Recruitment process

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We would start by gaining a really comprehensive understanding of your company and veterinary hospital, taking a detailed brief from you about how you work, what services you offer, what equipment you have, team sizes and how you place yourself in the market.  

It is really important that we have as much information as possible so we are really well equipped when we engage with prospective candidates and can answer all of their questions and minimise the need for us to have to refer back to you to answer these questions.The more information we have, the easier it is for us to pitch the role to potential candidates.

In the same way we need to have as much detail on your company and hospital as possible, it is also imperative that we really understand the role you are looking to recruit for.  

You would provide us with a detailed specification of your ideal candidate, a detailed job description brief of how the role would look. So things like, working rota, working expectations, salary, vacation, production bonus and other package details etc.  

We discuss the potential candidate pool for each particular assignment and can discuss your competitors and where you may wish us to focus our search efforts so that we can agree on a strategy you are comfortable with.

Once we have agreed on strategy and we feel we have all the information we need to start actively approaching (headhunting) candidates, we will start to systematically approach the relevant candidate pool via email, LinkedIn In-mail and Telephone where appropriate.   

When we successfully engage with a candidate who is interested, we carry out an initial 'qualifying' process, where we go through their requirements and the details of the role. If the candidate is a good fit and interested in being introduced to you, we submit them to you with a CV for your review where you can then choose to either pass, or start the interview process with them.  

In particular for specialist roles, it is quite unlikely that you will have more than 3 - 4 candidates to choose from for each role who can interview at the same time, so we encourage our clients to interview candidates as they come through.

When we introduce candidates to you who meet the job brief and you feel could be a good fit (usually after an initial informal call with the relevant person in your team) we would then encourage a formal interview.  

If a candidate is successful at an interview, and you wanted to make an offer, you would present the candidate an offer in line with your budget and take into account their current package and their commercial value.   

There is normally a negotiation phase that takes place where we can act as a mediator between you and the candidate to make sure that both parties are comfortable and happy with the offer.  

When a candidate has accepted an offer, we work on start dates and keep in touch with the candidate until their start date and beyond to make sure they are settled into the role.