Vet Staff: Recent Episodes
Julie South of VetStaff & VetClinicJobs
Welcome to the Vet Staff podcast (formerly "Paws Claws & Wet Noses") - the podcast helping veterinary professionals get their heads screwed on straight so they can get excited about going to work on Monday mornings.
As well as interviews with guests who're passionate about working in the veterinary sector because it's such a great place to work, we cover topics like:
- Mindset
- Professional Development
- Personal Development
Get ready to vouch for veterinary as being a great career choice. Together let's create a positive, dynamic and healthy workplace where everyone loves going to work on Monday mornings.
Vet Staff is hosted by Julie South - your Specialist Veterinary Recruitment Professional.
What Every "Vet Clinic Job Ad" Elephant Has In CommonEight weeks. Seven elephants. One pattern.
In the series finale of The Elephant In The Room, Julie South brings it all together — and names the single thing every elephant in this series had in common. Plus something you absolutely need to know before the next series begins.
Episode notes
This episode recaps all seven elephants from the series:
- The clinic with a reputation it hasn't found a way to publicly undo — and prove it's come a long way since
- The Decision Gap — the gap between the views a job ad gets and the suitable applications it receives; not an exposure problem but a trust problem, where vets and nurses read vanilla, blah, identical-to-everyone-else wording and decide it's not enough to make the leap of changing jobs
- The skills shortage — real, but it's the ceiling not the floor; two clinics in the same town, same shortage, wildly different outcomes
- After-hours — two words in many job ads that almost never say what a vet or nurse needs to know
- Competitive remuneration — the two words that signal a salary exists and nothing else; research from VetStaff and Unitec Te Pukenga (2023) shows salary is the number one thing vets and nurses want to know
- The new graduate experience — mentoring programmes that drift from weekly to monthly to nothing, and the smaller group who leave the profession entirely because the job failed them
- Corporate or independent — half the profession says it matters, almost no job ad says which one it is
The episode argues that every elephant is the same thing wearing different clothes: information that vets and nurses need before they apply that isn't in the job ad. And that in most cases, it doesn't need to be in the ad — the ad's job is to signal the vacancy. But clinics need somewhere vets and nurses can go to verify the claims. Because they're hiring critical thinkers. And critical thinkers check.
The episode closes by opening the door to the next series — the REAL+CULTURE+STORY framework — which is how that peer-to-peer culture evidence gets built.
If you'd like a copy of the VetStaff/Unitec Te Pukenga research, email julie@vetclinicjobs.com.
About your host
Julie South is the founder of VetClinicJobs and the host of Veterinary Voices. She has been in veterinary recruitment since 2019 and is known for her work in culture storytelling — helping forward-thinking vet clinics build the kind of genuine, specific culture evidence that attracts Their Kind of People long before any job ad runs.
Julie has spoken on culture storytelling and employer branding at VetEXPO in Melbourne and works with clinics across Australasia and beyond who want vets and nurses to be excited about going to work on Monday mornings — for all the right reasons.
Struggling to get results from your job advertisements?If so, then shining online as a good employer is essential to attracting the types of veterinary professionals who're a perfect cultural fit for your clinic.
The VetClinicJobs job board is the place to post your next job vacancy - to find out more get in touch with Lizzie at VetClinicJobs
Everyone in veterinary has an opinion about corporate versus independent ownership. Strong ones, in both directions.
But almost nobody says which one they are in the job ad.
In the seventh episode of The Elephant In The Room, Julie South looks at the question that sits in the back of every vet and nurse's mind when they're reading a job ad — and gives you one practical check that takes about thirty seconds.
Episode notes
Research VetStaff undertook with Unitec Te Pukenga in 2023 found that ownership type is roughly a fifty-fifty issue in the veterinary profession. Slightly more respondents said it mattered to them — but plenty had positive and negative experiences in both corporate and independent environments. This episode is not about which is better.
The elephant is about disclosure.
Some corporate groups advertise with their brand loud and clear — transparent, straightforward, and attracting the vets and nurses who want exactly what a larger group offers. Others make a deliberate business decision to preserve the local identity of their acquired clinics, for good reasons that serve both clients and teams.
The result is that vets and nurses who care about ownership type may not know what they're looking at from the ad alone. They find out through their own due diligence — checking whether the contact email matches the clinic's URL, Googling the group name, asking at interview.
When it matters to them and they didn't know earlier, it can feel like something was left unsaid.
The episode argues that clinics — corporate or independent — have something to gain by being upfront. The vets and nurses who want what you offer can find you faster. The ones who don't can rule themselves out before anyone wastes time finding out three interviews in.
This is the seventh episode in The Elephant In The Room — a series examining the things everyone in veterinary knows and almost no one says out loud.
About your host
Julie South is the founder of VetClinicJobs and the host of Veterinary Voices. She has been in veterinary recruitment since 2019 and is known for her work in culture storytelling — helping forward-thinking vet clinics build the kind of genuine, specific culture evidence that attracts Their Kind of People long before any job ad runs.
Julie has spoken on culture storytelling and employer branding at VetEXPO in Melbourne and works with clinics across Australasia and beyond who want vets and nurses to be excited about going to work on Monday mornings — for all the right reasons.
Struggling to get results from your job advertisements?If so, then shining online as a good employer is essential to attracting the types of veterinary professionals who're a perfect cultural fit for your clinic.
The VetClinicJobs job board is the place to post your next job vacancy - to find out more get in touch with Lizzie at VetClinicJobs
Some vets and nurses leave the profession far too soon. You probably know of at least one yourself.
In this sixth episode of The Elephant In The Room series, Julie South looks at what happens when a new grad arrives at a clinic and the support that was promised turns out to look very different in practice — and asks one question that every new grad and every clinic owner should be able to answer.
Episode notes
Many vet clinics advertise a mentoring programme for new graduates — and mean it. But meaning it and having something formal behind it are two different things.
This episode looks at what happens when a mentoring programme exists in name but not in structure: the weekly catchups that become fortnightly, then monthly, then disappear entirely because there was nothing documented to hold them in place. And the harder version — where the new grad didn't clarify at interview what support would look like, the clinic didn't know what expectation had been set, and the new grad arrives to find they're largely on their own.
The episode covers three outcomes for new grads who don't get the support they need: those who find their footing anyway, those who leave for a clinic that will support them, and a smaller group — real, if not large — who leave the profession entirely. They didn't fail at the job. The job failed them.
The episode also looks at what the clinics that do it well have in common — week-by-week milestones, documented, a mentor who shows up and follows through — and why those clinics get talked about through new grad cohorts in a very different way.
The closing question is for both audiences: new grads are encouraged to ask to see the mentoring programme on paper at their next interview. Clinic owners are asked what they would point a new grad to if that question came up tomorrow.
This is the sixth episode in The Elephant In The Room — a series examining the things everyone in veterinary knows and almost no one says out loud.
About your host
Julie South is the founder of VetClinicJobs and the host of Veterinary Voices. She has been in veterinary recruitment since 2019 and is known for her work in culture storytelling — helping forward-thinking vet clinics build the kind of genuine, specific culture evidence that attracts Their Kind of People long before any job ad runs.
Julie has spoken on culture storytelling and employer branding at VetEXPO in Melbourne and works with clinics across Australasia and beyond who want vets and nurses to be excited about going to work on Monday mornings — for all the right reasons.
Struggling to get results from your job advertisements?If so, then shining online as a good employer is essential to attracting the types of veterinary professionals who're a perfect cultural fit for your clinic.
The VetClinicJobs job board is the place to post your next job vacancy - to find out more get in touch with Lizzie at VetClinicJobs
What's the single most important thing vets and nurses need to see in a job ad?
Research says it's pay. By a country mile.
And yet most vet clinic job ads say the same two words: competitive remuneration. In the fifth episode of The Elephant In The Room series, Julie South looks at why clinics won't put salary ranges in their ads — and why that decision is costing them more applications than they realise.
Episode notes
In 2023, VetStaff — New Zealand's only specialist veterinary recruitment agency and a sister company to VetClinicJobs — undertook research with Unitec Te Pukenga asking vets and nurses across New Zealand and beyond what it took to click on a job ad.
The results were unambiguous. Almost 97% of respondents rated salary as important or most important when considering a new role. Salary band information was the second most compelling element of a job ad — at 41%, just behind the headline at 43%.
Yet most vet clinic job ads say "competitive remuneration" and nothing more.
This episode explores two reasons clinics won't name a figure — they don't want to lock themselves in, and they're worried about being undercut by the clinic down the road — and why both fears are leading to the same outcome: a completely flat field where every ad looks identical and vets and nurses have nothing to go on for the most important piece of information they're searching for.
The episode also argues there's a way through that doesn't require locking anyone in — and that the clinic which names a range, even a broad one, immediately stands out from every other ad in the market.
This is the fifth episode in The Elephant In The Room — a series examining the things everyone in veterinary knows and almost no one says out loud.
About your host
Julie South is the founder of VetClinicJobs and the host of Veterinary Voices. She has been in veterinary recruitment since 2019 and is known for her work in culture storytelling — helping forward-thinking vet clinics build the kind of genuine, specific culture evidence that attracts Their Kind of People long before any job ad runs.
Julie has spoken on culture storytelling and employer branding at VetEXPO in Melbourne and works with clinics across Australasia and beyond who want vets and nurses to be excited about going to work on Monday mornings — for all the right reasons.
Struggling to get results from your job advertisements?If so, then shining online as a good employer is essential to attracting the types of veterinary professionals who're a perfect cultural fit for your clinic.
The VetClinicJobs job board is the place to post your next job vacancy - to find out more get in touch with Lizzie at VetClinicJobs
If you're responsible for hiring at your vet clinic, do you have dread words? Words you know you have to include in the job ad, but the moment you type them you can already feel the applications not coming?
This episode is about two of those words: after-hours.
In the fourth episode of The Elephant In The Room, Julie South looks at why "shared across the team" tells a vet or nurse almost nothing — and why the clinics that have genuinely solved after-hours are sitting on something worth saying, and saying nothing.
Episode notes
Most vet clinic job ads that mention after-hours say the same thing: shared across the team, rostered. Nothing else. Yet behind those words, the experience can be completely different from one clinic to the next.
This episode looks at what that difference actually looks like — from a clinic where most of the team want to be on the after-hours roster, to one where one or two people quietly carry the load while the roster looks balanced on paper.
The key example: a small animal clinic whose owner doesn't call it after-hours at all. She calls it the Emergency and Critical Care roster. Same obligation — completely different story around it. The financial reward is genuine, recovery time is real and honoured, and being on the roster is a choice most of the team actively make.
The episode argues that clinics which have built something genuinely fair and well-supported around after-hours have specific, true things to say that very few clinics are saying — and that vets and nurses who'd thrive in that environment can self-identify from the way it's described. Generic language gives them nothing to go on.
This is the fourth episode in The Elephant In The Room — a series examining the things everyone in veterinary knows and almost no one says out loud.
About your host
Julie South is the founder of VetClinicJobs and the host of Veterinary Voices. She has been in veterinary recruitment since 2019 and is known for her work in culture storytelling — helping forward-thinking vet clinics build the kind of genuine, specific culture evidence that attracts Their Kind of People long before any job ad runs.
Julie has spoken on culture storytelling and employer branding at VetEXPO in Melbourne and works with clinics across Australasia and beyond who want vets and nurses to be excited about going to work on Monday mornings — for all the right reasons.
Struggling to get results from your job advertisements?If so, then shining online as a good employer is essential to attracting the types of veterinary professionals who're a perfect cultural fit for your clinic.
The VetClinicJobs job board is the place to post your next job vacancy - to find out more get in touch with Lizzie at VetClinicJobs
The skills shortage is real. But it's not why your ad isn't working - the elephant in the room - ep. 278
Two clinics. Same town. Same skills shortage. One's been advertising since-forever. The other has been running a different kind of recruitment programme — and has had multiple suitable applicants within weeks.
Same shortage. Completely different outcomes. In the third episode of The Elephant In The Room, Julie South talks about the difference between a ceiling and a floor — and which one your clinic is likely dealing with.
If your ad has been running for a while with little to show for it, this one's for you.
Episode notes
The veterinary skills shortage is real — one hundred percent. But this episode argues it's not the whole explanation for why some clinics can't fill their roles.
The shortage sets the ceiling: fewer vets and nurses available, more vacancies, more competition for the same applicants. That's the same for every clinic in every region.
What the shortage doesn't explain is why one clinic's applicant pool is smaller than the clinic down the road's. Same ceiling. Different floor.
The episode looks at why clinic managers and practice owners reach for the shortage as the default explanation — not because they're wrong, but because nobody's ever taught them there might be something else to look for, or where to start looking.
The answer lies in culture storytelling: giving vets and nurses enough real, specific, current information about what it's like to work at your clinic that they can self-identify — see you as their kind of clinic, and themselves as your kind of people. A generic job ad that sounds like every other job ad can't do that. An ongoing culture story can.
This is the third episode in The Elephant In The Room — a series examining the things everyone in veterinary knows and almost no one says out loud.
About your host
Julie South is the founder of VetClinicJobs and the host of Veterinary Voices. She has been in veterinary recruitment since 2019 and is known for her work in culture storytelling — helping forward-thinking vet clinics build the kind of genuine, specific culture evidence that attracts Their Kind of People long before any job ad runs.
Julie has spoken on culture storytelling and employer branding at VetEXPO in Melbourne and works with clinics across Australasia and beyond who want vets and nurses to be excited about going to work on Monday mornings — for all the right reasons.
Struggling to get results from your job advertisements?If so, then shining online as a good employer is essential to attracting the types of veterinary professionals who're a perfect cultural fit for your clinic.
The VetClinicJobs job board is the place to post your next job vacancy - to find out more get in touch with Lizzie at VetClinicJobs
If you've ever looked at your job ad dashboard and wondered why the views are high and the applications aren't — this episode is about one of the reasons. And it's likely not the one Seek (or other job boards) will tell you about.
In the second episode of The Elephant In The Room, Julie South looks at the gap between believing a job ad and trusting it enough to act on it — and why spending more for more exposure doesn't close that gap. It just means more people landing on the wrong side of it.
If your clinic's numbers don't quite add up, this one's for you.
Episode notes
This episode argues that high views and low applications often isn't an exposure problem. It's a trust problem.
Three ways the gap between a job ad and reality can surface are explored:
- On day one — a vet or nurse who meant to ask about the vet:nurse ratio at interview, didn't, and discovers on the job that the ratio promised in the ad only held true when the clinic was fully staffed
- At interview — a vet or nurse who does ask about new grad mentoring, and learns the mentor named in the ad left months ago with nobody stepping into the role since
- Before either of those — a vet or nurse who finds a different version of the clinic's story online, doesn't know which version is true, and quietly doesn't apply at all
None of these are framed as anyone's fault — but the episode argues they're still the clinic's job to fix, because an ad that was accurate two years ago might not be anymore.
The episode closes on why peer-to-peer evidence — team members speaking specifically and by name — carries more weight than anything management says about itself, and offers clinics one question to test their own ad against reality.
This is the second episode in The Elephant In The Room — a series examining the things everyone in veterinary knows and almost no one says out loud.
About your host
Julie South is the founder of VetClinicJobs and the host of Veterinary Voices. She has been in veterinary recruitment since 2019 and is known for her work in culture storytelling — helping forward-thinking vet clinics build the kind of genuine, specific culture evidence that attracts Their Kind of People long before any job ad runs.
Julie has spoken on culture storytelling and employer branding at VetEXPO in Melbourne and works with clinics across Australasia and beyond who want vets and nurses to be excited about going to work on Monday mornings — for all the right reasons.
Struggling to get results from your job advertisements?If so, then shining online as a good employer is essential to attracting the types of veterinary professionals who're a perfect cultural fit for your clinic.
The VetClinicJobs job board is the place to post your next job vacancy - to find out more get in touch with Lizzie at VetClinicJobs
There's a clinic not too far from you right now that everyone in the profession knows about.
The vets know. The nurses know. The locums know. You can see it in the turnover — always hiring, always starting over. And nobody says publicly why.
In the first episode of a new series — The Elephant In The Room — Julie South talks about the reputation that travels through private chats and late-night conference conversations, but never makes it into the one place it might actually do some good.
And about the clinics that have done the hard work to change things — and are still being judged for who they used to be.
If either of those sounds familiar, this episode is for you.
Episode notes
This episode explores why veterinary clinic reputations circulate privately — through WhatsApp, Messenger, and word of mouth — but never surface publicly where they could inform a hiring decision.
Two kinds of clinics are examined:
- Clinics where the reputation is earned and nothing has changed — where high turnover is the visible signal and toxic behaviour continues to be tolerated
- Clinics that have genuinely changed — new leadership, new culture, fixed rosters, addressed after-hours loads — but are still carrying a reputation that belongs to a version of themselves that no longer exists
The episode argues that the only thing that shifts a reputation is evidence: real voices from current team members, captured and published in a form that travels as far and as fast as the original reputation did.
This is the first episode in The Elephant In The Room — a series examining the things everyone in veterinary knows and almost no one says out loud.
About your host
Julie South is the founder of VetClinicJobs and the host of Veterinary Voices. She has been in veterinary recruitment since 2019 and is known for her work in culture storytelling — helping forward-thinking vet clinics build the kind of genuine, specific culture evidence that attracts Their Kind of People long before any job ad runs.
Julie has spoken on culture storytelling and employer branding at VetEXPO in Melbourne and works with clinics across Australasia and beyond who want vets and nurses to be excited about going to work on Monday mornings — for all the right reasons.
Struggling to get results from your job advertisements?If so, then shining online as a good employer is essential to attracting the types of veterinary professionals who're a perfect cultural fit for your clinic.
The VetClinicJobs job board is the place to post your next job vacancy - to find out more get in touch with Lizzie at VetClinicJobs
Most clinics have their most honest conversation about culture when someone's leaving.
The vet or nurse is in their last week, and suddenly — they talk. They say what they loved about the team. They describe what made this clinic different. They name the specific things that kept them there as long as they did.
Honest. Warm. Specific. Exactly the kind of thing that would make the right person read it and think: that sounds like my kind of place.
And the job ad? It might still be running. Still saying passionate team, supportive environment, great work-life balance. The same words it said when it went up. The same words every other clinic uses.
In this final episode of the series What Job Ads Were Never Built To Do, Julie South looks at the good stuff that surfaces too late — and what it would take to capture it while it can still do something useful.
If you'd like to talk about what that looks like for your clinic — email julie@vetclinicjobs.com.
Struggling to get results from your job advertisements?If so, then shining online as a good employer is essential to attracting the types of veterinary professionals who're a perfect cultural fit for your clinic.
The VetClinicJobs job board is the place to post your next job vacancy - to find out more get in touch with Lizzie at VetClinicJobs
You have a great culture. Your team would back that up. So why is it sooooo! hard to find vets and nurses who want to work there?
The answer probably isn't your job ad. It's everything that didn't happen before your job ad ran.
In this fifth episode of What Job Ads Were Never Built To Do, Julie South unpacks the hidden cost of episodic recruitment — the off/on/off, stop/start/stop cycle that most vet clinics have normalised without ever questioning.
The ad goes up.
The ad comes down.
The clinic goes dark.
And the next time a vacancy opens, you're starting from zero. Again.
Visibility isn't about being findable by name. It's about being present in the professional world of vets and nurses who are keeping their eye out — months or years before they're ready to apply.
What's more - there's a huge difference between being visible and being believed. Third-party voice carries a weight that no amount of your own content ever will.
A job ad is a moment in time. Visibility is a habit.
Resources mentioned:
- One-hour consult with Julie — julie@vetclinicjobs.com
Struggling to get results from your job advertisements?If so, then shining online as a good employer is essential to attracting the types of veterinary professionals who're a perfect cultural fit for your clinic.
The VetClinicJobs job board is the place to post your next job vacancy - to find out more get in touch with Lizzie at VetClinicJobs
Your job ad has a requirements list. Must be a team player. Must thrive in a fast-paced environment. Must do one weekend in four. And you're hoping the right vets and nurses will read it, recognise themselves, and apply.
Here's the problem. So does every other clinic's job ad. Word for word, in some cases.
In this fourth episode of What Job Ads Were Never Built To Do, Julie South unpacks why requirements lists don't filter — and why vanilla clinics get vanilla applications.
When every clinic looks identical, there's nothing for a vet or nurse to identify with. Nothing to recognise. Nothing that says that's my kind of clinic.
The goal of a job ad isn't volume. It's resonance. One application from a vet or nurse who already knows you're their kind of clinic is worth more than fifty from people who are guessing. Most clinics are fishing with a net. This episode is about fishing with a line.
Julie also introduces the concept of recognition and identification — what genuine self-selection looks like, why it doesn't travel on bullet points, and why the question worth asking about your job ad isn't "how do I make it better?" It's "is this vanilla?"
Resources mentioned:
- One-hour consult with Julie — julie@vetclinicjobs.com
Struggling to get results from your job advertisements?If so, then shining online as a good employer is essential to attracting the types of veterinary professionals who're a perfect cultural fit for your clinic.
The VetClinicJobs job board is the place to post your next job vacancy - to find out more get in touch with Lizzie at VetClinicJobs
Your clinic values are genuine. The team really is supportive. You really do care about animal welfare. So why is stating that in your job ad doing absolutely nothing for your recruitment?
In this third episode of What Job Ads Were Never Built To Do, Julie South unpacks why values listed in a job ad are indistinguishable from values listed in every other job ad — and why that makes them wallpaper, however sincerely they're meant.
The problem isn't your values. It's the tool you're using to carry them.
Julie explores the difference between a value that's claimed and a value that's demonstrated, why a job ad can only ever do the former, and what demonstration looks like in practice — from verified anonymous employee reviews to a team member telling their story on a podcast.
And if you're listening and wondering how to make your values fit better in a job ad — Julie has something to say about that too. It's not the question you should be asking.
Resources mentioned:
- Cultural Visibility Stress Test — careers.vetclinicjobs.com
- Email Julie — julie@vetclinicjobs.com
Struggling to get results from your job advertisements?If so, then shining online as a good employer is essential to attracting the types of veterinary professionals who're a perfect cultural fit for your clinic.
The VetClinicJobs job board is the place to post your next job vacancy - to find out more get in touch with Lizzie at VetClinicJobs
There's a glowing quote from a team member on your careers site or in your job ad. It's positive, it's genuine — and it's doing almost nothing for your recruitment. This episode explains why, and what actually works instead.
In this second episode of What Job Ads Were Never Built To Do, Julie South unpacks one of the heaviest loads clinics are asking their job ads and careers pages to carry: social proof.
Specifically — the difference between a testimonial and a review. They look similar. They are not the same. And confusing the two is costing clinics vets and nurses.
Julie explores why solicited quotes — however genuine — are instantly discounted by the vets and nurses reading them, why verified anonymous employee reviews carry a completely different weight, and what happens in the room when a clinic manager is first invited to let their team speak anonymously and unedited.
You'll also hear what "verified" actually means, why it matters that a real human — not a bot — does the verifying, and how VetClinicJobs gives anonymous reviews their own dedicated space ahead of job ads.
And at the end — a question worth sitting with. One that'll give you a more honest read of where your clinic culture sits than almost anything else.
Resources mentioned:
- Cultural Visibility Stress Test — careers.vetclinicjobs.com
- Email Julie — julie@vetclinicjobs.com
Struggling to get results from your job advertisements?If so, then shining online as a good employer is essential to attracting the types of veterinary professionals who're a perfect cultural fit for your clinic.
The VetClinicJobs job board is the place to post your next job vacancy - to find out more get in touch with Lizzie at VetClinicJobs
If you've ever posted a job ad and wondered why the right vets and nurses aren't applying — this episode is for you.
Something has shifted in how vets and nurses research clinics before they apply. They're not just Googling anymore. They're asking AI. And AI isn't reading your job ad to build its answer. It's reading everything else — third-party platforms, independent reviews, social media posts from your staff, podcast episodes featuring your team.
This is AEO — Ask Engine Optimisation. And it's changing the hiring landscape faster than most clinic owners realise.
In this episode — the first in a brand new series, What Job Ads Were Never Built To Do — Julie South explains:
- What the Google EEAT update of 2022 means for how AI weighs content about your clinic
- Why first-party content (you talking about yourself) no longer differentiates you
- What AI is actually surfacing when vets and nurses search "what's it like working at [your clinic]"
- Why the clinics winning the AI answer aren't necessarily the biggest or best funded
Stay to the end — Julie asks you to do one thing that will show you exactly where your clinic stands right now.
Mentioned in this episode: julie@vetclinicjobs.com careers.vetclinicjobs.com
Veterinary Voices is produced by Julie South for VetClinicJobs — helping vet clinics hire their kind of people.
Struggling to get results from your job advertisements?If so, then shining online as a good employer is essential to attracting the types of veterinary professionals who're a perfect cultural fit for your clinic.
The VetClinicJobs job board is the place to post your next job vacancy - to find out more get in touch with Lizzie at VetClinicJobs
"Julie - That’s not how we do things around here.”
It’s one of the most honest responses Julie South hears from clinics when new ideas are introduced.
In this final episode of the Where Vet Clinics Get Stuck with Their Recruitment series, she looks at why this particular response is different from the others.
Because it’s not about time.
Or budget.
Or platform.
It’s about identity.
Knowing who you are as a clinic — how you operate, what you stand for — is a strength. It’s the foundation of a strong culture.
But when that identity becomes rigid, it can also become a barrier.
Julie shares the story of two clinics with almost identical starting points.
One held firmly to “that’s not how we do things here” — and is still trying to fill the same role years later.
The other wasn’t convinced. Didn’t fully understand the approach. But was willing to try something different anyway.
Two different responses.
Two very different outcomes.
This episode looks at why some clinics remain stuck even when they know what the problem is — and why no tactic will work if the underlying thinking doesn’t shift.
Stay to the end for a question about whether “that’s not how we do things here” is a decision… or a habit.
In This Episode
01:09 – “That’s not how we do things here”
02:03 – When identity becomes a barrier
02:32 – The cost of holding the line
04:01 – Two clinics, two different responses
04:37 – Trying something unfamiliar
05:13 – What happened next (and why)
06:13 – Why this stuck is different
07:20 – Thinking problems vs tactical problems
08:05 – When identity becomes a ceiling
08:41 – One question to end the series
Struggling to get results from your job advertisements?If so, then shining online as a good employer is essential to attracting the types of veterinary professionals who're a perfect cultural fit for your clinic.
The VetClinicJobs job board is the place to post your next job vacancy - to find out more get in touch with Lizzie at VetClinicJobs
“We’ve tried social media. It didn’t work.”
It’s something Julie South hears often from clinics that have already put time and effort into posting, sharing, and trying to build some form of presence online.
In this episode of Veterinary Voices, she continues the Where Vet Clinics Get Stuck series by looking at why social media so often disappoints — even when clinics are doing what they’ve been told to do.
Posting regularly.
Sharing updates.
Trying to show a bit of team life.
Because the issue isn’t usually effort.
It’s what that effort is being asked to do.
A vet or nurse doesn’t decide to apply because of a post in isolation.
They’re trying to answer a bigger question.
And when they go looking for that answer, what they find — or don’t find — matters far more than the post that first caught their attention.
This episode looks at four distinct reasons social media keeps falling short — from what candidates actually see, to how algorithms filter content, to why disconnected posts don’t build trust over time, and why many clinics are investing effort into the wrong platform entirely.
Stay to the end for a question about what your social media activity is really being asked to do.
In This Episode
00:57 – “We’ve tried social media. It didn’t work”
01:57 – The first problem: what vets and nurses actually find
03:54 – The second problem: algorithm filtering and reach
05:43 – The third problem: sound bites vs serial stories
06:26 – The fourth problem: platform (Facebook vs LinkedIn)
07:34 – What clinics can and can’t control
08:20 – A question about what people find when they look you up
Struggling to get results from your job advertisements?If so, then shining online as a good employer is essential to attracting the types of veterinary professionals who're a perfect cultural fit for your clinic.
The VetClinicJobs job board is the place to post your next job vacancy - to find out more get in touch with Lizzie at VetClinicJobs
“We’ll just update our careers page.”
It’s a common response when recruitment isn’t working.
It feels like progress.
It’s visible.
It can be done in an afternoon.
BUT! A careers page sits inside a website built for a completely different audience.
Pet owners.
Not vets or nurses who are trying to decide whether your clinic is worth the risk of leaving where they are now.
That’s a different decision.
They’re not looking for polished claims.
They’re trying to work out:
What’s the team really like?
What happens on a hard day?
Are these my kind of people?
If they don’t find that, they don’t stay.
They keep scrolling. Looking.
In this episode Julie South looks at why updating a careers page rarely changes that — and what’s missing when someone lands there.
In This Episode
01:32 – “We’ll just update our careers page”
02:26 – Who your website is actually built for
05:03 – What vets and nurses are trying to work out
06:00 – What happens when there’s nothing to stay for
06:56 – Why updating a careers page feels like progress
09:45 – The difference between a door and a destination
10:41 – Two questions about what your careers page is really saying
Struggling to get results from your job advertisements?If so, then shining online as a good employer is essential to attracting the types of veterinary professionals who're a perfect cultural fit for your clinic.
The VetClinicJobs job board is the place to post your next job vacancy - to find out more get in touch with Lizzie at VetClinicJobs
“But isn’t this just employer branding, Julie…?”
It’s a question that comes up when clinics start looking beyond job ads and into how they’re seen as a place to work.
In this episode of Veterinary Voices, Julie South answers that question directly.
Because while employer brand marketing and what she’s describing can sound similar, they’re designed for different situations.
Employer brand marketing comes from large organisations — built to manage perception across multiple locations, roles, and audiences.
Veterinary hiring decisions don’t usually happen there.
They happen at clinic level.
A specific team.
A specific place.
A particular way of working — on an ordinary day.
Julie explains why that difference matters, and what clinics risk missing when they reach for a solution that wasn’t designed for how hiring actually happens in their world.
Including something less obvious:
What changes inside a clinic when its own people start telling its stories.
Stay to the end for two questions about what someone actually finds when they look up your clinic.
In This Episode
01:33 – “But isn’t this just employer branding, Julie?”
03:59 – What employer brand marketing is designed to do
06:22 – Where hiring decisions actually happen
08:12 – Why one approach can’t replace the other
09:06 – What changes inside a clinic when stories are told
10:16 – Two questions about what vets and nurses find when they look you up
Struggling to get results from your job advertisements?If so, then shining online as a good employer is essential to attracting the types of veterinary professionals who're a perfect cultural fit for your clinic.
The VetClinicJobs job board is the place to post your next job vacancy - to find out more get in touch with Lizzie at VetClinicJobs
Front Desk, Full Team: Stacey Deacon on How Energy Vets Works Day to Day
Stacey Deacon didn’t train as a veterinary nurse.
She’s a dedicated receptionist — and part of a reception team that sits at the centre of how Energy Vets runs day to day.
In this final episode of the Energy Vets REAL+STORY series, Stacey shares what working on the front desk actually looks like inside a busy mixed practice in Taranaki.
The reception team works across both the Inglewood and Waitara clinics, coordinating appointments, managing client expectations, and supporting vets and nurses through busy periods — including seasonal peaks like farm scanning alongside small animal demand.
Stacey talks about the role reception plays in keeping the day running, how the team works together to manage urgent cases, and the constant balancing act of diaries, client needs, and clinical priorities.
She also describes the team environment — where there’s no hierarchy, and vets, nurses, reception, and management all step in to help when things get busy.
When asked what makes the difference at Energy Vets, Stacey points to the people — the way the team checks in on each other, works together, and supports one another through demanding days.
And when it comes to fit, she’s clear: someone positive, who works with the team and can see the bigger picture.
In This Episode
00:01 – Introduction to Stacey Deacon and the Energy Vets reception team
01:46 – Size of the reception team and working across two clinic locations
03:07 – The role of a dedicated veterinary receptionist
03:32 – How Stacey entered the veterinary industry
03:59 – What’s different about working at Energy Vets
04:34 – Busy periods: small animal demand and farm scanning season
05:30 – How the team supports each other day to day
06:02 – Reception’s role in managing diaries and urgent cases
07:16 – The type of person who fits at Energy Vets
08:18 – Energy Vets’ “best kept secret”
09:35 – Three words to describe the team
09:45 – What working at Energy Vets is like day to day
10:27 – Why Stacey joined Energy Vets
11:07 – Team environment vs expectations before joining
11:24 – No hierarchy: how vets support reception when it’s busy
Hiring Link
Energy Vets is currently looking for an experienced small animal veterinarian to join a genuinely team-oriented clinic.
Learn more here: careers.vetclinicjobs.com/energyvets
Struggling to get results from your job advertisements?If so, then shining online as a good employer is essential to attracting the types of veterinary professionals who're a perfect cultural fit for your clinic.
The VetClinicJobs job board is the place to post your next job vacancy - to find out more get in touch with Lizzie at VetClinicJobs
When veterinary clinics start looking at changing how they approach recruitment, certain phrases come up in conversation.
They’re usually said under pressure.
And they often stop things before they really get going.
In this episode of Veterinary Voices, Julie South continues the Where Vet Clinics Get Stuck series by looking at one of the most common:
“We don’t have time for this.”
For clinics already stretched — covering vacancies, juggling rosters, and trying to run recruitment campaigns that aren’t working — that response makes complete sense.
But what clinics picture when they say it… and what’s actually being asked of them… are not the same thing.
And that gap matters.
Stay to the end for two questions about where your clinic’s recruitment time is really going.
In This Episode
00:58 – “We don’t have time for this”
01:54 – What clinics think “this” means
03:14 – What it actually looks like
05:28 – Where time is really going
07:39 – Two questions to rethink time and effort
Struggling to get results from your job advertisements?If so, then shining online as a good employer is essential to attracting the types of veterinary professionals who're a perfect cultural fit for your clinic.
The VetClinicJobs job board is the place to post your next job vacancy - to find out more get in touch with Lizzie at VetClinicJobs
Leadership, Succession, and Coming Home: Kylie Lindsay on Growing People at Energy Vets
Kylie Lindsay began her journey with Energy Vets answering after-hours phones. More than twenty years later, she’s Clinic Services Manager, shareholder, and now a director of the Taranaki practice.
In this second half of Julie South’s conversation with Kylie, the focus shifts to leadership and the kind of veterinarian Energy Vets is looking for as the clinic grows its companion animal team.
Kylie describes the senior vet role as someone who enjoys teaching, builds relationships across the whole practice — including large animal vets who rotate through the companion animal team — and can bring both clinical and business thinking to the role.
The conversation also explores how Energy Vets develops people over time. Kylie shares stories of nurses and vets who have left to work elsewhere — including Australia and overseas — and later returned to the clinic with new experience that benefits the whole team.
Kylie also talks about becoming a shareholder and director in the business — an opportunity the existing directors created by changing the clinic’s constitution so a non-vet could join the ownership group.
She reflects on how ideas from the frontline have shaped the clinic — including the team workshop that led to the name Energy Vets and the creation of a dedicated call-handling hub behind reception to improve client service.
In This Episode
00:04 – Introduction to part two of the conversation with Kylie Lindsay
01:25 – The kind of veterinarian Energy Vets is looking for in the senior role
03:27 – Life outside the clinic: family, horses, and becoming a grandmother
04:25 – Why people often return to Taranaki after time away
06:07 – Staff leaving for opportunities and later returning to the clinic
07:48 – How returning staff bring new experience back into the team
08:24 – Examples of nurses who left, developed their careers, and returned
10:34 – Kylie becoming a shareholder and director in the business
10:59 – What it means to be invited into ownership as a non-vet
12:24 – “Skin in the game” and the open-door culture at Energy Vets
13:33 – Developing a shareholding pathway for future leaders
14:56 – How leadership listens to ideas from the team
15:27 – The team workshop that led to the name Energy Vets
16:39 – Creating the reception call-handling hub
18:45 – How the hub works day to day across both clinics
20:33 – Julie’s closing reflections on Kylie’s journey and leadership
Hiring Link
EnergyVets is currently looking for an experienced small animal veterinarian ready to co-lead the companion animal team and mentor the next generation of vets.
Learn more here:
careers.vetclinicjobs.com/energyvets
Struggling to get results from your job advertisements?If so, then shining online as a good employer is essential to attracting the types of veterinary professionals who're a perfect cultural fit for your clinic.
The VetClinicJobs job board is the place to post your next job vacancy - to find out more get in touch with Lizzie at VetClinicJobs
Struggling to get results from your job advertisements?If so, then shining online as a good employer is essential to attracting the types of veterinary professionals who're a perfect cultural fit for your clinic.
The VetClinicJobs job board is the place to post your next job vacancy - to find out more get in touch with Lizzie at VetClinicJobs
From Client to Clinic Leader: Kylie Lindsay on Energy Vets’ Growth and Team Culture
Kylie Lindsay didn’t originally join Energy Vets as a staff member — she joined as a client.
Growing up in rural Inglewood with horses and other animals, the clinic (then Inglewood Veterinary Services) cared for the animals on her family’s lifestyle block. One day, while a vet was visiting one of her horses, Kylie asked whether there might be any work available at the clinic.
Her timing was good. A role had just opened on the after-hours phone team.
More than twenty years later, Kylie is now Clinic Services Manager, overseeing reception, companion animal services, and stock across Energy Vets’ Inglewood and Waitara clinics in Taranaki on New Zealand’s North Island.
In this conversation with Julie South, Kylie reflects on the growth of the clinic over the past two decades, how teams rotate across both clinics so clients receive consistent service, and the professional development opportunities available across the whole team — including reception and support staff.
She also shares one of the clinic’s quieter success stories: the number of kennel hands who have gone on to train in the veterinary industry, with several returning to work at Energy Vets after completing their studies.
When asked to describe the team in three words, Kylie chooses: welcoming, supportive, and professional.
Next week, Kylie talks about the type of veterinarian who fits the EnergyVets team and her own journey from answering after-hours phones to becoming a shareholder and director in the business.
In This Episode
00:04 – Introduction to the REAL+STORY episode with Kylie Lindsay
01:33 – Kylie’s role and how long she has been with the clinic
02:02 – Joining the clinic after originally being a client
03:45 – Growing up in the Hutt Valley, Rotorua, and settling in Taranaki
04:34 – Raising children and schooling in rural Taranaki
08:19 – Sporting opportunities and life in the region
08:49 – Growth of the clinic since 2005
10:41 – Professional development and leadership training
12:34 – Rotating teams across the Inglewood and Waitara clinics
15:27 – How Kylie’s role evolved as the clinic grew
17:10 – Examples of team members stepping into leadership roles
19:16 – Energy Vets’ “best kept secret” — the culture
21:14 – Kennel hands entering the veterinary profession
22:57 – Former kennel hands returning to work at the clinic
23:31 – Three words Kylie uses to describe the team
Hiring Link
Energy Vets is currently looking for an experienced small animal veterinarian ready to co-lead the companion animal team.
Learn more here:
vetclinicjobs.com/energyvets
Struggling to get results from your job advertisements?If so, then shining online as a good employer is essential to attracting the types of veterinary professionals who're a perfect cultural fit for your clinic.
The VetClinicJobs job board is the place to post your next job vacancy - to find out more get in touch with Lizzie at VetClinicJobs
When veterinary clinics begin recognising the reactive recruitment cycle, certain phrases often start appearing.
They sound practical — but they’re often the cycle defending itself.
In this episode of Veterinary Voices, Julie South begins a new series exploring the objections that surface when clinics start considering a different way to approach recruitment.
The first phrase she hears most often is:
“Julie, we need someone now — not in six months’ time.”
When a clinic has been covering a vacancy for months and the team is exhausted, the idea of building something that takes time can feel impossible.
But Julie explains why this objection often appears after clinics have already spent months — sometimes years — trying to fill the role through job advertising alone.
The urgency is real.
But the deeper problem is usually that recognition only begins when the vacancy appears — meaning every recruitment effort starts from unknown, under pressure.
Julie explains why even a short, well-built information bridge — a clear picture of who the clinic is and what it’s actually like to work there — can dramatically change what happens after someone reads a job ad.
Because before vets and nurses decide whether to apply, they will almost always search for the clinic behind the advert.
What they find in that moment either strengthens conviction — or quietly ends the process.
Stay to the end for a question about what “we need someone now” may already be costing your clinic.
In This Episode
01:22 – The objection Julie hears most often: “We need someone now”
04:37 – The Job Application Decision Gap and the Cultural Visibility Stress Test
05:30 – Building an information bridge between job ads and applications
09:52 – Two questions about what reactive recruitment may already be costing your clinic
Mentioned in This Episode
Cultural Visibility Stress Test
A short eight-question exercise designed to help clinics see whether the Job Application Decision Gap may be affecting their recruitment.
It takes about three minutes and is free to complete.
careers.vetclinicjobs.com
About Julie South
Julie South is the founder of VetClinicJobs and host of Veterinary Voices.
She works with forward-thinking veterinary clinics that want to move beyond reactive job advertising by building recruitment infrastructure that creates recognition before a vacancy appears.
