How Technology is Improving Hiring and Retention in Veterinary Practices

By guest author Stacy Pursell, CPC/CERS of The VET Recruiter

Veterinary practices are no strangers to technology. From digital radiology to cloud-based medical records, innovation has reshaped how veterinarians diagnose, treat, and care for patients. Yet when it comes to hiring and retaining employees (the lifeblood of every practice), many clinics lag behind in adopting technology-driven solutions.In today’s job market, technology is no longer optional. It’s a critical tool that can help practices attract candidates, streamline the hiring process, and keep employees engaged once they’ve joined the team. By embracing technology strategically, Veterinary practices can strengthen both recruitment and retention, building more resilient and sustainable organizations.

Here are five ways technology is transforming the way Veterinary practices hire and retain employees.

1. Showcasing Employer Brand Online

The first impression many candidates have of your practice isn’t your lobby or exam rooms. It’s your online presence. Before applying for a position, job seekers almost always research prospective employers. They look at websites, read reviews, and scan social media accounts.

Practices that use technology to tell their story stand out. Your website should clearly communicate:

• Who you are as a practice. Share your mission, values, and culture in a way that resonates with potential employees.
• What it’s like to work there. Include staff photos, testimonials, or short videos that give an authentic view of your team.
• Opportunities for growth. Highlight continuing education, mentorship programs, or unique services your practice offers.

By treating your online presence as part of your recruitment strategy, you ensure candidates see the best of what you have to offer before they ever walk through the door.

2. Using an Applicant Tracking System (ATS)

Gone are the days of relying solely on paper applications or email inboxes for resumes. Applicant tracking systems allow practices to manage the hiring process more efficiently by:

• Collecting and organizing applications in one place.
• Screening candidates based on skills or keywords.
• Automating communication, such as confirmation emails or interview scheduling.

An ATS not only saves time, but it also provides a better candidate experience. Job seekers appreciate timely responses and clear communication. A smooth, professional process reflects positively on your practice, increasing the chances that candidates will accept an offer.

3. Leveraging Virtual Interviews and Assessments

The COVID-19 pandemic accelerated the adoption of virtual interviews, but many practices have discovered their long-term value. Tools like Zoom or Microsoft Teams allow practices to connect with candidates quickly, even if they live out of town or are still exploring options.

In addition to interviews, technology can facilitate skills assessments and personality evaluations. Online tools can measure communication style, leadership potential, or technical competencies. These insights give practices a deeper understanding of candidates before making a hiring decision.

Virtual tools also make it easier to involve multiple people in the process. A practice owner, medical director, and practice manager can all meet with a candidate without the logistical challenges of scheduling everyone on-site.

4. Using Data to Drive Retention

Technology isn’t just useful for hiring; it’s also a powerful retention tool. Data platforms and software can help practices:

• Track employee engagement and satisfaction through surveys.
• Monitor turnover rates and identify patterns.
• Pinpoint workload issues, such as excessive overtime, that may contribute to burnout.

For example, if data reveals that Veterinary technicians are consistently working longer hours than veterinarians, leadership can address the imbalance before it leads to resignations. By making decisions based on data rather than assumptions, practices can proactively address retention challenges.

5. Supporting Employees with Workplace Technology

Retention is not only about policies, but it’s also about daily experience. When employees have access to modern, efficient tools, their work becomes less stressful and more fulfilling. Outdated systems, on the other hand, cause frustration and contribute to burnout.

Consider the impact of:

• Cloud-based practice management software. Allows staff to access records seamlessly, reducing duplication and errors.
• Automated reminders and client communication tools. Free up front-desk staff to focus on client relationships instead of repetitive phone calls.
• Telemedicine platforms. Give veterinarians flexibility while expanding care options for clients.
• Mobile apps for scheduling and time management. Provide employees with transparency and control over their work schedules.

When practices invest in technology that makes employees’ jobs easier, they send a clear message: “We value your time and want to support your success.” That message goes a long way in keeping employees engaged and loyal.

Overcoming Barriers to Adoption

Some practice owners hesitate to adopt new technology due to cost, training requirements, or fear of disrupting workflows. While these concerns are valid, it’s important to weigh them against the long-term costs of doing nothing.

High turnover, missed candidates, and inefficient systems are expensive. By comparison, investing in technology that improves recruitment and retention often pays for itself through reduced hiring costs, improved productivity, and stronger team morale.

Start small if necessary. Implement one new tool, evaluate its impact, and then expand. Over time, the cumulative effect of adopting technology will improve your hiring and retention strategies.

The Human Side of Technology

It’s worth emphasizing that technology is a tool. It is NOT a replacement for human connection.

Veterinary medicine is a people-centered profession, and employees still want to feel personally valued and supported.

The best outcomes occur when technology enhances, rather than replaces, the human aspects of hiring and retention. For example:

• An ATS may organize applications, but a personalized interview builds trust.
• Online surveys may identify engagement issues, but one-on-one conversations resolve them.
• Digital scheduling tools may improve efficiency, but leadership still needs to show empathy and flexibility.

Technology should free up time for practice leaders to focus on building relationships, mentoring employees, and fostering culture. These are all things that are at the heart of retention.

Make a Proactive Investment in Technology

Veterinary medicine is evolving, and so are the expectations of today’s workforce. Practices that invest in technology demonstrate that they are forward-thinking, efficient, and supportive of their employees. These qualities attract top candidates and keep current team members engaged.

If your practice is ready to modernize its approach to hiring and retention, The VET Recruiter can help. Contact The VET Recruiter today to learn how we combine industry expertise with cutting-edge strategies to connect practices with the talent they need to thrive!