (2024) Trends in enrollment, retention, and graduation of United States veterinary technicians/nurses schools. Front. Vet. Sci. 11:1403799. doi: 10.3389/fvets.2024.1403799.