When vets and nurses can see that a clinic is their kind of place, recruitment stops being a start-from-scratch exercise every time a role opens.
Struggling to get results from your job advertisements?If so, then shining online as a good employer is essential to attracting the types of veterinary professionals who're a perfect cultural fit for your clinic.
The VetClinicJobs job board is the place to post your next job vacancy - to find out more get in touch with Lizzie at VetClinicJobs
Head Vet Nurse Nicky Smith on Team Support, Community, and Life in Taranaki
In this REAL+STORY episode of Veterinary Voices, Julie South speaks with Nicky Smith, Head Vet Nurse at Energy Vets in Taranaki.
Nicky has worked in veterinary clinics in New Zealand and overseas, including time living in Auckland and abroad. But when the time came to settle and raise her family, she made the deliberate decision to return to Taranaki — the place she calls home.
In this chat, Nicky shares with Julie what support inside a veterinary clinic actually looks like when things get busy. Emergencies walk through the door, schedules change instantly, and the whole team moves together to make sure patients receive the care they need.
She talks about how the nursing team mentors younger nurses, how new ideas are welcomed, and why humour, trust, and looking out for each other are essential in a profession that can be stressful and emotionally demanding.
The conversation also explores life outside the clinic — why Nicky chose to raise and educate her children in Taranaki, the strength of smaller communities, and how the region’s people rally around causes that matter.
Nicky is also the founder of the Cape Egmont Half Marathon, a community event she started after losing her father to cancer.
If you’re curious about what working inside a supportive veterinary team looks like day to day — or how community shapes life in regional practice — this episode offers a candid perspective from someone leading the nursing team on the ground.
In This Episode
00:05 – Introduction to the REAL+STORY series with Energy Vets
01:24 – Nicky’s background and why she returned to Taranaki
03:31 – What “supportive team culture” looks like in real clinic life
04:35 – How the nursing team develops and mentors younger nurses
05:45 – Returning to Taranaki after living in bigger cities
06:44 – Why Nicky chose to raise and educate her children in Taranaki
09:55 – Community life and founding the Cape Egmont Half Marathon
13:07 – Favourite piece of veterinary equipment: the Bear Hugger
13:51 – Three words Nicky uses to describe the team
14:00 – Energy Vets’ “best kept secret” as a workplace
14:44 – Working across two clinic locations
16:05 – How after-hours works in practice
17:14 – A memorable patient case: nursing a farm dog back to health
19:16 – How new ideas are introduced and adopted inside the clinic
20:47 – Patient handovers and communication inside the team
22:04 – The type of person who fits best at Energy Vets
24:20 – What it really means when the team “looks out for each other”
Hiring Link
If you’re an experienced small animal veterinarian exploring your next step, you can learn more about current opportunities at Energy Vets Taranaki here:
vetclinicjobs.com/energyvets
Links Mentioned
Cape Egmont Half Marathon
About Julie South
Julie South is the founder of VetClinicJobs and host of Veterinary Voices.
Through VetClinicJobs, she helps forward-thinking veterinary clinics show what working there is really like — so vets and nurses can recognise Their Kind of Clinic long before they apply.
Struggling to get results from your job advertisements?If so, then shining online as a good employer is essential to attracting the types of veterinary professionals who're a perfect cultural fit for your clinic.
The VetClinicJobs job board is the place to post your next job vacancy - to find out more get in touch with Lizzie at VetClinicJobs
By month five of job advertising, most vet clinics and their teams are exhausted.
Posting everywhere didn’t work. Rewriting didn’t work. Spending more didn’t work.
But the vacancy hasn’t just stayed a vacancy — it’s started affecting the people who are still there.
In this episode of Veterinary Voices, Julie South explores what happens when a role has been open for four to six months and the pressure inside the clinic starts to build.
Teams have been covering the extra work. The goodwill that carried the first few months begins to wear thin. Quietly, people start weighing their options.
That’s when the conversation inside many clinics shifts.
Instead of searching for the right fit, the thinking becomes: we just need someone.
Julie unpacks why this “warm body” thinking feels responsible in the moment — but often creates a far more expensive problem when the wrong hire lands in an already exhausted team.
This episode also looks at why the five-month recruitment cycle doesn’t end when a role is filled. In many clinics, it simply resets — except the team begins the next cycle already depleted.
And Julie explains the alternative: building recognition before you need to advertise, through Culture Story Centre infrastructure that allows vets and nurses to get to know your clinic long before a vacancy appears.
Because clinics that build recognition first rarely reach month five in their advertising at all.
Stay to the end for two simple questions that reveal which type of clinic you want yours to be.
In This Episode
00:00:06 – Introduction and the five-month recruitment cycle
00:01:16 – When more advertising and spending still doesn’t work
00:01:55 – What happens when a vacancy drags on for months
00:02:43 – The shift in team morale when “temporary” becomes permanent
00:03:44 – Quiet decisions exhausted team members begin making
00:04:49 – The arrival of “warm body” hiring thinking
00:05:51 – How desperation reshapes recruitment briefs
00:06:43 – When the wrong hire lands in an already stretched team
00:07:37 – The Job Application Decision Gap explained
00:08:45 – Why the five-month cycle simply resets
00:09:52 – Building recognition before you need to advertise
00:11:01 – Clinics that fill roles in month one or two
00:12:19 – Two questions every clinic should ask itself
Mentioned in This Episode
Cultural Visibility Stress Test
A short eight-question exercise designed to help clinics see whether the Job Application Decision Gap might be affecting their recruitment.
It takes about three minutes and is free to complete.
careers.vetclinicjobs.com
About Julie South
Julie South is the founder of VetClinicJobs and host of Veterinary Voices.
She works with forward-thinking veterinary clinics that want to move beyond reactive job advertising by building recruitment infrastructure that creates recognition before a vacancy appears.
When vets and nurses can see that a clinic is their kind of place, recruitment stops being a start-from-scratch exercise every time a role opens.
Struggling to get results from your job advertisements?
Shining online as a good employer helps attract veterinary professionals who are a genuine cultural fit for your clinic.
The VetClinicJobs job board connects forward-thinking clinics with vets and nurses looking for the right team environment.
To post your next vacancy or learn more, contact Lizzie at VetClinicJobs.
Struggling to get results from your job advertisements?If so, then shining online as a good employer is essential to attracting the types of veterinary professionals who're a perfect cultural fit for your clinic.
The VetClinicJobs job board is the place to post your next job vacancy - to find out more get in touch with Lizzie at VetClinicJobs
Energy Vets, Taranaki | Starting Out as a New GradIn this REAL+STORY episode, Julie South speaks with Dr Sieara Claytor, a 2025 graduate working in her very first full-time veterinary role at Energy Vets in Taranaki.
Sieara moved from the United States to study in Australia and has now started her career in rural New Zealand. Six months in, she’s already managing emergencies, assisting in surgeries beyond routine desexings, handling after-hours responsibilities, and working across two clinic branches.
Rather than focusing on “graduate programs” or formal structures, this conversation looks at what support actually feels like day to day — senior vets scrubbing in alongside her, nurses staying late when needed, multiple vets available when things get busy, and space to ask questions without hesitation.
Sieara also talks about adjusting to rural life, commuting without traffic lights, wildlife cases, pig-hunting injuries, and the reality of after-hours in a regional clinic.
If you’re a new graduate — or someone mentoring one — this episode gives a clear sense of what challenge-with-backup looks like in practice.
In This Episode
00:00 – Introduction to the REAL+STORY series with Energy Vets
01:05 – Sieara’s background and first impressions as a new grad
03:30 – Rural caseload: emergencies, variety, and learning fast
04:52 – What support in surgery actually looks like
06:43 – Realising you’re more capable than you thought
07:56 – Moving countries and adjusting to rural life
09:16 – How after-hours really works
11:32 – Differences between the two clinic branches
12:50 – The early-career lens on Energy Vets
Hiring Link
If you’re an experienced small animal vet exploring your next step, you can find out more about current opportunities at Energy Vets Taranaki
About Julie South
Julie South is the founder of VetClinicJobs and host of Veterinary Voices.
She works with veterinary clinics that want to show what working there is really like — not just list job requirements. Through VetClinicJobs, she helps clinics make their culture clear and recognisable, so vets and nurses can tell whether a clinic is Their Kind of Clinic long before a vacancy appears.
Struggling to get results from your job advertisements?If so, then shining online as a good employer is essential to attracting the types of veterinary professionals who're a perfect cultural fit for your clinic.
The VetClinicJobs job board is the place to post your next job vacancy - to find out more get in touch with Lizzie at VetClinicJobs
By month four of advertising, most vet clinics and their teams are exhausted.
Posting everywhere didn’t work. Rewriting didn’t work. Spending more didn’t work.
So you start trying random things.
A Facebook post. Asking your team to share. Updating your careers page. Boosting something for $50… maybe $100.
Because something has to (read: needs to!) stick.
In this episode of Veterinary Voices, Julie South unpacks what really happens around week fourteen of the recruitment cycle—when clinics move into DIY mode and start layering scattered tactics on top of a system that’s already failing.
The problem isn’t effort. It’s infrastructure.
Social posts disappear. Website updates sit buried. Shared job ads still look like unknown clinics making familiar claims.
These tactics create bursts of visibility—but they don’t build recognition.
This episode contrasts the clinic pushing water uphill with random activity… and the clinic that built permanent culture story centre infrastructure months earlier—so when they advertise, they’re not starting from scratch.
Stay to the end for one direct question about how many tactics you’ve tried that went nowhere.
In This Episode
00:00 – Introduction: Month four and the shift to random tactics
01:12 – Social posts, staff shares, website updates
02:19 – The “maybe something will stick” phase
03:58 – Why your website isn’t designed for recruitment recognition
04:44 – Why staff sharing helps—but can’t replace recognition
05:29 – Buried posts and disappearing visibility
06:20 – Using the wrong tools for the job
07:15 – The clinic with permanent culture story centre infrastructure
08:15 – Why month four doesn’t have to become month five
09:28 – The question about pushing water uphill
About Julie South
Julie South is the founder of VetClinicJobs and host of Veterinary Voices.
She works with forward-thinking veterinary clinics that want to move beyond reactive job advertising and random tactics by building permanent recruitment infrastructure—so when they need to hire, they’re not starting from cold.
Struggling to get results from your job advertisements?If so, then shining online as a good employer is essential to attracting the types of veterinary professionals who're a perfect cultural fit for your clinic.
The VetClinicJobs job board is the place to post your next job vacancy - to find out more get in touch with Lizzie at VetClinicJobs
Energy Vets, Taranaki | Why Alana Came BackIn this REAL+STORY episode, Julie South speaks with vet nurse Alana Howard about why she returned to Energy Vets after starting her nursing career there 20 years ago and then spending years working in Australia.
Alana talks about what made coming back feel like the right decision — not just professionally, but personally. She compares different clinic environments and explains what stands out at Energy Vets: how nurses are trusted to use their skills, how new graduates are supported in surgery, and how the team steps in when things get busy.
This isn’t about job titles or polished culture statements. It’s about what day-to-day teamwork actually feels like — no behind-the-scenes friction, people sharing knowledge freely, and a team that works across two rural clinics without things falling apart.
Alana also reflects on raising a family in Taranaki, commuting without traffic lights, and why rural schooling and coastal living have been part of the decision to stay.
Across this conversation, you hear what steady support sounds like from a nurse’s perspective — not from leadership, but from someone working on the floor every day.
In This Episode
00:00 – Introduction to the REAL+STORY series with Energy Vets
02:20 – Why Alana chose to return
03:04 – What feels different about this clinic
07:31 – Nurses using their full clinical skillset
09:52 – Supporting a new graduate in surgery
11:27 – How the clinic has grown over time
12:36 – Living and raising a family in Taranaki
Hiring Link
If you’re an experienced small animal vet exploring your next step, you can find out more about current opportunities at Energy Vets Taranaki
About Julie South
Julie South is the founder of VetClinicJobs and host of Veterinary Voices.
She works with veterinary clinics that want to show what working there is really like — not just list job requirements. Through VetClinicJobs, she helps clinics make their culture clear and recognisable, so vets and nurses can tell whether a clinic is Their Kind of Clinic long before a vacancy appears.
Struggling to get results from your job advertisements?If so, then shining online as a good employer is essential to attracting the types of veterinary professionals who're a perfect cultural fit for your clinic.
The VetClinicJobs job board is the place to post your next job vacancy - to find out more get in touch with Lizzie at VetClinicJobs
Why Spending More on Job Ads Doesn’t Work
By month three of advertising, most vet clinics assume the problem is reach.
Not enough applications? Then not enough visibility.
Not enough visibility? Spend more.
Premium placement.
Featured listings.
Boosted posts.
Maybe even a recruitment agency.
But the real problem isn’t reach.
It’s recognition.
In this episode of Veterinary Voices, Julie South unpacks what actually happens around week ten of the recruitment cycle—when rewriting hasn’t worked, posting everywhere hasn’t worked, and the numbers start looking impressive while the applications still don’t.
Because exposure isn’t the same as recognition. And paying to be seen doesn’t fix being unknown.
Julie explains why month three is when budgets escalate, agencies start circling, and something more dangerous begins to build: the wrong kind of recognition. The clinic that’s been advertising for 10 weeks. The clinic people start questioning.
This episode contrasts two very different outcomes:
The clinic that keeps upgrading listings and reinforcing concern… And the clinic that fills a role within days—not because their ad was premium, but because they weren’t unknown.
Stay to the end for two questions about what your recruitment budget is actually building.
In This Episode
00:00 – Introduction: Month three and the instinct to spend more
01:44 – Premium placement and the visibility trap
02:30 – Exposure vs recognition: why big numbers don’t mean results
03:33 – The uncomfortable money conversation
05:07 – The recognition you’re building (and why it’s not good)
06:12 – What actually creates the right kind of recognition
07:26 – Why premium placement amplifies but doesn’t create trust
08:13 – The exhausted clinic at the $2,000 mark
09:01 – The clinic that fills the role in three days
09:53 – Two questions about what you’re really paying for
About Julie South
Julie South is the founder of VetClinicJobs and host of Veterinary Voices.
She works with forward-thinking veterinary clinics that want to stop escalating job ad spend and instead build recognition before they need to hire—so when they do advertise, they’re not paying to be unknown.
Struggling to get results from your job advertisements?If so, then shining online as a good employer is essential to attracting the types of veterinary professionals who're a perfect cultural fit for your clinic.
The VetClinicJobs job board is the place to post your next job vacancy - to find out more get in touch with Lizzie at VetClinicJobs
Energy Vets, Taranaki | Growing a Career That Grows With You
In this REAL+STORY episode, Julie South speaks with Dr Michelle Gosling about what it looks like to build a long-term veterinary career in one place — and why she never felt the need to leave Energy Vets after joining as a new graduate in 2013.
Michelle reflects on her journey from new grad to senior large animal vet, working parent, farm services manager and, most recently, shareholder in the business. Rather than focusing on titles, this conversation traces how responsibility, trust and flexibility have expanded alongside different stages of her life.
What emerges quietly throughout is a picture of a clinic that adapts as people change — supporting maternity leave, part-time work, leadership development and ownership without forcing people into a single version of “progression”.
This episode will resonate with vets who are thinking beyond their next job and trying to picture whether a clinic can still fit years down the track — as careers deepen, families grow and priorities shift.
In This Episode
00:00 – Introduction to the Real Story series with Energy Vets
01:05 – Michelle’s journey from new graduate to shareholder
02:27 – Moving to Taranaki and settling into the region
03:56 – Family life, schooling and working four days a week
05:12 – Support, flexibility and parenting at Energy Vets
06:38 – The role of farm services manager and developing people
08:14 – Being invited into ownership
09:24 – Who fits best at Energy Vets
14:12 – What long-term progression really looks like in practice
Hiring link
If you’re an experienced small animal vet exploring your next step, you can find out more about current opportunities at Energy Vets Taranaki at: vetclinicjobs.com/energyvets
About Julie South
Julie South is the founder of VetClinicJobs and host of Veterinary Voices.
She works with forward-thinking veterinary clinics that want to show what working there is really like — not just list job requirements. Through VetClinicJobs, Julie helps clinics make their culture recognisable and familiar, so vets and nurses can tell whether a clinic is Their Kind of Clinic long before a vacancy appears.
Struggling to get results from your job advertisements?If so, then shining online as a good employer is essential to attracting the types of veterinary professionals who're a perfect cultural fit for your clinic.
The VetClinicJobs job board is the place to post your next job vacancy - to find out more get in touch with Lizzie at VetClinicJobs
When a job ad doesn’t deliver suitable applicants, most clinics assume the problem is the wording.
So they rewrite it.
Add more detail.
Highlight mentoring.
Emphasise work-life balance.
Polish the benefits.
And wait.
In this episode of Veterinary Voices, Julie South explores what’s really happening in month two of the recruitment cycle—when “posting everywhere” hasn’t worked, and rewriting feels like the logical next step.
But vets and nurses aren’t analysing your headline. They’re pattern-matching. And when your clinic is unfamiliar, even the best-written ad becomes just another unknown name making familiar claims.
This episode unpacks why better copy doesn’t fix a recognition problem—and why some clinics fill roles without obsessing over wording at all.
Stay to the end for a question that may change how you think about every job ad you’ve rewritten.
In This Episode
00:00 – Introduction: Month two of the recruitment cycle
01:14 – The rewrite instinct and why it feels productive
03:03 – Pattern matching: how vets and nurses actually scroll
04:41 – Why even professional copywriters can’t solve this
07:45 – What job ads are really designed to do
08:52 – Two clinics, two very different outcomes
09:44 – The question about how many times you’ve rewritten the same ad
10:55 – What happens in month three
About Julie South
Julie South is the founder of VetClinicJobs and host of Veterinary Voices.
She works with forward-thinking veterinary clinics that want to stop relying on reactive job advertising and instead build recognition over time—so when they do need to hire, they’re not starting from cold.
Struggling to get results from your job advertisements?If so, then shining online as a good employer is essential to attracting the types of veterinary professionals who're a perfect cultural fit for your clinic.
The VetClinicJobs job board is the place to post your next job vacancy - to find out more get in touch with Lizzie at VetClinicJobs
Energy Vets | What Makes the Job Work Long-Term (Part 2)
Settling into a role is one thing.
Staying in it — sustainably — is another.
In this episode, Julie South continues her conversation with Dr Sam Armstrong, a mixed animal vet at Energy Vets in Taranaki, looking at what work feels like once the initial settling-in period has passed.
Sam talks candidly about after-hours, workload, seasonal pressure points, and how the structure around him makes the job feel manageable over time. He also reflects on commuting, working across clinics, and what overseas vets benefit from knowing before making the move to New Zealand.
This is Part Two of a two-part conversation with Energy Vets, offering a grounded look at how support, systems, and everyday decisions shape whether people stay — not just how they start.
In This Episode
00:00 – Introduction and context for Part Two
01:01 – Life after the settling-in period
02:04 – After-hours work and how it’s managed
03:59 – Recovery time, sleep, and safety
04:51 – Using a regional after-hours clinic
05:43 – Commuting, call-outs, and New Zealand roads
07:49 – What overseas vets benefit from knowing
09:22 – Visas, residency, and practical logistics
11:27 – Team culture and why people stay
12:08 – Closing reflections on sustainability and support
14:04 – Final sign-off
If you’re an experienced small animal vet exploring your next step, you can find out more about current opportunities at Energy Vets at:
vetclinicjobs.com/energyvets
About Julie South
Julie South is the founder of VetClinicJobs and host of Veterinary Voices.
She works with forward-thinking veterinary clinics that want to show what working there is really like — not just list job requirements. Through VetClinicJobs, Julie helps clinics make their culture recognisable and familiar, so vets and nurses can tell whether a clinic is Their Kind of Clinic long before a vacancy appears.
Struggling to get results from your job advertisements?If so, then shining online as a good employer is essential to attracting the types of veterinary professionals who're a perfect cultural fit for your clinic.
The VetClinicJobs job board is the place to post your next job vacancy - to find out more get in touch with Lizzie at VetClinicJobs
This episode begins a new series looking at why the familiar recruitment playbook keeps failing veterinary clinics. Julie South starts with the first and most common response to a vacancy: posting job ads everywhere and hoping one platform will finally deliver a different outcome.
Using current data from across Australia and New Zealand, Julie explains how rotating job boards and increasing spend doesn’t change what vets and nurses experience when they scroll. The problem isn’t effort or intent — it’s that clinics are trying to solve a recognition problem with reach.
This episode addresses a moment many clinic owners and managers recognise: doing what’s expected, paying for multiple platforms, and still waiting. Julie unpacks how pattern-matching and familiarity shape attention, and why exposure without recognition simply adds to the noise.
In This Episode
00:00 – Framing the series and why “posting everywhere” is the first strategy clinics try
01:02 – The scale of job advertising across Australia and New Zealand
02:40 – Why rotating platforms isn’t trying something new — it just creates noise
05:22 – How vets and nurses pattern-match job ads and filter out unknown clinics
07:56 – The wrong question clinics ask — and the reframing that actually matters
09:32 – The closing question about job boards, cost, and results
About Julie South
Julie South is the founder of VetClinicJobs and host of Veterinary Voices.
She works with forward-thinking veterinary clinics that want to show what working there is really like — not just list job requirements. Through VetClinicJobs, Julie helps clinics make their culture recognisable and familiar, so vets and nurses can tell whether a clinic is Their Kind of Clinic long before a vacancy appears.
Struggling to get results from your job advertisements?If so, then shining online as a good employer is essential to attracting the types of veterinary professionals who're a perfect cultural fit for your clinic.
The VetClinicJobs job board is the place to post your next job vacancy - to find out more get in touch with Lizzie at VetClinicJobs
Energy Vets | Finding Your Feet as a New Grad (Part 1)
Starting your veterinary career isn’t just about clinical skills.
It’s about how support shows up when you’re new, how questions are handled, and how safe it feels to keep learning — especially when you’re doing it in a new country.
In this episode, Julie South speaks with Dr Sam Armstrong, a mixed animal vet at Energy Vets in Taranaki, about arriving in New Zealand straight out of university and starting his first job without knowing anyone locally.
Sam reflects on settling into a new farming system, learning how the team works day to day, and the small, ordinary moments that helped him build confidence. Together, they offer a grounded look at what vets quietly pay attention to when deciding whether a clinic feels like their kind of clinic.
This is Part One of a two-part conversation with Energy Vets, focused on early career experiences, everyday support, and what makes learning sustainable over time.
In This Episode
00:00 – Introduction and episode context
01:48 – Sam’s background and arriving in New Zealand
06:07 – Starting work as a new graduate and learning in practice
07:57 – A significant farm case and building confidence over time
10:33 – Team support, meetings, and shared decision-making
11:38 – Integrating into Taranaki and working in New Zealand
12:30 – How New Zealand farming systems differ from the UK and Ireland
16:06 – Favourite piece of kit and day-to-day realities
17:24 – Describing Energy Vets in three words
19:47 – Closing reflections on learning, support, and culture
If you’re an experienced small animal vet exploring your next step, you can find out more about current opportunities at Energy Vets at:
vetclinicjobs.com/energyvets
About Julie South
Julie South is the founder of VetClinicJobs and host of Veterinary Voices.
She works with forward-thinking veterinary clinics that want to show what working there is really like — not just list job requirements. Through VetClinicJobs, Julie helps clinics make their culture visible and recognisable, so vets and nurses can tell whether a clinic is Their Kind of Clinic long before a vacancy appears.
Struggling to get results from your job advertisements?If so, then shining online as a good employer is essential to attracting the types of veterinary professionals who're a perfect cultural fit for your clinic.
The VetClinicJobs job board is the place to post your next job vacancy - to find out more get in touch with Lizzie at VetClinicJobs
Closing the Attraction Gap: Why Knowing Isn't the Same as Doing
Most veterinary clinic managers know they should attract people before they need them—but knowing doesn't close the gap between understanding what needs to happen and actually making it happen.
In this episode of Veterinary Voices, Julie South explores the attraction gap: the space between knowing you should build recognition and actually being able to do it while running a busy clinic.
Through the predictable five-month recruitment cycle most clinics experience, Julie shows why the gap never closes when you're trying to solve recruitment during a crisis—and why it only closes between crises, when you actually have time to build.
This episode bridges the recent conversations on network expansion and recruitment momentum, and sets up next week's new series examining each month of the trapped recruitment cycle in detail.
Stay to the end for a question about timing that reframes when clinics should actually be solving their recruitment problem.
In This Episode
00:00 – Introduction: The attraction gap and why knowing isn't doing
01:10 – The impossible timing trap: never thinking about recruitment when staffed, desperate when understaffed04:03 – The predictable five-month cycle from job ads to expensive surrender
07:31 – Two clinics, two different approaches to closing the gap
10:17 – The timing question that explains why the gap never closes
About Julie South
Julie South is the founder of VetClinicJobs and host of Veterinary Voices.
She works with veterinary clinics that want to move beyond reactive job advertising by building recruitment momentum through continuous culture storytelling—so when they do need to hire, they're never starting from cold again.
Struggling to get results from your job advertisements?If so, then shining online as a good employer is essential to attracting the types of veterinary professionals who're a perfect cultural fit for your clinic.
The VetClinicJobs job board is the place to post your next job vacancy - to find out more get in touch with Lizzie at VetClinicJobs
Energy Vets - Taranaki - New Zealand | REAL+STORY
A recent graduate’s view of support, mentoring, and staying in the profession
When new graduates talk about support, they’re not talking about slogans. They’re talking about what happens in the moments that matter.
In this episode of Veterinary Voices, Julie South continues the Energy Vets REAL+STORY series with Jade, a recent graduate mixed animal veterinarian who has been working at Energy Vets in Taranaki for just over two years.
Jade shares why she chose to return to Taranaki after graduating from Massey University, what stood out about Energy Vets as a student on placement, and how support actually shows up day to day — from surgeries and after-hours, to asking questions, building confidence, and knowing someone has your back.
This is an honest conversation about mixed practice, mentoring, after-hours realities, team culture, and what helps early-career vets not just cope — but enjoy the job and want to stay in the profession.
Here’s how Jade describes that support in her own words:
“If you’re not sure about something, there’s always someone you can call — and you never feel silly for asking.”
— Jade, recent graduate mixed animal veterinarian
In This Episode
00:00 – Introduction and where this episode fits in the Energy Vets REAL+STORY series
01:02 – Jade’s background and returning to Taranaki after graduating
02:42 – What “supportive” really means for a new graduate
04:01 – How Energy Vets felt different from other student placements
05:01 – Mixed animal caseloads and how the year ebbs and flows
05:59 – Longer consult times and why they matter on busy days
06:17 – Dairy, lifestyle, and equine work in practice
07:09 – After-hours equine support and not being left alone
07:58 – Building strong relationships with clients
08:31 – Privately owned farms and what that changes
08:52 – Living in Taranaki: outdoors, community, and lifestyle
11:16 – Favourite equipment and learning to use ultrasound
11:54 – A concrete example of support during early surgeries
13:13 – Unexpected friendships and team closeness
14:14 – After-hours as a new grad and how readiness is handled
16:48 – A memorable early case and calling for help
18:00 – Who fits best at Energy Vets and what being a team player means
19:01 – Closing reflections on mentoring, support, and staying in the profession
If you’re an experienced small animal veterinarian thinking about your next step — particularly if you enjoy mentoring and supporting early-career vets — Energy Vets is currently looking for someone ready to step up into that role.
About Julie South
Julie South is the founder of VetClinicJobs and host of Veterinary Voices.
She works with veterinary clinics that want to show what working there is really like — not just list job requirements. Through culture storytelling, Julie helps clinics attract vets and nurses who recognise their kind of people and their kind of clinic before a vacancy appears.
Struggling to get results from your job advertisements?If so, then shining online as a good employer is essential to attracting the types of veterinary professionals who're a perfect cultural fit for your clinic.
The VetClinicJobs job board is the place to post your next job vacancy - to find out more get in touch with Lizzie at VetClinicJobs
When Big Numbers Don’t Matter
When a clinic needs to advertise, the decision often feels obvious.
Choose the platform with the biggest database. The most traffic. The largest audience.
But what if those numbers aren’t measuring what actually matters?
In this episode of Veterinary Voices, Julie South explores why big numbers can feel reassuring — yet still leave clinics stuck advertising for months. Database size, website hits, and subscriber counts might look impressive on paper, but they don’t guarantee recognition, fit, or applications from the right vet or nurse.
Julie unpacks why recruitment fails when clinics outsource discovery to platforms and algorithms — and what changes when clinics shift from being listed to being recognised.
This episode closes the recent run of conversations on culture storytelling, network expansion, and recruitment momentum by asking one uncomfortable but essential question: are you attracting the kind of vet or nurse you actually want on your team?
In This Episode
00:00 – Introduction: why the numbers everyone chases may not be the right ones
01:13 – A familiar scenario: needing to advertise and choosing platforms by database size
01:56 – Posting the ad, waiting, upgrading, and still not getting the right response
02:56 – Why big databases and high traffic don’t guarantee the right applicants
03:29 – What Google actually measures: behaviour, not hits
04:53 – The one number clinics really need: one right vet or nurse
05:44 – How recognition forms before a vacancy appears
06:54 – Why recognition can’t be measured in traditional metrics
07:45 – Culture Story Centres and arriving warm instead of cold
08:56 – Being recognised versus hoping to be discovered
09:46 – The question clinics should be asking instead of “which platform is bigger?”
10:56 – From being listed to being recognised — and why attraction changes everything
About Julie South
Julie South is the founder of VetClinicJobs and host of Veterinary Voices.
She works with veterinary clinics that want to move beyond reactive job advertising by showing what working there is really like. Through culture storytelling, Julie helps clinics become recognised over time — so when they do advertise, the right vets and nurses already know they belong.
Struggling to get results from your job advertisements?If so, then shining online as a good employer is essential to attracting the types of veterinary professionals who're a perfect cultural fit for your clinic.
The VetClinicJobs job board is the place to post your next job vacancy - to find out more get in touch with Lizzie at VetClinicJobs
Energy Vets | Culture Stories in Action (Part 2)
Staying in a clinic long-term isn’t just about the work you do.
It’s about how you’re supported, how leadership shows up, and what happens when things don’t go to plan.
In this episode, Julie South continues her conversation with Greg Hall, Managing Director at Energy Vets in Taranaki, shifting the focus from day-to-day life to what it takes to build a team that lasts.
They talk openly about leadership, succession planning, ageing vet teams, and the moments that reveal what a clinic’s culture really looks like — including how people step in for each other when it really counts.
This is Part Two of a two-part conversation with Energy Vets, and a grounded look at what working there is like beyond the first impression.
In This Episode
00:00 – Introduction
01:20 – What leadership actually looks like in practice
03:10 – Succession planning and an ageing workforce
06:00 – Supporting teams when things go wrong
09:10 – How people show up for each other
12:30 – Profit, efficiency, and staying viable
15:10 – Shareholding and long-term pathways
18:30 – What success looks like after 12 months
20:45 – Closing
If you’re an experienced small animal vet exploring your next step, you can find out more about current opportunities at Energy Vets at:
vetclinicjobs.com/energyvets
About Julie South
Julie South is the founder of VetClinicJobs and host of Veterinary Voices.
She works with forward-thinking veterinary clinics that want to show what working there is really like — not just list job requirements. Through VetClinicJobs, Julie helps clinics make their culture visible and recognisable, so vets and nurses can tell whether a clinic is Their Kind of Clinic long before a vacancy appears.
Struggling to get results from your job advertisements?If so, then shining online as a good employer is essential to attracting the types of veterinary professionals who're a perfect cultural fit for your clinic.
The VetClinicJobs job board is the place to post your next job vacancy - to find out more get in touch with Lizzie at VetClinicJobs
Recruitment Momentum: Why Starting From Cold Keeps You Trapped
Most veterinary clinics don’t realise they’re stuck in a recruitment cycle — they just feel the exhaustion of it.
In this episode of Veterinary Voices, Julie South explores recruitment momentum and why starting from cold every time you need to advertise keeps clinics trapped in an expensive, effort-heavy loop that never really gets easier.
Through a simple but familiar comparison, Julie shows the difference between recruiting from cold — urgent, interruptive, and stressful — and recruiting from warm, where vets and nurses already know your clinic and recognise it as their kind of place.
This episode follows directly from last week’s conversation on network expansion, and explains why momentum isn’t about speed or volume — it’s about familiarity built over time, while you’re fully staffed.
Stay to the end for a question that reframes what clinics should really be measuring when they think about recruitment success.
In This Episode
00:00 – Introduction and why recruitment momentum matters
01:18 – What starting from cold actually looks like for clinics
01:37 – Urgent job ads, interruption, and the “post and pray” cycle
02:09 – Two clinics, two approaches: cold vs warm recruiting
03:09 – Why most clinics reset to cold every time they hire03:36 – The toll of recruiting from cold on time, money, and belief04:13 – Why vets and nurses scroll past unfamiliar clinics04:46 – Groundhog Day recruiting and losing momentum while fully staffed05:47 – Cold start recruiting vs recruiting with momentum06:25 – Recruitment momentum as a long-term deposit, not a quick fix07:43 – What’s changed: filtering interruptions, trust taking time, and passive watchers08:34 – Why continuous culture stories matter even when you’re fully staffed09:34 – Recruiting from warm with calm invitations, not urgency10:10 – How VetClinicJobs supports recruitment momentum through Culture Centres11:15 – Closing reflections on sustainability, momentum, and recruiting from warm
About Julie South
Julie South is the founder of VetClinicJobs and host of Veterinary Voices.
She works with veterinary clinics that want to move beyond reactive job advertising by building recruitment momentum through continuous culture storytelling — so when they do need to hire, they’re never starting from cold again.
Struggling to get results from your job advertisements?If so, then shining online as a good employer is essential to attracting the types of veterinary professionals who're a perfect cultural fit for your clinic.
The VetClinicJobs job board is the place to post your next job vacancy - to find out more get in touch with Lizzie at VetClinicJobs
Energy Vets Taranaki NZ | Culture Stories in Action (Part 1)
Most vets and nurses know within a few minutes whether a clinic feels like their kind of place — long before they ever see a job ad.
In this episode, Julie South is joined by Dr Greg Hall, Managing Director at Energy Vets in Taranaki, for a grounded conversation about what day-to-day veterinary life there actually looks like.
They talk about the work, the people, the pace, and the place — from small animal caseloads across two clinics, to after-hours, weekends, lifestyle, and living in a close-knit community.
This isn’t a recruitment pitch.
It’s a real conversation about whether you can picture yourself working there — with your kind of people, in your kind of clinic.
This is Part One of a two-part conversation with Energy Vets.
In This Episode
00:00 – Introduction
01:10 – Why place and community matter in veterinary work
03:00 – What day-to-day life looks like across Energy Vets’ clinics
05:20 – Small animal work, variety, and real caseloads
07:50 – After-hours, weekends, and how rosters actually work
10:40 – Lifestyle, commute, and living in Taranaki
13:00 – Trust, relationships, and working in a tight-knit community
15:30 – The kind of vet who tends to fit best
16:38 – Closing
If you’re an experienced small animal vet and what you’ve heard here resonates, you can find out more about current opportunities at Energy Vets at:
vetclinicjobs.com/energyvets
About Julie South
Julie South is the founder of VetClinicJobs and host of Veterinary Voices.
She works with forward-thinking veterinary clinics that want to show what working there is really like — not just list job requirements. Through VetClinicJobs, Julie helps clinics make their culture visible and recognisable, so vets and nurses can tell whether a clinic is Their Kind of Clinic long before a vacancy appears.
Struggling to get results from your job advertisements?If so, then shining online as a good employer is essential to attracting the types of veterinary professionals who're a perfect cultural fit for your clinic.
The VetClinicJobs job board is the place to post your next job vacancy - to find out more get in touch with Lizzie at VetClinicJobs
Network Expansion: How Culture Stories Amplify Beyond Your Reach
Most vet clinics don’t struggle to hire because their roles aren’t appealing. They struggle because the right vets and nurses never see them.
In this episode of Veterinary Voices, Julie South explores network expansion — and why job ads keep clinics trapped under their own follower-count ceiling, while Culture Stories travel through networks clinics can’t access directly.
Julie breaks down how culture stories move differently through social and professional networks, why peer sharing matters more than clinic claims, and how vets and nurses increasingly discover clinics long before a vacancy appears.
This is a conversation about amplification, not reach — and why the clinics that build familiarity while fully staffed aren’t starting from cold when it’s time to hire.
Stay to the end for a simple but uncomfortable question every clinic should be asking about the vets and nurses they’re failing to reach.
In This Episode
00:00 – Introduction and why this episode focuses on network expansion
01:11 – The follower-count ceiling: why clinic posts only reach who already follows you
02:15 – Why job ads can’t travel beyond your own network
02:54 – How culture stories move differently through personal networks
03:58 – Network amplification vs addition and multiplication
04:47 – Why job ads stay locked under limited reach
05:51 – What’s changed: recognition before application
06:46 – Why starting from cold keeps clinics at a disadvantage
07:25 – Trust comes from peer voices, not clinic claims
08:43 – How permanent, shareable culture stories amplify through extended networks
10:07 – Being discovered before recruiting begins
11:51 – The question clinics should be asking instead of “How do we get more reach?”
13:11 – Closing reflections on discovery, familiarity, and network visibility
About Julie South
Julie South is the founder of VetClinicJobs and host of Veterinary Voices.
She works with veterinary clinics that want to move beyond reactive job advertising by showing what working there is really like. Through Culture Storytelling, Julie helps clinics become recognisable across networks — so vets and nurses discover them through people they trust, not just job boards.
Struggling to get results from your job advertisements?If so, then shining online as a good employer is essential to attracting the types of veterinary professionals who're a perfect cultural fit for your clinic.
The VetClinicJobs job board is the place to post your next job vacancy - to find out more get in touch with Lizzie at VetClinicJobs
CareVets Gisborne | REAL+STORY
When vets and nurses think about changing clinics, they’re not just choosing a role.
They’re choosing the people they’ll work with — and the support around them when things get busy or unpredictable.
In this episode of Veterinary Voices, Julie South continues the CareVets Gisborne REAL+STORY series with a different perspective — stepping back from day-to-day clinical roles to hear from the Regional Manager who supports the clinic.
Julie is joined by Alice Dawson, Regional Manager at CareVets, who looks after Gisborne alongside Wellington and Napier. Alice has been with CareVets for ten years and worked as a veterinary nurse for seventeen, so what she shares here comes from long-term, lived experience.
They talk about what makes CareVets Gisborne work as a team — the family feel, the support behind the clinic, professional development, equipment, and the kind of vet who tends to fit best.
This isn’t a recruitment pitch.
It’s an honest conversation about what working at CareVets Gisborne is really like — and whether it feels like your kind of clinic, with your kind of people.
In This Episode
00:00 – Introduction and where this episode fits in the CareVets Gisborne REAL+STORY series
01:04 – Alice’s background: ten years with CareVets and seventeen years as a veterinary nurse
02:17 – The “family feel” and growing people from within
02:59 – Why CareVets isn’t a corporate in the way people assume
03:43 – Staying connected to Gisborne despite its geographic remoteness
04:03 – What stands out about the CareVets Gisborne team
04:40 – The impact of degree-qualified veterinary nurses in the clinic
05:18 – How CPD is used across nursing and veterinary teams
05:49 – The kind of vet who fits best at CareVets Gisborne
06:20 – Investing in equipment and diagnostics to support the team
07:04 – Gisborne as a place to live and work
07:31 – Case variety and why no two days are the same
07:54 – Closing reflections and recruitment invitation
If you’re an experienced small animal veterinarian considering your next move, CareVets Gisborne is currently recruiting.
You can find out more at vetclinicjobs.com/CareVetsGisborne.
About Julie South
Julie South is the founder of VetClinicJobs and host of Veterinary Voices.
She works with veterinary clinics that want to show what working there is really like — not just list job requirements. Through VetClinicJobs, Julie helps clinics tell their culture stories so vets and nurses can recognise their kind of people and their kind of clinic before a vacancy appears.
Struggling to get results from your job advertisements?If so, then shining online as a good employer is essential to attracting the types of veterinary professionals who're a perfect cultural fit for your clinic.
The VetClinicJobs job board is the place to post your next job vacancy - to find out more get in touch with Lizzie at VetClinicJobs
Vets and nurses scroll past job ads — not because they think vet clinics are lying, but because they’ve seen the same claims repeated over and over again.“Great team. Supportive environment. Work-life balance.”
The words didn’t become untrue. They lost meaning through overuse and under-delivery.
In this episode, Julie South unpacks why claiming culture through job ads keeps clinics invisible — and why vets and nurses now decide which clinics feel like their kind of place long before a vacancy appears.
This is a conversation about recognition, not reach — and what actually changes when clinics show what working there is really like, instead of telling people what they hope it is.
