Anyone who has hired a veterinarian within the past few years knows what a difficult process this can be. There are many different reasons for this: doctors are comfortable at their current jobs and are not looking for work, more doctors are retiring, burnout is causing doctors to leave the profession, and there are more jobs available than there are veterinarians. "There are presently about 7,000 openings for veterinarians across the country, and not enough veterinary professionals to fill these positions."¹

I have worked with numerous veterinary hospitals to help them recruit and hire veterinarians. One of the common things I have heard from the hospital ownership is they want to find someone who has at least "one to three years of experience." While finding an experienced candidate might be ideal, it is also very difficult.

There are just not as many experienced veterinarians applying to jobs right now. If the hospital ownership believes they should only search for a doctor who already has experience, they are missing out on the potential to find a great candidate in a new graduate.

Lack of experience shouldn't be a dealbreaker

Since finding an experienced veterinarian is difficult, why wouldn't the hospital leadership team want to consider a new graduate? Many practice owners have told me they do not have time to mentor a new veterinarian. However, I think there is a misconception on what mentorship is. Many practice owners think the new graduate will require constant job shadowing and "hand holding." They are convinced all new graduates will take too much of their time.