In This Episode:
00:00 – Introduction
01:39 – Why vets scroll past familiar job-ad language
02:47 – The quiet decision: choosing clinics they’ve been watching03:34 – Post-and-pray recruiting and the questions vets actually ask
05:51 – How culture claims lost their power
07:37 – What’s working now: seeing culture before advertising
11:35 – The question every clinic should be asking
12:51 – Closing
About Julie South
Julie South is the founder of VetClinicJobs and host of Veterinary Voices. She works with forward-thinking veterinary clinics that want to shine online by showing what working there is really like, not just posting job ads. Through VetClinicJobs, Julie helps clinics build and maintain their own Culture Storytelling Centre — where real team stories, everyday moments, and ways of working are visible and discoverable year-round. This allows vets and nurses to recognise a clinic as Their Kind of Clinic long before a vacancy appears.
Links
Connect with Julie on LinkedIn
Learn more about Culture Storytelling
Struggling to get results from your job advertisements?If so, then shining online as a good employer is essential to attracting the types of veterinary professionals who're a perfect cultural fit for your clinic.
The VetClinicJobs job board is the place to post your next job vacancy - to find out more get in touch with Lizzie at VetClinicJobs
A vet in Melbourne is scrolling job ads, actively looking to relocate.
She sees a position in Hamilton, New Zealand. Good clinic. Competitive salary. Sounds fine.
She clicks through, reads the job description, then keeps scrolling.
Three weeks later, she accepts a position in Melbourne. Not better. Just known.
What happened?
The decision didn't happen at the job ad stage. It happened earlier — at a moment most clinics never see.
In this episode, we're looking at why relocating vets and nurses so often default to what they already know, even when they're actively looking for change. And what's actually happening in that invisible moment where they close the tab and keep scrolling.
I'm Julie South. I run VetClinicJobs and help vet clinics across Australia, New Zealand and beyond build Culture Centres through Culture Storytelling. I've seen hundreds of clinics add better location descriptions to their job ads, wondering why relocating vets and nurses never apply — while their competitors attract people who've already decided they could live there.
Listen if: you've ever wondered why relocating vets and nurses never seem to apply — or why your location advantages don't seem to translate into applications.
Struggling to get results from your job advertisements?If so, then shining online as a good employer is essential to attracting the types of veterinary professionals who're a perfect cultural fit for your clinic.
The VetClinicJobs job board is the place to post your next job vacancy - to find out more get in touch with Lizzie at VetClinicJobs
CareVets Gisborne's Clinic Coordinator Rhonda moved from London to Gisborne five years ago.
In London, her commute was 90 minutes. In Auckland, she never got out of second gear in traffic.
In Gisborne? Five minutes. Through "5 o'clock traffic" means waiting for half a dozen cars at a roundabout instead of going straight through.
"I go home for lunch," she says. Like it's nothing.
But here's what made me want to record this conversation: Rhonda isn't a vet or a nurse. She came from corporate backgrounds in big cities. And she's the clinic coordinator at CareVets Gisborne — the person who keeps the machine running, who checks in with locum vets before they leave, who listens when the team says "we need to tell people what it's really like here."
So when Rhonda talks about what makes someone stay five years, or what locums say about the nursing team, or what happens when things get busy — you're hearing it from someone who sees how the whole clinic actually works.
At the time of recording, CareVets Gisborne is recruiting for a small animal veterinarian.
But whether you're looking or not — listen to what a five-minute commute actually means when you've spent years in traffic.
I'm Julie South. This is Veterinary Voices.
Struggling to get results from your job advertisements?If so, then shining online as a good employer is essential to attracting the types of veterinary professionals who're a perfect cultural fit for your clinic.
The VetClinicJobs job board is the place to post your next job vacancy - to find out more get in touch with Lizzie at VetClinicJobs
You list protected meal breaks, no weekend work, and flexible hours in your job ad.
So does every other clinic in your city.
How do vets and nurses decide? They can't tell you apart. So they don't apply. Or they apply everywhere and mean nowhere.
Meanwhile, down the road, another clinic fills their position in three weeks. Same benefits. Same salary. Same city. But vets and nurses already knew their team actually gets lunch breaks - because they've been watching it happen for months before that clinic even advertised.
That's not luck. That's visibility before vacancy.
I'm Julie South. I run VetClinicJobs and help vet clinics across Australia, New Zealand and beyond build Culture Centres through Culture Storytelling. I've seen hundreds of clinics add more benefits to their job ads, wondering why nobody applies - while their competitors show their Quality of Life at Work year-round and attract people who've already decided.
This episode shows you why competing on Quality of Life through job ads keeps you trapped, how the system changed in three ways most clinics haven't noticed, and the one question that changes everything about how you think about Quality of Life at Work.
I'd love to help you, if you'd like that - email me or connect with me on LinkedIn.
Struggling to get results from your job advertisements?If so, then shining online as a good employer is essential to attracting the types of veterinary professionals who're a perfect cultural fit for your clinic.
The VetClinicJobs job board is the place to post your next job vacancy - to find out more get in touch with Lizzie at VetClinicJobs
What does a locum vet who's worked at five different clinics across New Zealand think when she walks into CareVets Gisborne? "I've actually loved it."
Dr Camille Bonini is an English vet on a working holiday visa with absolutely no reason to sugarcoat anything. She's seen what good looks like and what doesn't. So when she talks about a nursing team that's always two steps ahead, surgical schedules that actually finish on time, and a head nurse who stays calm when things get chaotic, you know she's telling it straight.
This is what a well-run clinic looks like through genuinely fresh eyes.
If you're from the UK or Ireland considering New Zealand, or you're responsible for recruitment and wondering what "Culture Storytelling" actually means in practice, this conversation shows you exactly that. No marketing speak. Just a locum vet sharing what she found when she arrived.
CareVets Gisborne is looking for their next permanent small animal vet. Details at vetclinicjobs.com/carevetsgisborne
Struggling to get results from your job advertisements?If so, then shining online as a good employer is essential to attracting the types of veterinary professionals who're a perfect cultural fit for your clinic.
The VetClinicJobs job board is the place to post your next job vacancy - to find out more get in touch with Lizzie at VetClinicJobs
The $5,000 professionally produced video gets 50 likes. The blurred photo of your team laughing at closing time gets 20 shares.
Why?
Most clinics think polish equals professionalism equals hires. They're wrong.
Shares trump likes because shares reach extended networks - the thousands of vets and nurses you'll never reach from your clinic account alone. But getting shares requires something most clinics aren't doing.
I'm Julie South. I run VetClinicJobs and help vet clinics across Australia, New Zealand and beyond build Culture Centres through Culture Storytelling. I've seen hundreds of clinics invest in professional content that sits there gathering digital dust while their competitors' imperfect posts travel.
This episode shows you what makes Culture Stories shareable, why making yourself look good backfires, and how to tell if your posts will travel or sit there. You'll get a simple audit to run on your last five posts and know exactly what to change.
I'd love to help you, if you'd like that - email meor connect with me on Linkedin.
Struggling to get results from your job advertisements?If so, then shining online as a good employer is essential to attracting the types of veterinary professionals who're a perfect cultural fit for your clinic.
The VetClinicJobs job board is the place to post your next job vacancy - to find out more get in touch with Lizzie at VetClinicJobs
Dr Ross Milner has worked everywhere from Antarctica to Fiji — but chose Gisborne as the best place in New Zealand for a vet to settle.
In this episode, he explains why, and what day-to-day life as a vet there actually looks like.
Dr Ross talks about:
- what surprised him most about living on the East Coast
- the kind of caseload you can expect in a regional clinic
- how the nursing team works (and why he’d trust them with his own dog)
- what the after-hours roster really feels like
- the community moments that made him feel welcome
- why he’s usually home by 5pm
- and how he often gets to go home for lunch
If you’ve ever wondered what it’s really like to live and work as a vet in Gisborne — or you’re considering your next move as an experienced small-animal vet — this conversation gives a grounded, honest view from someone who’s lived and worked all over the world.
Check out CareVets Gisborne
I’m Julie South. I run VetClinicJobs and help vet clinics across Australia, New Zealand and beyond attract vets and nurses by showing what working there genuinely looks like through culture storytelling.
If lifestyle matters to you as much as the medicine, check out the full position details.
Struggling to get results from your job advertisements?If so, then shining online as a good employer is essential to attracting the types of veterinary professionals who're a perfect cultural fit for your clinic.
The VetClinicJobs job board is the place to post your next job vacancy - to find out more get in touch with Lizzie at VetClinicJobs
When Sarah shares a Culture Story from her personal profile, her vet school friends believe her. When your clinic posts the same thing, it's marketing.
Sarah has 338 Facebook friends, 500 LinkedIn connections, 264 Instagram followers. Jake and Emma have similar. That's thousands of vets and nurses you'll never reach from your clinic account alone.
But most clinics haven't asked their team to share because you're worried about control, don't know what to give them, or don't know how to ask.
Six months of doing nothing = 180 days of lost reach.
I'm Julie South. I run VetClinicJobs and help vet clinics across Australia, New Zealand and beyond build Culture Centres through Culture Storytelling. I've worked with hundreds of clinics who say "our team should share" but don't know how to make it happen. This episode shows you how.
You'll learn how to start with your three most engaged people, what to give them to share, and how to make it easy so sharing becomes normal instead of forced.
Struggling to get results from your job advertisements?If so, then shining online as a good employer is essential to attracting the types of veterinary professionals who're a perfect cultural fit for your clinic.
The VetClinicJobs job board is the place to post your next job vacancy - to find out more get in touch with Lizzie at VetClinicJobs
Dr Loren Cribb has been calling Gisborne home since 2014. She started as a nervous new grad from the South Island and stayed for the trauma cases, the hunting dogs, and a nursing team that's always "one step ahead."
This is what it's actually like to work at CareVets Gisborne.
The variety: "If you're only wanting to do vaccinations and dentals, it's not the clinic for you. If you like a little bit of a challenge and excitement, then you can definitely get it."
The team: "You go to ask for something and someone's already done it. Someone's already setting something up. You really just get to focus on what's happening with your patient."
The roster: Currently 1-in-4 after hours (shared with another clinic), about to become 1-in-6 when they hire their next vet.
The opportunity: "There is a lot of underutilised orthopaedic equipment in the clinic because we currently don't have anyone doing orthopaedics."
The location: "I like to be not on the way to anywhere. It's a perfect balance between semi-rural and still accessible."
I'm Julie South. I run VetClinicJobs and help vet clinics across Australia, New Zealand and beyond build Culture Centres through Culture Storytelling. This episode is part of CareVets Gisborne's REAL+STORY series - showing what working there genuinely looks like through real veterinary voices.
If you're an experienced small animal vet considering your next move - especially if ortho interests you - check out the full position details.
Struggling to get results from your job advertisements?If so, then shining online as a good employer is essential to attracting the types of veterinary professionals who're a perfect cultural fit for your clinic.
The VetClinicJobs job board is the place to post your next job vacancy - to find out more get in touch with Lizzie at VetClinicJobs
You're posting about your team. Nothing's happening.
That's because you're copying clinics who haven't figured it out either.
This episode shows you what you're actually looking at when you see those bland team posts - and why the water cooler conversation you keep having is the actual problem.
I'm Julie South. I run VetClinicJobs and help vet clinics across Australia, New Zealand and beyond build Culture Centres through Culture Storytelling - so vets and nurses think "They're My Kind of People."
I've heard "we should really show what it's like here" hundreds of times. Most clinics never start. This episode is why.
You think your only options are post bland content or do nothing. There's a third option most clinics haven't seen: Culture Stories that sound like real humans, not meeting memos.
This episode shows you what those actually sound like, why the Emperor has no clothes, and how to start without making it weird for your team.
If you've been having the "we should do this" conversation for months and nothing's happened yet - hit play.
LINKS MENTIONED:
julie@vetclinicjobs.com
Julie at Linkedin
Struggling to get results from your job advertisements?If so, then shining online as a good employer is essential to attracting the types of veterinary professionals who're a perfect cultural fit for your clinic.
The VetClinicJobs job board is the place to post your next job vacancy - to find out more get in touch with Lizzie at VetClinicJobs
Three-minute commute. One traffic light. Equipment that surprises people. And a team so competent that Emma doesn't get called when her team is on call at the weekends.
Emma moved from Auckland four years ago and describes what it's like working somewhere that invests in building capability in-house - whether that's funding her Bachelor's degree or equipping the clinic to handle cases that would otherwise mean a four-hour drive for clients.
If you're a small animal veterinarian looking to make your next career move you owe it to yourself to check out the opportunity at CareVets Gisborne.
Find out more about CareVets Gisborne: vetclinicjobs.com/carevetsgisborne
Struggling to get results from your job advertisements?If so, then shining online as a good employer is essential to attracting the types of veterinary professionals who're a perfect cultural fit for your clinic.
The VetClinicJobs job board is the place to post your next job vacancy - to find out more get in touch with Lizzie at VetClinicJobs
Are you going dark between job ads—and is that silence costing you when the next resignation hits?
Most vet clinics think you stop posting when you're fully staffed. Then someone resigns and you're introducing yourself to complete strangers. Again. Just like last time.
This episode is about why the ordinary moments you're dismissing—the blurry photos, the mundane Mondays—are exactly what keeps you visible to future vets and nurses who might be your kind of people.
In this episode, host Julie South of VetClinicJobs, gives you a 15-minute weekly routine to make staying visible to the vets and nurses you want on your team, sustainable.
Because staying dark isn't free. It just feels like it is—until you need to hire again and nobody knows who you are.
Struggling to get results from your job advertisements?If so, then shining online as a good employer is essential to attracting the types of veterinary professionals who're a perfect cultural fit for your clinic.
The VetClinicJobs job board is the place to post your next job vacancy - to find out more get in touch with Lizzie at VetClinicJobs
Sarah left CareVets Gisborne. Then she came back.
In this episode, you'll hear why the team she left was the team she missed most, what it's really like becoming part of a community where you chat about patients while doing your grocery shopping, and the clinical variety that comes with being the main option when referral hospitals are too far away.
If you're a small animal veterinarian looking to make your next career move you owe it to yourself to check out the opportunity at CareVets Gisborne.
Find out more about CareVets Gisborne: vetclinicjobs.com/carevetsgisborne
Struggling to get results from your job advertisements?If so, then shining online as a good employer is essential to attracting the types of veterinary professionals who're a perfect cultural fit for your clinic.
The VetClinicJobs job board is the place to post your next job vacancy - to find out more get in touch with Lizzie at VetClinicJobs
Most great vets and nurses already have a mental shortlist before they start job-hunting. Clinics they've noticed, names they recognise, places that seem good to work for.
If you're not on that list, you're starting cold when you post a job ad. And you'll stay cold for a very long time, no matter how much you spend on job boards.
Here's the problem most clinics don't realise: you think you're active online because you're posting regularly. But if all you're talking to is your clients — pet care tips, vaccination posts, cute patient photos — then from a jobseeker's point of view, you've gone completely dark.
You're invisible to the people you need to hire.
This episode shows you what future vets and nurses actually need to see from you, why trust builds before they're even looking, and gives you one simple thing to do this week that changes the pattern.
LINKS:
VetClinicJobs
Struggling to get results from your job advertisements?If so, then shining online as a good employer is essential to attracting the types of veterinary professionals who're a perfect cultural fit for your clinic.
The VetClinicJobs job board is the place to post your next job vacancy - to find out more get in touch with Lizzie at VetClinicJobs
Dr Anna knew nothing about New Zealand before leaving Dublin, Ireland. Just that the weather would be terrible - like at home.
A year later, she's thinking about residency.
This is the final episode in the VetsOne Employer of Choice series. You'll hear what the first year as a new graduate actually looks like—from someone who arrived knowing nobody and nothing about where she'd be living.
What you'll hear:
- Seven weeks of structured induction as a brand new grad.
- Why extended euthanasia appointments changed how she thinks about client care.
- The culture shock nobody warned her about (hint: you need a car for everything).
- Why she went from "I'll give it a year" to "I don't want to go home"
Worth listening for:
"When I started here, I thought, oh, well, I love it now, but it will die out within a few months. It always does. And then six months came and I said, I still really like it. And now I'm here a year and now I'm like, oh, no, I don't want to go home."
If you're a new or recent graduate wondering what your first year in New Zealand would actually be like, this conversation shows you.
Links:
- Position details: https://vetclinicjobs.com/vetsone
- Episode page: https://veterinaryvoices.com/1016
- Contact Julie: julie@vetclinicjobs.com
Struggling to get results from your job advertisements?If so, then shining online as a good employer is essential to attracting the types of veterinary professionals who're a perfect cultural fit for your clinic.
The VetClinicJobs job board is the place to post your next job vacancy - to find out more get in touch with Lizzie at VetClinicJobs
"You're not hiring staff. You're trying to bring back awareness from the dead", that's the point Julie South makes today.
Most vet clinics think they have two options: advertise when hiring, or do nothing when fully staffed.
But that "doing nothing" phase is costing you more than you realise — and it's not just the job board fees you see on invoices.
When you go dark between hires, four things are quietly draining your budget. Most clinics never add these up. When they do, the number is shocking.
There's a third option you didn't know you had. It doesn't require you to always be in recruitment mode, it takes less time than you think, and it stops the expensive start-from-scratch pattern for good.
Julie South - Australasia's Culture Storytelling Thought Leader and Hosts - walks you through what's actually costing you, shows you how to calculate your own number, and gives you something to do this week that changes the pattern.
LINKS:
VetClinicJobs
Struggling to get results from your job advertisements?If so, then shining online as a good employer is essential to attracting the types of veterinary professionals who're a perfect cultural fit for your clinic.
The VetClinicJobs job board is the place to post your next job vacancy - to find out more get in touch with Lizzie at VetClinicJobs
What Support Actually Looks Like: Two Vet Nurses on Corporate vs Private Practice
Brooke and Abi are both veterinary nurses at VetsOne. One's been there two years, the other nearly two. Both came from clinics where they felt unsupported. Both found something different.
In this episode:
- What "support" actually looks like when teammates pick up the slack on rough days
- How Brooke discovered a passion for palliative care she didn't know she had
- Why Abi's weight management clinic idea sat in her head for months before she finally mentioned it
- The difference between corporate and privately owned clinics from nurses who've worked both
- Weekly role rotations that pair nurses with different vets daily—and why they like it
- What it's like when directors actually say "yes, you've got my full support"
Worth listening for:
Brooke: "At my first clinic job, I didn't have a lot of support, but at VetsOne, I've noticed a big step up. There's been a lot of support, a lot of good banter as well."
Abi: "I was a little bit scared and intimidated because my way of thinking was, what if it's a flop? Or what if no one signs up and then it's embarrassing... I just wish I actually started sooner because it turned out better than I expected."
On the team culture: "We get the job done but we give each other a hard time, but in a good way."
If you're a veterinary nurse wondering what genuine support looks like, or a vet wondering what kind of team actually backs your ideas, this conversation shows you.
Coming next: Episode 1014 with Dr Sharon Marshall, one of VetsOne's three directors. She knew at age 5 she'd be a veterinarian—now she's choosing to step back from clinical work to build the team.
Links:
- Position details: https://vetclinicjobs.com/vetsone
- Episode page: https://veterinaryvoices.com/1013
- Contact Julie: julie@vetclinicjobs.com
Struggling to get results from your job advertisements?If so, then shining online as a good employer is essential to attracting the types of veterinary professionals who're a perfect cultural fit for your clinic.
The VetClinicJobs job board is the place to post your next job vacancy - to find out more get in touch with Lizzie at VetClinicJobs
Most responsible for recruitment in a vet clinic, think they're building their employer brand when they post a job ad. They've written a detailed description, listed benefits, maybe mentioned their culture. They hit publish and wait for applications.
Then nothing happens.
So they rewrite the ad, add more platforms, spend more money. Still nothing.
They're advertising without marketing. And advertising without marketing is just shouting into a void where nobody's listening.
In this episode Employer Brand Marketing Specialist, Julie South walks through why posting job ads - no matter how well written - isn't employer brand marketing, and why most clinics are stuck in a false choice that keeps them starting from zero every single time they recruit.
Most clinics bounce between two options their entire existence: ON (actively advertising, spending money across multiple platforms) or OFF (fully staffed, spending nothing on recruitment). Sadly, they don't see a third option.
But there is one.
Tune in - you'll get a simple yes/no question this week that instantly tells you whether you're doing marketing or just advertising.
This is Episode 3 in our Employer Brand Marketing 101 series.
If you've been stuck in the on/off start/stop pattern for years and don't know how to break it, email Julie directly at julie@vetclinicjobs.com.
Next week: what the on/off start/stop pattern is actually costing you - far more than just subscription fees.
Julie South is a Vet Clinic Employer Brand Marketing specialist.
Links mentioned in episode:
Struggling to get results from your job advertisements? The VetClinicJobs platform is the place to post your next job vacancy - get in touch with Lizzie at VetClinicJobs
Struggling to get results from your job advertisements?If so, then shining online as a good employer is essential to attracting the types of veterinary professionals who're a perfect cultural fit for your clinic.
The VetClinicJobs job board is the place to post your next job vacancy - to find out more get in touch with Lizzie at VetClinicJobs
Dana relocated 1300 kilometres from Central Otago to Hawke's Bay specifically for this veterinary nursing position at VetsOne.
In this episode:
- Why she moved 800+ miles for a nursing role—and what it took to build a new life knowing only 3-4 people
- Corporate vs. privately owned clinics: "You feel more like a family member rather than just a number"
- Weekly role rotations that pair nurses with different vets daily—creating variety for everyone
- The Lincoln programme: Learning to navigate difficult conversations at work and home
- What kind of person fits: "Someone that can banter with us, wants to be social, and wants to be a part of the team"
Worth listening for:
"The whole team has ideas we bring to management and the directors. They're quite open to ideas and suggestions. It's just really nice that we feel heard and seen."
On leaving corporate for private: "I feel a lot more seen and valued rather than just a number, which is how I felt in the past. I feel a lot more valued because we're a smaller knit group."
If you've ever wondered whether relocating for the right veterinary role is worth it—or what privately owned actually feels like compared to corporate—Dana's story will answer those questions.
Links:
- Position details: https://vetclinicjobs.com/vetsone
- Episode page: https://veterinaryvoices.com/1011
- Contact Julie: julie@vetclinicjobs.com
Struggling to get results from your job advertisements?If so, then shining online as a good employer is essential to attracting the types of veterinary professionals who're a perfect cultural fit for your clinic.
The VetClinicJobs job board is the place to post your next job vacancy - to find out more get in touch with Lizzie at VetClinicJobs
Your clinic's website, social media and team page were built to attract pet owners. When you send job seekers to that same content, you're asking consumer marketing to do employer brand marketing's job.
It simply can't.
The person visiting your website to book an appointment is looking for completely different information from the veterinary nurse deciding whether to apply for your position.
Your consumer marketing answers questions pet owners have - but when a veterinary professional considers their next career move, they're asking entirely different questions your consumer content wasn't designed to answer.
Today Julie South walks through three fundamental differences between marketing to pet owners and marketing to veterinary professionals, and why one piece of content can't do both jobs.
You'll get a practical action step to take this week that will show you exactly where the gap is between what pet owners need to see and what job seekers need to know.
This is Episode 2 in our Employer Brand Marketing 101 series.
If you don't have any employer brand marketing content at all and don't know where to start, email Julie directly at julie@vetclinicjobs.com.
Next week: the difference between advertising and marketing, because posting job ads - even really good ones - isn't employer brand marketing.
Julie South is a Vet Clinic Employer Brand Marketing specialist.
Struggling to get results from your job advertisements?If so, then shining online as a good employer is essential to attracting the types of veterinary professionals who're a perfect cultural fit for your clinic.
The VetClinicJobs job board is the place to post your next job vacancy - to find out more get in touch with Lizzie at VetClinicJobs
In Part 1 (ep 1009), you heard Dr Mia's journey as a mature student to veterinary medicine, her transition from mixed to small animal practice, and how VetsOne supported her herbal medicine side hustle. You also heard why she left—and what drew her back 18 months later.
In Part 2, Dr Mia walks through the practical day-to-day realities of working at VetsOne.
In this episode, you'll hear about:
- After-hours arrangements: How joining the Hawke's Bay after-hours clinic changed everything (latest finish: 6pm once a week, no on-call)
- Weekend roster: One in four, 9am-1pm Saturday and Sunday
- Twice-daily team huddles: How 10-minute check-ins at 8:30am and 2:45pm help coordinate across vets, nurses, and customer care—especially important in a multi-storey building where you can't just yell down the hallway anymore
- What makes their nursing team exceptional: "My favourite veterinary tool is a nurse because I can't do my job without them"
- The difference between hard days and bad days: "Every day, even a bad day, it's a good day coming here because you come to friends"
- How Lincoln Institute training transformed team communication: Learning to ask "Do you have capacity for me to vent right now?" and understanding how people work under stress
- Why she came back after leaving: "100% the people. I would get upset if I think about leaving the people that I work with"
What's worth listening out for from Dr Mia:
"It's a feeling of being completely accepted for yourself and being safe here—physically safe, which is a big deal in our job, but emotionally safe and supported in a workplace. It's a pretty tricky place to want to leave when you feel happy here."
And on the directors: "They've got the most beautiful hearts. They're the kindest, most selfless people. Their focus is people and having a good business."
The Lincoln Institute impact: Understanding that 50% (or more) of veterinary work is dealing with people—clients, colleagues, personalities under stress. Learning communication skills that take away stress rather than add to it.
If you're a small animal veterinarian wondering what genuine team support and emotional safety looks like in practice, this conversation shows you.
Position details: vetclinicjobs.com/vetsone
Links:
- Position details: https://vetclinicjobs.com/vetsone
- VetClinicJobs: https://vetclinicjobs.com
- Veterinary Voices: https://veterinaryvoices.com
- Contact Julie: julie@vetclinicjobs.com
Struggling to get results from your job advertisements?If so, then shining online as a good employer is essential to attracting the types of veterinary professionals who're a perfect cultural fit for your clinic.
The VetClinicJobs job board is the place to post your next job vacancy - to find out more get in touch with Lizzie at VetClinicJobs
Dr Mia describes VetsOne as her "forever home" - and after hearing her story, you'll understand why.
In this first part of our conversation with Dr Mia, you'll discover how a new graduate found a clinic that not only supported her transition from mixed to small animal practice, but actively championed her interest in herbal medicine when she could have been dismissed as "witchy" or "alternative."
What you'll hear:
- How Dr Mia came to veterinary medicine as a mature student after trying (unsuccessfully) to make the desire go away
- The interview she did in leggings with no makeup on the day her dog died - and why the directors still offered her the job
- Her transition from mixed animal to small animal work, and how VetsOne made it happen without resistance
- Why she's nicknamed "Witchy Poo" and how the team embraced her complementary herbal medicine interests
- How VetsOne supported her developing a separate herbal medicine business while working part-time in clinic
- The reality of burnout, perfectionism, and why she left for 18 months before choosing to return
- What it means to work in a team where diverse clinical interests aren't just tolerated - they're celebrated
About VetsOne's current opportunity: VetsOne in Hastings, Hawke's Bay, is looking for a small animal veterinarian with leadership potential or experience to help guide their companion animal team. If you're drawn to a clinic that genuinely celebrates diverse clinical interests and supports professional growth in unconventional directions, this episode will show you what's possible.
Part 2 coming next, where Dr Mia shares the practical realities of working at VetsOne - from after-hours arrangements to team huddles to what makes nurses her "favourite piece of kit."
About This Series
This is part of the VetsOne Employer of Choice series on Veterinary Voices. When you hear multiple team members sharing genuine stories about what it's actually like to work somewhere - that's employer brand marketing in action. It's why VetsOne attracts veterinary professionals who genuinely want to be there, not just people responding to generic job ads.
Resources
Position details: https://vetclinicjobs.com/VetsOne
Contact for Employer Brand Marketing support: Julie South, Tania Bruce, Lizzie Swanson
The Vet Clinic Employer Brand Job Board
VetClinicJobs: Build Your Vet Clinic Employer Brand. Do Your Own Recruitment. Better.
Disclaimer: This post contains affiliate links. If you make a purchase, I may receive a commission at no extra cost to you.
Struggling to get results from your job advertisements?If so, then shining online as a good employer is essential to attracting the types of veterinary professionals who're a perfect cultural fit for your clinic.
The VetClinicJobs job board is the place to post your next job vacancy - to find out more get in touch with Lizzie at VetClinicJobs
Someone resigns. You advertise. Months pass with no suitable applicants. You spend thousands across multiple platforms. Eventually you fill the position, turn everything off, and breathe a sigh of relief.
Then 18 months later, someone else resigns and you're back at square one, starting the entire exhausting cycle from scratch.
If this pattern sounds familiar, you're stuck in a cycle that most vet clinics don't realise they can actually break.
In this episode, Julie South walks through:
- the three stages of the recruitment cycle that keeps you stuck,
- what it's really costing you beyond job board subscriptions, and
- why turning everything off when you're fully staffed guarantees the next cycle will be exactly the same.
You'll get one action step to take this week: identifying where you are in the cycle right now, because you can't change a pattern you haven't recognised.
This is Episode 1 in our Employer Brand Marketing 101 series - a framework for breaking the recruitment cycle and building sustainable hiring capability.
If you're currently in the desperate middle stage, email Julie directly at julie@vetclinicjobs.com.
Next week: why your consumer-facing website and social media can't do the work of recruitment.
Julie South is a Vet Clinic Employer Brand Marketing specialist.
The Vet Clinic Employer Brand Job Board
VetClinicJobs: Build Your Vet Clinic Employer Brand. Do Your Own Recruitment. Better.
Disclaimer: This post contains affiliate links. If you make a purchase, I may receive a commission at no extra cost to you.
Struggling to get results from your job advertisements?If so, then shining online as a good employer is essential to attracting the types of veterinary professionals who're a perfect cultural fit for your clinic.
The VetClinicJobs job board is the place to post your next job vacancy - to find out more get in touch with Lizzie at VetClinicJobs
VetsOne: 34 Years of Evolution - Amanda
What does 34 years of loyalty to one veterinary clinic tell you? When Amanda started at VetsOne in 1990 as the last on-the-job trained veterinary nurse, she couldn't have imagined she'd still be there today—now as operations manager, leading a team through floods, growth, and transformation.
In this episode, Amanda shares what generosity of thought and generosity of time actually look like in daily practice. You'll hear the real story of what happened during the 2023 cyclone when Jason couldn't cross the washed-out bridges and Amanda had to "man the ship" for a week. You'll discover how the team evolved from yelling down hallways in the old building to implementing comprehensive protocols across multiple floors in their modern facility.
What you'll hear:
- How VetsOne's three directors made significant changes when they took ownership—starting with raising veterinary nurse wages above industry average
- The impact of Lincoln Institute training on team communication, with modules on social styles helping team members understand why "drivers are blunt" and "amiables struggle with decisions"
- What it means when a clinic asks "what is the how?" and genuinely wants team input on protocols
- The transition to Fear Free practices with dedicated cat-only spaces—waiting room, consult room, and hospital
- Why clients have stayed with VetsOne for 35+ years and know staff by first name
- How Mental Health Awareness Week became a team-driven initiative
- What keeps a diverse team—from 21-year-olds to experienced professionals, from local Kiwis to Irish and Malaysian vets—genuinely connected
About living in Hawke's Bay: Amanda describes the Sunny Hawke's Bay lifestyle—vineyards, cycling tracks, beaches at Waimarama and Ocean Beach, and those spectacular sunrises over the river that make 5am dog walks worthwhile even in winter.
About VetsOne's current opportunity: VetsOne is looking for a small animal veterinarian with leadership potential or experience. Someone who wants to work where operational systems genuinely support rather than constrain the clinical team, and where "who you are" matters more than just "what you are."
Veterinary Voices is brought to you by VetClinicJobs - Build your employer brand. Do your own recruitment. Better.
Resources
Position details: https://vetclinicjobs.com/VetsOne
Contact for recruitment support: tania@vetclinicjobs.com
About This Series
This is part of the VetsOne's Employer of Choice series on Veterinary Voices. When you hear multiple team members sharing genuine stories about what it's actually like to work somewhere—that's employer brand marketing in action. It's why VetsOne attracts veterinary professionals who genuinely want to be there, not just people responding to generic job ads.
Struggling to get results from your job advertisements?If so, then shining online as a good employer is essential to attracting the types of veterinary professionals who're a perfect cultural fit for your clinic.
The VetClinicJobs job board is the place to post your next job vacancy - to find out more get in touch with Lizzie at VetClinicJobs
What does it look like when a veterinarian who knew at age five what she wanted to be deliberately steps back from clinical work to build something bigger?
Dr Sharon Marshall, one of VetsOne's three directors, has spent 25 years in Hawke's Bay building not just a veterinary practice, but a culture designed to outlast her.
In this first of two conversations, she reveals how she reconciles the tension between being a vet and being a business owner (spoiler: they're the same goal approached differently).
In this episode, you'll hear:
- Why animal advocacy doesn't stop when you move into management—it scales
- What work-life balance actually looks like beyond the buzzwords (including AI consult scribing, no on-call, and weekend hours that finish at 1pm)
- How VetsOne's longevity programme rewards team members from year one through to 20+ years (including paid overseas holidays)
- Why succession planning starts now, not when directors are ready to leave
- What it means to build a team that can carry the work forward long after you're gone
If you're a small animal vet with 8-10 years experience ready to step into a leadership role (even if you've never had "team leader" in your job description), this conversation is for you.
VetsOne is recruiting for their next small animal veterinarian and team leader. Details at vetclinicjobs.com/vetsone
Part 2 continues next week with the practical details of the role, team structure, clinical capabilities, and how VetsOne's values were developed.
Links:
- Position details: https://vetclinicjobs.com/vetsone
- VetClinicJobs: https://vetclinicjobs.com
- Veterinary Voices: https://veterinaryvoices.com
- Contact Julie: julie@vetclinicjobs.com
Struggling to get results from your job advertisements?If so, then shining online as a good employer is essential to attracting the types of veterinary professionals who're a perfect cultural fit for your clinic.
The VetClinicJobs job board is the place to post your next job vacancy - to find out more get in touch with Lizzie at VetClinicJobs
This is the final episode in the VetsOne Employer of Choice series where Dr Sharon Marshall brings it all together—the philosophy, the practical support, and the vision for where this 80-year-old practice is heading.
In Part 2, Dr Sharon gets into the specifics of what stepping into leadership at VetsOne actually looks like day-to-day.
In this episode, you'll hear:
- How VetsOne supports first-time leaders (3-month induction, monthly leadership meetings, direct support from someone who's been in the role)
- What success looks like: being respected, making teams work together, being the voice for your team
- The team structure: 7 nurses, 5 small animal vets, 3 production animal vets—and how they coordinate across consults, surgery, dentistry, and hospital areas
- Clinical capabilities that set VetsOne apart: TPLO surgeries, BOAS procedures, I-131 radiation treatment for cats, advanced dentistry—because their ethos is being the veterinary home for clients' animals, not a triage service that refers everything
- How their four values (professionalism, advocacy, communication, teamwork) were developed WITH the team—not imposed by management—and how they're revisited monthly
- Why the name "VetsOne" emerged from their rebranding (spoiler: it's about being one team, one with the owner, the one place providing all services)
- The equipment they've invested in: in-house chemistry, IDEXX ImageVet AI, Bionet anaesthesia monitors, video microscopes—provincial New Zealand with big-city capabilities
What's worth listening out for from Dr Sharon: "I don't need a team of robots. I want a team who are thinking for themselves and acting for themselves, but using the ethos of VetsOne as their backbone so they're not just floundering around in the dark."
Over this VetsOne series, you've heard from directors, veterinarians, and nurses. Mountain bike mishaps, palliative care passions, herbal medicine side hustles, relocating 1,300km for the right role.
What's consistent? People who feel genuinely seen, supported to pursue their interests, and part of something bigger than themselves.
If you're a small animal vet with 8-10 years experience ready to step into leadership, this episode shows you exactly what that could look like—without the corporate machinery.
Position details: vetclinicjobs.com/vetsone
Struggling to get results from your job advertisements?If so, then shining online as a good employer is essential to attracting the types of veterinary professionals who're a perfect cultural fit for your clinic.
The VetClinicJobs job board is the place to post your next job vacancy - to find out more get in touch with Lizzie at VetClinicJobs
Send us a text
What's the difference between clinics that fill positions in weeks and those that post the same job ad month after month with zero applications?
After 16 episodes of job ad strategies, you might discover the answer isn't about what you know - it's about what you've actually implemented.
In Episode 241, Julie South delivers a reality check for the final episode of the comprehensive job advertisement series.
If you've been following along since episode 225, you should be seeing results by now - better quality applications, shorter time-to-hire, maybe even team members proud to share your job ads.
If you're not, Julie explains why the first question isn't about your market, it's about your implementation.
Julie covers three critical implementation checkpoints:
- whether you've moved from bullet points to genuine storytelling (not just thinking "that makes sense" without changing anything),
- whether you're targeting the right people the right way instead of trying to appeal to everyone, and
- whether you've built internal culture support before recruiting externally.
She demonstrates why knowing and doing are completely different things, and why clinics getting zero applications need to honestly assess whether they've tried any of the strategies covered rather than just hoping this time will be automagically different.
You'll learn why trying to implement storytelling strategies on traditional or outdated job boards might mean you have the right message but the wrong platform, and discover how successful clinics aren't those with the biggest budgets or best locations - they're the ones who've committed to authentic employer branding.
This episode provides an honest audit framework if you're still posting, praying and hoping rather than seeing real results.
For insights into veterinary job advertisement trends across Australia and New Zealand, contact tania@vetclinicjobs.com for the monthly veterinary employment job advertisement market intelligence report.
If you're interested in exploring authentic employer brand recruitment marketing, resources are available at VetClinicJobs.com/resources.
Julie South is a Vet Clinic Employer Brand Marketing specialist.
Links mentioned in episode:
- tania@vetclinicjobs.com
- VetClinicJobs.com/resources
Struggling to get results from your job advertisements?If so, then shining online as a good employer is essential to attracting the types of veterinary professionals who're a perfect cultural fit for your clinic.
The VetClinicJobs job board is the place to post your next job vacancy - to find out more get in touch with Lizzie at VetClinicJobs
Send us a text
Meet Dr Mike Newell, one of VetsOne's three working director-owners and a large animal veterinarian who's spent over 25 years building relationships with Hawke's Bay farming clients.
In this conversation, you'll hear:
- What it's like being both a practice owner and a working veterinarian
- Why the three directors can make decisions without corporate clunkiness
- How attitude matters far more than skills when building the right team
- Why Dr Mike describes himself as "the one that breaks himself the most" through his mountain biking adventures
- What separates a workplace from a home - and how VetsOne has become the latter
Key Quote: "Skills you can certainly teach people - it's more around that attitude. Hiring and knowing what traits we're looking for in respect of their attitude is the most important thing."
Episode Highlights
On Being an Owner-Operator: Dr Mike explains the unique challenge of wearing two hats - making strategic decisions as a director while still getting out into the field doing the veterinary work he loves.
On Team Culture: "The biggest thing is actually getting along with other people, being able to talk to your peers about certain cases and challenges. We all help each other out and that team culture is really, really important."
On What Makes VetsOne Different: Three directors who came from - and still work within - the practice on a daily basis. Decisions come from them entirely, without corporate layers or clunky processes.
On Hiring Philosophy: VetsOne learned through experience that getting the right people means prioritizing attitude over technical skills. Some team members who weren't aligned with the culture have moved on, and the practice is stronger for it.
On Supporting Team Ideas: The directors listen to staff ideas, give them scope to develop plans, and support initiatives like weight loss clinics and palliative care programs that originated from the team.
Why This Matters for Your Clinic
If you're building or rebuilding your clinic culture, Dr Mike's insights about:
- Hiring for attitude over skills alone
- Creating genuine team accountability without hierarchy
- Supporting diverse clinical interests
- Making decisions quickly without corporate bureaucracy
...offer a masterclass in how owner-operators can build something genuinely special.
Struggling to get results from your job advertisements?If so, then shining online as a good employer is essential to attracting the types of veterinary professionals who're a perfect cultural fit for your clinic.
The VetClinicJobs job board is the place to post your next job vacancy - to find out more get in touch with Lizzie at VetClinicJobs
Send us a text
Dr Jason Clark is one of VetsOne's three directors and a working farm vet who came to veterinary medicine as a mature student. In this episode, he walks through what collaborative protocol development actually looks like when a clinic genuinely involves staff in decision-making.
In this episode, you'll hear:
- How VetsOne's team developed their euthanasia protocols—including why they light a candle by the front door—and what changed from previous practices
- What happened during the 2023 Cyclone Gabrielle when directors couldn't reach the clinic but staff ran the business independently, even sleeping overnight to handle emergencies
- How VetsOne supports staff developing special interests, including one veterinarian running a herbal medicine practice under her own banner alongside her clinical work
Dr Jason also describes VetsOne's four-word mission statement (professionalism, advocacy, communication, teamwork) and how they actively review whether daily operations align with those values. He explains what "advocacy" means in practice—always starting with gold standard recommendations, then working with clients to find the next best solution if needed.
About VetsOne: VetsOne is a privately owned veterinary clinic in Hastings, Hawke's Bay, New Zealand. They're currently seeking a small animal veterinarian with leadership potential or experience to help guide their companion animal team.
Links:
Small Animal Veterinarian Position at VetsOne
Julie South
Tania Bruce
Lizzie Swanson
About Veterinary Voices: Veterinary Voices: Employer brand conversations that help veterinary clinics hire great people.
About VetClinicJobs: VetClinicJobs is the employer brand job board for veterinary clinics. Build your employer brand. Do your own recruitment. Better.
Struggling to get results from your job advertisements?If so, then shining online as a good employer is essential to attracting the types of veterinary professionals who're a perfect cultural fit for your clinic.
The VetClinicJobs job board is the place to post your next job vacancy - to find out more get in touch with Lizzie at VetClinicJobs
Send us a text
What if the problem with filling after hours emergency shifts isn't that people don't want to do them, but that you haven't made them worth doing? You might discover that if your current team can't honestly endorse what you're offering, your job ads will struggle regardless of how well they're written.
In Episode 240, Julie South reveals why many vet clinics approach emergency rosters with a "be on the roster or find another job" attitude, then wonder why they only attract desperate applicants - or no one at all.
She exposes how treating after hours work like a necessary evil creates unsafe situations and guilt around recovery time, making the whole system unattractive.
Julie covers three strategies that could transform your approach:
- making after hours work genuinely worthwhile through proper remuneration that recognises disruption to sleep and family time (not just clinical work),
- supporting recovery without guilt by building sustainable systems, and
- reframing emergency work as exciting skill development where vets stretch their abilities while ensuring both physical and psychological safety.
She demonstrates why some veterinary professionals actually thrive in after hours situations when conditions are right.
You'll learn why expecting someone who dealt with a 3am emergency to be fresh for a full day of consults is unrealistic and potentially dangerous, and discover how successful clinics build recovery time into their systems.
This episode provides immediate strategies if you're struggling to fill weekend and emergency shifts.
For help creating sustainable after hours systems that make challenging shifts genuinely attractive, Julie recommends Dr. Jocelyn Birch Baker at SmoothOperatingVets.com, who specialises in helping veterinary clinics create smooth operating systems.
For insights into veterinary job advertisement trends across Australia and New Zealand, contact tania@vetclinicjobs.com for the monthly veterinary employment job advertisement market intelligence report.
If you're interested in exploring authentic employer brand recruitment marketing, resources are available at VetClinicJobs.com/resources.
Julie South is a Vet Clinic Employer Brand Marketing specialist.
Links mentioned in episode:
- SmoothOperatingVets.com
- tania@vetclinicjobs.com
- VetClinicJobs.com/resources
Struggling to get results from your job advertisements?If so, then shining online as a good employer is essential to attracting the types of veterinary professionals who're a perfect cultural fit for your clinic.
The VetClinicJobs job board is the place to post your next job vacancy - to find out more get in touch with Lizzie at VetClinicJobs
Send us a text
What if your part-time job ads aren't failing because of the words you're writing, but because of something happening inside your clinic before you even post the job?
You might discover that the real challenge isn't your recruitment strategy - it could be internal attitudes about part-time work that jobseekers sense.
Julie South shares why some clinics nearly lose talented staff they desperately want to keep, simply because they struggle to think outside existing roster systems.
She shares the story of a clinic that almost lost a perfect locum because they tried squeezing her into rigid full-time shaped boxes, despite her part-time preferences solving coverage problems perfectly.
Julie covers three strategies that could transform your approach:
- getting honest about internal attitudes before writing job ads,
- using a simple whiteboard exercise to discover what your team actually wants (which often surprises you), and
- reframing fairness from "everyone gets identical treatment" to "everyone's needs are considered."
She demonstrates why even supportive clinics might benefit from examining internal culture.
You'll learn the specific whiteboard exercise that helped one clinic completely rejig roster arrangements with everyone happier in the new system.
This episode provides immediate action steps if you're experiencing any level of team resistance when part-time work gets discussed.
For clinic owners feeling stuck with creating thriving operations that run smoothly with part-time staff, Julie recommends chatting with Dr Jocelyn Birch Baker at SmoothOperatingVets.com, who specialises in helping veterinary clinics create profitable smooth operating systems.
For insights into veterinary job advertisement trends across Australia and New Zealand, contact tania@vetclinicjobs.com for the latest Veterinary Job Advertisement Market Intelligence Report.
If you're interested in exploring authentic employer brand recruitment marketing, resources are available at VetClinicJobs.com/resources.
Julie South is a Vet Clinic Employer Brand Recruitment Marketing specialist.
Links mentioned in episode:
- SmoothOperatingVets.com
- tania@vetclinicjobs.com
- VetClinicJobs.com
Struggling to get results from your job advertisements?If so, then shining online as a good employer is essential to attracting the types of veterinary professionals who're a perfect cultural fit for your clinic.
The VetClinicJobs job board is the place to post your next job vacancy - to find out more get in touch with Lizzie at VetClinicJobs
Send us a text
Have you ever wondered why some clinics never seem to lose good staff to headhunting competitors or recruiters, while other clinics are constantly battling to keep their best people from being poached? These immune clinics have built something so compelling that external job offers feel like a step backwards, not forwards.
Here's what's really happening out there: recruitment agencies are double dipping. They headhunt someone from your clinic, then turn around and present another headhunted person as a solution to fill the gap they've just created. When challenged, they'll suggest that if you were paying your staff enough, no one would leave. But here's what they're missing—people don't just leave for money. They leave for better culture, growth opportunities, work-life balance, recognition, and feeling genuinely valued.
Most clinics try to solve the poaching problem after it's already happened—someone hands in their notice and suddenly there's panic about counter offers and retention bonuses. But by then, it's often too late because the person had already mentally checked out.
You'll discover:
- The three-strategy framework for building immunity against headhunters and poachers
- Why building a culture worth staying for protects your team better than restrictive contracts
- How to create employee advocates who respond to headhunters with "thanks, but I love where I am"
- The transparent trust approach that makes your door always open for career conversations
- The fatal mistake of trying to control your team instead of inspiring loyalty
This week's actionable takeaway: Look at your current job ad and ask yourself—would reading this make your existing team feel proud to work at your clinic, or does it just describe a generic veterinary role? Transform your job ads to remind your current team why they love working there.
Essential listening for veterinary practice owners who want to build something so good that their team becomes their biggest advocates against poaching.
Brought to you by VetClinicJobs—direct hiring, reimagined. No recruitment agency.
LINKS MENTIONED IN THIS EPISODE:tania@vetclinicjobs.com
VetClinicJobs - The Job Board
VetClinicJobs - the job board - fast results with direct hiring. No Recruitment Agencies involved!
Disclaimer: This post contains affiliate links. If you make a purchase, I may receive a commission at no extra cost to you.
Struggling to get results from your job advertisements?If so, then shining online as a good employer is essential to attracting the types of veterinary professionals who're a perfect cultural fit for your clinic.
The VetClinicJobs job board is the place to post your next job vacancy - to find out more get in touch with Lizzie at VetClinicJobs
Send us a text
What if the perfect veterinary professional for your clinic is happily working somewhere else right now? They're not desperately job hunting or scrolling through job boards every night—they're genuinely content where they are. Yet even these happily employed veterinary professionals can sit up and take notice of your vacancy.
Here's the harsh reality most clinics face: if you're only attracting jobseekers who are desperately looking to leave their current role, you're missing out on some of the best potential team members. Those veterinary professionals who aren't stressed, burned out, or fleeing toxic workplaces often make exceptional long-term hires because they're choosing their next role for positive reasons, not running from negative ones.
Most clinics make the fatal mistake of writing job ads like they're talking to someone desperate for change. The language focuses on requirements and duties—what the clinic needs from them. But passive jobseekers aren't thinking "what can I do for this clinic?" They're thinking "what could this clinic do for my career, work-life balance, and professional growth?"
You'll discover:
- The three-strategy framework for attracting veterinary professionals who aren't actively job hunting
- Why leading with opportunity instead of requirements makes passive jobseekers think "that sounds better than what I have right now"
- How to tell your clinic's real story to help them see themselves as part of your team and culture
- The fatal recruitment mistake that only attracts desperate jobseekers instead of exceptional team members
This week's actionable takeaway: Review your current job ad and ask yourself—would this appeal to someone who's reasonably content where they are, or does it only speak to people desperate to leave?
Transform your messaging to plant the seed of possibility rather than demand immediate action.
Essential listening for veterinary practice owners who want to attract the best veterinary professionals—even the ones who aren't actively looking for a new role.
Brought to you by VetClinicJobs—direct hiring, reimagined. No recruitment agency.
Links mentioned in this episode:
tania@vetclinicjobs.com
Struggling to get results from your job advertisements?If so, then shining online as a good employer is essential to attracting the types of veterinary professionals who're a perfect cultural fit for your clinic.
The VetClinicJobs job board is the place to post your next job vacancy - to find out more get in touch with Lizzie at VetClinicJobs
Send us a text
Why Your Job Ads Aren't Getting Applications (And What Actually Works) - Veterinary Voices ep.236Your job ad has been up for months and you still see zero suitable applications.
Here's the harsh reality: we're in a global veterinary professional shortage with more jobs than jobseekers.
Some clinics are getting great applications while others get crickets.
Most clinics are still advertising like it's 2010—writing job ads that focus entirely on what they need from employees, not what employees want from them.
They list requirements like shopping lists: "Must have 3 years experience, must work weekends, must be comfortable with surgery"—but nothing about why their clinic is special or what makes working there genuinely rewarding.
In this Episode Julie Covers :
- The three-strategy framework that actually works in shortage markets to get veterinary professionals to notice, read and apply to your ads
- Why leading with "we need a veterinarian who can..." kills applications and the flip technique that transforms employer-focused ads into jobseeker magnets
- Why clinical competence is now assumed and what veterinary professionals are actually choosing based on instead
- How traditional job boards force you into templates that strip away your clinic's personality (and why clinic showcasing is just as important as job posting)
- The fatal mistake of treating job ads like shopping lists when you should be competing on the whole employment experience
This week's actionable takeaway: Count how many sentences in your current job ad focus on what you need versus what the jobseeker gets—if it's weighted towards your needs, flip it.
Essential listening for veterinary practice owners who want to attract applications instead of hoping for them.
Brought to you by VetClinicJobs—direct hiring, reimagined. No agency.
LINKS MENTIONED IN THIS EPISODE:
Email Lizzie
Email Tania
Job Advertisement Market Intelligence Report - Australia New Zealand
Struggling to get results from your job advertisements?If so, then shining online as a good employer is essential to attracting the types of veterinary professionals who're a perfect cultural fit for your clinic.
The VetClinicJobs job board is the place to post your next job vacancy - to find out more get in touch with Lizzie at VetClinicJobs
Send us a text
Ever caught yourself about to hire someone who won't do weekend rosters, even though everyone else on your team has to? You're not alone - and you're about to create serious team resentment.
When veterinary practices get desperate to fill positions, they start compromising on core requirements that affect the whole team. Suddenly you're willing to hire someone who skips after-hours responsibilities, or you're rushing background checks just to get bodies through the door. The result? The wrong person creates more problems than having no one at all.
You'll discover:
- Why phrases like "immediate start required" make quality veterinary professionals wonder what's wrong with your clinic
- The three-strategy framework that attracts the right people fast without lowering your standards
- How VetClinicJobs' REAL+STORY approach gets suitable veterinary professionals applying within weeks (averaging 7 weeks from start to hire)
- The fatal mistake that turns urgent hiring into a team morale disaster
This week's actionable takeaway: Transform your urgent job ads from desperate to strategic by removing panic language and replacing it with professional urgency that attracts quality veterinary professionals.
Essential listening for veterinary practice owners who've been struggling to fill positions and are running out of runway.
Contact Information:
- Tania: tania@vetclinicjobs.com
- Lizzie: lizzie@vetclinicjobs.com
- Website: https://vetclinicjobs.com
Brought to you by VetClinicJobs—direct hiring, reimagined. No agency.
Struggling to get results from your job advertisements?If so, then shining online as a good employer is essential to attracting the types of veterinary professionals who're a perfect cultural fit for your clinic.
The VetClinicJobs job board is the place to post your next job vacancy - to find out more get in touch with Lizzie at VetClinicJobs
Send us a text
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.
Struggling to get results from your job advertisements?If so, then shining online as a good employer is essential to attracting the types of veterinary professionals who're a perfect cultural fit for your clinic.
The VetClinicJobs job board is the place to post your next job vacancy - to find out more get in touch with Lizzie at VetClinicJobs
Send us a text
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!
Struggling to get results from your job advertisements?If so, then shining online as a good employer is essential to attracting the types of veterinary professionals who're a perfect cultural fit for your clinic.
The VetClinicJobs job board is the place to post your next job vacancy - to find out more get in touch with Lizzie at VetClinicJobs
Send us a text
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
Struggling to get results from your job advertisements?If so, then shining online as a good employer is essential to attracting the types of veterinary professionals who're a perfect cultural fit for your clinic.
The VetClinicJobs job board is the place to post your next job vacancy - to find out more get in touch with Lizzie at VetClinicJobs
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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.
Struggling to get results from your job advertisements?If so, then shining online as a good employer is essential to attracting the types of veterinary professionals who're a perfect cultural fit for your clinic.
The VetClinicJobs job board is the place to post your next job vacancy - to find out more get in touch with Lizzie at VetClinicJobs
Send us a text
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
Struggling to get results from your job advertisements?If so, then shining online as a good employer is essential to attracting the types of veterinary professionals who're a perfect cultural fit for your clinic.
The VetClinicJobs job board is the place to post your next job vacancy - to find out more get in touch with Lizzie at VetClinicJobs
Send us a text
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
Struggling to get results from your job advertisements?If so, then shining online as a good employer is essential to attracting the types of veterinary professionals who're a perfect cultural fit for your clinic.
The VetClinicJobs job board is the place to post your next job vacancy - to find out more get in touch with Lizzie at VetClinicJobs
Send us a text
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
Struggling to get results from your job advertisements?If so, then shining online as a good employer is essential to attracting the types of veterinary professionals who're a perfect cultural fit for your clinic.
The VetClinicJobs job board is the place to post your next job vacancy - to find out more get in touch with Lizzie at VetClinicJobs
Send us a text
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
Struggling to get results from your job advertisements?If so, then shining online as a good employer is essential to attracting the types of veterinary professionals who're a perfect cultural fit for your clinic.
The VetClinicJobs job board is the place to post your next job vacancy - to find out more get in touch with Lizzie at VetClinicJobs
Send us a text
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.
Struggling to get results from your job advertisements?If so, then shining online as a good employer is essential to attracting the types of veterinary professionals who're a perfect cultural fit for your clinic.
The VetClinicJobs job board is the place to post your next job vacancy - to find out more get in touch with Lizzie at VetClinicJobs
Send us a text
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.
Struggling to get results from your job advertisements?If so, then shining online as a good employer is essential to attracting the types of veterinary professionals who're a perfect cultural fit for your clinic.
The VetClinicJobs job board is the place to post your next job vacancy - to find out more get in touch with Lizzie at VetClinicJobs
Send us a text
Most veterinary clinics don't offer extensive benefits packages—and today, you'll discover why that doesn't have to stop you from attracting great veterinary professionals.
Join host Julie South as she reveals why trying to compete with "benefits" is the wrong strategy and how to showcase the genuine value your clinic offers that money can't buy. Because veterinary professionals aren't just chasing benefits—they're looking for workplaces where they can thrive.
You'll discover:
- Why independent practices trying to compete on corporate terms is a losing game
- The three-strategy framework for attracting great people without big benefit packages
- Zero-cost benefits that prevent burnout and matter enormously to veterinary professionals
- How "We finish by 6pm most days" beats expensive health insurance for many jobseekers
- The mentorship advantage that independent practices have over corporates
- Why "protected time to finish notes" is more valuable than you think
- How to be honest about limitations without sounding negative
- The whiteboard exercise that reveals hidden job-ad gems
This week's actionable takeaway: List everything valuable you offer that isn't a traditional benefit—then ask your team to add what they value about working at your practice. These genuine advantages are often more compelling than expensive benefit packages.
Essential listening for independent clinics that feel they can't compete on benefits but want to attract veterinary professionals who value what they actually offer.
Brought to you by VetClinicJobs—direct hiring, reimagined. No agency.
Struggling to get results from your job advertisements?If so, then shining online as a good employer is essential to attracting the types of veterinary professionals who're a perfect cultural fit for your clinic.
The VetClinicJobs job board is the place to post your next job vacancy - to find out more get in touch with Lizzie at VetClinicJobs
Send us a text
You've got their attention with your job title—now you have exactly 10 seconds to convince them not to hit the back button.
Join host Julie South as she reveals why "We are a busy small animal practice seeking a veterinarian" is killing your hiring success before jobseekers even get to your amazing benefits. Your opening paragraph is make-or-break territory, and most practices are getting it completely wrong.
You'll discover:
- Why jobseekers abandon job adverts within seconds (and it's not what you think)
- The three-part strategy that transforms boring openings into irresistible invitations
- The "dream day" technique that puts jobseekers right into your practice (before they've even applied)
- Why starting with "Established in 1985" is sabotaging your hiring efforts
- The one ratio that veterinary professionals scan for—and why it matters more than your equipment list
- How to address the after-hours elephant in the room without scaring people away
- The fatal mistake that makes your opening sound corporate instead of human
This week's actionable takeaway: Transform your generic opening paragraph into a compelling connection that shows veterinary professionals exactly what's in it for them. Because getting the click is only half the battle—keeping them reading is where the magic happens.
Essential listening for veterinary practice owners who want to stop losing great jobseekers in those crucial first 10 seconds.
Brought to you by VetClinicJobs—direct hiring, reimagined. No agency.
Struggling to get results from your job advertisements?If so, then shining online as a good employer is essential to attracting the types of veterinary professionals who're a perfect cultural fit for your clinic.
The VetClinicJobs job board is the place to post your next job vacancy - to find out more get in touch with Lizzie at VetClinicJobs
Send us a text
Your job title has just 3 seconds to stop veterinary professionals from scrolling past your opportunity—are you making them count?
Join host Julie South in this game-changing episode as she reveals why "Veterinarian Required" and "Vet Nurse Position" are killing your hiring success. If you're tired of posting job adverts that disappear into the void, this episode could be your wake-up call.
You'll discover:
- The harsh reality of why generic job titles are costing you the best veterinary professionals
- The three-part formula for titles that make veterinary professionals stop and click (hint: one part they'll never expect)
- The word that veterinary professionals are scanning for—and the fatal mistake that buries it
- Why "No After Hours, Great Team" beats "Veterinary Nurse Position" every single time
- The biggest mistakes clinic owners make with job titles (and how to avoid them)
- Why your amazing practice culture means nothing if jobseekers never click to read about it
- The one question you must ask about your current job titles (spoiler: it might sting)
This week's actionable takeaway: Transform your boring job titles into click-worthy opportunities that reflect what makes YOUR practice special. Because your perfect hire can't apply if they never see your job.
Part of the essential job advertising series every veterinary practice owner needs to hear. Whether you're struggling to fill positions or just want to attract better veterinary professionals, these strategies will revolutionize how you think about job titles.
Brought to you by VetClinicJobs—direct hiring, reimagined. No agency.
Struggling to get results from your job advertisements?If so, then shining online as a good employer is essential to attracting the types of veterinary professionals who're a perfect cultural fit for your clinic.
The VetClinicJobs job board is the place to post your next job vacancy - to find out more get in touch with Lizzie at VetClinicJobs
Send us a text
We tackle how writing effective job requirements can transform your veterinary clinic's hiring success by focusing on potential rather than unrealistic wishlists.
The perfect veterinary team member often doesn't check every box but brings the right attitude and growth mindset to thrive in your specific environment.
What Julie South covers in this episode:
• Too many job adverts read like impossible wishlists rather than realistic requirements
• Understanding the crucial difference between absolute "must-haves" and developable "nice-to-haves"
• Use the test: "Would I hire someone perfect in every other way who lacks this requirement?"
• Lead with growth potential instead of demanding specific experience levels
• Be specific about what communication and skills actually look like in your practice
• Show jobseekers the path to developing "nice-to-have" skills at your clinic
• Avoid the experience trap - more years doesn't automatically equal better fit
• Success comes from focusing on what someone needs to thrive in your specific environment
• Writing your requirements in your own words attracts professionals who understand your actual needs
Ready to write job requirements that attract the right veterinary professionals without scaring people away? Visit vetclinicjobs.com where Lizzie and the team will help you craft requirements that reflect what you actually need, not what you think you should ask for.
Struggling to get results from your job advertisements?If so, then shining online as a good employer is essential to attracting the types of veterinary professionals who're a perfect cultural fit for your clinic.
The VetClinicJobs job board is the place to post your next job vacancy - to find out more get in touch with Lizzie at VetClinicJobs
Send us a text
In today's competitive veterinary job market, skilled professionals have choices about where they work, making your clinic's culture your competitive advantage. This episode explores three practical strategies to showcase your genuine team culture in job ads to attract jobseekers who'll be the perfect cultural fit.
• Culture isn't just a nice-to-have—it's what makes jobseekers choose your clinic over others
• The "BBQ test": what team members would honestly say about your workplace when you're not around
• Show collaboration in action through specific stories rather than generic claims
• Highlight unique traditions that reveal your workplace's human side
• Share growth stories demonstrating how team members have developed professionally
• Traditional job boards limit your ability to showcase culture effectively
• Authenticity is crucial—job seekers can spot fake enthusiasm from a mile away
• Even "ordinary" clinics have special cultural elements they take for granted
• Avoid overselling or exaggerating your culture with unrealistic claims
• Don't reduce culture to perks—focus on team interactions and support
Visit vetclinicjobs.com for a job board that gives you space to tell your story, showcase your culture, and include photos without cramming your clinic's unique personality into a tiny text box.
Struggling to get results from your job advertisements?If so, then shining online as a good employer is essential to attracting the types of veterinary professionals who're a perfect cultural fit for your clinic.
The VetClinicJobs job board is the place to post your next job vacancy - to find out more get in touch with Lizzie at VetClinicJobs
Send us a text
Ever wondered why your veterinary job advertisements aren't attracting the right applicants? The answer might be simpler than you think.
Welcome to Episode 225 of Veterinary Voices, where we kick off an exciting new series about how to advertise job vacancies to build your stellar teams in the veterinary profession.
Today, we're diving into a game-changing approach that transformed one clinic's year-long recruitment struggle into a successful hire within just two months: storytelling in job advertisements.
Most veterinary roles share similar technical requirements – what truly sets positions apart are the people, environment, and culture. Traditional bullet-point job listings fail to capture these crucial differences. Through storytelling, you invite potential applicants to imagine themselves within your clinic's unique narrative.
Rather than stating "We're hiring a veterinarian," paint a picture: "Picture yourself walking through the doors of a welcoming clinic where the laughter of the team competes only with the tap of paws waiting patients."
Julie South shares three practical strategies to incorporate storytelling into your recruitment process: describing a day in the life at your clinic, celebrating your practice's unique "wow factors" (flexible schedules, work-life balance, team camaraderie), and highlighting the patients and clients that make your community special.
These approaches help applicants envision their future at your practice, creating emotional connections that bulletpoints simply cannot achieve.
The proof is in the results – clinics using this storytelling approach are connecting with jobseekers who specifically want to work in their environments, not just anyone looking for a job.
Ready to transform your recruitment strategy? Visit VetClinicJobs.com, where Lizzie will help you craft compelling narratives that attract the perfect additions to your team.
Hit that "follow" button to automatically tune in next week as Julie explores team culture and its critical role in attracting ideal job applicants!
Struggling to get results from your job advertisements?If so, then shining online as a good employer is essential to attracting the types of veterinary professionals who're a perfect cultural fit for your clinic.
The VetClinicJobs job board is the place to post your next job vacancy - to find out more get in touch with Lizzie at VetClinicJobs
Send us a text
Recent Massey University Veterinary Science Graduate, Dr Aodhan Wildbore, shares what truly matters for veterinary graduates starting their careers. His experience at Wanganui Vet Services showcases how essential proper mentoring is for new professionals – making the difference between thriving or leaving the profession entirely.
Aodhan's no-holds-barred insights shatter common fears about first veterinary positions. "I actually don't feel like a new grad really," he shares, describing a practice where new graduates receive both freedom and robust support.
Unlike clinics where experienced vets reject new approaches, Aodhan works with senior practitioners who value fresh knowledge while providing guidance without micromanagement.
His most satisfying case to date? Diagnosing a BVD outbreak in a herd – a complex situation where he applied thorough diagnostics and implemented management protocols with appropriate backup from experienced colleagues.
Beyond clinical practice, Aodhan offers thought-provoking perspectives on the declining number of men entering veterinary medicine. He suggests limited exposure may be the culprit: "Guys are somewhat shielded from the industry in terms of exposure."
This cultural shift presents challenges for the profession's diversity. For anyone considering Whanganui as their next destination, Aodhan's experience as a newcomer has been overwhelmingly positive, finding the community welcoming and accepting far sooner than the "five years to be accepted" he'd been warned about.
Ready to find your place in a clinic that lifts you up? Wanganui Vet Services and its sister clinic, Vets on Carlton are seeking veterinarians who are motivated, flexible and people-oriented. Visit vetclinicjobs.com/vets-on-carlton to learn more about joining a team where you'll be empowered to grow while delivering exceptional care.
Struggling to get results from your job advertisements?If so, then shining online as a good employer is essential to attracting the types of veterinary professionals who're a perfect cultural fit for your clinic.
The VetClinicJobs job board is the place to post your next job vacancy - to find out more get in touch with Lizzie at VetClinicJobs
Send us a text
Ever wondered what makes a veterinary practice truly special? It's not just about the facilities or location—it's about creating a culture where every team member feels valued, supported, and empowered to use their full range of skills.
In this chat with Bridget Swart, head veterinary nurse at Vets on Carlton in Whanganui, we talk about the daily rhythms of a clinic that's earned an impressive 4.7-star rating from its own employees.
Bridget shares her journey as a "transplant" to this seaside community, where she's found not just professional fulfilment but a perfect setting for raising her young family.
What becomes immediately apparent is how this clinic approaches teamwork. From organised morning rounds to the mutual support team members offer one another during challenging days, there's an genuine camaraderie that can't be manufactured.
Perhaps most significantly, veterinarians at the practice fully utilise their nurses' skills—from administering pre-meds to intubating patients, placing catheters, and conducting x-rays. This approach not only increases job satisfaction for nursing staff but creates a more efficient workplace where everyone can focus on what they do best.
For veterinary professionals considering their next move, Whanganui offers a compelling alternative to big-city practice. As Bridget puts it, the "slower pace" and family-friendly amenities create the perfect work-life balance, while the clinic's commitment to continuing education ensures career development doesn't stagnate.
Whether you're a veterinarian looking for your next position or simply curious about what makes a veterinary workplace thrive, this episode provides valuable insights into creating a sustainable and fulfilling veterinary career.
If you're ready to discover if Vets on Carlton might be your perfect next move you owe it to yourself to check them out!
Check out Tania's Job Video.
Struggling to get results from your job advertisements?If so, then shining online as a good employer is essential to attracting the types of veterinary professionals who're a perfect cultural fit for your clinic.
The VetClinicJobs job board is the place to post your next job vacancy - to find out more get in touch with Lizzie at VetClinicJobs
Send us a text
Discover the heart and soul of rural veterinary practice through Dr Dave Rankin's eyes as he celebrates 30 years with Wanganui Vet Services - sister clinic to Vets on Carlton.
Dr Dave's journey shows what makes a veterinary workplace truly special – the deep bonds formed with farming families across generations, the satisfaction of mentoring young professionals, and the joy of practicing diverse medicine from pregnancy testing cattle to performing emergency small animal surgeries.
What stands out in this conversation is Dr Dave's people-first approach to veterinary medicine. "My team's always stronger than the individual," he explains, describing how everyone from receptionists to nurses plays a vital role in clinic success.
This philosophy extends to professional development, where staff members are encouraged to pursue their passions – even when it means sending a primarily large animal vet like Dr Dave, to a small animal dental course!
The clinic's thoughtful approach to after-hours work demonstrates their commitment to staff wellbeing. New veterinarians receive approximately six months lead-in before joining the on-call roster, and when they do, a tiered support system ensures they're never alone. This structure, combined with extra annual leave, helps address one of the profession's most challenging aspects.
Beyond the clinic, Whanganui itself offers an enviable lifestyle. "Everyone forgets we're a seaside city," Dr Dave shares, describing how he can be fishing, skiing, or hiking within minutes of home. With good schools, a pleasant climate, and a central location, it's the perfect setting for veterinary professionals seeking work-life balance.
Want to join a veterinary team where you're truly valued? Visit vetclinicjobs.com/vets-on-carlton to learn more about opportunities at this Veterinary Clinic Employer of Choice, where you can apply directly with no recruitment agency involved. As Dr Dave puts it, "Our clinics allow people to be themselves and to grow in an environment that is fully supported."
Struggling to get results from your job advertisements?If so, then shining online as a good employer is essential to attracting the types of veterinary professionals who're a perfect cultural fit for your clinic.
The VetClinicJobs job board is the place to post your next job vacancy - to find out more get in touch with Lizzie at VetClinicJobs
Send us a text
What does it take to be a Veterinary Clinic "Employer of Choice" - Julie South catches up with Dianna - Head of Reception at Wanganui Vet Services (sister clinic of Vets on Carlton).
If you're a veterinary professional looking to make your next move and Companion Animals is your thing, you owe it to yourself to check out Vets on Carlton in Whanganui.
Dianna shares her 16-year journey at Wanganui Vet Services and Vets on Carlton, revealing what makes this veterinary practice a VetClinicJobs Employer of Choice with a stellar 4.8-star employee rating.
Julie and Dianna explore the clinic culture where "everybody is valued the same" regardless of their role, and discover why veterinary professionals choose to build long-term careers in this supportive environment.
Reception Manager Diana has worked at Wanganui Vet Services for nearly 16 years:
- Originally joined as a qualified vet nurse doing her training at the practice
- Enjoys building relationships with clients and helping solve their problems
- Team described as "fabulous, dedicated, and professional" with complementary strengths
- Whanganui offers excellent quality of life with festivals, outdoor activities, and strong community
- Clinic serves diverse clientele from urban pet owners to generations of farming families
- Work environment where "everybody is on the same level" regardless of role
- Team provides support when "things go wrong in people's lives"
What does it take for VetClinicJobs to identify a clinic as an Employer of Choice Veterinary Clinic?
Employer of Choice status requires
-
2 4-star employee reviews,
- clinic commitment to CPD
- community involvement
Check out vetclinicjobs.com/vets-on-carlton for more information, and tune in next week when Julie South catches up with head veterinarian and Massey grad, Dr Dave Rankin.
Struggling to get results from your job advertisements?If so, then shining online as a good employer is essential to attracting the types of veterinary professionals who're a perfect cultural fit for your clinic.
The VetClinicJobs job board is the place to post your next job vacancy - to find out more get in touch with Lizzie at VetClinicJobs
Send us a text
What happens when a non-veterinarian takes the helm of a veterinary practice? In this chat, Tom Dinwiddie reveals how his business background and people-first approach have transformed Wanganui Veterinary Services and Vets on Carlton into genuine Employers of Choice in New Zealand's veterinary landscape.
At the heart of Tom's management philosophy lies a refreshing commitment to autonomy and accountability. "We allow people to make their own decisions and work autonomously," he explains, sharing real examples of team members who've flourished under this approach—from the young vet who researched and recommended dental X-ray equipment to the reserved nurse who blossomed into a confident leader.
This trust extends to equipment needs and continuing education, with the practice generously supporting veterinarians' professional interests, whether in advanced dentistry, ultrasound techniques, or orthopaedic surgery.
Beyond the clinic walls, Tom paints a vivid picture of Whanganui as "New Zealand's best-kept secret"—a place where veterinary professionals can truly have it all. With affordable housing, excellent schools, and boundless outdoor adventures from river kayaking to mountain climbing, the area offers the quintessential New Zealand lifestyle without the constraints of big-city living.
The clinic's success in integrating international veterinary skills is exemplified by Hein, a Dutch veterinarian who joined after falling in love with the Whanganui River during a kayak trip and has now built a life and orthopaedic skills there over ten years.
For veterinary professionals contemplating their next career move, this conversation presents a compelling alternative to the traditional vet-owned practice model—one where personal and professional growth go hand in hand, all within one of New Zealand's most liveable communities.
Visit vetclinicjobs.com/vets-on-carlton to discover how you could be part of this exceptional team.
Struggling to get results from your job advertisements?If so, then shining online as a good employer is essential to attracting the types of veterinary professionals who're a perfect cultural fit for your clinic.
The VetClinicJobs job board is the place to post your next job vacancy - to find out more get in touch with Lizzie at VetClinicJobs
Send us a text
This episode focuses on the essential steps required to become a registered veterinarian in New Zealand, emphasising the importance of understanding the registration process for overseas applicants.
Key topics include language proficiency, registration types, and examination requirements.
• Overview of the veterinary registration process in New Zealand
• Importance of a current Annual Practicing Certificate (APC)
• Requirement for English proficiency and passing the IELTS
• Difference between general and limited registration for veterinarians
• Examination pathways for those with unrecognised (according to the Veterinary Council of New Zealand) veterinary degrees
• Overview of Massey University’s Supervised Year of Clinical Training
and something new in 2025:
• Announcement of the transition to a newsletter format with focused content
Veterinary Council of New Zealand website
Struggling to get results from your job advertisements?If so, then shining online as a good employer is essential to attracting the types of veterinary professionals who're a perfect cultural fit for your clinic.
The VetClinicJobs job board is the place to post your next job vacancy - to find out more get in touch with Lizzie at VetClinicJobs
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As we venture into 2025, understanding recruitment dynamics is critical for veterinary clinics facing staffing challenges.
Today Julie South looks into the current landscape of veterinary employment in Aotearoa New Zealand, emphasising the importance of a strong employer brand, adapting to immigration changes, and creating supportive workplaces.
Julie recaps the impactful recruitment changes in NZs 2024 and crystal ball gazes into what she believes must happen in 2025:
• Overview of recruitment trends in New Zealand
• Analysis of immigration rule changes impacting veterinary staffing
• Explanation of MPI's Voluntary Bonding Scheme for large animal vets
• The significance of mentorship and new grad development programs
• Importance of a strong employer brand in attracting talent
• Discussion on the role of AI in recruitment strategies
• Steps to improve visibility and attractiveness of job advertisements
• Encouragement for existing staff to provide positive reviews
VetStaff
leading veterinary sector recruitment in New Zealand | veterinarians | locums | nurses
Disclaimer: This post contains affiliate links. If you make a purchase, I may receive a commission at no extra cost to you.
Struggling to get results from your job advertisements?If so, then shining online as a good employer is essential to attracting the types of veterinary professionals who're a perfect cultural fit for your clinic.
The VetClinicJobs job board is the place to post your next job vacancy - to find out more get in touch with Lizzie at VetClinicJobs
Send us a text
Equine dental care in New Zealand is facing a crossroads, and Registered Veterinarian Dr Helen Beattie is here to shed light on the pressing need for regulatory reform.
The current landscape allows non-veterinarians to perform complex dental procedures on horses, posing significant risks to equine welfare.
Join host Julie South and Dr Helen as she shares her passionate advocacy against these practices, highlighting the Ministry for Primary Industries' disregard for expert veterinary advice and her relentless pursuit to safeguard animal welfare through policy change.
Regulatory challenges extend beyond equine care as veterinary nurses in the companion animal field grapple with limitations despite their training and insurance.
Dr Helen recounts her journey back to university, driven by a desire to blend legal expertise with my passion for animals, aiming to become one of only two (as at recording) vet lawyers in New Zealand.
Her personal narrative underscores the broader need for regulatory support to overcome bureaucratic hurdles and the fresh perspective that legally trained veterinary professionals can bring to the field.
Returning to academia as a mature student brings its own set of challenges and opportunities. Dr Helen and Julie discuss how life experience enriches both learning and work environments, while also confronting exam stress and perfectionism.
We celebrate the unique contributions mature students and professionals bring, urging respect and appreciation for their wisdom and balance.
Struggling to get results from your job advertisements?If so, then shining online as a good employer is essential to attracting the types of veterinary professionals who're a perfect cultural fit for your clinic.
The VetClinicJobs job board is the place to post your next job vacancy - to find out more get in touch with Lizzie at VetClinicJobs
Send us a text
Today host Julie South, uncover some of the complexities of national cat management in New Zealand in this second of three part series with Dr Helen Beattie.
As a dedicated advocate for responsible cat ownership, Dr Helen shines a light on the vital role of veterinary professionals in transforming public perceptions and practices.
Julie and Dr Helen explore the myths surrounding feline reproduction, the crucial importance of microchipping and de-sexing, and the dire need for streamlined national legislation to replace ineffective local bylaws.
Their discussion reflects on a decade of progress and the delicate balance between animal welfare and environmental conservation.
Veterinarians are front and centre in the battle for effective stray cat management, and Dr Beattie shares her frustrations and hopes for the future. She shares the critical need for thoughtful trap, neuter, and return (TNR) programmes, especially near ecologically sensitive areas.
Dr Helen passionately argues that simply euthanising strays is not socially acceptable, and emphasises the need for the veterinary community to unite in supporting responsible management initiatives. By shifting the narrative towards keeping cats safe and happy at home, we can start the conversation that benefits both native species and our feline friends.
Hear about innovative solutions like cat-proof fencing, designed to safely contain outdoor cats and prevent them from straying into vulnerable habitats. Dr Helen compares this modern approach to the established practice of high fencing for dogs, highlighting the growing responsibilities of cat ownership.
Julie and Dr Helen also discuss the ongoing development of educational tools to support both vets and cat guardians, as well as the financial needs of these initiatives.
Links mentioned in this episode
CatfenceCatnetsEp 215 - Banning Live ExportsJoin VAWA
Struggling to get results from your job advertisements?If so, then shining online as a good employer is essential to attracting the types of veterinary professionals who're a perfect cultural fit for your clinic.
The VetClinicJobs job board is the place to post your next job vacancy - to find out more get in touch with Lizzie at VetClinicJobs
Send us a text
What if you could change the fate of thousands of animals with just your voice?
Join Julie South this week as she chats with Dr Helen Beattie, the pioneering founder of Veterinarians for Animal Welfare Aotearoa (VAWA).
Today Dr Helen she shares her compelling journey in challenging the norms of live animal exports. Through her expert lens, Dr Beattie brings to light the ethical dilemmas and dire conditions faced during these inhumane journeys.
Dr Helen and Julie catch up on what she's been doing since her last guest appearance (back in ep. 069). They talk about VAWAs mission through to grappling with the pressing need for sustainable financial models to keep such critical advocacy alive.
As we confront the harsh realities of live exports, the episode also unravels the tragic story of Gulf Livestock 1, serving as a stark warning of the perils involved.
Dr Helen and Julie talk about the political maelstrom surrounding New Zealand's anticipated repeal of the live export ban and they explore the global movement towards stricter regulations.
This conversation isn't just about the challenges—it’s about taking action. They discuss how public engagement can influence decision-making and shape policies that prioritise animal welfare.
Tune in to discover the power of advocacy and the potential for meaningful change in the realm of animal rights.
Links Mentioned Today
Dr Helen Beattie - Episode 069Dr Helen Beattie - Episode 070Dr Helen Beattie - Episode 071Email Prime Minister Christopher LuxonVeterinarians for Animal Welfare Aotearoa website
Struggling to get results from your job advertisements?If so, then shining online as a good employer is essential to attracting the types of veterinary professionals who're a perfect cultural fit for your clinic.
The VetClinicJobs job board is the place to post your next job vacancy - to find out more get in touch with Lizzie at VetClinicJobs
Send us a text
Join Julie South for the second thought-provoking conversation she has with Dr Jane Jones, as they uncover the nuanced experiences of Māori veterinarians and veterinary nurses in New Zealand.
Discover how Dr Jane's collaborative research with Dr. Francesca Brown reveals the profound impact of cultural narratives and the challenges faced by Māori professionals in expressing their identity within the veterinary field.
Listen to them chat about the significance of respecting cultural practices like tikanga, especially in contexts involving death, and explore the broader implications of kaupapa Māori research.
Dr. Jones shares her hope that future Māori veterinary professionals will continue this vital dialogue, reflecting her commitment to honouring cultural perspectives.
Julie and Dr Jane also explore the shared experiences of Māori and Pasifika communities in both human health and veterinary sectors, emphasising the importance of trust, empathy, and understanding cultural contexts.
Their conversation sheds light on the financial hurdles these communities face in accessing care and the need for cultural safety in veterinary practice. Drawing on personal stories, they discuss the importance of self-reflection in overcoming biases and assumptions and underscore the necessity for the veterinary sector to engage meaningfully with Te Tiriti o Waitangi.
The episodes wraps up with a hopeful note on community unity, inspired by the peaceful Hikoi event, as they advocate for a more inclusive and respectful veterinary practice in New Zealand.
Struggling to get results from your job advertisements?If so, then shining online as a good employer is essential to attracting the types of veterinary professionals who're a perfect cultural fit for your clinic.
The VetClinicJobs job board is the place to post your next job vacancy - to find out more get in touch with Lizzie at VetClinicJobs
Send us a text
Dr. Jane Jones, a pioneering voice in veterinary narratives, invites us into her world as she navigates the complexities of qualitative research in veterinary science.
With a unique focus on the experiences of Māori veterinarians and vet nurses in Aotearoa, New Zealand, Dr Jane's research journey unveils the challenges and rewards of exploring a field with sparse literature.
Her collaboration with Associate Professor Dr Francesca Brown and her dedication to learning Te Reo Māori highlight not only her personal growth but also her commitment to enhancing cultural sensitivity within veterinary practices.
Through this episode (part one of two), you're offered a thoughtful reflection on the intersection of Māori culture and veterinary science, as Dr Jane shares the profound impact of indigenous perspectives on animal care.
We further explore how integrating te reo Māori into veterinary consultations has sparked varied reactions and why understanding Māori views on animals can transform welfare practices.
Dr Jane provides insights from key studies and interviews, unveiling themes of cultural visibility and safety within the profession.
As host, Julie South, and Dr Jane delve into broader historical trends - including language loss and educational struggles among Māori communities - this episode challenges us to reconsider the role of indigenous perspectives in building trust and improving outcomes in veterinary care.
Join Julie South and Dr Jane Jones for a thought-provoking chat that not only enlightens, but also inspires, a rethinking of our approach to cultural dynamics in the veterinary world.
Struggling to get results from your job advertisements?If so, then shining online as a good employer is essential to attracting the types of veterinary professionals who're a perfect cultural fit for your clinic.
The VetClinicJobs job board is the place to post your next job vacancy - to find out more get in touch with Lizzie at VetClinicJobs
Send us a text
In this episode of Veterinary Voices, host Julie South delivers invaluable insights for new veterinary graduates (vets and nurses) preparing for their first job interviews.
With career expo season in full swing across New Zealand, this timely discussion provides practical, actionable strategies to help fresh graduates stand out in the competitive veterinary job market.
Key takeaways include:
- How to craft standout applications that catch employers' attention
- Essential pre-interview research techniques
- The STAR framework for answering behavioural questions
- Professional presentation tips that make a lasting impression
- Strategic questions to ask during interviews
Whether you're a recent graduate or preparing for a career transition, this episode offers concrete steps to help level the playing field in veterinary job interviews.
Julie's experienced perspective and practical advice make this a must-listen for anyone looking to launch their veterinary career with confidence.
Perfect for:
- New veterinary graduates
- Veterinary students preparing for the job market
- Career changers within the veterinary industry
- Hiring managers wanting to understand candidate perspectives
Listen now to gain the competitive edge you need in your next veterinary job interview.
Links mentioned today:Episode 075- 11 Job Interview Questions to Ask
Episode 041 - Massey University Job Interview Q&A
Struggling to get results from your job advertisements?If so, then shining online as a good employer is essential to attracting the types of veterinary professionals who're a perfect cultural fit for your clinic.
The VetClinicJobs job board is the place to post your next job vacancy - to find out more get in touch with Lizzie at VetClinicJobs
Send us a text
Episode 211 of Veterinary Voices, hosted by Julie South, features an in-depth conversation with Catherine Neazor Brady, a seasoned New Zealand licensed immigration consultant.
Catherine and Julie look at the latest changes in New Zealand's immigration policies and their significant impact on the veterinary industry.
Key Points Discussed:
- Immigration Processing Improvements:
- Immigration New Zealand has reorganised into operational centres, leading to faster processing times.
- Priority processing for skill level one jobs and Green List roles, including veterinarians.
- Job checks for priority categories now processed within weeks instead of months.
- Accredited Employer Work Visa Review:
- Ongoing review of the scheme with potential changes to wage requirements.
- Possible shift from median wage requirement to minimum wage plus a factor or market rate.
- Implications for veterinary nurse recruitment and retention.
- Partner Visa Changes:
- From 2 December 2024, Partnership Work Visas will become fully open with no conditions or pay requirements.
- This change makes it easier for partners of veterinary professionals to find work in New Zealand.
- Visa Application Fees and Processing:
- Discussion on the recent fee increase and its impact on application numbers.
- Insights into application approval rates and common issues causing delays.
- Single Parent Visa Applicants:
- Special wage threshold requirements for visa applicants with dependent children.
- Minimum annual earnings of $43,322.70 required to support dependents on a visa.
This episode provides crucial information for veterinary practices considering hiring overseas qualified professionals looking to work in New Zealand.
Discover how to navigate the complex immigration landscape, understand recent policy changes, and prepare for potential future developments in New Zealand's veterinary sector immigration policies.
Catherine's previous episodes
Episode 203Episode 204
Struggling to get results from your job advertisements?If so, then shining online as a good employer is essential to attracting the types of veterinary professionals who're a perfect cultural fit for your clinic.
The VetClinicJobs job board is the place to post your next job vacancy - to find out more get in touch with Lizzie at VetClinicJobs
Send us a text
In this interesting episode of Veterinary Voices, Julie South catches up again with Khristina Naden, Senior Lecturer in Veterinary Nursing at Otago Polytech, where she demonstrates how a veterinary nursing qualification can evolve into ground-breaking research.
As Kristina shares insights from her Masters research (hopefully to be upgraded to PhD research) into therapeutic horse riding, you're are treated to a super interesting blend of scientific methodology and practical experience that bridges the gap between animal care and human therapy.
In episodes 205 and 206 Kristina's shared her non-traditional entry into veterinary nursing. Today she expands on that to share how it's possible to expand and morph traditional veterinary nursing.
Kristina talks about conducting international research which showcases the expanding horizons available within the veterinary nursing profession.
Her recent presentation at a conference in Budapest highlights how veterinary expertise can contribute to broader therapeutic applications, from improving physical mobility to enhancing speech and language development in patients.
She also chats about how she was invited to present her veterinary research at a medical (human) conference; where a brief case of Imposter Syndrome kicked in.
Key Takeaways:
- Veterinary nursing qualifications can lead to diverse career paths, including academic research and specialised therapy programs
- The horse-human connection is deeply nuanced, with horses serving as sensitive indicators of human mental states - a finding that has implications for both therapeutic and recreational riding
This episode is particularly valuable for veterinary professionals considering career advancement, those interested in animal-assisted therapy, and anyone fascinated by the scientific understanding of horse-human interactions.
Struggling to get results from your job advertisements?If so, then shining online as a good employer is essential to attracting the types of veterinary professionals who're a perfect cultural fit for your clinic.
The VetClinicJobs job board is the place to post your next job vacancy - to find out more get in touch with Lizzie at VetClinicJobs
Send us a text
Unlock the secrets to finding your ideal veterinary clinic job by asking smart "Culture-based" questions at your job interview.
Today Julie South guides you through smart questioning techniques that reveal a clinic’s true culture and values.
Wondering how to ensure your future workplace aligns with your professional ethos? This episode of Veterinary Voices promises to equip you with the right questions to ask during job interviews, helping you uncover crucial insights about workplace culture, employee satisfaction, professional development support, and feedback processes. By integrating these tactics with thorough online research, including checking reviews on vetclinicjobs.com, you'll be well-prepared to make informed career decisions.
Moreover, hear why verified reviews are vital in your job search and how they can transform your understanding of potential employers.
Listeners are encouraged - regardless of whether they're seeking a new job or currently employed - to contribute to their clinic's community by leaving positive, anonymous reviews that can aid fellow veterinary professionals.
Today, you can discover how to leverage these 10 "culture" questions and their insights to leverage your career growth, ensuring each step you take is towards a workplace that truly resonates with your values and aspirations.
Struggling to get results from your job advertisements?If so, then shining online as a good employer is essential to attracting the types of veterinary professionals who're a perfect cultural fit for your clinic.
The VetClinicJobs job board is the place to post your next job vacancy - to find out more get in touch with Lizzie at VetClinicJobs
Send us a text
In this episode of Veterinary Voices, host Julie South continues her in-depth conversation with Michelle Cameron, an executive member of the New Zealand Vet Nurse Association.
Their chat goes into innovative ways Veterinary Nurses can enhance their professional standing and increase their earning potential within the evolving landscape of veterinary practice.
The episode offers a wealth of practical strategies for Vet Nurses to demonstrate their value and for clinics to optimise their billing practices. From implementing nurse-led services to improving coding and tracking of nurse-provided care, the conversation covers a range of topics that can benefit both staff satisfaction and the practice's financial health.
Three key takeaways from this episode:
1. Veterinary nurses have the potential to significantly increase their hourly rates by proactively identifying and implementing fee-earning opportunities within their clinics. Julie and Michelle explore how nurses can take initiative in areas such as patient care, specialised consultations, and procedural assistance to justify higher remuneration / hourly rates.
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Implementing nurse-led services, such as dental checks, senior pet consultations, and vaccinations, can free up veterinarians' time while generating additional revenue for the practice. Michelle provides specific examples of how these services can be structured and billed.
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Proper coding and tracking of nurse-provided services is crucial for accurate billing and demonstrating the financial impact of Veterinary Nurses. The conversation highlights the importance of having comprehensive and easy-to-use systems in place to capture all billable activities.
For vet nurses seeking career advancement, this episode offers concrete steps to increase their value within the practice. At the same time, Practice Managers and owners will gain insights into optimising operations and improving profitability while enhancing staff satisfaction. Veterinarians will learn about ways to delegate tasks effectively, allowing them to focus on more complex cases.
By addressing the evolving role of Veterinary Nurses and the financial aspects of veterinary practice, there's a roadmap for elevating the Veterinary Nursing profession and improving overall clinic efficiency. Whether you're just starting your career in veterinary medicine or you're a seasoned professional looking for new perspectives, this discussion offers valuable, actionable strategies to implement in your practice."
VetStaff
leading veterinary sector recruitment in New Zealand | veterinarians | locums | nurses
Disclaimer: This post contains affiliate links. If you make a purchase, I may receive a commission at no extra cost to you.
Struggling to get results from your job advertisements?If so, then shining online as a good employer is essential to attracting the types of veterinary professionals who're a perfect cultural fit for your clinic.
The VetClinicJobs job board is the place to post your next job vacancy - to find out more get in touch with Lizzie at VetClinicJobs
Send us a text
Discover how to maximise the value of your clinic's Veterinary Nurses and boost your clinic's revenue in this ideas-packed episode of Veterinary Voices.
Julie South catches up with Michelle Cameron, a New Zealand Registered Veterinary Nurse with extensive experience in emergency and critical care (ECC), and an Executive Member of the New Zealand Vet Nurse Association (NZVNA).
Michelle shares valuable insights on leveraging the skills of veterinary nursing professionals.
Key topics covered:
- Implementing nurse fees: Discover about charging for services such as overnight patient care and surgical preparation, which are often provided by nurses but not billed separately.
- Overcoming resistance: Understand the challenges of introducing new billing practices and how to address concerns from both staff and management.
- Improving clinic culture and profitability: Explore how recognising and valuing nurses' professional skills can positively impact both team morale and the clinic's bottom line.
- Practical examples: Gain specific ideas for billable nursing services, including hospitalisation fees, surgical prep, and nurse-led consultations.
This episode offers valuable insights for Veterinary Nurses looking to increase their professional value, Practice Managers seeking to optimise clinic operations, and Veterinarians interested in maximising team efficiency.
This episode can seriously be revolutionary in regards to how you approach veterinary nursing and clinic billing practices!
Struggling to get results from your job advertisements?If so, then shining online as a good employer is essential to attracting the types of veterinary professionals who're a perfect cultural fit for your clinic.
The VetClinicJobs job board is the place to post your next job vacancy - to find out more get in touch with Lizzie at VetClinicJobs
Send us a text
Welcome to Episode 206 of Veterinary Voices, hosted by Julie South. With listeners in 1,400 cities worldwide, Veterinary Voices is your trusted source for insights into New Zealand's dynamic veterinary industry. This episode is proudly sponsored by VetStaff, New Zealand's leading recruitment agency dedicated to connecting veterinary professionals with exciting career opportunities in Kiwi vet clinics.
Today, Julie South continues her informative chat with Kristina Naden, a senior lecturer in veterinary nursing at Otago Polytechnic. This is the second part of their discussion on New Zealand's new Diploma in Veterinary Nursing, set to welcome its first cohort in February 2025. If you missed the first part, be sure to check out Episode 205 for the full context.
In this episode Kristina chats with Julie about:
- what's the most exciting part about the new Dip VN you're looking forward to? (at 05:30)
- how does the 750 practicum hour requirement work? what's changed? (06:06)
- how does NZ Dip.VN compare to the RCVS VN qualification? (08:47)
- has the new Dip. VN impacted / affected the BVN? (13:00)
- what's the future of post graduate qualifications for veterinary nurses in NZ? (13:52)
Join Julie and Kristina as they delve into the exciting developments in veterinary nursing education in New Zealand and explore the evolving landscape of this very rewarding profession.
Whether you're a current veterinary professional or considering a career in veterinary nursing, this episode offers valuable perspectives and inspiration.
Stay tuned for next week's episode, where Julie will be joined by Michelle Cameron, an executive member of the New Zealand Veterinary Nursing Association (NZVNA). Michelle will discuss the critical role veterinary nurses play in the financial success of veterinary clinics. Don't miss it!
Struggling to get results from your job advertisements?If so, then shining online as a good employer is essential to attracting the types of veterinary professionals who're a perfect cultural fit for your clinic.
The VetClinicJobs job board is the place to post your next job vacancy - to find out more get in touch with Lizzie at VetClinicJobs
Send us a text
Ever wondered how the New Zealand veterinary nursing curriculum is evolving to better prepare future professionals?
Kristina Naden, RVN, BVN, NZCATT, MRurSci student - Senior Lecturer in Veterinary Nursing at Otago Polytechnic - gives an exclusive preview of the upcoming Diploma in Veterinary Nursing launching in New Zealand in February 2025.
Kristina chats about how this new qualification is a game-changing revamp for New Zealand veterinary nursing professionals.
Get ready to explore Kristina's passion for continuous learning and her in-depth research on the health and disease status of dogs in Tonga, along with her commitment to advancing veterinary education
Kristina shines a light on the (very!) significant updates to the Diploma in Veterinary Nursing, supported by a strong community of practice under Te Pūkenga.
In this episode Kristina chats with Julie about:
- veterinary nursing as a second career for her (at 03:39);
- why she chose veterinary nursing vs veterinarian studies (05:51);
- what her transition from clinical practice into teaching was like (10:11);
- some of the changes she's seen in the veterinary nursing curriculum in her time (13:24);
- what the new Dip VN looks like and how it will integrate into NZs veterinary clinics (18:07).
Part 2 - episode 206
VetStaff
leading veterinary sector recruitment in New Zealand | veterinarians | locums | nurses
Disclaimer: This post contains affiliate links. If you make a purchase, I may receive a commission at no extra cost to you.
Contemplating your next career move?Tania Bruce - VetStaff's passionate kiwi recruiter - would welcome the opportunity to have a 100% confidential chat with you. Tania's a former Ortho Head Vet Nurse so speaks your language!
How to get more bang for your recruitment advertising buck
This is what VetStaff is really good at so if you'd like to stretch your recruitment dollar, please get in touch with Julie because this is something VetStaff can help you with.
Committed to DIY-ing your own recruitment?If so, then shining online as a good employer is essential to attracting the types of veterinary professionals who're a perfect cultural fit for your clinic.
The VetClinicJobs job board is the place to post your next job vacancy - to find out more get in touch with Lizzie at VetClinicJobs
Revive Your Drive - daily 2-minute videos for veterinary employers and employees to help revive their drives at work and at home.
Send us a text
In this episode of Veterinary Voices, host Julie South continues her informative conversation with Catherine Neazor Brady, a very experienced New Zealand Licensed Immigration Adviser.
[listen to the first episode - 203 - here]
Julie and Catherine discuss the complexities of hiring overseas veterinary professionals and the importance of using licensed immigration consultants. This episode is a must-listen for HR and Practice Managers in New Zealand's veterinary industry who are considering recruiting from abroad.
Three Reasons to Listen:
- Expert Guidance on Immigration Processes: Gain valuable insights from Catherine Neazor Brady, who has over 20 years of experience in immigration and HR. Hear about the common pitfalls and legal requirements that employers often overlook when handling NZ immigration paperwork themselves.
- Understanding Recent Law Changes: Stay informed about the latest changes in New Zealand's immigration laws and how they impact the recruitment of overseas veterinary professionals. Catherine explains the intricacies of job tokens, accreditation, and job checks, providing clarity on these essential processes.
- Avoiding Costly Mistakes: Discover the potential risks and financial implications of DIY immigration applications. Catherine shares real-life examples of how employers can inadvertently jeopardise their recruitment efforts and offers practical advice on how to avoid these mistakes by engaging professional immigration consultants.
Contact Catherine Neazor BradyLinkedin
Neazor Brady Immigration Consultants
Contemplating your next career move?Tania Bruce - VetStaff's passionate kiwi recruiter - would welcome the opportunity to have a 100% confidential chat with you. Tania's a former Ortho Head Vet Nurse so speaks your language!
How to get more bang for your recruitment advertising buck
This is what VetStaff is really good at so if you'd like to stretch your recruitment dollar, please get in touch with Julie because this is something VetStaff can help you with.
Committed to DIY-ing your own recruitment?If so, then shining online as a good employer is essential to attracting the types of veterinary professionals who're a perfect cultural fit for your clinic.
The VetClinicJobs job board is the place to post your next job vacancy - to find out more get in touch with Lizzie at VetClinicJobs
Revive Your Drive - daily 2-minute videos for veterinary employers and employees to help revive their drives at work and at home.
Send us a text
Catherine Neazor Brady - New Zealand licensed immigration advisor with over 20 years of experience in both recruitment and immigration - chats with host, Julie South of VetStaff.
Catherine and Julie discuss the intricacies of immigration for veterinary professionals looking to work in New Zealand.
Key topics covered in the episode include:
- Recent changes in New Zealand's immigration landscape, particularly the fee increases set to take effect on October 1st. Catherine explains these changes, their rationale, and compares them to similar fees in other countries like Australia.
- The distinctions between temporary and permanent visas, detailing the requirements and processes for each. Catherine elaborates on the "green list" for high-demand occupations, which includes veterinarians, and how this impacts the visa application process.
- Employer obligations when hiring overseas veterinary professionals, including costs, responsibilities, registration fees, and job check requirements. This information is valuable for both clinics looking to hire international talent and for veterinary professionals seeking to understand their potential employers' perspectives.
- Recognition of overseas qualifications, particularly for veterinary nurses. Catherine explains the assessment process conducted by the New Zealand Qualifications Authority and discusses how work experience can sometimes substitute for formal qualifications in certain visa applications.
- The importance of working with licensed immigration consultants, highlighting the complexities of the process and the potential pitfalls of attempting to navigate it alone.
Throughout the episode, Catherine's unique combination of recruitment and immigration expertise provides listeners with a comprehensive understanding of the entire process, from initial job search to successful visa acquisition.
This informative discussion offers valuable insights for both potential immigrants and employers, providing a solid foundation of knowledge about the current veterinary immigration landscape in New Zealand.
Contact Catherine Neazor Brady:Neazor Brady Immigration ConsultantsCatherine at Linkedin
Contemplating your next career move?Tania Bruce - VetStaff's passionate kiwi recruiter - would welcome the opportunity to have a 100% confidential chat with you. Tania's a former Ortho Head Vet Nurse so speaks your language!
How to get more bang for your recruitment advertising buck
This is what VetStaff is really good at so if you'd like to stretch your recruitment dollar, please get in touch with Julie because this is something VetStaff can help you with.
Committed to DIY-ing your own recruitment?If so, then shining online as a good employer is essential to attracting the types of veterinary professionals who're a perfect cultural fit for your clinic.
The VetClinicJobs job board is the place to post your next job vacancy - to find out more get in touch with Lizzie at VetClinicJobs
Revive Your Drive - daily 2-minute videos for veterinary employers and employees to help revive their drives at work and at home.
Send us a text
Curious about why only 26% of Kiwi veterinary nurses plan to stay in their profession until retirement?
Join Julie South as she catches up with Associate Professor Laura Harvey, the President of the New Zealand Veterinary Nursing Association, who sheds light on this pretty grim statistic.
Julie and Laura talk about the unique challenges faced by New Zealand’s veterinary workforce, from rural and cultural dynamics to the impacts of poor remuneration.
With insights backed by the Boehringer survey, Laura provides a comprehensive look into the factors contributing to the high turnover rate and what can be done to support these essential healthcare professionals.
Julie and Laura also tackle the operational dynamics within veterinary clinics, emphasising the importance of distinguishing between the roles of veterinary nurses and receptionists.
With real-world examples from VetStaff, we illustrate how small clinics can thrive by clearly defining these roles, leading to significant improvements in efficiency and growth.
Packed with practical advice, this episode is a must-listen for anyone curious about the intricacies of veterinary nursing as a profession in New Zealand veterinary clinics.
Tune in for an episode that promises valuable insights and actionable advice!
Contemplating your next career move?Tania Bruce - VetStaff's passionate kiwi recruiter - would welcome the opportunity to have a 100% confidential chat with you. Tania's a former Ortho Head Vet Nurse so speaks your language!
How to get more bang for your recruitment advertising buck
This is what VetStaff is really good at so if you'd like to stretch your recruitment dollar, please get in touch with Julie because this is something VetStaff can help you with.
Committed to DIY-ing your own recruitment?If so, then shining online as a good employer is essential to attracting the types of veterinary professionals who're a perfect cultural fit for your clinic.
The VetClinicJobs job board is the place to post your next job vacancy - to find out more get in touch with Lizzie at VetClinicJobs
Revive Your Drive - daily 2-minute videos for veterinary employers and employees to help revive their drives at work and at home.
Send us a text
Kevin Bryant, CEO of the New Zealand Veterinary Association (NZVA), joins Julie South of VetStaff, us to share his passion and commitment to supporting veterinarians throughout their careers.
From students to retirees, Kevin highlights the NZVA's pivotal role in championing the entire veterinary team.
Often confused, listen as Kevin talks about the vital distinctions between the NZVA and the Vet Council (VCNZ), clarifying their unique roles and contributions to the veterinary sector in New Zealand.
Discover the extensive advocacy work spearheaded by the NZVA to improve animal welfare and veterinary practices.
Kevin sheds light on efforts to empower trained veterinary nurses with specific dental procedures, campaigns against behaviour-modifying collars, and restrictions on public fireworks sales.
Kevin and Julie also chat about the pressing issues of responsible antimicrobial use, veterinarians' roles in emergency responses through the One Health approach, and the crucial focus on workforce sustainability and leadership amidst economic challenges and workforce shortages.
This episode is a must-listen for anyone passionate about the future of veterinary practice in New Zealand or who are considering moving to New Zealand to work as a veterinary professional.
About DISC-Flow®
DISC is a research-backed and science-based personality profiling tool used to understand our behaviours, communication styles, and work preferences. It’s about understanding what makes you – and the people you work with – tick.
Julie South is a DISC Flow® Certified Trainer, who describes DISC-Flow® profiling as being like having a cheat sheet to better understand yourself and other people. When you know this, it helps you play to your personality strengths, work better in teams, and communicate better.
If you’re keen to find out what your personal DISC type is, what type of leader you are, or what your clinic’s team composition looks like, then get in touch with Julie to find out what's involved.
How to get more bang for your recruitment advertising buck
This is what VetStaff is really good at so if you'd like to stretch your recruitment dollar, please get in touch with Julie because this is something VetStaff can help you with.
How to shine online as a good employer
If you’d like to shine online as a good employer to attract the types of veterinary professionals who're a perfect cultural fit for your clinic please get in touch with Julie because thi...
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Join Julie South in this milestone episode of the Vet Staff podcast as she reflects on an incredible journey spanning 199 episodes, five continents, 100 countries, and 1400 cities.
From its humble beginnings during New Zealand's 2020 lockdown to becoming a global platform for veterinary professionals, the podcast has defied the odds in a world where 90% of podcasts never make it past their third episode.
Julie shares a bit of the hard work, dedication, and passion that have fuelled the podcast's success, and she expresses heartfelt gratitude to loyal listeners around the world.
As the podcast evolves into "Veterinary Voices," Julie is excited to introduce a new chapter that continues to celebrate the veterinary profession in New Zealand and beyond.
In this episode, Julie previews the exciting line up of guests for the upcoming "Veterinary Voices," including Kevin Bryant, CEO of the New Zealand Veterinary Association, and Associate Professor Laura Harvey, President of the New Zealand Veterinary Nursing Association.
With engaging conversations and inspiring stories, the new series promises to highlight the best of the veterinary industry in Aotearoa, New Zealand.
Don't miss out on this exciting transition! Hit the follow button on your favourite podcast app to stay connected and be part of the next 199 episodes celebrating veterinary excellence.
About DISC-Flow®
DISC is a research-backed and science-based personality profiling tool used to understand our behaviours, communication styles, and work preferences. It’s about understanding what makes you – and the people you work with – tick.
Julie South is a DISC Flow® Certified Trainer, who describes DISC-Flow® profiling as being like having a cheat sheet to better understand yourself and other people. When you know this, it helps you play to your personality strengths, work better in teams, and communicate better.
If you’re keen to find out what your personal DISC type is, what type of leader you are, or what your clinic’s team composition looks like, then get in touch with Julie to find out what's involved.
How to get more bang for your recruitment advertising buck
This is what VetStaff is really good at so if you'd like to stretch your recruitment dollar, please get in touch with Julie because this is something VetStaff can help you with.
How to shine online as a good employer
If you’d like to shine online as a good employer to attract the types of veterinary professionals who're a perfect cultural fit for your clinic please get in touch with Julie because thi...
Send us a Text Message.
What if the key to skyrocketing your veterinary practice's productivity lies in the counterintuitive strategy of slowing down?
Today, Julie South takes you on a journey through the art of effective time management that is so opposite to what you'd expect, it's paradoxically pretty amazing!
Discover how the Pomodoro technique—working in focused intervals with strategic breaks—can transform your workday.
Hear success stories and discover how you can implement similar work rhythm strategies in smaller veterinary practices.
You're guaranteed you'll find practical tips on setting aside time for special projects and upskilling your team, drawing inspiration from Atlassian's "Ship It Days."
Feel the power of achieving a flow state and get actionable steps to create distraction-free zones and extend deep work sessions gradually.
Julie shares the roadmap she uses for reorganising clinic rosters to suit your team's preferred working hours. By building teamwork and showing early wins, you'll discover how to overcome resistance and cultivate a happier, more creative, and resilient workforce.
Forget working harder; discover how working smarter can lead to a more adaptable and skilled veterinary team. Join Julie in this episode and embrace these innovative strategies to elevate your practice today!
About DISC-Flow®
DISC is a research-backed and science-based personality profiling tool used to understand our behaviours, communication styles, and work preferences. It’s about understanding what makes you – and the people you work with – tick.
Julie South is a DISC Flow® Certified Trainer, who describes DISC-Flow® profiling as being like having a cheat sheet to better understand yourself and other people. When you know this, it helps you play to your personality strengths, work better in teams, and communicate better.
If you’re keen to find out what your personal DISC type is, what type of leader you are, or what your clinic’s team composition looks like, then get in touch with Julie to find out what's involved.
How to get more bang for your recruitment advertising buck
This is what VetStaff is really good at so if you'd like to stretch your recruitment dollar, please get in touch with Julie because this is something VetStaff can help you with.
How to shine online as a good employer
If you’d like to shine online as a good employer to attract the types of veterinary professionals who're a perfect cultural fit for your clinic please get in touch with Julie because thi...
Send us a Text Message.
How familiar are you with the "protective" laws involved in reference checking?
Julie South from VetStaff explores the complexities of reference checks in New Zealand's veterinary profession. Prompted by an unusual request, she examines the legal risks of mishandling references, stressing adherence to the Privacy Act and Fair Trading Act.
Key Takeaways:
- Legal Boundaries: Julie emphasises the importance of understanding the legal framework of reference checks, highlighting the consequences of Privacy Act breaches and the need for explicit consent.
- Reference Checking: Learn how to verify reference authenticity and "triangulate" sources for reliable information, with practical tips for lawful checks.
- Exit Agreements: Explore how exit agreements and non-disparagement clauses can lead to misleading references and how to uncover the truth.
- Workforce Assurance Standards: Julie discusses standards by the NZ Public Service Commission to improve reference quality and prevent unchecked employee movement, advocating for similar standards in the veterinary sector.
- Advice for Employers: The episode provides ten essential questions for reference checks and guidance on documenting feedback to avoid disputes.
Why Listen?
*This episode is essential for veterinary professionals in hiring or job-seeking.
Julie offers insights into the legal and ethical aspects of reference checks, helping listeners navigate recruitment confidently. Whether refining your hiring process or understanding your rights, this episode provides practical advice and discussions to enhance your understanding of New Zealand's veterinary recruitment landscape.
Listen today to arm yourself with the knowledge needed to navigate the complexities of reference checks in New Zealand, protecting your professional journey and building a fair recruitment environment.*
About DISC-Flow®
DISC is a research-backed and science-based personality profiling tool used to understand our behaviours, communication styles, and work preferences. It’s about understanding what makes you – and the people you work with – tick.
Julie South is a DISC Flow® Certified Trainer, who describes DISC-Flow® profiling as being like having a cheat sheet to better understand yourself and other people. When you know this, it helps you play to your personality strengths, work better in teams, and communicate better.
If you’re keen to find out what your personal DISC type is, what type of leader you are, or what your clinic’s team composition looks like, then get in touch with Julie to find out what's involved.
How to get more bang for your recruitment advertising buck
This is what VetStaff is really good at so if you'd like to stretch your recruitment dollar, please get in touch with Julie because this is something VetStaff can help you with.
How to shine online as a good employer
If you’d like to shine online as a good employer to attract the types of veterinary professionals who're a perfect cultural fit for your clinic please get in touch with Julie because thi...
Send us a Text Message.
Ever wondered if a career as a locum vet or vet nurse in New Zealand could be your next big move...?
This week VetStaff's Julie South explores the (sometimes) thrilling possibilities and (dreaded) daunting challenges of locuming in New Zealand's veterinary clinics.
From the (apparent) attractive perks of higher hourly rates and (perceived) flexible schedules to the potential pitfalls like financial instability and fleeting workplace relationships, she lays it all out.
Discover how locuming can offer personal growth, the chance to test out different clinics, and the opportunity to work in varied settings. However, Julie also highlights the less glamorous side of the equation, such as unpredictability and the administrative burdens that come with the territory.
Whether you're seeking adventure or need stability, Julie's analysis gives you the insights you need to make an informed decision.
Building meaningful connections within the veterinary community is essential, and in this episode, Julie invites you to connect with fellow veterinary professionals like your hosts, Julie South and her colleague, Tania Bruce.
Share your location, leave reviews, and connect through VetStaff's website start building your supportive and connected workplace.
Discover how to be the best version of yourself in your veterinary career while making impactful connections along the way. Your involvement not only helps us grow but also supports our mission of enhancing vet clinics' online presence. Tune in to discover how you can contribute to and benefit from this vibrant community.
About DISC-Flow®
DISC is a research-backed and science-based personality profiling tool used to understand our behaviours, communication styles, and work preferences. It’s about understanding what makes you – and the people you work with – tick.
Julie South is a DISC Flow® Certified Trainer, who describes DISC-Flow® profiling as being like having a cheat sheet to better understand yourself and other people. When you know this, it helps you play to your personality strengths, work better in teams, and communicate better.
If you’re keen to find out what your personal DISC type is, what type of leader you are, or what your clinic’s team composition looks like, then get in touch with Julie to find out what's involved.
How to get more bang for your recruitment advertising buck
This is what VetStaff is really good at so if you'd like to stretch your recruitment dollar, please get in touch with Julie because this is something VetStaff can help you with.
How to shine online as a good employer
If you’d like to shine online as a good employer to attract the types of veterinary professionals who're a perfect cultural fit for your clinic please get in touch with Julie because thi...
Send us a Text Message.
Can focusing on trivial tasks be sabotaging your productivity?
Discover how displacement activities, those sneaky forms of procrastination, trick you into feeling accomplished while keeping you from tackling crucial tasks.
In this episode of the Vet Staff podcast, Julie South unpacks the psychological discomfort behind these behaviours and the misleading dopamine hits they provide.
By understanding how common distractions like organising the medicine cabinet instead of updating patient records can stifle your efficiency, you'll gain valuable insights into your own work habits.
Julie shares practical strategies to combat these distractions, such as chunking tasks and implementing the two-minute rule, to help you regain control. But that's not all; she emphasises the power of workplace support and collaboration.
By sharing these insights with your colleagues, you can create a more positive and motivated work environment.
Because your thoughts and experiences are important to Julie, she invites you to connect with her, and strive together to become the most productive versions of ourselves.
Don't miss this opportunity to enhance your productivity and workplace morale!
About DISC-Flow®
DISC is a research-backed and science-based personality profiling tool used to understand our behaviours, communication styles, and work preferences. It’s about understanding what makes you – and the people you work with – tick.
Julie South is a DISC Flow® Certified Trainer, who describes DISC-Flow® profiling as being like having a cheat sheet to better understand yourself and other people. When you know this, it helps you play to your personality strengths, work better in teams, and communicate better.
If you’re keen to find out what your personal DISC type is, what type of leader you are, or what your clinic’s team composition looks like, then get in touch with Julie to find out what's involved.
How to get more bang for your recruitment advertising buck
This is what VetStaff is really good at so if you'd like to stretch your recruitment dollar, please get in touch with Julie because this is something VetStaff can help you with.
How to shine online as a good employer
If you’d like to shine online as a good employer to attract the types of veterinary professionals who're a perfect cultural fit for your clinic please get in touch with Julie because thi...
Send us a Text Message.
Ever wondered why some meetings feel like a waste of time while others drive real results?
Discover the secrets to conducting powerful and efficient veterinary clinic meetings that will transform your practice's productivity.
This episode of the Vet Staff Podcast reveals strategies to streamline your meetings with clear agendas, proper scheduling, and ensuring the right team members are present and prepared.
Learn how skilled facilitation can navigate diverse personality dynamics and keep discussions focused on truly important topics, avoiding the common pitfall of "bike shedding."
We'll share proven techniques to generate active participation and accountability, transforming your meetings from dreaded obligations into valuable tools for enhanced communication and collaboration.
By prioritising agenda items and engaging all attendees, you'll ensure meaningful outcomes and a culture of accountability that extends beyond the meeting room.
Whether you're a clinic manager or a team member, these insights will help you optimize your meetings and boost overall efficiency in your veterinary practice. Don't miss this chance to revolutionize your meeting practices and elevate your clinic's performance.
About DISC-Flow®
DISC is a research-backed and science-based personality profiling tool used to understand our behaviours, communication styles, and work preferences. It’s about understanding what makes you – and the people you work with – tick.
Julie South is a DISC Flow® Certified Trainer, who describes DISC-Flow® profiling as being like having a cheat sheet to better understand yourself and other people. When you know this, it helps you play to your personality strengths, work better in teams, and communicate better.
If you’re keen to find out what your personal DISC type is, what type of leader you are, or what your clinic’s team composition looks like, then get in touch with Julie to find out what's involved.
How to get more bang for your recruitment advertising buck
This is what VetStaff is really good at so if you'd like to stretch your recruitment dollar, please get in touch with Julie because this is something VetStaff can help you with.
How to shine online as a good employer
If you’d like to shine online as a good employer to attract the types of veterinary professionals who're a perfect cultural fit for your clinic please get in touch with Julie because thi...
Send us a Text Message.
Is your clinic still struggling with the post-pandemic workforce transformation?
Discover how to turn these challenges into opportunities by understanding the concept of psychological safety and its profound impact on new hires and annual performance reviews.
Join Julie South, Certified DISC Trainer and Resilience Coach, as she introduces the juniority benefit, the swoosh pattern of psychological safety levels over time, and the peak-end rule cognitive bias.
This episode is packed with insights on how these elements can shape your onboarding processes and yearly evaluations, ultimately enhancing your clinic’s performance and morale.
Drawing parallels between the veterinary and airline industries, Julie explores how early retirements of experienced mentors have created significant training gaps.
Julie shares recent studies and expert insights on building a psychologically safe environment that promotes learning, collaboration, and peak performance.
Whether you're a practice owner, manager, or new team member, this episode offers actionable strategies for creating a supportive and thriving workplace, ensuring your team is equipped to handle the complexities of their roles with confidence.
Tune in to transform your clinic’s dynamics and elevate your team’s potential.
About DISC-Flow®
DISC is a research-backed and science-based personality profiling tool used to understand our behaviours, communication styles, and work preferences. It’s about understanding what makes you – and the people you work with – tick.
Julie South is a DISC Flow® Certified Trainer, who describes DISC-Flow® profiling as being like having a cheat sheet to better understand yourself and other people. When you know this, it helps you play to your personality strengths, work better in teams, and communicate better.
If you’re keen to find out what your personal DISC type is, what type of leader you are, or what your clinic’s team composition looks like, then get in touch with Julie to find out what's involved.
How to get more bang for your recruitment advertising buck
This is what VetStaff is really good at so if you'd like to stretch your recruitment dollar, please get in touch with Julie because this is something VetStaff can help you with.
How to shine online as a good employer
If you’d like to shine online as a good employer to attract the types of veterinary professionals who're a perfect cultural fit for your clinic please get in touch with Julie because thi...
Send us a Text Message.
Join Julie South, a Certified DISC Trainer and Resilience Coach, as she delves into the art of reaching consensus within teams.
Julie emphasises the importance of creating a safe space for open conversations, setting clear objectives, and encouraging diverse perspectives to ensure everyone feels heard and valued.
She provides practical strategies and best practice questions to help teams navigate through reaching consensus effectively.
By focusing on assumptions rather than beliefs, Julie guides listeners on how to keep discussions productive and inclusive.
Understanding different communication styles and personality types is also highlighted to overcome resistance to consensus.
Tune in to learn how to build team cohesion and make better decisions through consensus-building techniques.
Key Takeaways:
- Creating a safe space for open conversations is crucial for reaching consensus within teams.
- Setting clear objectives and encouraging diverse perspectives lead to more innovative decision-making processes.
- Focusing on assumptions rather than beliefs helps in keeping discussions productive and inclusive.
Questions Answered:
- What are the strategies for reaching consensus within a team?
- How can diverse perspectives contribute to better decision-making?
- What are the best practice questions to ask to keep consensus reaching on track?
- How can different personality types resist reaching consensus, and how can this resistance be overcome?
- Why is focusing on assumptions rather than beliefs important in consensus-building discussions?
About DISC-Flow®
DISC is a research-backed and science-based personality profiling tool used to understand our behaviours, communication styles, and work preferences. It’s about understanding what makes you – and the people you work with – tick.
Julie South is a DISC Flow® Certified Trainer, who describes DISC-Flow® profiling as being like having a cheat sheet to better understand yourself and other people. When you know this, it helps you play to your personality strengths, work better in teams, and communicate better.
If you’re keen to find out what your personal DISC type is, what type of leader you are, or what your clinic’s team composition looks like, then get in touch with Julie to find out what's involved.
How to get more bang for your recruitment advertising buck
This is what VetStaff is really good at so if you'd like to stretch your recruitment dollar, please get in touch with Julie because this is something VetStaff can help you with.
How to shine online as a good employer
If you’d like to shine online as a good employer to attract the types of veterinary professionals who're a perfect cultural fit for your clinic please get in touch with Julie because thi...
Send us a Text Message.
Have you ever wondered how to unlock the full potential of your veterinary team?
Join DISC Certified Trainer and Resilience Coach Julie South as she unravels some of the secrets to boosting employee engagement in the veterinary industry.
Julie shares practical strategies and expert insights that can transform your clinic's culture and performance.
Three key takeaways from this episode include:
- Discover the impact of employee engagement on clinic profitability and customer satisfaction.
- Learn actionable techniques to uplift staff morale and cultivate a positive work environment in veterinary practices.
- Explore effective approaches to rekindle passion and motivation among your veterinary team members.
Southern Cross & BusinessNZ Workplace Wellness Study
Hospital Staff Work to Rule - 2022Ep 189 - Words and Gestures: A window into your colleagues’ personalities – verbal and non verbal language
Ep 190 - Cracking the Code to Team Success: Psychological Safety, Collaboration, and Connection
About DISC-Flow®
DISC is a research-backed and science-based personality profiling tool used to understand our behaviours, communication styles, and work preferences. It’s about understanding what makes you – and the people you work with – tick.
Julie South is a DISC Flow® Certified Trainer, who describes DISC-Flow® profiling as being like having a cheat sheet to better understand yourself and other people. When you know this, it helps you play to your personality strengths, work better in teams, and communicate better.
If you’re keen to find out what your personal DISC type is, what type of leader you are, or what your clinic’s team composition looks like, then get in touch with Julie to find out what's involved.
How to get more bang for your recruitment advertising buck
This is what VetStaff is really good at so if you'd like to stretch your recruitment dollar, please get in touch with Julie because this is something VetStaff can help you with.
How to shine online as a good employer
If you’d like to shine online as a good employer to attract the types of veterinary professionals who're a perfect cultural fit for your clinic please get in touch with Julie because thi...
Send us a Text Message.
Julie South, Certified DISC Trainer and Resilience Coach, delves into the crucial topic of employee engagement. Discover how understanding and addressing your team's needs can transform your clinic's culture, boost productivity, and drive overall success.
Julie shares practical strategies and actionable steps to cultivate a motivated, satisfied, and high-performing workforce. Discover how to implement effective communication, provide growth opportunities, and create clear career progression paths to foster a positive work environment.
Key insights from Gallup's 2024 State of the Global Workforce report highlight the significant impact of great managers and engaged employees on achieving higher profitability and resilience, especially during challenging times.
Three Key Takeaways:
- Recognising Disengagement: Julie outlines the subtle and overt signs of employee disengagement, such as decreased productivity, lack of enthusiasm, and increased absenteeism. Understanding these signs is the first step in addressing and reversing disengagement.
- Effective Communication: Establishing open and honest communication channels is essential. Julie emphasises the importance of regular check-ins, feedback sessions, and creating a safe space for employees to voice their concerns and ideas.
- Growth and Development: Providing opportunities for professional growth and career advancement is crucial for maintaining engagement. Julie discusses how to create individualised development plans and offer training programs that align with both the clinic's goals and the employees' aspirations.
Whether you're a practice owner, manager, team leader, or employee, this episode offers valuable strategies to enhance engagement and help your team reach its full potential.
About DISC-Flow®
DISC is a research-backed and science-based personality profiling tool used to understand our behaviours, communication styles, and work preferences. It’s about understanding what makes you – and the people you work with – tick.
Julie South is a DISC Flow® Certified Trainer, who describes DISC-Flow® profiling as being like having a cheat sheet to better understand yourself and other people. When you know this, it helps you play to your personality strengths, work better in teams, and communicate better.
If you’re keen to find out what your personal DISC type is, what type of leader you are, or what your clinic’s team composition looks like, then get in touch with Julie to find out what's involved.
How to get more bang for your recruitment advertising buck
This is what VetStaff is really good at so if you'd like to stretch your recruitment dollar, please get in touch with Julie because this is something VetStaff can help you with.
How to shine online as a good employer
If you’d like to shine online as a good employer to attract the types of veterinary professionals who're a perfect cultural fit for your clinic please get in touch with Julie because thi...
In this insightful episode of the Vet Staff Podcast, host Julie South tackles the important topic of psychological safety and its impact on team dynamics, collaboration, and overall veterinary clinic performance.
This episode is a must-listen for anyone looking to build a more trusting, connected, and high-performing work environment.
Psychological safety is the foundation for successful teams. It's about creating an environment where team members feel comfortable sharing ideas, admitting mistakes, and taking calculated risks without fear of negative consequences. When psychological safety exists, open communication, mutual respect, and dependability thrive, leading to increased innovation, learning opportunities, and an inclusive atmosphere.
Julie South explains why psychological safety matters and how it directly affects employee retention, job satisfaction, and clinic performance.
But psychological safety is just the start. The episode also explores the interconnected concepts of collaboration and connection, and their vital roles in building strong, cohesive teams. Collaboration leverages each team member's strengths and expertise to achieve common goals, while connection fosters a sense of belonging, mutual support, and camaraderie.
Julie South offers practical strategies for creating collaboration and connection, such as regular brainstorming sessions, clear communication channels, and team-building activities that create personal connections. These insights are valuable for anyone seeking to create a more engaged, enthusiastic, and loyal veterinary workforce.
CHECK OUT EP 118: “Inclusion vs diversity – 7 inclusive ways to grow your employer brand as a PEOPLE.first vet clinic”
About DISC-Flow®
DISC is a research-backed and science-based personality profiling tool used to understand our behaviours, communication styles, and work preferences. It’s about understanding what makes you – and the people you work with – tick.
Julie South is a DISC Flow® Certified Trainer, who describes DISC-Flow® profiling as being like having a cheat sheet to better understand yourself and other people. When you know this, it helps you play to your personality strengths, work better in teams, and communicate better.
If you’re keen to find out what your personal DISC type is, what type of leader you are, or what your clinic’s team composition looks like, then get in touch with Julie to find out what's involved.
How to get more bang for your recruitment advertising buck
This is what VetStaff is really good at so if you'd like to stretch your recruitment dollar, please get in touch with Julie because this is something VetStaff can help you with.
How to shine online as a good employer
If you’d like to shine online as a good employer to attract the types of veterinary professionals who're a perfect cultural fit for your clinic please get in touch with Julie because thi...
Have you ever felt like you're speaking a different language than some colleagues? In this insightful episode, DISC Certified Trainer and Resilience Coach Julie South provides a framework for understanding diverse communication styles through the lens of personality types.
Using the research-backed DISC model, Julie breaks down the tell-tale verbal and non-verbal cues that indicate if someone is an "Assertive Executor," "Enthusiastic Collaborator," "Cooperative Stabiliser," or "Analytical Problem Solver."
From direct body language and concise phrases to warm gestures and personal stories, you'll learn to quickly identify each unique style.
By developing this personality awareness and emotional intelligence, you can build faster rapport with teammates, better relate to clients when proposing treatment plans, and ultimately improve team dynamics and workplace culture.
Recognising these cues allows you to adapt your communication approach for more effective collaboration.
Julie provides actionable tips for employers to incorporate this training, like creating team "cheat sheets" on personality cues and hosting workshops with DISC experts. For employees, she challenges you to increase your emotional intelligence by observing colleagues' styles and being more aware of your own.
Don't miss this invaluable opportunity to crack the communication code at your clinic!
Strengthening these skills will lead to more cohesive teamwork, stronger bonds, increased employee engagement and retention, and an exceptional workplace culture that makes your clinic shine.
Three Key Takeaways:
- Learn the research-backed DISC model for recognising personality styles through verbal and non-verbal cues
- Develop emotional intelligence to adapt your communication approach and build better rapport
- Implement personality training through team workshops, cheat sheets, and new hire onboarding
About DISC-Flow®
DISC is a research-backed and science-based personality profiling tool used to understand our behaviours, communication styles, and work preferences. It’s about understanding what makes you – and the people you work with – tick.
Julie South is a DISC Flow® Certified Trainer, who describes DISC-Flow® profiling as being like having a cheat sheet to better understand yourself and other people. When you know this, it helps you play to your personality strengths, work better in teams, and communicate better.
If you’re keen to find out what your personal DISC type is, what type of leader you are, or what your clinic’s team composition looks like, then get in touch with Julie to find out what's involved.
How to get more bang for your recruitment advertising buck
This is what VetStaff is really good at so if you'd like to stretch your recruitment dollar, please get in touch with Julie because this is something VetStaff can help you with.
How to shine online as a good employer
If you’d like to shine online as a good employer to attract the types of veterinary professionals who're a perfect cultural fit for your clinic please get in touch with Julie because thi...
Ever wondered what the true cost of staff turnover is in veterinary clinics and how you can build a more resilient and engaged team?
Join us as we uncover the financial and emotional toll of staff turnover that often goes unnoticed, from productivity gaps to the stress on remaining team members.
We break down some of these hidden costs and their implications on both the clinic's bottom line and team morale.
Through strong interpersonal relationships and effective leadership, we share actionable steps for employers to enhance clinic culture, improve retention, and build a satisfied, resilient workforce. For veterinary professionals, there're takeaway action steps for you too.
Dive into the five pillars of team dynamics: Connection, Coordination, Clarity, Consistency, and Care.
These core principles are key to fostering a psychologically safe and effective team environment.
Learn about VetStaff's exclusive DELTA Leadership Development Programme, which leverages DISC behaviour assessments to tailor leadership approaches, aligning perfectly with the five C's for optimal team performance.
Plus, hear a heartfelt call to action to share our podcast with three veterinary friends or your clinic manager. Join your host and, together, rejuvenate the passion for veterinary work and build a supportive, motivated community.
Tune in and transform yourself into the most fantabulous, resilient, and powerful version of yourself!
About DISC-Flow®
DISC is a research-backed and science-based personality profiling tool used to understand our behaviours, communication styles, and work preferences. It’s about understanding what makes you – and the people you work with – tick.
Julie South is a DISC Flow® Certified Trainer, who describes DISC-Flow® profiling as being like having a cheat sheet to better understand yourself and other people. When you know this, it helps you play to your personality strengths, work better in teams, and communicate better.
If you’re keen to find out what your personal DISC type is, what type of leader you are, or what your clinic’s team composition looks like, then get in touch with Julie to find out what's involved.
How to get more bang for your recruitment advertising buck
This is what VetStaff is really good at so if you'd like to stretch your recruitment dollar, please get in touch with Julie because this is something VetStaff can help you with.
How to shine online as a good employer
If you’d like to shine online as a good employer to attract the types of veterinary professionals who're a perfect cultural fit for your clinic please get in touch with Julie because thi...
Curious about how to unlock the full potential of Accommodating Leaders in your veterinary practice...?
In this insightful episode, Certified DISC Trainer and Resilience Coach Julie South takes uncovers the world of the Accommodating Leader, celebrating their strengths while also exploring pathways for their growth and development through the lens of DISC Flow profiling.
Here are three compelling takeaways that will have you eagerly tuning in:
- Gain a comprehensive understanding of the core traits that define Accommodating Leaders through the DISC framework. Julie breaks down how these empathetic, people-oriented individuals (high in Steadiness) thrive in collaborative, supportive environments where mutual respect reigns supreme. You'll learn effective strategies for communicating and working alongside accommodating leaders, ensuring a harmonious team dynamic.
- Discover valuable insights into the potential challenges accommodating leaders may face, such as a reluctance to embrace change or a tendency to avoid conflict. Julie provides practical tips on how to gently encourage these leaders to step outside their comfort zones, embracing their "stretchy zone" and unlocking even greater potential within themselves and their teams.
- Explore tailored approaches for different personality types (Dominance, Influence, Steadiness, Compliance) when interacting with an accommodating leader. Whether you're a task-driven individual who values efficiency, a people-oriented team player, or a detail-focused stickler for processes, you'll gain specific guidance on building a productive and positive working relationship with your accommodating leader.
With Julie's deep expertise in the DISC Flow personality model and her passion for building resilient veterinary teams, this episode promises to be an invaluable resource. You'll walk away with a newfound appreciation for the accommodating leadership style and practical strategies for maximising their impact within your clinic.
About DISC-Flow®
DISC is a research-backed and science-based personality profiling tool used to understand our behaviours, communication styles, and work preferences. It’s about understanding what makes you – and the people you work with – tick.
Julie South is a DISC Flow® Certified Trainer, who describes DISC-Flow® profiling as being like having a cheat sheet to better understand yourself and other people. When you know this, it helps you play to your personality strengths, work better in teams, and communicate better.
If you’re keen to find out what your personal DISC type is, what type of leader you are, or what your clinic’s team composition looks like, then get in touch with Julie to find out what's involved.
How to get more bang for your recruitment advertising buck
This is what VetStaff is really good at so if you'd like to stretch your recruitment dollar, please get in touch with Julie because this is something VetStaff can help you with.
How to shine online as a good employer
If you’d like to shine online as a good employer to attract the types of veterinary professionals who're a perfect cultural fit for your clinic please get in touch with Julie because thi...
Ever work with a boss, Lead Vet, Head Vet Nurse or Practice Manager who's all about rules, routines and doing it by the book...?
Let me take you inside the mind of the Modest Leader on this podcast episode.
These leaders are obsessed with stability, honesty and having a well-oiled machine at work. Their vibe? Practical, careful, and crazy organised. You can count on them to make smart choices and avoid risks.
Using the DISC personality model, I'll show you how different team personalities can vibe with a Modest Leader's meticulous style - and what to do when things get rocky.
Key Takeaways:
- Modest Leaders shine when accuracy and consistency are musts, but may need to loosen up and embrace change sometimes.
- While some team members dig the predictability, others may feel boxed in by too many rules and not enough flexibility.
- Open communication is essential. Voice your perspective respectfully, while recognising their commitment to quality.
Join me as I give kudos to Modest Leaders for keeping it real with their integrity and structured approach. But I'll also share tips on finding the balance between order and adaptability.
Whether you're a Modest Leader or work with one, this is a must-listen. Let's unlock your team's full potential through an approach that values stability and quality, but isn't afraid to switch it up when needed.
About DISC-Flow®
DISC is a research-backed and science-based personality profiling tool used to understand our behaviours, communication styles, and work preferences. It’s about understanding what makes you – and the people you work with – tick.
Julie South is a DISC Flow® Certified Trainer, who describes DISC-Flow® profiling as being like having a cheat sheet to better understand yourself and other people. When you know this, it helps you play to your personality strengths, work better in teams, and communicate better.
If you’re keen to find out what your personal DISC type is, what type of leader you are, or what your clinic’s team composition looks like, then get in touch with Julie to find out what's involved.
How to get more bang for your recruitment advertising buck
This is what VetStaff is really good at so if you'd like to stretch your recruitment dollar, please get in touch with Julie because this is something VetStaff can help you with.
How to shine online as a good employer
If you’d like to shine online as a good employer to attract the types of veterinary professionals who're a perfect cultural fit for your clinic please get in touch with Julie because thi...
Have you ever found yourself navigating the intricacies of a leader who thrives on structure, processes, and doing things by the book?
I, Julie South, invite you to delve into the fascinating world of the Methodical Leader in our latest podcast episode.
We explore the systematic and detail-oriented nature of these individuals, examining how their commitment to accuracy and established procedures shapes the workflow and team dynamics within veterinary practices.
By leveraging the DISC personality framework, I reveal how diverse team members can not only coexist but excel under such meticulous guidance, offering strategies to bridge the gap between different working styles for a more adaptable and harmonious clinic environment.
Takeaways:
- Methodical leaders are highly effective in roles where accuracy, consistency, and quality are paramount, but they may need to work on embracing flexibility to foster a more supportive team environment.
- Team members with different personality types may appreciate the methodical leader's structured approach and attention to detail but can become frustrated by a perceived lack of spontaneity, rigidity, or an overemphasis on tasks over emotional needs.
- Open communication is key to navigating the challenges of working with a methodical leader. Team members should express their concerns respectfully while acknowledging the leader's dedication to following established procedures and maintaining high standards.
Join me as we celebrate the dedication of Methodical Leaders and explore practical tips to enhance teamwork, communication, and overall workplace harmony.
Whether you're a Methodical Leader yourself or work alongside one, this episode is a must-listen for anyone seeking to unlock the full potential of their veterinary team through a balanced approach that values structure, accuracy, and adaptability.
About DISC-Flow®
DISC is a research-backed and science-based personality profiling tool used to understand our behaviours, communication styles, and work preferences. It’s about understanding what makes you – and the people you work with – tick.
Julie South is a DISC Flow® Certified Trainer, who describes DISC-Flow® profiling as being like having a cheat sheet to better understand yourself and other people. When you know this, it helps you play to your personality strengths, work better in teams, and communicate better.
If you’re keen to find out what your personal DISC type is, what type of leader you are, or what your clinic’s team composition looks like, then get in touch with Julie to find out what's involved.
How to get more bang for your recruitment advertising buck
This is what VetStaff is really good at so if you'd like to stretch your recruitment dollar, please get in touch with Julie because this is something VetStaff can help you with.
How to shine online as a good employer
If you’d like to shine online as a good employer to attract the types of veterinary professionals who're a perfect cultural fit for your clinic please get in touch with Julie because thi...
Have you ever found yourself in awe of a leader who demands nothing short of perfection?
I, Julie South, invite you on a fascinating exploration of the Perfectionist Leader’s psyche in our latest podcast episode.
We dissect the meticulous and detail-oriented nature of these individuals, considering how their high benchmarks shape the workflow and morale within veterinary practices.
By tapping into the DISC personality framework, I reveal how diverse team members can not only coexist but thrive under such demanding guidance, offering strategies to bridge the gap between different working styles for a more adaptable and unified clinic environment.
Takeaways:
- Perfectionist leaders are highly effective in roles where structure, reliability, and results are paramount, but they may need to work on softening their approach to improve team cohesion.
- Team members with different personality types may appreciate the perfectionist leader's commitment to excellence but can become frustrated by rigidity, micromanagement, or a lack of flexibility.
- Open communication is key to navigating the challenges of working with a perfectionist leader. Team members should express their concerns respectfully while acknowledging the leader's dedication to quality.
Discover your own leadership style and learn how to work more effectively with others by taking the DISC personality profile assessment. Contact Julie South at julie@vetstaff.co.nz to find out more about how this powerful tool can help you and your team work better together.
VetStaff
leading veterinary sector recruitment in New Zealand | veterinarians | locums | nurses
Disclaimer: This post contains affiliate links. If you make a purchase, I may receive a commission at no extra cost to you.
About DISC-Flow®
DISC is a research-backed and science-based personality profiling tool used to understand our behaviours, communication styles, and work preferences. It’s about understanding what makes you – and the people you work with – tick.
Julie South is a DISC Flow® Certified Trainer, who describes DISC-Flow® profiling as being like having a cheat sheet to better understand yourself and other people. When you know this, it helps you play to your personality strengths, work better in teams, and communicate better.
If you’re keen to find out what your personal DISC type is, what type of leader you are, or what your clinic’s team composition looks like, then get in touch with Julie to find out what's involved.
How to get more bang for your recruitment advertising buck
This is what VetStaff is really good at so if you'd like to stretch your recruitment dollar, please get in touch with Julie because this is something VetStaff can help you with.
How to shine online as a good employer
If you’d like to shine online as a good employer to attract the types of veterinary professionals who're a perfect cultural fit for your clinic please get in touch with Julie because thi...
Maybe You Crave a Leader Who Truly Listens and Supports You?
Embark on a journey with Julie South as she explores the complexities of the DISC personality types and how they mesh with the harmonious ACCEPTING Leader.
In this episode, you'll discover the warm, inclusive world of the ACCEPTING Leader.
Julie South peels back the layers of the DISC Flow® framework to reveal how this people-focused personality type strives for positive team environments.
The Essence of DISC Flow®: Your research-backed and science-based personality profiling tool used to understand behaviours, communication styles, and work preferences.
Meet the ACCEPTING Leader:The outgoing, enthusiastic motivator who inspires through appreciation and creating supportive team bonds.
The ACCEPTING Leader's Influence:
- Empower with Dominance: Learn how they boost confidence in fast-paced D personalities to unlock potential.
- Harmonise with Influence: See how they connect through humour and wit with fellow I-types.
- Steady the Steadfast: Find out how their patient, collaborative approach gels with S types.
- Consider Conscientiousness: Understand how they value analytical C's objective data inputs.
The Potential Pitfalls: Julie examines the ACCEPTING Leader's tendency to avoid confrontation and indecisiveness when firm decisions are required.
Hit 'play' to gain insights into working effectively with an accepting leader while navigating potential blind spots.
About DISC-Flow®
DISC is a research-backed and science-based personality profiling tool used to understand our behaviours, communication styles, and work preferences. It’s about understanding what makes you – and the people you work with – tick.
Julie South is a DISC Flow® Certified Trainer, who describes DISC-Flow® profiling as being like having a cheat sheet to better understand yourself and other people. When you know this, it helps you play to your personality strengths, work better in teams, and communicate better.
If you’re keen to find out what your personal DISC type is, what type of leader you are, or what your clinic’s team composition looks like, then get in touch with Julie to find out what's involved.
How to get more bang for your recruitment advertising buck
This is what VetStaff is really good at so if you'd like to stretch your recruitment dollar, please get in touch with Julie because this is something VetStaff can help you with.
How to shine online as a good employer
If you’d like to shine online as a good employer to attract the types of veterinary professionals who're a perfect cultural fit for your clinic please get in touch with Julie because thi...
Ever felt the electric buzz of working under a leader whose sheer presence can light up a room?
Embark on a journey with Julie South as she breaks down the complexities of the DISC personality types and how they mesh with the whirlwind that is the INSPIRING Leader.
In this episode, you'll discover the dynamic world of the INSPIRING Leader.
Julie South peels back the layers of the DISC Flow framework to reveal how one personality type can make waves and inspire action in every corner of their world.
- The Essence of DISC Flow: your research-backed and science-based personality profiling tool used to understand behaviours, communication styles, and work preferences.
- Meet the INSPIRING Leader
- The INSPIRING Leader’s Influence:
- Dare with Dominance: Learn how they challenge and motivate the fast paced task-focussed D personalities.
- Ignite Influence: See how they connect and spark enthusiasm in their fellow I-types.
- Steady the Steadfast: Find out how they provide support and encouragement to S types.
- Converse with Conscientiousness: Understand their approach to engaging and inspiring the analytical C types.
- The Impact Ripple Effect: Julie includes real-life examples of how INSPIRING Leaders leave their indelible marks on their teams and clinics.
Hit 'play' to unravel how the INSPIRING Leader can be the catalyst for change and growth within any veterinary clinic dynamic.
🎧 Tune in, transform your perspective, and take your leadership to new heights! 🚀
About DISC-Flow®
DISC is a research-backed and science-based personality profiling tool used to understand our behaviours, communication styles, and work preferences. It’s about understanding what makes you – and the people you work with – tick.
Julie South is a DISC Flow® Certified Trainer, who describes DISC-Flow® profiling as being like having a cheat sheet to better understand yourself and other people. When you know this, it helps you play to your personality strengths, work better in teams, and communicate better.
If you’re keen to find out what your personal DISC type is, what type of leader you are, or what your clinic’s team composition looks like, then get in touch with Julie to find out what's involved.
How to get more bang for your recruitment advertising buck
This is what VetStaff is really good at so if you'd like to stretch your recruitment dollar, please get in touch with Julie because this is something VetStaff can help you with.
How to shine online as a good employer
If you’d like to shine online as a good employer to attract the types of veterinary professionals who're a perfect cultural fit for your clinic please get in touch with Julie because thi...
Have you ever considered the impact your personality has on your leadership style?
This week, we unravel the traits of "Dynamic" leaders, shedding light on how such leaders thrive on challenge and spearhead teams toward lofty goals.
We navigate the complex relationships between Dynamic leaders and the DISC personality types they manage, discussing how to create a synergetic environment despite the contrasting needs of the Ds, Is, Ss, and Cs on the team.
Discover how to balance the fast pace of a Dynamic leader with the meticulous attention to detail that types like Julie's husband embodies.
Relating to the D Personality TypeDynamic leaders relate well to the direct, decisive D (Dominance) personality type. Ds are motivated by driving towards bold outcomes. However, Ds also want autonomy in decision-making. They can clash with Dynamics who come across as too controlling.
Relating to the I Personality TypeInfluencing (I) types align with Dynamics’ charismatic inspiration towards future visions. However, I's value collaboration and want involvement in solution planning. They can feel dismissed when Dynamics charge ahead independently without team buy-in.
Relating to the S Personality TypeSteadiness (S) types appreciate Dynamics taking the initiative on problems. However, the rapid pace of change conflicts with their preference for predictable progress. When Dynamics drive too much change too quickly, S types feel anxious and unsettled.
Relating to the C Personality TypeCompliance (C) types relate to the Dynamics’ analytical approach to decisions and innovations. However, Dynamics' desire for fast change often overlooks Cs need for research, accuracy, and risk mitigation planning. Cs feel Dynamics dismiss their quality control concerns.
VetStaff
leading veterinary sector recruitment in New Zealand | veterinarians | locums | nurses
Disclaimer: This post contains affiliate links. If you make a purchase, I may receive a commission at no extra cost to you.
About DISC-Flow®
DISC is a research-backed and science-based personality profiling tool used to understand our behaviours, communication styles, and work preferences. It’s about understanding what makes you – and the people you work with – tick.
Julie South is a DISC Flow® Certified Trainer, who describes DISC-Flow® profiling as being like having a cheat sheet to better understand yourself and other people. When you know this, it helps you play to your personality strengths, work better in teams, and communicate better.
If you’re keen to find out what your personal DISC type is, what type of leader you are, or what your clinic’s team composition looks like, then get in touch with Julie to find out what's involved.
How to get more bang for your recruitment advertising buck
This is what VetStaff is really good at so if you'd like to stretch your recruitment dollar, please get in touch with Julie because this is something VetStaff can help you with.
How to shine online as a good employer
If you’d like to shine online as a good employer to attract the types of veterinary professionals who're a perfect cultural fit for your clinic please get in touch with Julie because thi...
Welcome to part 1 of an 8-episode series exploring the 8 DISC leadership styles: Commanding, Dynamic, Inspiring, Accepting, Accommodating, Modest, Methodical and Perfectionist.
Kicking off the series, your host Julie South, a Certified DISC Coach and Resilience Trainer for veterinary professionals, dives into the hard-driving mindset of Commanding Leaders.
*What motivates you at work – an ambitious pace-setter or a patient mentor?
Do rapid-fire decisions ignite your potential or make you want to tune out?
Discover techniques to collaborate with Commanding Leaders while avoiding friction with other personality types.*
In this actionable first episode, learn how Dominant “D-type" Commanding Leaders:
- Confidently take charge in crisis mode
- Set the pace through rapid decisions
- Motivate and reward drive towards bold goals
You’ll also hear tips on how Commanding Leaders can better interact with every DISC style on their veterinary team from like-minded Dominant colleagues to detail-oriented Compliance members.
Whether you’re leading the pack or seeking to harmonise, join Certified DISC Trainer and Resilience Coach Julie South in part 1 to maximise your and your team's potential!Contact Julie South
About DISC-Flow®
DISC is a research-backed and science-based personality profiling tool used to understand our behaviours, communication styles, and work preferences. It’s about understanding what makes you – and the people you work with – tick.
Julie South is a DISC Flow® Certified Trainer, who describes DISC-Flow® profiling as being like having a cheat sheet to better understand yourself and other people. When you know this, it helps you play to your personality strengths, work better in teams, and communicate better.
If you’re keen to find out what your personal DISC type is, what type of leader you are, or what your clinic’s team composition looks like, then get in touch with Julie to find out what's involved.
How to get more bang for your recruitment advertising buck
This is what VetStaff is really good at so if you'd like to stretch your recruitment dollar, please get in touch with Julie because this is something VetStaff can help you with.
How to shine online as a good employer
If you’d like to shine online as a good employer to attract the types of veterinary professionals who're a perfect cultural fit for your clinic please get in touch with Julie because thi...
Have you ever felt knocked off balance by a difficult life event or emotional outburst? What if, instead of being victims of these occasional triggers, we could develop the skills to harness them as teachers on our path to growth?
In the latest episode of the Vet Staff Podcast, host Julie South examines this compelling concept of transforming our triggers to build emotional resilience. With an influx of calls from veterinarians blaming external factors for their struggles, she spotlights the critical need for inner work and self-inquiry.
This episode promises a way forward, guiding on how to break free from self-destructive patterns. Want to build self-awareness around your emotional triggers? Keep reading for an overview of the key takeaways.
Defining Negative Affect
- Involves emotions like anger, anxiety, guilt
- Suppressing makes things worse long-term
Childhood Coping Strategies
- We often maintain unhealthy mechanisms from early on
- Need to take responsibility as adults
Blaming Others and Geographical Escapes
- Repeating negative cycles in new places without self-work
- Dangers of “doing a geographical”
Building Emotional Intelligence
- Introduces tool “DISC Flow” to understand behavioural triggers
- Fosters self-awareness and communication skills
By courageously examining our triggers, we can unlock lasting resilience.
Satisfy your intrigue by listening now to learn constructive strategies.
About DISC-Flow®
DISC is a research-backed and science-based personality profiling tool used to understand our behaviours, communication styles, and work preferences. It’s about understanding what makes you – and the people you work with – tick.
Julie South is a DISC Flow® Certified Trainer, who describes DISC-Flow® profiling as being like having a cheat sheet to better understand yourself and other people. When you know this, it helps you play to your personality strengths, work better in teams, and communicate better.
If you’re keen to find out what your personal DISC type is, what type of leader you are, or what your clinic’s team composition looks like, then get in touch with Julie to find out what's involved.
How to get more bang for your recruitment advertising buck
This is what VetStaff is really good at so if you'd like to stretch your recruitment dollar, please get in touch with Julie because this is something VetStaff can help you with.
How to shine online as a good employer
If you’d like to shine online as a good employer to attract the types of veterinary professionals who're a perfect cultural fit for your clinic please get in touch with Julie because thi...
***Do you struggle with negative self-talk and pessimism?
Are you looking for ways to boost your resilience against the stresses of veterinary work?
Would you like to transform doubts into optimism using personal affirmations?***
In this insightful episode of the Vet Staff Podcast - the final in this four-part series - host Julie South focuses on the power of optimism affirmations to build resilience for veterinary professionals.
She explains how to create personalised affirmation statements that rewrite negative self-talk and reframe challenges into growth opportunities.
Julie South provides examples of “even though,,,” affirmations that acknowledge difficult situations yet open possibilities for moving forward.
Listen as she guides you in constructing your own library of uplifting mantras tailored to specific scenarios you face at work or in life.
Tune in to learn practical methods of turning pessimism into strengthened resilience over time.
Consciously using affirmations allows veterinary professionals to pull the brakes on destructive thoughts and continually reinforce their emotional fortitude during daily stresses.
About DISC-Flow®
DISC is a research-backed and science-based personality profiling tool used to understand our behaviours, communication styles, and work preferences. It’s about understanding what makes you – and the people you work with – tick.
Julie South is a DISC Flow® Certified Trainer, who describes DISC-Flow® profiling as being like having a cheat sheet to better understand yourself and other people. When you know this, it helps you play to your personality strengths, work better in teams, and communicate better.
If you’re keen to find out what your personal DISC type is, what type of leader you are, or what your clinic’s team composition looks like, then get in touch with Julie to find out what's involved.
How to get more bang for your recruitment advertising buck
This is what VetStaff is really good at so if you'd like to stretch your recruitment dollar, please get in touch with Julie because this is something VetStaff can help you with.
How to shine online as a good employer
If you’d like to shine online as a good employer to attract the types of veterinary professionals who're a perfect cultural fit for your clinic please get in touch with Julie because thi...
Have you ever caught yourself in the throes of self-criticism after a long day at work?
I've been there more times than I can count, wrestling with the inner critic that seems to thrive on stress and exhaustion. But what if there were a way to flip the script?
In this latest episode of the Vet Staff podcast, we dive into the power of personal compassion statements. Host Julie South shares practical tips to drown out our inner critics and kick-start self-compassion.
Key Takeaways:
🔍 Notice your inner critic: Keep an ear out for self-critical thoughts and interrupt them with kindness and understanding - Julie shows you how.
🔄 Pattern interrupt: Use circuit breakers to shift from negative self-talk to positive affirmations, creating a pivot in your mindset - Julie shows you how.
💬 Repeat and vary: Develop a library of self-compassion affirmations that resonate with you and use them consistently to bolster your self-esteem - Julie shows you how.
Let's spread the word and empower more veterinary professionals to build resilience and positivity.
About DISC-Flow®
DISC is a research-backed and science-based personality profiling tool used to understand our behaviours, communication styles, and work preferences. It’s about understanding what makes you – and the people you work with – tick.
Julie South is a DISC Flow® Certified Trainer, who describes DISC-Flow® profiling as being like having a cheat sheet to better understand yourself and other people. When you know this, it helps you play to your personality strengths, work better in teams, and communicate better.
If you’re keen to find out what your personal DISC type is, what type of leader you are, or what your clinic’s team composition looks like, then get in touch with Julie to find out what's involved.
How to get more bang for your recruitment advertising buck
This is what VetStaff is really good at so if you'd like to stretch your recruitment dollar, please get in touch with Julie because this is something VetStaff can help you with.
How to shine online as a good employer
If you’d like to shine online as a good employer to attract the types of veterinary professionals who're a perfect cultural fit for your clinic please get in touch with Julie because thi...
Julie South explores empowering veterinary professionals' mindset shifts with positive affirmation statements. This is the second in her four part easy-to-do 'challenge' through March where she helps veterinary professionals strengthen their resilience and recalibrate their inner compass for career success.
Embark on a transformative journey with me, Julie South, as we harness the power of personal affirmations to bulletproof your resilience.
Picture yourself crafting statements that aren't just words but are the foundation stones of your mental fortress.
This episode is all about turning areas of doubt into bastions of strength through affirmations that resonate with the positive changes you seek.
Tune in and I'll walk you through the process, ensuring these affirmations aren't only crafted in the present tense, but also become a visible mantra in your everyday life – a constant reminder that fills your 'resilience juice tank' to the brim, ready for any challenge that dares to come your way.
As we gear up for the week ahead, I shine a spotlight on veterinary professionals, focusing on the importance of a positive mindset and resilience.
There's no better time than now to rekindle your passion for your work, and I'm here to guide you through it. But let's not walk this path alone; I encourage you to bring along three friends or colleagues on this podcast adventure, helping each other to build resilience step by step.
And for those in the veterinary field seeking fresh horizons, remember that VetsClinicJobs.com is the bridge to clinics that are not just surviving but thriving in the digital space.
Hit that "follow" button to stay tuned for next week's episode, where we'll explore strategies for reinforcing habits that fortify a resilient lifestyle. Together, let's become the best resilient versions of ourselves.
About DISC-Flow®
DISC is a research-backed and science-based personality profiling tool used to understand our behaviours, communication styles, and work preferences. It’s about understanding what makes you – and the people you work with – tick.
Julie South is a DISC Flow® Certified Trainer, who describes DISC-Flow® profiling as being like having a cheat sheet to better understand yourself and other people. When you know this, it helps you play to your personality strengths, work better in teams, and communicate better.
If you’re keen to find out what your personal DISC type is, what type of leader you are, or what your clinic’s team composition looks like, then get in touch with Julie to find out what's involved.
How to get more bang for your recruitment advertising buck
This is what VetStaff is really good at so if you'd like to stretch your recruitment dollar, please get in touch with Julie because this is something VetStaff can help you with.
How to shine online as a good employer
If you’d like to shine online as a good employer to attract the types of veterinary professionals who're a perfect cultural fit for your clinic please get in touch with Julie because thi...
Unlock the power of affirmations to keep your resilience tank topped up. Join Julie South in this episode of Vet Staff Podcast as she guides you through creating your personalised affirmation statement library ready to access whenever you need.
Welcome to the Vet Staff Podcast, the go-to place for veterinary professionals looking to find their motivation and resilience in the workplace.
In this episode, Julie South introduces a challenge for March to help recalibrate and rediscover your inner compass, providing tools to boost your personal resilience.
The focus is on creating a 100% personalised (to you) affirmation statement library to empower you during challenging moments.
Julie emphasises the importance of aligning your actions with your values, and guides listeners through the process of creating their own affirmation statement.
This easy to digest and listen to sets the stage for a series of practical exercises to strengthen your mindset and resilience.
About DISC-Flow®
DISC is a research-backed and science-based personality profiling tool used to understand our behaviours, communication styles, and work preferences. It’s about understanding what makes you – and the people you work with – tick.
Julie South is a DISC Flow® Certified Trainer, who describes DISC-Flow® profiling as being like having a cheat sheet to better understand yourself and other people. When you know this, it helps you play to your personality strengths, work better in teams, and communicate better.
If you’re keen to find out what your personal DISC type is, what type of leader you are, or what your clinic’s team composition looks like, then get in touch with Julie to find out what's involved.
How to get more bang for your recruitment advertising buck
This is what VetStaff is really good at so if you'd like to stretch your recruitment dollar, please get in touch with Julie because this is something VetStaff can help you with.
How to shine online as a good employer
If you’d like to shine online as a good employer to attract the types of veterinary professionals who're a perfect cultural fit for your clinic please get in touch with Julie because thi...
Juggling the endless needs as a veterinary professional of patients and clients while trying to disconnect and live your personal life is an ongoing struggle for many in the veterinary field.
Host Julie South offers practical guidance tailored for veterinary professionals who have difficulty establishing boundaries between their clinical responsibilities and precious personal time.
Learn easy-to-implement rituals that can help prevent burnout and overworking.
Discover small but powerful tweaks to daily routines that enable you to show up fully present for loved ones—without constantly worrying about patients and practice demands.
Julie asks some reasonably confrontational questions to get you to think about whether you're using work as an excuse to face some things you don't want to face.
In this episode she also helps you draw the line in the sand and then keep work / home on their own side of that line.
Takeaways:
- Set daily habits to compartmentalise clinic and personal time
- Strategies to avoid overworking and work creep after hours
- Tools to shift your mindset and be fully present with friends and family
VetStaff
leading veterinary sector recruitment in New Zealand | veterinarians | locums | nurses
Disclaimer: This post contains affiliate links. If you make a purchase, I may receive a commission at no extra cost to you.
About DISC-Flow®
DISC is a research-backed and science-based personality profiling tool used to understand our behaviours, communication styles, and work preferences. It’s about understanding what makes you – and the people you work with – tick.
Julie South is a DISC Flow® Certified Trainer, who describes DISC-Flow® profiling as being like having a cheat sheet to better understand yourself and other people. When you know this, it helps you play to your personality strengths, work better in teams, and communicate better.
If you’re keen to find out what your personal DISC type is, what type of leader you are, or what your clinic’s team composition looks like, then get in touch with Julie to find out what's involved.
How to get more bang for your recruitment advertising buck
This is what VetStaff is really good at so if you'd like to stretch your recruitment dollar, please get in touch with Julie because this is something VetStaff can help you with.
How to shine online as a good employer
If you’d like to shine online as a good employer to attract the types of veterinary professionals who're a perfect cultural fit for your clinic please get in touch with Julie because thi...
In episode 173 of the Vet Staff Podcast, host Julie South delves into the concept of strategic renewal as a means of achieving work-life harmony for veterinary professionals.
The episode focuses on practical steps to create sustainable work-life balance and the importance of self-care for overall well-being. Let’s explore how veterinary professionals can incorporate strategic renewal into their lives to achieve a balanced and fulfilling work-life harmony.
Here are the key takeaways:
1. Recognise the signs of stress and burnout: Julie emphasises the importance of identifying potential signs of stress and burnout in various aspects of our lives, including physical, mental, emotional, and spiritual well-being.
2. Take small, actionable steps: Instead of overwhelming yourself with drastic changes, focus on taking small, incremental steps to address the areas of concern. Whether it's going for a short walk, setting aside quiet time for self-reflection, or reconnecting with activities that bring you joy, every tiny step makes a difference.
3. Schedule strategic renewal activities: Proactively make time for strategic renewal by scheduling activities that promote physical, mental, emotional, and spiritual renewal. Create a realistic plan that aligns with your schedule and commitments.
About DISC-Flow®
DISC is a research-backed and science-based personality profiling tool used to understand our behaviours, communication styles, and work preferences. It’s about understanding what makes you – and the people you work with – tick.
Julie South is a DISC Flow® Certified Trainer, who describes DISC-Flow® profiling as being like having a cheat sheet to better understand yourself and other people. When you know this, it helps you play to your personality strengths, work better in teams, and communicate better.
If you’re keen to find out what your personal DISC type is, what type of leader you are, or what your clinic’s team composition looks like, then get in touch with Julie to find out what's involved.
How to get more bang for your recruitment advertising buck
This is what VetStaff is really good at so if you'd like to stretch your recruitment dollar, please get in touch with Julie because this is something VetStaff can help you with.
How to shine online as a good employer
If you’d like to shine online as a good employer to attract the types of veterinary professionals who're a perfect cultural fit for your clinic please get in touch with Julie because thi...
Discover the transformative power of setting clear boundaries and managing expectations, both for your clients and yourself
Host Julie South tackles the delicate art of work-life harmony, guiding you through the initial client interactions that are pivotal in shaping a manageable and realistic schedule.
Learn how the strategic use of the word "because" can enhance your persuasive communication, referencing insights from a Harvard University study.
If you're edging toward burnout or contemplating a career change due to the relentless demands of the job, this episode is your guiding light to reclaim control and find the balance that has been eluding you.
In the quest for clinic efficiency, Julie South shares actionable steps to evaluate and potentially overhaul your daily schedule, encouraging you to approach management with a solutions-focused mindset.
A revolutionary suggestion is on the table: consider the impact of a non-nurse qualified receptionist to streamline operations. This could be the key to staff leaving on time and enjoying well-deserved breaks. With practical advice on aligning personal and clinic goals, this episode is rich with strategies to reduce stress and keep your passion for veterinary care alive.
Tune in to rekindle your enthusiasm for the work week and step into your role with confidence and a renewed sense of resilience, screwing your head on straight and going to work on Monday mornings - just like how you imagined while you were studying!
About DISC-Flow®
DISC is a research-backed and science-based personality profiling tool used to understand our behaviours, communication styles, and work preferences. It’s about understanding what makes you – and the people you work with – tick.
Julie South is a DISC Flow® Certified Trainer, who describes DISC-Flow® profiling as being like having a cheat sheet to better understand yourself and other people. When you know this, it helps you play to your personality strengths, work better in teams, and communicate better.
If you’re keen to find out what your personal DISC type is, what type of leader you are, or what your clinic’s team composition looks like, then get in touch with Julie to find out what's involved.
How to get more bang for your recruitment advertising buck
This is what VetStaff is really good at so if you'd like to stretch your recruitment dollar, please get in touch with Julie because this is something VetStaff can help you with.
How to shine online as a good employer
If you’d like to shine online as a good employer to attract the types of veterinary professionals who're a perfect cultural fit for your clinic please get in touch with Julie because thi...
Embark on a quest for equilibrium in the bustling world of veterinary medicine, where work-life harmony isn't just an aspiration—it IS an achievable reality.
You and your guide - Resilience Coach, Julie South - together look at the unspoken nuances of setting personal boundaries and the finesse required to communicate them with both confidence and charm to those who'll be affected.
This episode shows you the first step on the map to aligning your deepest values with your career without compromising your mental, physical, spiritual or financial health and well-being. It's about embracing the unique dance of work and life as you define it, right here, right now, in your veterinary life.
Through the lens of this four part Work Life Harmony series, you'll gain strategies to nurture a resilient, positive mindset that's more than the mere act of juggling tasks.
Today we look at helping you:
- Define your limits & boundaries
- How to communicate those to the people who need to know, and then
- Managing any push back you may encounter with confidence and charm
So stay tuned because your host Julie South walks you through the framework of how to word your personal boundary statement in a powerful, non-manipulative way, that makes it hard for people to pushback.
Today's episode is definitely for you - if:
- you’re a people pleaser
- you’re feeling a bit frazzled around the edges, and
- you’re contemplating quitting the veterinary sector altogether
VetStaff
leading veterinary sector recruitment in New Zealand | veterinarians | locums | nurses
Disclaimer: This post contains affiliate links. If you make a purchase, I may receive a commission at no extra cost to you.
About DISC-Flow®
DISC is a research-backed and science-based personality profiling tool used to understand our behaviours, communication styles, and work preferences. It’s about understanding what makes you – and the people you work with – tick.
Julie South is a DISC Flow® Certified Trainer, who describes DISC-Flow® profiling as being like having a cheat sheet to better understand yourself and other people. When you know this, it helps you play to your personality strengths, work better in teams, and communicate better.
If you’re keen to find out what your personal DISC type is, what type of leader you are, or what your clinic’s team composition looks like, then get in touch with Julie to find out what's involved.
How to get more bang for your recruitment advertising buck
This is what VetStaff is really good at so if you'd like to stretch your recruitment dollar, please get in touch with Julie because this is something VetStaff can help you with.
How to shine online as a good employer
If you’d like to shine online as a good employer to attract the types of veterinary professionals who're a perfect cultural fit for your clinic please get in touch with Julie because thi...
🐾 Calling all veterinary professionals! 🐾
🎙️ In the final in-depth series on strengthening your resilience quotient, host Julie South shares valuable insights on how to build resilience in the veterinary field.
🔍 Here are three key takeaways from the episode:
1. Journaling & Gratitude: Start or develop the habit of journaling with an attitude of gratitude. Intentionally seek out moments in your life for gratitude and awe + take a daily walk in the fresh morning air for a positive start to the day.
2. "This Too Will Pass": During challenging times, remember to believe that the current situation is temporary. Strengthen your resilience by building an attitude of gratitude, practicing breathing and reframing, and taking a brief morning walk as a habit.
3. Clarity on Values: Get clear on your core values. Understanding your values provides the motivation and direction necessary to handle difficult decisions during overwhelming times. Identifying what really matters to you enables better prioritisation in life.
About DISC-Flow®
DISC is a research-backed and science-based personality profiling tool used to understand our behaviours, communication styles, and work preferences. It’s about understanding what makes you – and the people you work with – tick.
Julie South is a DISC Flow® Certified Trainer, who describes DISC-Flow® profiling as being like having a cheat sheet to better understand yourself and other people. When you know this, it helps you play to your personality strengths, work better in teams, and communicate better.
If you’re keen to find out what your personal DISC type is, what type of leader you are, or what your clinic’s team composition looks like, then get in touch with Julie to find out what's involved.
How to get more bang for your recruitment advertising buck
This is what VetStaff is really good at so if you'd like to stretch your recruitment dollar, please get in touch with Julie because this is something VetStaff can help you with.
How to shine online as a good employer
If you’d like to shine online as a good employer to attract the types of veterinary professionals who're a perfect cultural fit for your clinic please get in touch with Julie because thi...
Have you ever caught yourself spiraling into a negative headspace, only to wish you had the tools to shift your perspective?
That's where the art of metacognition, journaling and reflection come into play, and I'm thrilled to guide you through their transformative effects on resilience.
In our latest episode, we unlock the secrets of self-reflection, teaching you how to convert life's hurdles into stepping stones for personal growth.
You'll discover how to harness the power of your thoughts and emotions, crafting a thoughtful response to challenges rather than succumbing to impulsive reactions.
Today I share my own three week perfect personal storm and how resilience, shaped by journaling and metacognition, became my secret weapon.
We acknowledge the research of James Pennebaker and the astounding psychological benefits that come with pouring your heart onto a page.
By the end of our conversation, you'll be equipped with strategies to reframe your mindset, extract lessons from missteps, and seek out feedback that sparks true growth.
Let's wax lyrical about the morning routines and daily rituals that can set the stage for a resilient life.
I'm sharing personal anecdotes about my commitment to a daily walk and the profound impact of a mindful coffee ritual. We also look ahead to the integration of Pilates into my mornings, expecting the same resilient benefits.
Follow Julie South on Linkedin - her More-Awe Attitude of Gratitude posts to see how she reframes and looks for the good in her life each day.
About DISC-Flow®
DISC is a research-backed and science-based personality profiling tool used to understand our behaviours, communication styles, and work preferences. It’s about understanding what makes you – and the people you work with – tick.
Julie South is a DISC Flow® Certified Trainer, who describes DISC-Flow® profiling as being like having a cheat sheet to better understand yourself and other people. When you know this, it helps you play to your personality strengths, work better in teams, and communicate better.
If you’re keen to find out what your personal DISC type is, what type of leader you are, or what your clinic’s team composition looks like, then get in touch with Julie to find out what's involved.
How to get more bang for your recruitment advertising buck
This is what VetStaff is really good at so if you'd like to stretch your recruitment dollar, please get in touch with Julie because this is something VetStaff can help you with.
How to shine online as a good employer
If you’d like to shine online as a good employer to attract the types of veterinary professionals who're a perfect cultural fit for your clinic please get in touch with Julie because thi...
🎙️ Exciting news! 🎙️
Today we're discussing the power of social connectedness as one of the jigsaw pieces that contribute to "resilience"
Julie South shares invaluable insights on how building meaningful relationships can strengthen your resilience quotient.
Here are 3 key takeaways from the episode:
1. Social connectedness is vital for resilience: Research shows that being socially connected leads to longer, healthier lives. Meaningful relationships, emotional support, and a sense of belonging all contribute to our overall well-being and ability to cope with challenges.
2. The impact of mentorship on resilience: Mentoring programmes not only benefit the mentee but also the mentor. It creates a strong foundation of trust, care, and mutual understanding, leading to enhanced vulnerability and growth. The act of supporting others helps provide a sense of purpose and personal growth, which directly strengthens our resilience.
3. Strengthening social connections for enhanced resilience: There are numerous ways to enhance social connectedness, from reconnecting with friends to exploring new interests or hobbies. Joining groups or activities that align with your interests can naturally lead to forming meaningful social connections, ultimately strengthening your resilience.
You can find the social connection research Julie mentions on the episode page at VetStaff's website.
Tune in to the full episode on the Vet Staff Podcast to learn more about how to grow your resilience quotient through social connectedness.
And remember to hit the follow button to stay updated with future episodes!
About DISC-Flow®
DISC is a research-backed and science-based personality profiling tool used to understand our behaviours, communication styles, and work preferences. It’s about understanding what makes you – and the people you work with – tick.
Julie South is a DISC Flow® Certified Trainer, who describes DISC-Flow® profiling as being like having a cheat sheet to better understand yourself and other people. When you know this, it helps you play to your personality strengths, work better in teams, and communicate better.
If you’re keen to find out what your personal DISC type is, what type of leader you are, or what your clinic’s team composition looks like, then get in touch with Julie to find out what's involved.
How to get more bang for your recruitment advertising buck
This is what VetStaff is really good at so if you'd like to stretch your recruitment dollar, please get in touch with Julie because this is something VetStaff can help you with.
How to shine online as a good employer
If you’d like to shine online as a good employer to attract the types of veterinary professionals who're a perfect cultural fit for your clinic please get in touch with Julie because thi...
Have you ever found yourself in the eye of an emotional hurricane, or up to your neck in alligators, tongue-tied and searching for the words that can steer the conversation toward calm waters?
This episode is your lifeline.
We unpack the nuanced choreography of courageous communication, a vital pillar in erecting the architecture of resilience.
You'll walk away with a toolkit for engaging in the kind of honest, positive dialogue that not only mends bridges but strengthens, fortifies them, against future storms.
This isn't your average pep talk; it's a blueprint for transforming tough talks into stepping stones towards a more resilient you. Stay tuned to discover some of the phrases your host, Julie south, uses when she needs to put on her Big Girl Kit and have a Courageous Conversation.
As your guide in this Resiliency Quotient series, she weaves personal tales and practical advice,
You'll learn how to plant your feet firmly in the midst of life's adversities and face them with a blend of compassion and candour.
You'll discover yet more tools and frameworks to strengthen your Resiliency Quotient so you can get your head screwed on straight and get excited about going to work on Monday mornings.
Links mentioned in this podcast:Episode 022 - Chris Voss's "Never Split the Difference" book review
Buy Chris Voss's book on Amazon (Hard-, soft-cover, Kindle, Audible)
About DISC-Flow®
DISC is a research-backed and science-based personality profiling tool used to understand our behaviours, communication styles, and work preferences. It’s about understanding what makes you – and the people you work with – tick.
Julie South is a DISC Flow® Certified Trainer, who describes DISC-Flow® profiling as being like having a cheat sheet to better understand yourself and other people. When you know this, it helps you play to your personality strengths, work better in teams, and communicate better.
If you’re keen to find out what your personal DISC type is, what type of leader you are, or what your clinic’s team composition looks like, then get in touch with Julie to find out what's involved.
How to get more bang for your recruitment advertising buck
This is what VetStaff is really good at so if you'd like to stretch your recruitment dollar, please get in touch with Julie because this is something VetStaff can help you with.
How to shine online as a good employer
If you’d like to shine online as a good employer to attract the types of veterinary professionals who're a perfect cultural fit for your clinic please get in touch with Julie because thi...
Have you ever been sideswiped by life's unexpected twists and turns, wishing you had the fortitude to bounce back stronger?
Our latest episode tackles precisely this, as we fuse the concepts of resilience and time management to arm you with the strategies you need to weather any storm.
We'll reveal how the power of awe-some-ness – those awesome moments we often overlook – can dramatically alter our perception of personal hurdles, minimising their intimidation factor and empowering us to recover swiftly from life's punches.
This episode isn't about turning you into a scheduling robot; instead, it's about cultivating flexibility, adaptability, and the ability to treasure life's wonders, all crucial ingredients in concocting a robust resilience potion.
We know that time is a precious commodity, and managing it wisely can be the bedrock of a resilient lifestyle. That's why, together, we dissect the art of RUTHLESS prioritisation, smart planning, and the underrated importance of regular breaks and hydration.
Through a blend of personal insights and collective wisdom, we'll guide you on how to evaluate your commitments, wield productivity tools with finesse, and share the responsibilities that often weigh heavy on both professional and personal fronts.
Get ready to redefine your work-life balance, bolster your stress management skills, and step into a life where resilience is not just a buzzword, but your reality.
Join us and become the master of your clock, ready to face each day with unshakable strength and serenity.
🌟 Key Takeaways:
-
Ruthless time management isn't about control, it's about balance. Prioritisation and clear objectives lead to greater work-life balance and reduced stress.
-
Incorporating awesome moments into your daily life can have a huge positive impact on your ability to bounce forward from setbacks. It alters your perspective, provides positive emotions, and enhances your overall well-being.
-
Harnessing effective time management skills not only helps achieve work-life balance but also strengthens resilience. By setting clear
VetStaff
leading veterinary sector recruitment in New Zealand | veterinarians | locums | nurses
Disclaimer: This post contains affiliate links. If you make a purchase, I may receive a commission at no extra cost to you.
About DISC-Flow®
DISC is a research-backed and science-based personality profiling tool used to understand our behaviours, communication styles, and work preferences. It’s about understanding what makes you – and the people you work with – tick.
Julie South is a DISC Flow® Certified Trainer, who describes DISC-Flow® profiling as being like having a cheat sheet to better understand yourself and other people. When you know this, it helps you play to your personality strengths, work better in teams, and communicate better.
If you’re keen to find out what your personal DISC type is, what type of leader you are, or what your clinic’s team composition looks like, then get in touch with Julie to find out what's involved.
How to get more bang for your recruitment advertising buck
This is what VetStaff is really good at so if you'd like to stretch your recruitment dollar, please get in touch with Julie because this is something VetStaff can help you with.
How to shine online as a good employer
If you’d like to shine online as a good employer to attract the types of veterinary professionals who're a perfect cultural fit for your clinic please get in touch with Julie because thi...
As we close the chapter on 2023, join me, Julie South, for a contemplative journey through the landscape of veterinary recruitment of 2023.
If you wondered how the predictions of yesteryear stack up against the reality we've lived, this episode is your crystal ball into the hits, the misses, and the lessons learned.
From the integration of AI in hiring to the elusive goal of job satisfaction, we unsheathe the truths of what's worked and what's still a work in progress. Discover how some vet clinics have sculpted their employer brands into works of art while others have barely sketched out their identities, and gauge the pulse on the rising, albeit modest, trend of job sharing within our beloved industry.
Fasten your seatbelts as we forecast the trends poised to shape veterinary recruitment and retention in the year to come, with a particular spotlight on New Zealand's dynamic veterinary scene.
This episode promises to unravel the complex web of personalised recruitment strategies amidst an age where AI threatens to homogenise the candidate landscape.
I'll share insider predictions on the growing clout of allied veterinary professionals, potential game-changers in international vet registration, and the critical, enduring saga of staff retention.
Get ready to absorb actionable insights on how clinics can command their brand presence beyond the titans of Google and Facebook, and how job seekers could wield social media in their favour.
For all the clinics and veterinary professionals out there, consider this episode your essential guide to successfully navigating the future of veterinary recruitment.
About DISC-Flow®
DISC is a research-backed and science-based personality profiling tool used to understand our behaviours, communication styles, and work preferences. It’s about understanding what makes you – and the people you work with – tick.
Julie South is a DISC Flow® Certified Trainer, who describes DISC-Flow® profiling as being like having a cheat sheet to better understand yourself and other people. When you know this, it helps you play to your personality strengths, work better in teams, and communicate better.
If you’re keen to find out what your personal DISC type is, what type of leader you are, or what your clinic’s team composition looks like, then get in touch with Julie to find out what's involved.
How to get more bang for your recruitment advertising buck
This is what VetStaff is really good at so if you'd like to stretch your recruitment dollar, please get in touch with Julie because this is something VetStaff can help you with.
How to shine online as a good employer
If you’d like to shine online as a good employer to attract the types of veterinary professionals who're a perfect cultural fit for your clinic please get in touch with Julie because thi...
Julie South introduces listeners to two frameworks to help you solve problems as a way to strengthen your resilience quotient. 🐾
We explore the RISE ABOVE framework, designed to equip veterinary professionals with the tools to navigate challenges effectively, both personally and professionally.
Host Julie South shares insights and practical strategies to enhance problem-solving abilities and build resilience.
Key Takeaways:
-
Problem-solving strengthens resilience: Regularly solving problems builds confidence, adaptability, perseverance, and offers opportunities for growth.
-
The RISE ABOVE framework: Recognise, Investigate, Shift perspective, Examine options, Assess trade-offs, Bravely take action, Optimise learning, Verify progress, Equip yourself.
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Real-life applications: Explore scenarios of recognizing challenges, investigating causes, shifting perspectives, examining options, assessing trade-offs, taking brave actions, optimizing learning, verifying progress, and equipping oneself.
Tune in to the full episode for real-life examples, actionable insights, and powerful strategies to enhance your problem-solving skills and bolster your resilience quotient.
😊🎧 #Vetstaff #ResilienceQuotient #ProblemSolving #VeterinaryProfession #PodcastEpisode
About DISC-Flow®
DISC is a research-backed and science-based personality profiling tool used to understand our behaviours, communication styles, and work preferences. It’s about understanding what makes you – and the people you work with – tick.
Julie South is a DISC Flow® Certified Trainer, who describes DISC-Flow® profiling as being like having a cheat sheet to better understand yourself and other people. When you know this, it helps you play to your personality strengths, work better in teams, and communicate better.
If you’re keen to find out what your personal DISC type is, what type of leader you are, or what your clinic’s team composition looks like, then get in touch with Julie to find out what's involved.
How to get more bang for your recruitment advertising buck
This is what VetStaff is really good at so if you'd like to stretch your recruitment dollar, please get in touch with Julie because this is something VetStaff can help you with.
How to shine online as a good employer
If you’d like to shine online as a good employer to attract the types of veterinary professionals who're a perfect cultural fit for your clinic please get in touch with Julie because thi...
Grappling with emotional outbursts or witnessing them in others can be an overwhelming (and rather embarrassing) experience.
Julie shares a compelling story of working with an individual who had frequent emotional outbursts due to an underlying health condition. His temper tantrums were embarrassing and made recruitment for specialist staff extremely difficult.
You can master the skill of maintaining self-composure under any circumstance by understanding the role emotional regulation plays in our lives.
We delve into the art of developing resilience through self-composure, urging you to consider possible medical conditions before judging someone's behaviour.
Julie introduces TRIGGERS as a way to improve self-composure and resilience.
As this conversation discusses situational awareness, Julie highlights different ways it plays out.
Listen in as we provide tips to help you develop and strengthen your own situational awareness and thus resilience, and then how to leverage these skills to make informed decisions, which ultimately lead to career success.
Linksto references Julie mentions in this episode.
About DISC-Flow®
DISC is a research-backed and science-based personality profiling tool used to understand our behaviours, communication styles, and work preferences. It’s about understanding what makes you – and the people you work with – tick.
Julie South is a DISC Flow® Certified Trainer, who describes DISC-Flow® profiling as being like having a cheat sheet to better understand yourself and other people. When you know this, it helps you play to your personality strengths, work better in teams, and communicate better.
If you’re keen to find out what your personal DISC type is, what type of leader you are, or what your clinic’s team composition looks like, then get in touch with Julie to find out what's involved.
How to get more bang for your recruitment advertising buck
This is what VetStaff is really good at so if you'd like to stretch your recruitment dollar, please get in touch with Julie because this is something VetStaff can help you with.
How to shine online as a good employer
If you’d like to shine online as a good employer to attract the types of veterinary professionals who're a perfect cultural fit for your clinic please get in touch with Julie because thi...
Overcome Imposter Syndrome with Vet Staff's Julie South! Learn strategies to break free from self-doubt, embrace your achievements, and grow your resiliency.
Imposter Syndrome - Ever feel like a fraud, despite your achievements and qualifications? You're not alone!
We take an in-depth look at the pervasive, yet seldom talked about, phenomenon of Imposter Syndrome.
Julie looks at the 4 Ps of Imposter Syndrome . She introduces you to the five archetypes of imposters - a sure-fire way to better understand yourself and others.
She also talks you through the two most common "causes" of how Imposter Syndrome manifests and the types of "stories" you started telling yourself.
VetStaff
leading veterinary sector recruitment in New Zealand | veterinarians | locums | nurses
Disclaimer: This post contains affiliate links. If you make a purchase, I may receive a commission at no extra cost to you.
About DISC-Flow®
DISC is a research-backed and science-based personality profiling tool used to understand our behaviours, communication styles, and work preferences. It’s about understanding what makes you – and the people you work with – tick.
Julie South is a DISC Flow® Certified Trainer, who describes DISC-Flow® profiling as being like having a cheat sheet to better understand yourself and other people. When you know this, it helps you play to your personality strengths, work better in teams, and communicate better.
If you’re keen to find out what your personal DISC type is, what type of leader you are, or what your clinic’s team composition looks like, then get in touch with Julie to find out what's involved.
How to get more bang for your recruitment advertising buck
This is what VetStaff is really good at so if you'd like to stretch your recruitment dollar, please get in touch with Julie because this is something VetStaff can help you with.
How to shine online as a good employer
If you’d like to shine online as a good employer to attract the types of veterinary professionals who're a perfect cultural fit for your clinic please get in touch with Julie because thi...
Have you ever wondered why some veterinary professionals seem to handle adversity better than others?
Why some people seem to thrive amidst challenges, while others crumble?
The secret is resilience, a superpower that can be cultivated and honed to help you adapt and bounce forward in the face of life's and work's 'Pear Shaped Moments" we all face from time to time.
Join Julie South, as she explores more key strategies to boost resilience, including the significant role of self-assurance, and the crucial difference between it and cockiness.
Want to level up your self-confidence and flush Imposter Syndrome down the drain - where it belongs...?
Julie introduces VetStaff's exclusive EFFORT framework to help you (and those you work with and love at home) ditch Imposter Syndrome every time it rears its undermining, self-sabotaging and ugly head!Become more capable + confident + credible with EFFORT to grow your Resiliency Quotient to live your best life - at home and at work.
About DISC-Flow®
DISC is a research-backed and science-based personality profiling tool used to understand our behaviours, communication styles, and work preferences. It’s about understanding what makes you – and the people you work with – tick.
Julie South is a DISC Flow® Certified Trainer, who describes DISC-Flow® profiling as being like having a cheat sheet to better understand yourself and other people. When you know this, it helps you play to your personality strengths, work better in teams, and communicate better.
If you’re keen to find out what your personal DISC type is, what type of leader you are, or what your clinic’s team composition looks like, then get in touch with Julie to find out what's involved.
How to get more bang for your recruitment advertising buck
This is what VetStaff is really good at so if you'd like to stretch your recruitment dollar, please get in touch with Julie because this is something VetStaff can help you with.
How to shine online as a good employer
If you’d like to shine online as a good employer to attract the types of veterinary professionals who're a perfect cultural fit for your clinic please get in touch with Julie because thi...
Limiting beliefs are self-imposed barriers that prevent you from achieving your goals, narrow your thinking, and dilute your resilience quotient.
If you ever feel like you aren't reaching your full potential then this episode is for you -you'll discover how to flush your limiting self beliefs down the drain.
In this episode Julie introduces FIT - Functional Imagery Training. It's powerful and backed by research.
Imagine being able to harness the power of mental imagery to motivate your own behavioural change, boost your drive, and belief in your goal achievement capabilities!
What has that got to do with growing and strengthening your Resilient Quotient? Tune in because Julie explains how having self efficacy is essential to having a resilient mindset.
If you know you have a limiting self-belief (or two or three) that get in the way of you living your best life, then this episode's for you.
Likewise, if you find yourself sometimes running out of motivation on a new project - again, this episode's for you as well.
Functional Imagery Training - ExtractUniversity of Plymouth - FITValues Workbook
About DISC-Flow®
DISC is a research-backed and science-based personality profiling tool used to understand our behaviours, communication styles, and work preferences. It’s about understanding what makes you – and the people you work with – tick.
Julie South is a DISC Flow® Certified Trainer, who describes DISC-Flow® profiling as being like having a cheat sheet to better understand yourself and other people. When you know this, it helps you play to your personality strengths, work better in teams, and communicate better.
If you’re keen to find out what your personal DISC type is, what type of leader you are, or what your clinic’s team composition looks like, then get in touch with Julie to find out what's involved.
How to get more bang for your recruitment advertising buck
This is what VetStaff is really good at so if you'd like to stretch your recruitment dollar, please get in touch with Julie because this is something VetStaff can help you with.
How to shine online as a good employer
If you’d like to shine online as a good employer to attract the types of veterinary professionals who're a perfect cultural fit for your clinic please get in touch with Julie because thi...
Are you cultivating the right kind of optimism in your personal and professional life?
How to Grow Your Resiliency Quotient (pt 3) - today, Julie South guides you through the concept of realistic optimism—what it is and why it matters.
She shares insights on its benefits - and how these apply to your daily professional life.
Discover how cognitive restructuring is not just a buzzword, but a transformative tool with real-life applications for veterinary professionals.
Learn about the 'three C's'—Control, Challenge, Commitment—and their pivotal role in building resilience.
Understand the subtle yet crucial differences between a Pollyanna mindset and Realistic Optimism, and how one can empower your Resiliency Quotient, while the other will disempower.
Julie also tackles the tough questions:
Can realistic optimism shield you from burnout?
How can we counter automatic negative thoughts that sabotage our work?
And what's the significance of 'pattern interrupt' in maintaining a balanced and optimistic perspective?
For answers to these questions and to further grow your Resiliency Quotient, tune in! This episode is perfect for veterinary professionals looking for practical strategies to bounce forward every time they find themselves in the middle of a Pear Shaped Event - at work or at home.
Research mentioned:
Three Cs ResearchHardiness - Three Cs Background
VetStaff
leading veterinary sector recruitment in New Zealand | veterinarians | locums | nurses
Disclaimer: This post contains affiliate links. If you make a purchase, I may receive a commission at no extra cost to you.
About DISC-Flow®
DISC is a research-backed and science-based personality profiling tool used to understand our behaviours, communication styles, and work preferences. It’s about understanding what makes you – and the people you work with – tick.
Julie South is a DISC Flow® Certified Trainer, who describes DISC-Flow® profiling as being like having a cheat sheet to better understand yourself and other people. When you know this, it helps you play to your personality strengths, work better in teams, and communicate better.
If you’re keen to find out what your personal DISC type is, what type of leader you are, or what your clinic’s team composition looks like, then get in touch with Julie to find out what's involved.
How to get more bang for your recruitment advertising buck
This is what VetStaff is really good at so if you'd like to stretch your recruitment dollar, please get in touch with Julie because this is something VetStaff can help you with.
How to shine online as a good employer
If you’d like to shine online as a good employer to attract the types of veterinary professionals who're a perfect cultural fit for your clinic please get in touch with Julie because thi...
What if you possessed an untapped superpower that could transform your life?
Today, we're going to reveal this hidden potential within you - it's the power of resilience.
Much like a muscle, resilience can be strengthened over time with practice.
Julie South discusses how to enhance your resilience quotient and, importantly, explore the role of personal accountability and responsibility in this process.
You'll also receive a practical strategy to start building your resilience toolbox right away.
Julie looks into the realm of personal responsibility.
It's a trait that significantly influences your resilience quotient, and we'll discuss its indicators and how it impacts our lives.
She'll guide you on how to cultivate this crucial trait and share a simple daily practice that can make you more mindful of your actions.
As she wraps up your empowering journey, we'll balance out our positive thinking with actionable steps to restructure our cognitive processes, helping us battle pessimism and grow our resilience quotient.
So, join us for this insightful and transformative conversation! Be ready to become the most fantastic, self-accountable version of yourself.
About DISC-Flow®
DISC is a research-backed and science-based personality profiling tool used to understand our behaviours, communication styles, and work preferences. It’s about understanding what makes you – and the people you work with – tick.
Julie South is a DISC Flow® Certified Trainer, who describes DISC-Flow® profiling as being like having a cheat sheet to better understand yourself and other people. When you know this, it helps you play to your personality strengths, work better in teams, and communicate better.
If you’re keen to find out what your personal DISC type is, what type of leader you are, or what your clinic’s team composition looks like, then get in touch with Julie to find out what's involved.
How to get more bang for your recruitment advertising buck
This is what VetStaff is really good at so if you'd like to stretch your recruitment dollar, please get in touch with Julie because this is something VetStaff can help you with.
How to shine online as a good employer
If you’d like to shine online as a good employer to attract the types of veterinary professionals who're a perfect cultural fit for your clinic please get in touch with Julie because thi...
Sometimes life gets in the way of everything - oftentimes it can feel like a whirlwind of chaos. Without learned tools, tips and skills, it's natural to feel overwhelmed and unsure of how to navigate through the storm.
Join me, Julie South, as we dive fearlessly into the turbulence, teasing out the knots of "buyer's remorse" in job transitions, and uncovering the definitive aspects of resilience as per the American Psychological Association.
We'll dissect why it's essential to process struggles rather than resorting to unhealthy coping mechanisms, and lift the veil on the debilitating pressure to always appear strong.
Today we look at the importance of embarking on a quest to seek positivity amidst chaos, learn to disassemble massive challenges into digestible portions, and cultivate resilience not just in ourselves but also in our children.
Then, we'll look at the tricky landscape of job regret (the recruitment equivalent of buyers' remorse) after choosing a new career path to come out stronger on the other side.
Plug in, and let this episode fan the flames of resilience and positivity in your life.
About DISC-Flow®
DISC is a research-backed and science-based personality profiling tool used to understand our behaviours, communication styles, and work preferences. It’s about understanding what makes you – and the people you work with – tick.
Julie South is a DISC Flow® Certified Trainer, who describes DISC-Flow® profiling as being like having a cheat sheet to better understand yourself and other people. When you know this, it helps you play to your personality strengths, work better in teams, and communicate better.
If you’re keen to find out what your personal DISC type is, what type of leader you are, or what your clinic’s team composition looks like, then get in touch with Julie to find out what's involved.
How to get more bang for your recruitment advertising buck
This is what VetStaff is really good at so if you'd like to stretch your recruitment dollar, please get in touch with Julie because this is something VetStaff can help you with.
How to shine online as a good employer
If you’d like to shine online as a good employer to attract the types of veterinary professionals who're a perfect cultural fit for your clinic please get in touch with Julie because thi...
Are you ready to demystify the four stages of team development?
With the help of our guest, Lucy Smith, a certified DISC practitioner, you'll cultivate a deeper understanding of how high emotional intelligence (EQ) shapes effective teams.
We talk about how the simple knowledge of a new language can drastically transform the way we understand and work with people, and how Lucy's team reports can offer insights into the unique strengths of each individual in your team.
As we work our way through the unique challenges of the veterinary industry, Lucy shares her insights on maintaining effective relationships within a vet team.
She chats about the complex dynamics that shift and adapt as new members join the team, emphasising the importance of self-awareness and its transformative potential.
We also turn the spotlight on emotional intelligence's relationship with DISC styles.
We overview the importance of understanding ambiverts and identifying comfortable and uncomfortable states, along with effective (personal) energy management.
Links Mentioned in this Episode:ep 39 - 12 Statements Low EQ People Makeep 40 - Emotional Intelligence - 6 Ways to Lead as an Emotionally Intelligent Leaderep 145 - Exploring Social Intelligence - A Key to Personal and Professional DevelopmentLucy SmithTania BruceJulie South
About DISC-Flow®
DISC is a research-backed and science-based personality profiling tool used to understand our behaviours, communication styles, and work preferences. It’s about understanding what makes you – and the people you work with – tick.
Julie South is a DISC Flow® Certified Trainer, who describes DISC-Flow® profiling as being like having a cheat sheet to better understand yourself and other people. When you know this, it helps you play to your personality strengths, work better in teams, and communicate better.
If you’re keen to find out what your personal DISC type is, what type of leader you are, or what your clinic’s team composition looks like, then get in touch with Julie to find out what's involved.
How to get more bang for your recruitment advertising buck
This is what VetStaff is really good at so if you'd like to stretch your recruitment dollar, please get in touch with Julie because this is something VetStaff can help you with.
How to shine online as a good employer
If you’d like to shine online as a good employer to attract the types of veterinary professionals who're a perfect cultural fit for your clinic please get in touch with Julie because thi...
Ever dreamed of transforming your workplace into a harmonious, productive haven?
Are you eager to understand why you or your colleagues behave the way you do?
Get ready as Julie South, Tania Bruce and Extended DISC Certified Practitioner, Lucy Smith chat about how understanding different behavioural styles can (literally!) revolutionise your work environment and boost performance.
Imagine a workplace where communication is seamless, stress is well managed, and everyone is in their perfect working environment.
Together with Lucy, we uncover the four behavioural styles: D, I, S, and C.
Lucy gives us an intro into the distinct traits of each style, and how they determine the way you handle work and communication.
As a dog-owner, Lucy shares how her personality type impacted how she responded to the treatment plan her Veterinarian prescribed.
This is part 1 of the 2 part chat on the power of understanding different personality types in the workplace with Lucy Smith.
About DISC-Flow®
DISC is a research-backed and science-based personality profiling tool used to understand our behaviours, communication styles, and work preferences. It’s about understanding what makes you – and the people you work with – tick.
Julie South is a DISC Flow® Certified Trainer, who describes DISC-Flow® profiling as being like having a cheat sheet to better understand yourself and other people. When you know this, it helps you play to your personality strengths, work better in teams, and communicate better.
If you’re keen to find out what your personal DISC type is, what type of leader you are, or what your clinic’s team composition looks like, then get in touch with Julie to find out what's involved.
How to get more bang for your recruitment advertising buck
This is what VetStaff is really good at so if you'd like to stretch your recruitment dollar, please get in touch with Julie because this is something VetStaff can help you with.
How to shine online as a good employer
If you’d like to shine online as a good employer to attract the types of veterinary professionals who're a perfect cultural fit for your clinic please get in touch with Julie because thi...
Ever feel the weight of bitterness holding you back?
Today, we're going to unburden ourselves by embracing the liberating power of forgiveness, even in the face of deep hurt when it feels impossible to forgive.
We'll be exploring the transformative ability of empathy to bridge the gap between hurt and healing.
We'll share seven potent techniques to help you understand and share the feelings of those who've wronged you, starting with recognising your own emotions and seeking understanding rather than retribution.
We'll discuss how to actively listen and steer clear of those polarising us-versus-them mindsets. We're not about forgetting or condoning harmful actions, but about freeing ourselves to lead richer, happier lives. Because we owe it to ourselves and those we love and who love us.
But what if forgiveness seems a mountain too high to climb?
Don't fret, we'll walk you through how to gain a fresh perspective. This includes 15 different questions you can ask yourself to help you successfully reframe through introspection.
VetStaff
leading veterinary sector recruitment in New Zealand | veterinarians | locums | nurses
Disclaimer: This post contains affiliate links. If you make a purchase, I may receive a commission at no extra cost to you.
About DISC-Flow®
DISC is a research-backed and science-based personality profiling tool used to understand our behaviours, communication styles, and work preferences. It’s about understanding what makes you – and the people you work with – tick.
Julie South is a DISC Flow® Certified Trainer, who describes DISC-Flow® profiling as being like having a cheat sheet to better understand yourself and other people. When you know this, it helps you play to your personality strengths, work better in teams, and communicate better.
If you’re keen to find out what your personal DISC type is, what type of leader you are, or what your clinic’s team composition looks like, then get in touch with Julie to find out what's involved.
How to get more bang for your recruitment advertising buck
This is what VetStaff is really good at so if you'd like to stretch your recruitment dollar, please get in touch with Julie because this is something VetStaff can help you with.
How to shine online as a good employer
If you’d like to shine online as a good employer to attract the types of veterinary professionals who're a perfect cultural fit for your clinic please get in touch with Julie because thi...
Are you ready to journey into the depths of collective (group) forgiveness?
Today we look at historical wounds and explore the healing power of forgiveness, be it for historical atrocities like the Holocaust, colonialism, and slavery, or the smaller yet impactful world of business reputations tarnished by a few.
We consider examples from Rwanda and Northern Ireland, shedding light on indigenous forgiveness initiatives that are paving the road to healing around the globe. Simultaneously, we consider what it feels like to work in an organisation where a few misguided actions have marred the reputation of many.
How would you forgive if you worked in a company where a corporate apology and trust rebuilding was required?
Consider real-world instances like Toyota's unintended acceleration debacle and Facebook's infamous Cambridge Analytica data scandal.
You're offered critical insights into strategies companies can adopt to offer sincere apology and seek internal forgiveness, highlighting the importance of clear communication and authentic acknowledgment from the top.
We underscore that rebuilding trust and reducing anxiety among stakeholders is paramount to initiating the journey towards forgiveness.
So, join Julie South of VetStaff in this enlightening episode that promises to broaden your understanding of collective forgiveness, its historical significance, and its contemporary relevance in the business world.
VetStaff
leading veterinary sector recruitment in New Zealand | veterinarians | locums | nurses
Disclaimer: This post contains affiliate links. If you make a purchase, I may receive a commission at no extra cost to you.
About DISC-Flow®
DISC is a research-backed and science-based personality profiling tool used to understand our behaviours, communication styles, and work preferences. It’s about understanding what makes you – and the people you work with – tick.
Julie South is a DISC Flow® Certified Trainer, who describes DISC-Flow® profiling as being like having a cheat sheet to better understand yourself and other people. When you know this, it helps you play to your personality strengths, work better in teams, and communicate better.
If you’re keen to find out what your personal DISC type is, what type of leader you are, or what your clinic’s team composition looks like, then get in touch with Julie to find out what's involved.
How to get more bang for your recruitment advertising buck
This is what VetStaff is really good at so if you'd like to stretch your recruitment dollar, please get in touch with Julie because this is something VetStaff can help you with.
How to shine online as a good employer
If you’d like to shine online as a good employer to attract the types of veterinary professionals who're a perfect cultural fit for your clinic please get in touch with Julie because thi...
Ever wondered how forgiveness can apply when there's the moral dilemma of and justice colouring the picture in the high stakes the veterinary profession?
Join me, Julie South, as we navigate this minefield of dilemmas.
We look at the the importance of being 'fit and proper' test. From medical malpractice to heart-wrenching end-of-life decisions, we'll grapple with the tough questions of accountability and forgiveness in this high-stakes profession.
We also look at the power of self-forgiveness and introduce and refer back to the Vet Clinic Forgiveness Matrix.
We look at a divisive case involving an individual known only as 'X', found guilty of a serious offense.
Other episodes mentioned today:
Episode 146
Episode 149
To find out more about VetClinicJobs – listen to this episode.
About DISC-Flow®
DISC is a research-backed and science-based personality profiling tool used to understand our behaviours, communication styles, and work preferences. It’s about understanding what makes you – and the people you work with – tick.
Julie South is a DISC Flow® Certified Trainer, who describes DISC-Flow® profiling as being like having a cheat sheet to better understand yourself and other people. When you know this, it helps you play to your personality strengths, work better in teams, and communicate better.
If you’re keen to find out what your personal DISC type is, what type of leader you are, or what your clinic’s team composition looks like, then get in touch with Julie to find out what's involved.
How to get more bang for your recruitment advertising buck
This is what VetStaff is really good at so if you'd like to stretch your recruitment dollar, please get in touch with Julie because this is something VetStaff can help you with.
How to shine online as a good employer
If you’d like to shine online as a good employer to attract the types of veterinary professionals who're a perfect cultural fit for your clinic please get in touch with Julie because thi...
What if the culture within your veterinary clinic could be transformed by one simple concept - forgiveness?
This is the second of a 2-part talking about forgiveness as a vet clinic culture, and the sixth episode on the "forgiveness" series.
Picture a workplace where mistakes are seen as opportunities for growth and team members are encouraged to learn from errors rather than fear them.
This episode of our podcast is all about cultivating just such an atmosphere using the Vet Clinic Forgiveness Matrix, a unique tool designed to help you understand and navigate different scenarios ranging from minor, quickly-forgiven errors to more complex issues that require rebuilding trust.
We'll take you through each quadrant of the matrix, helping you recognise the common phrases and behaviours that are indicative of each one.
We also explore how to actively build a forgiving culture within your clinic. From leading by example to providing conflict resolution training, we discuss various strategies that can help your team embrace a growth mindset and foster an environment where accountability, justice, and forgiveness are balanced.
We'll also touch upon the ethical dimensions of forgiveness in a veterinary setting and how promoting your forgiving culture on platforms like Vetclinicjobscom can attract like-minded professionals.
Join us as we explore how forgiveness can be a powerful tool not just for healing wounds and mending relationships, but also for paving the way towards overall growth within your clinic.
About DISC-Flow®
DISC is a research-backed and science-based personality profiling tool used to understand our behaviours, communication styles, and work preferences. It’s about understanding what makes you – and the people you work with – tick.
Julie South is a DISC Flow® Certified Trainer, who describes DISC-Flow® profiling as being like having a cheat sheet to better understand yourself and other people. When you know this, it helps you play to your personality strengths, work better in teams, and communicate better.
If you’re keen to find out what your personal DISC type is, what type of leader you are, or what your clinic’s team composition looks like, then get in touch with Julie to find out what's involved.
How to get more bang for your recruitment advertising buck
This is what VetStaff is really good at so if you'd like to stretch your recruitment dollar, please get in touch with Julie because this is something VetStaff can help you with.
How to shine online as a good employer
If you’d like to shine online as a good employer to attract the types of veterinary professionals who're a perfect cultural fit for your clinic please get in touch with Julie because thi...
What if the key to a harmonious and productive veterinary clinic lies in the simple act of forgiveness?
Join me, Julie South, as we embark on a journey to understand how forgiveness plays an integral role in managing a successful clinic.
We look at forgiveness and its significance in resolving interpersonal conflicts, coping with client complaints, dealing with staffing issues, and navigating ethical concerns.
The first step towards a more cooperative and respectful work environment begins with empathy and understanding others' perspectives - a crucial aspect of forgiveness.
Leading by example is paramount in cultivating a forgiving workplace culture. As leaders, acknowledging our own missteps and learning from them fosters understanding and empathy within our teams.
The ripple effect of such leadership is an enhanced team dynamic and an improved clinic environment.
By promoting a culture of forgiveness, we not only resolve conflicts but also strengthen our team's cohesion.
Listen in, and see how your clinic can benefit from embracing forgiveness.
Let's transform our workplaces together!
VetStaff
leading veterinary sector recruitment in New Zealand | veterinarians | locums | nurses
Disclaimer: This post contains affiliate links. If you make a purchase, I may receive a commission at no extra cost to you.
Companion Animal Vacancy at Vet Marlborough - contact Julie South or Isobel Cooper for more info.
How to get more bang for your recruitment advertising buck
This is what VetStaff is really good at so if you'd like to stretch your recruitment dollar, please get in touch with Julie because this is something VetStaff can help you with.
How to shine online as a good employer
If you’d like to shine online as a good employer to attract the types of veterinary professionals who're a perfect cultural fit for your clinic please get in touch with Julie because this is something VetClinicJobs can help you with.
Revive Your Drive - daily 2-minute videos for employers and employees to revive their drives at work and at home.
Follow Julie's behind the scenes - social media posts
Most days Julie South shares a behind the scenes post via Facebook, ...
Did you know that self-forgiveness is the key to unlock personal growth and professional fulfilment?
As veterinary professionals, we routinely face challenges and pressures, which can often lead to guilt, negative self-talk, and difficulty in forming healthy relationships.
Julie South sheds light on these symptoms and how unresolved issues can erode your self-esteem and even manifest as physical symptoms, ultimately hindering your potential.
She walks you through the practical steps to self-forgiveness, acknowledging past mistakes, taking responsibility, embracing vulnerability, and experiencing the associated emotions.
You'll discover how self-compassion, positive self-talk, and setting realistic expectations can aid in your healing process.
Find out how forgiveness can redefine your leadership style, foster stronger team dynamics, and create a healthier work environment.
Get ready to take control of your personal and professional life with a stronger, kinder, and more forgiving grip.
Companion Animal Vacancy at Vet Marlborough - contact Julie South or Isobel Cooper for more info.
How to get more bang for your recruitment advertising buck
This is what VetStaff is really good at so if you'd like to stretch your recruitment dollar, please get in touch with Julie because this is something VetStaff can help you with.
How to shine online as a good employer
If you’d like to shine online as a good employer to attract the types of veterinary professionals who're a perfect cultural fit for your clinic please get in touch with Julie because this is something VetClinicJobs can help you with.
Revive Your Drive - daily 2-minute videos for employers and employees to revive their drives at work and at home.
Follow Julie's behind the scenes - social media posts
Most days Julie South shares a behind the scenes post via Facebook, ...
Did you know that numerous societal and personal factors shape our ability to forgive?
Understand the world of forgiveness and its application in diverse cultures and workplaces.
Julie South explores how different communities express forgiveness, as well as the critical reality that forgiving is a continuous practise that we must undertake for our mental and emotional well-being.
She also sheds light on forgiveness in the the most challenging place, the workplace!
Did you know that the culture of your workplace can either hinder or cultivate forgiveness?
Find out how a culture that encourages litigation and win-lose dynamics can be detrimental to mental health and job satisfaction.
In contrast, a clinic’s attitude towards personal development, professional growth, and conflict resolution can inculcate a nurturing culture of forgiveness.
Learn actionable tips to showcase a clinic’s values and training when it comes to forgiveness and conflict resolution.
Whether you're a veteran, an employee, or simply interested by the concept of forgiveness, this episode will provide you with vital information!
Companion Animal Vacancy at Vet Marlborough - contact Julie South or Isobel Cooper for more info.
How to get more bang for your recruitment advertising buck
This is what VetStaff is really good at so if you'd like to stretch your recruitment dollar, please get in touch with Julie because this is something VetStaff can help you with.
How to shine online as a good employer
If you’d like to shine online as a good employer to attract the types of veterinary professionals who're a perfect cultural fit for your clinic please get in touch with Julie because this is something VetClinicJobs can help you with.
Revive Your Drive - daily 2-minute videos for employers and employees to revive their drives at work and at home.
Follow Julie's behind the scenes - social media posts
Most days Julie South shares a behind the scenes post via Facebook, ...
**What if the key to lasting contentment and success lies in the intricate workings of the human brain?
Does understanding the neuroscience of forgiveness hold the power to reduce stress, enhance our emotional and physical health, and lead us towards a life of better understanding and empathy?**
Today Julie gives an easy-to-understand insight into the interesting role of our brain regions such as the anterior cingulate cortex and the ventromedial prefrontal cortex in the process of forgiveness.
Ever wondered about the changes that take place in your brain when you forgive someone?
Or how understanding another person's perspective can foster forgiveness and empathy?
Today Julie looks at the effects of forgiveness on our brain’s reward system and emotional health, and the potential of forgiveness interventions to improve cognitive function.
Discover how neuroplasticity - our brain's remarkable ability to rewire itself - responds to the practice of forgiveness.
REFERENCES MADE TODAY
Damage to the prefrontal cortex increases utilitarian moral judgements[Koenigs, et al, 2007]
A social-neuroscience perspective on empathy. Current Directions in Psychological Science
Granting forgiveness or harboring grudges: Implications for emotion, physiology, and health
Growth Mindsets – neuroplasticity
VetStaff
leading veterinary sector recruitment in New Zealand | veterinarians | locums | nurses
Disclaimer: This post contains affiliate links. If you make a purchase, I may receive a commission at no extra cost to you.
Companion Animal Vacancy at Vet Marlborough - contact Julie South or Isobel Cooper for more info.
How to get more bang for your recruitment advertising buck
This is what VetStaff is really good at so if you'd like to stretch your recruitment dollar, please get in touch with Julie because this is something VetStaff can help you with.
How to shine online as a good employer
If you’d like to shine online as a good employer to attract the types of veterinary professionals who're a perfect cultural fit for your clinic please get in touch with Julie because this is something VetClinicJobs can help you with.
Revive Your Drive - daily 2-minute videos for employers and employees to revive their drives at work and at home.
Follow Julie's behind the scenes - social media posts
Most days Julie South shares a behind the scenes post via Facebook, ...
Have you ever wondered how forgiveness could be the key to unlocking lasting contentment and success in your life?
This episode is designed to help you move past resentment, embrace understanding, and actively seek peace. We delve into psychological theories behind this transformative power and explain how forgiveness - a deliberate choice to let go of negative emotions - affects relationships with others and ourselves.
Our exploration does not stop here!
We bring you inspiring stories of two extraordinary women - Eva Kaur, a Romanian Holocaust survivor, and Immaculée Ilibagiza, a survivor of the Rwandan genocide. Hear how their acts of forgiveness have not only led to personal healing and growth, but also served as beacons for others.
We also share Nelson Mandela's thoughts on forgiveness.
We shed light on the unseen repercussions of holding on to resentment and its detrimental effects on our physical and mental health.
As we round off our discussion, we weave forgiveness and perseverance into a narrative, highlighting the power of resilience and dedication in life's journey.
This episode just might change your life.
Companion Animal Vacancy at Vet Marlborough - contact Julie South or Isobel Cooper for more info.
How to get more bang for your recruitment advertising buck
This is what VetStaff is really good at so if you'd like to stretch your recruitment dollar, please get in touch with Julie because this is something VetStaff can help you with.
How to shine online as a good employer
If you’d like to shine online as a good employer to attract the types of veterinary professionals who're a perfect cultural fit for your clinic please get in touch with Julie because this is something VetClinicJobs can help you with.
Revive Your Drive - daily 2-minute videos for employers and employees to revive their drives at work and at home.
Follow Julie's behind the scenes - social media posts
Most days Julie South shares a behind the scenes post via Facebook, ...
Emotional and social intelligence: discover how to harness their power to spark new connections, open up opportunities, and enhance your relationships.
We start by distinguishing between emotional and social intelligence, and then delve into EQ's four essential components. You'll also be guided in identifying signs of a lack in social intelligence, so you can navigate social landscapes with greater ease and confidence.
References:Ep 39 - 12 statements low EQ people make
Ep 40 - 6 ways to lead as an emotionally intelligent leaderJulie South
Tania Bruce
Then we shift gears and delve into the realm of social styles.
We look at the unique psychological needs, growth actions, and orientations tied to the four main social styles: driving, expressive, amiable, and analytical.
How understanding these styles can boost your social intelligence, improving your ability to communicate and collaborate.
The conversation then pivots to the world of veterinary careers, offering insights on how to stand out with the right job opportunities and compelling employer branding.
We'll also introduce you to the global job board VetClinicJobs.com, the revolutionary new platform dedicated to connecting veterinary professionals and clinics.
So, tune in, and let's elevate your social intelligence game together.
Companion Animal Vacancy at Vet Marlborough - contact Julie South or Isobel Cooper for more info.
How to get more bang for your recruitment advertising buck
This is what VetStaff is really good at so if you'd like to stretch your recruitment dollar, please get in touch with Julie because this is something VetStaff can help you with.
How to shine online as a good employer
If you’d like to shine online as a good employer to attract the types of veterinary professionals who're a perfect cultural fit for your clinic please get in touch with Julie because this is something VetClinicJobs can help you with.
Revive Your Drive - daily 2-minute videos for employers and employees to revive their drives at work and at home.
Follow Julie's behind the scenes - social media posts
Most days Julie South shares a behind the scenes post via Facebook, ...
Ever wondered why more than 40% of workers without a mentor have considered leaving their job in the last three months, compared to just 25% of those who do have a mentor? Curious about how a well-structured mentoring program can demonstrate your commitment to your team's growth, leading to higher levels of engagement and loyalty? Tune in! We're embarking on a journey to unravel the hidden power of mentoring in veterinary clinics. We break down how mentoring, a timeless practice from ancient civilisations, can significantly boost your staff retention rates, enhance job satisfaction, and even improve patient care.
Don't think we're stopping there. We're spilling secrets on how to structure winning mentoring programs in veterinary clinics — from setting the frequency of meetings, training mentors and mentees, to setting clear goals and facilitating open communication. We also spotlight the NZVA's mentor training support and end with a comprehensive look at vetclinicjobs.com, a global job board revolutionizing how veterinary professionals connect with standout clinics. It's more than just a podcast; it's your roadmap to transforming your clinic and finding the perfect career opportunities. Let's start the journey!
Companion Animal Vacancy at Vet Marlborough - contact Julie South or Isobel Cooper for more info.
How to get more bang for your recruitment advertising buck
This is what VetStaff is really good at so if you'd like to stretch your recruitment dollar, please get in touch with Julie because this is something VetStaff can help you with.
How to shine online as a good employer
If you’d like to shine online as a good employer to attract the types of veterinary professionals who're a perfect cultural fit for your clinic please get in touch with Julie because this is something VetClinicJobs can help you with.
Revive Your Drive - daily 2-minute videos for employers and employees to revive their drives at work and at home.
Follow Julie's behind the scenes - social media posts
Most days Julie South shares a behind the scenes post via Facebook, ...
This episode uncovers the importance of the candidate experience, and how investing in it, can make your clinic the ultimate work destination.
We share the spotlight on five examples of good recruitment experiences and the positive impact they can make at your clinic.
Reference articles:Why the candidate experience mattersCandidate rejectionOnboarding StatisticsVetClinicJobs.com
We wrap up with an exciting peek into how a five-star review can elevate your clinic's reputation online. So, brace yourself for an enlightening journey that'll leave you buzzing with ideas to revamp your recruitment process!
Companion Animal Vacancy at Vet Marlborough - contact Julie South or Isobel Cooper for more info.
How to get more bang for your recruitment advertising buck
This is what VetStaff is really good at so if you'd like to stretch your recruitment dollar, please get in touch with Julie because this is something VetStaff can help you with.
How to shine online as a good employer
If you’d like to shine online as a good employer to attract the types of veterinary professionals who're a perfect cultural fit for your clinic please get in touch with Julie because this is something VetClinicJobs can help you with.
Revive Your Drive - daily 2-minute videos for employers and employees to revive their drives at work and at home.
Follow Julie's behind the scenes - social media posts
Most days Julie South shares a behind the scenes post via Facebook, ...
Discover the untapped potential of communication skills within your veterinary clinic in this fascinating chat with Dr Meg Irvine from Vet Lifeskills.
We promise you an eye-opening exploration into how effective communication training can revolutionise your clinic, leading to fewer client complaints, better NPS scores, and less clients seeking second opinions.
It's not only about customer satisfaction though - Dr Meg will demonstrate how this training can revolutionise time management, increase procedure conversions, and drastically boost employee morale and job satisfaction.
We're not just talking improvement here; we're talking about game-changing, clinic-redefining leaps forward!
Hot on the heels of the first episode, we continue our deep-dive with Dr Meg Irvine, examining the role of tailored communication and personality types in connecting with clients.
Tune in to reimagine your veterinary clinic's communication culture!
Email Dr Meg Irvine.
Companion Animal Vacancy at Vet Marlborough - contact Julie South or Isobel Cooper for more info.
How to get more bang for your recruitment advertising buck
This is what VetStaff is really good at so if you'd like to stretch your recruitment dollar, please get in touch with Julie because this is something VetStaff can help you with.
How to shine online as a good employer
If you’d like to shine online as a good employer to attract the types of veterinary professionals who're a perfect cultural fit for your clinic please get in touch with Julie because this is something VetClinicJobs can help you with.
Revive Your Drive - daily 2-minute videos for employers and employees to revive their drives at work and at home.
Follow Julie's behind the scenes - social media posts
Most days Julie South shares a behind the scenes post via Facebook, ...
Ever wondered about the journey from a fledgling veterinarian to a seasoned practitioner with her own coaching business for other professionals in the field? Our inspiring guest today takes us through her fascinating journey; spotlighting the trials, tribulations, and triumphs she encountered along her path. As she sheds light on her early passion for veterinary medicine, her challenges as a fresh graduate, and her mid-career crisis, prepare to be inspired by her resilience and drive.
Our guest further opens up about her career transition facilitated by the NZVA Educator Scholarship, which granted her the opportunity to enhance her skills at the Institute for Healthcare Communication in the US.
This pivotal transition led her to establish Vet Lifeskills, a venture aimed at empowering veterinary professionals with valuable communication skills.
Get a sneak peek into her rewarding journey, as she discusses the importance of building authentic connections with clients for mutual benefits.
But the conversation doesn't stop at professional relationships. We delve into the art of honing empathy and communication skills in our personal lives too.
Discover how self-awareness, reflective listening techniques, and emphasizing the similarities between the veterinarian and their clients can forge robust relationships.
We also unpack the concept of relationship-centred care, exploring how collaboratively working with the client for the well-being of the patient can lead to enhanced patient outcomes. So buckle up and get ready to be enlightened, as we embark on this insightful journey through the world of veterinary medicine.
Companion Animal Vacancy at Vet Marlborough - contact Julie South or Isobel Cooper for more info.
How to get more bang for your recruitment advertising buck
This is what VetStaff is really good at so if you'd like to stretch your recruitment dollar, please get in touch with Julie because this is something VetStaff can help you with.
How to shine online as a good employer
If you’d like to shine online as a good employer to attract the types of veterinary professionals who're a perfect cultural fit for your clinic please get in touch with Julie because this is something VetClinicJobs can help you with.
Revive Your Drive - daily 2-minute videos for employers and employees to revive their drives at work and at home.
Follow Julie's behind the scenes - social media posts
Most days Julie South shares a behind the scenes post via Facebook, ...
Are your recruitment efforts falling short? What if you could transform your clinic's recruitment strategy by focusing on the right values that resonate with job seekers? In this episode, we uncover the untapped potential of talking about employer values such as workforce development, well-being, empowerment, collaboration, and innovation in your job advertisements, and discuss the values job seekers crave like growth and development, work-life balance, autonomy and empowerment, collaboration and teamwork, and innovation and creativity.
But how can you ensure both employers and employees are living up to their stated values? We dive deep into the questions both parties should ask during job interviews to ensure alignment and a healthy workplace culture.
Plus, learn how to bridge the gap between client-facing and employee-facing values to create a workplace where everyone loves coming to work.
VetStaff
leading veterinary sector recruitment in New Zealand | veterinarians | locums | nurses
Disclaimer: This post contains affiliate links. If you make a purchase, I may receive a commission at no extra cost to you.
Companion Animal Vacancy at Vet Marlborough - contact Julie South or Isobel Cooper for more info.
How to get more bang for your recruitment advertising buck
This is what VetStaff is really good at so if you'd like to stretch your recruitment dollar, please get in touch with Julie because this is something VetStaff can help you with.
How to shine online as a good employer
If you’d like to shine online as a good employer to attract the types of veterinary professionals who're a perfect cultural fit for your clinic please get in touch with Julie because this is something VetClinicJobs can help you with.
Revive Your Drive - daily 2-minute videos for employers and employees to revive their drives at work and at home.
Follow Julie's behind the scenes - social media posts
Most days Julie South shares a behind the scenes post via Facebook, Instagram and Linkedin about "lif...
Ready to revolutionise your vet clinic's recruitment process and say goodbye to low engagement, high turnover, and skyrocketing costs?
Discover the secret to transforming your employer brand and boosting your clinic's success as we dive into the importance of values alignment, transparency, and a values-driven culture in ep 139 - The Power of Values.
Join us on this enlightening journey as we follow the experiences of Dr. Chris, a talented veterinarian seeking a new opportunity, and learn how aligning employer and employee values can lead to higher job satisfaction and more successful clinics.
We'll discuss the critical role of transparency in the recruitment process and explore how being open about your clinic's values can help build a strong, cohesive team.
Get ready to power up your employer branding game, attract the perfect team members for your clinic, and explore vetclinicjobs.com as a valuable resource in finding the perfect career opportunities.
Companion Animal Vacancy at Vet Marlborough - contact Julie South or Isobel Cooper for more info.
How to get more bang for your recruitment advertising buck
This is what VetStaff is really good at so if you'd like to stretch your recruitment dollar, please get in touch with Julie because this is something VetStaff can help you with.
How to shine online as a good employer
If you’d like to shine online as a good employer to attract the types of veterinary professionals who're a perfect cultural fit for your clinic please get in touch with Julie because this is something VetClinicJobs can help you with.
Revive Your Drive - daily 2-minute videos for employers and employees to revive their drives at work and at home.
Follow Julie's behind the scenes - social media posts
Most days Julie South shares a behind the scenes post via Facebook, Instagram and Linkedin about "lif...
**Do you agree that traditional veterinary recruitment is desperately calling for a better way?
Are you sick of being at the mercy of unverified employer review sites and Google to shape your clinic's employer reputation?
Are you frustrated by the lack of insight into what it's really like to work at a clinic you've got your eye on?
Today, we unveil VetClinicJobs – the reimagined approach to veterinary recruitment that has the potential to totally revolutionise the industry.
I'm Julie South, your host for today's Vet Staff podcast (formerly "Paws Claws Wet Noses"), and together we'll explore how VetClinicJobs** is redefining veterinary recruitment by providing job seekers with crucial insights into a clinic's culture, values, and work environment.
Join me as we dive into the world of employer reviews, and the potential impact of unverified and anonymous reviews on your business.
We'll discuss the importance of employer brand marketing and share our journey of how three years of hard work and the pandemic led to the creation of VetClinicJobs.
Learn how the VetClinicJobs platform is helping job applicants find the perfect fit by giving them a better understanding of a clinic's culture before they even apply.
Don't miss this opportunity to revolutionise your recruitment efforts and create a workplace that everyone looks forward to on Monday mornings!
VetStaff
leading veterinary sector recruitment in New Zealand | veterinarians | locums | nurses
Disclaimer: This post contains affiliate links. If you make a purchase, I may receive a commission at no extra cost to you.
Companion Animal Vacancy at Vet Marlborough - contact Julie South or Isobel Cooper for more info.
Revive Your Drive - daily 2-minute videos for employers and employees to revive their drives at work and at home.
Follow Julie's behind the scenes - social media posts
Most days Julie South shares a behind the scenes post via Facebook, Instagram and Linkedin about "life". She shares different events and musings which make her smile on the inside. You're invited to follow and comment.
Please FOLLOW and COMMENT ;-)
If you enjoyed this podcast, please hit that FOLLOW button (it’s free) and COMMENT wherever you’re listening to it right now. Why? Because it makes a huge difference to helping the search algorithms serve it up for others to listen to. Thanks heaps!
How to get more bang for your recruitment advertising buck
This is what VetStaff is really good at so if you'd like to stretch your recruitment dollar, please get in touch wi...
Welcome to the exciting new chapter of the Vet Staff podcast, where we promise to help you navigate the ever-changing landscape of recruitment and employer brand marketing in the veterinary world! We're on a mission to revolutionize the recruitment market and create people-first workplaces, so say goodbye to the Paws Claws Wet Noses days and let's embark on this journey together.
We couldn't be more thrilled to announce our partnership with VetClinicJobs.com, an innovative global job board dedicated to connecting veterinary professionals with clinics that shine online. What makes this platform stand out, and how can it elevate your career or clinic's employer branding game? Stay tuned as we explore topics like the power of Vet Clinic Employer Branding and the power of Personal Branding in upcoming episodes. Together, let's create a world where everyone loves going to work on Monday mornings!
Companion Animal Vacancy at Vet Marlborough - contact Julie South or Isobel Cooper for more info.
Revive Your Drive - daily 2-minute videos for employers and employees to revive their drives at work and at home.
Follow Julie's behind the scenes - social media posts
Most days Julie South shares a behind the scenes post via Facebook, Instagram and Linkedin about "life". She shares different events and musings which make her smile on the inside. You're invited to follow and comment.
Please FOLLOW and COMMENT ;-)
If you enjoyed this podcast, please hit that FOLLOW button (it’s free) and COMMENT wherever you’re listening to it right now. Why? Because it makes a huge difference to helping the search algorithms serve it up for others to listen to. Thanks heaps!
How to get more bang for your recruitment advertising buck
This is what VetStaff is really good at so if you'd like to stretch your recruitment dollar, please get in touch wi...
Julie South of VetStaff speaks with Dr. Stuart Burrough of Vet Marlborough in the final instalment of a three-part series.
Dr. Burrough discusses the strategies his clinic has implemented to mitigate the veterinary shortage and create a great place to work.
He emphasises the importance of paying staff well enough to remove money as a motivator, and shares his vision for a veterinary business that prioritises personal and professional growth.
The episode concludes with a discussion of the impact of training on employee satisfaction and clinic success.
Links mentioned in this episodejulie@vetstaff.co.nzisobel@vetstaff.co.nzfirst episode with Dr Burroughsecond episode with Dr Burrough
Companion Animal Vacancy at Vet Marlborough - contact Julie South or Isobel Cooper for more info.
Revive Your Drive - daily 2-minute videos for employers and employees to revive their drives at work and at home.
Follow Julie's behind the scenes - social media posts
Most days Julie South shares a behind the scenes post via Facebook, Instagram and Linkedin about "life". She shares different events and musings which make her smile on the inside. You're invited to follow and comment.
Please FOLLOW and COMMENT ;-)
If you enjoyed this podcast, please hit that FOLLOW button (it’s free) and COMMENT wherever you’re listening to it right now. Why? Because it makes a huge difference to helping the search algorithms serve it up for others to listen to. Thanks heaps!
How to get more bang for your recruitment advertising buck
This is what VetStaff is really good at so if you'd like to stretch your recruitment dollar, please get in touch wi...
Ever wondered how the professional skills of vet nurses could revolutionise the future of veterinary care?
Join us for a captivating conversation with Dr. Stuart Burrough, a veterinarian and owner of Vet Marlborough, who shares his journey and innovative approach to task delegation.
Learn how this unique principle has transformed Vet Marlborough's practice efficiency, elevating the role of vet nurses and addressing veterinarian shortages.
But that's not all - we have some thrilling updates to share!
Tune in to hear about the rebranding of our podcast to the Vetstaff Podcast, and the launch of our exclusive leadership and personal development programme for vet nurses.
Plus, discover the Revive Your Drive 2-Minute Videos, bite-sized videos, designed to support mental health in the veterinary workplace.
Don't miss this opportunity to learn from Dr. Stuart's experience and find out how you can play a part in shaping the future of veterinary care.
VetStaff
leading veterinary sector recruitment in New Zealand | veterinarians | locums | nurses
Disclaimer: This post contains affiliate links. If you make a purchase, I may receive a commission at no extra cost to you.
Companion Animal Vacancy at Vet Marlborough - contact Julie South or Isobel Cooper for more info.
Revive Your Drive - daily 2-minute videos for employers and employees to revive their drives at work and at home.
Follow Julie's behind the scenes - social media posts
Most days Julie South shares a behind the scenes post via Facebook, Instagram and Linkedin about "life". She shares different events and musings which make her smile on the inside. You're invited to follow and comment.
Please FOLLOW and COMMENT ;-)
If you enjoyed this podcast, please hit that FOLLOW button (it’s free) and COMMENT wherever you’re listening to it right now. Why? Because it makes a huge difference to helping the search algorithms serve it up for others to listen to. Thanks heaps!
How to get more bang for your recruitment advertising buck
This is what VetStaff is really good at so if you'd like to stretch your recruitment dollar, please get in touch wi...
VetStaff's Julie South chats with Dr Stuart Burrough (BVSc., MANZCVS) a veterinarian with a passion for innovation and commitment to veterinary research.
Dr. Burrough is the founder and director of Vet Marlborough and discusses his three-month experiences as part of a Practitioner in Residence prog at the University of Florida.
We also delve into Dr. Burrough's innovative approaches to veterinary medicine, including his pioneering work in stem cell therapy for arthritis treatment in dogs, and laparoscopic assisted gastropexies for giant breed dogs and working Huntaway dogs.
Tune in to learn about Dr. Burrough's commitment to providing the best standards of care for his patients and his passion for outdoor activities such as sailing, scuba diving, and skiing.
Find out more about the Small Animal Veterinarian vacancy at Vet Marlborough
If you'd like to know more about the small animal veterinarian vacancy at Vet Marlborough please contact either Julie South or Isobel Cooper:
VetStaff
leading veterinary sector recruitment in New Zealand | veterinarians | locums | nurses
Disclaimer: This post contains affiliate links. If you make a purchase, I may receive a commission at no extra cost to you.
Revive Your Drive - daily 2-minute videos for employers and employees to revive their drives at work and at home.
Follow Julie's behind the scenes - social media posts
Most days Julie South shares a behind the scenes post via Facebook, Instagram and Linkedin about "life". She shares different events and musings which make her smile on the inside. You're invited to follow and comment.
Please FOLLOW and COMMENT ;-)
If you enjoyed this podcast, please hit that FOLLOW button (it’s free) and COMMENT wherever you’re listening to it right now. Why? Because it makes a huge difference to helping the search algorithms serve it up for others to listen to. Thanks heaps!
How to get more bang for your recruitment advertising buck
This is what VetStaff is really good at so if you'd like to stretch your recruitment dollar, please get in touch with Julie because this is something VetStaff can help you with.
How to shine online as a good employer
If you’d like to shine online as a good employer to attract the types of veterinary ...
This is the second in the 2-part series where Julie South interviews veterinary nurse practice manager and author of Tales of a Vet Nurse, Jade Pengelly.
We dive into the controversial topic of how vet nurses are trained and perceived in the UK versus New Zealand.
Jade Pengelly, shares her insights on the similarities and differences between the two nations and her views on what needs to change in New Zealand clinics to help vet nurses reach their full potential.
We discuss the importance of building trust and rapport with vets to gain more responsibilities and recognition, as well as the need for culture shifts in some veterinary practices.
We also touch on the mental health of veterinary employees and employers, management's responsibility to ensure the mental health of their staff, and ways to improve mental health in the veterinary profession.
Tune in for more on this thought-provoking episode.
Revive Your Drive - daily 2-minute videos for employers and employees to revive their drives at work and at home.
Follow Julie's behind the scenes - social media posts
Most days Julie South shares a behind the scenes post via Facebook, Instagram and Linkedin about "life". She shares different events and musings which make her smile on the inside. You're invited to follow and comment.
Please FOLLOW and COMMENT ;-)
If you enjoyed this podcast, please hit that FOLLOW button (it’s free) and COMMENT wherever you’re listening to it right now. Why? Because it makes a huge difference to helping the search algorithms serve it up for others to listen to. Thanks heaps!
How to get more bang for your recruitment advertising buck
This is what VetStaff is really good at so if you'd like to stretch your recruitment dollar, please get in touch with Julie because this is something VetStaff can help you with.
How to shine online as a good employer
If you’d like to shine online as a good employer to attract the types of veterinary ...
Are you a veterinary nurse looking to take your career to the next level? If so, you won't want to miss today’s episode!
In this first of two episodes, we sit down with Jade Pengelly, a veterinary nurse and published author whose book, "Tales of a Vet Nurse**," is a must-read for anyone in the field.
Jade is on a mission to help veterinary nurses gain the recognition they deserve both with the public and in clinic.
Join us as we dive into Jade's journey, the inspiration behind her book, and her mission to help vet nurses find greater job satisfaction and why she describes herself as one of those people that vet nurses love to hate.*Revive Your Drive* -** Mental Health Awareness bite sized videos for Mental Health Awareness Month of May - for veterinary employees and employers.
Purchase "Tales of a Vet Nurse" on Amazon: softback or Kindle versions:
- ASIN : B0BH6RYTX4
- Publisher : HarperCollins (March 1, 2023)
- Publication date : March 1, 2023
- Language : English
- Print length : 270 pages
- Page numbers source ISBN : 1775542173
Revive Your Drive - daily 2-minute videos for employers and employees to revive their drives at work and at home.
Follow Julie's behind the scenes - social media posts
Most days Julie South shares a behind the scenes post via Facebook, Instagram and Linkedin about "life". She shares different events and musings which make her smile on the inside. You're invited to follow and comment.
Please FOLLOW and COMMENT ;-)
If you enjoyed this podcast, please hit that FOLLOW button (it’s free) and COMMENT wherever you’re listening to it right now. Why? Because it makes a huge difference to helping the search algorithms serve it up for others to listen to. Thanks heaps!
How to get more bang for your recruitment advertising buck
This is what VetStaff is really good at so if you'd like to stretch your recruitment dollar, please get in touch with Julie because this is something VetStaff can help you with.
How to shine online as a good employer
If you’d like to shine online as a good employer to attract the types of veterinary ...
Are you an employer looking for ways to enhance the quality of life for yourself and your team in the workplace?
Do you often find your team feeling overwhelmed and out of control?
As a team leader, do you struggle to provide the right support during difficult times?
While the saying "focus on what you can control" can seem trite and unhelpful, it's critical for the well-being of your team.
Today is all about practical strategies to help you and your team regain balance and empowerment in your work life.
Keep listening to discover how to improve the quality of life at work for you and your employees.
Other Episodes Mentioned:
https://www.vetstaff.co.nz/quality-of-life-factors-workplace/
https://www.vetstaff.co.nz/sceptics-guide-to-gratitude-discovering-benefits-of-cultivating-thankfulness/
https://www.vetstaff.co.nz/dr-megan-alderson-the-vetthrive-collective-ep-102/
https://www.vetstaff.co.nz/veterinary-part-timers-how-to-attract-embrace-veterinary-part-timers-to-run-profitable-vet-clinic-pt2/
VetStaff
leading veterinary sector recruitment in New Zealand | veterinarians | locums | nurses
Follow Julie's behind the scenes - social media posts
Most days Julie South shares a behind the scenes post via Facebook, Instagram and Linkedin about "life". She shares different events and musings which make her smile on the inside. You're invited to follow and comment.
On Linkedin most days Julie South shares leadership / team development type posts. You're invited to connect with her and/or follow.
Please give Paws Claws Wet Noses a 5-star review ;-)
If you enjoyed this podcast, please hit that follow button (it’s free) and give it a 5-star review wherever you’re listening to it right now. Why? Because it makes a huge difference to helping the search algorithms serve it up for others to listen to. Thanks heaps!
How to get more bang for your recruitment advertising buck
This is what VetStaff is really good at so if you'd like to stretch your recruitment dollar, please get in touch with Julie because this is something VetStaff can help you with.
Unconscious Cognitive Bias Interview Training
If you’d like to ensure you make better and wise hiring decisi...
Want to improve job satisfaction and attract high-performing employees?
You need to prioritise Quality of Life in your Workplace.
This Culture-Positive concept is gaining popularity.
But what is it exactly and how does it benefit both employees and employers?
Stay tuned as we explore the benefits of Quality of Life in your Workplace, how it can be your clinic’s recruitment superpower and how it can enhance your professional life.
We look at the original six Quality of Life in the Workplace Factors from the mid-20th Century and how you can make them relevant for life and work in today's 21st Century.
Follow Julie's behind the scenes - social media posts
Most days Julie South shares a behind the scenes post via Facebook, Instagram and Linkedin about "life". She shares different events and musings which make her smile on the inside. You're invited to follow and comment.
On Linkedin most days Julie South shares leadership / team development type posts. You're invited to connect with her and/or follow.
Please give Paws Claws Wet Noses a 5-star review ;-)
If you enjoyed this podcast, please hit that follow button (it’s free) and give it a 5-star review wherever you’re listening to it right now. Why? Because it makes a huge difference to helping the search algorithms serve it up for others to listen to. Thanks heaps!
How to get more bang for your recruitment advertising buck
This is what VetStaff is really good at so if you'd like to stretch your recruitment dollar, please get in touch with Julie because this is something VetStaff can help you with.
Unconscious Cognitive Bias Interview Training
If you’d like to ensure you make better and wise hiring decisi...
Are you curious about the power of gratitude?
Perhaps you're sceptical of its benefits, thinking it's just a trendy buzzword.
What if I told you that there's scientific evidence that practicing gratitude can enhance your mental and physical health?
Join me: today we dive deep into the world of gratitude, exploring its benefits and giving you practical tips on how to cultivate thankfulness in your daily life.
It's not uncommon to be sceptical of the concept of gratitude.
Some may view it as a new-age trend or an unrealistic expectation in a world that can often be challenging and unfair. However, research has shown that practicing gratitude can have significant positive effects on both our physical and mental health.
Today we look at:
- Gratitude
- Forgiveness
- Reframing
- Actioning
VetStaff
leading veterinary sector recruitment in New Zealand | veterinarians | locums | nurses
Follow Julie's behind the scenes - social media posts
Most days Julie South shares a behind the scenes post via Facebook, Instagram and Linkedin about "life". She shares different events and musings which make her smile on the inside. You're invited to follow and comment.
On Linkedin most days Julie South shares leadership / team development type posts. You're invited to connect with her and/or follow.
Please give Paws Claws Wet Noses a 5-star review ;-)
If you enjoyed this podcast, please hit that follow button (it’s free) and give it a 5-star review wherever you’re listening to it right now. Why? Because it makes a huge difference to helping the search algorithms serve it up for others to listen to. Thanks heaps!
How to get more bang for your recruitment advertising buck
This is what VetStaff is really good at so if you'd like to stretch your recruitment dollar, please get in touch with Julie because this is something VetStaff can help you with.
Unconscious Cognitive Bias Interview Training
If you’d like to ensure you make better and wise hiring decisi...
**Are you struggling to juggle your professional and personal life?
Do you feel like you're missing out on the things that matter most?
Whether you're an introvert or an extrovert****, finding the right balance can be a challenge.
Here are 7 practical strategies tailored to your intro or extro “vert” personality-type that can help you create the balance you've been dreaming of.A lot of people think that introversion and extroversion** is the difference between being shy or not. Between being able to walk up to a stranger and say hi… or to have the ability to speak in public.
It’s none of those because both can relate to either of those scenarios.
It’s all about how we each recharge ourselves and maintain our focus.
The suffix vert in introversion and extroversion comes from the Latin word vertere which means to turn.
In this context, it's about the direction in which your energy is turned or directed - inward or outward.
Having work-life balance refers to the equilibrium between your professional and personal life and whether you’re able to effectively manage both aspects without one negatively impacting the other.
Work life balance means different things for different people. Each person’s balance varies and is dependent on your priorities, needs, and values.
VetStaff
leading veterinary sector recruitment in New Zealand | veterinarians | locums | nurses
Follow Julie's behind the scenes - social media posts
Most days Julie South shares a behind the scenes post via Facebook, Instagram and Linkedin about "life". She shares different events and musings which make her smile on the inside. You're invited to follow and comment.
On Linkedin most days Julie South shares leadership / team development type posts. You're invited to connect with her and/or follow.
Please give Paws Claws Wet Noses a 5-star review ;-)
If you enjoyed this podcast, please hit that follow button (it’s free) and give it a 5-star review wherever you’re listening to it right now. Why? Because it makes a huge difference to helping the search algorithms serve it up for others to listen to. Thanks heaps!
How to get more bang for your recruitment advertising buck
This is what VetStaff is really good at so if you'd like to stretch your recruitment dollar, please get in touch with Julie because this is something VetStaff can help you with.
Unconscious Cognitive Bias Interview Training
If you’d like to ensure you make better and wise hiring decisi...
Are you a veterinary clinic owner, HR, or Practice Manager struggling to recruit and retain top performers?
Or maybe you're a veterinary professional on the hunt for your next career move?
Either way, this episode is for you!
We're diving into Vet Clinic Employer Branding, the power of employee testimonials to showcase the best clinics in town and how they can help you find the good employers.
As a veterinary clinic owner, attracting more, and retaining the top performers you’ve already got, is critical to the success of your practice.
In today’s highly competitive veterinary industry, it’s essential to differentiate your clinic from others – especially that one down the road - by showcasing your unique culture, values, and work environment.
One effective way to do this is by leveraging employee testimonials and case studies.
And if you’re the veterinary professional looking to make your next move, you’ll want to know what it’s like to work at a clinic you’ve got your eye on.
This week’s episode is for you – whether you’re the employer or the employee – because we’re looking at employee testimonials as a way to showcase the best clinics in town.
VetStaff
leading veterinary sector recruitment in New Zealand | veterinarians | locums | nurses
Follow Julie's behind the scenes - social media posts
Most days Julie South shares a behind the scenes post via Facebook, Instagram and Linkedin about "life". She shares different events and musings which make her smile on the inside. You're invited to follow and comment.
On Linkedin most days Julie South shares leadership / team development type posts. You're invited to connect with her and/or follow.
Please give Paws Claws Wet Noses a 5-star review ;-)
If you enjoyed this podcast, please hit that follow button (it’s free) and give it a 5-star review wherever you’re listening to it right now. Why? Because it makes a huge difference to helping the search algorithms serve it up for others to listen to. Thanks heaps!
How to get more bang for your recruitment advertising buck
This is what VetStaff is really good at so if you'd like to stretch your recruitment dollar, please get in touch with Julie because this is something VetStaff can help you with.
Unconscious Cognitive Bias Interview Training
If you’d like to ensure you make better and wise hiring decisi...
**Have you ever felt like you're stuck at the bottom of an insurmountable mountain or in a valley with no way out?
How do you maintain that initial sense of wonder you first had when you started your veterinary career?
What is "grit"? How and when do you use it?**
In this inspiring and openly honest episode, we continue our conversation with Dr. Crystal Loh, one of New Zealand's three companion animal dental specialists, as she shares the trials and tribulations she faced on her path to specialisation and how she used grit to commit and continue.
Dr Crystal Loh, BSc Hons, DVM MANZCVS, DAVDC - nzvetdentistry.com
Follow Julie's behind the scenes - social media posts
Most days Julie South shares a behind the scenes post via Facebook, Instagram and Linkedin about "life". She shares different events and musings which make her smile on the inside. You're invited to follow and comment.
On Linkedin most days Julie South shares leadership / team development type posts. You're invited to connect with her and/or follow.
Please give Paws Claws Wet Noses a 5-star review ;-)
If you enjoyed this podcast, please hit that follow button (it’s free) and give it a 5-star review wherever you’re listening to it right now. Why? Because it makes a huge difference to helping the search algorithms serve it up for others to listen to. Thanks heaps!
How to get more bang for your recruitment advertising buck
This is what VetStaff is really good at so if you'd like to stretch your recruitment dollar, please get in touch with Julie because this is something VetStaff can help you with.
Unconscious Cognitive Bias Interview Training
If you’d like to ensure you make better and wise hiring decisi...
**What would you tell your younger self if you could go back in time?
Where's the most interesting place you've ever found a tooth?
And what does Hobbiton have to do with becoming a boarded dental specialist?**
Today, Dr Crystal Loh, one of New Zealand's three companion animal dental specialists, shares her journey towards becoming a Specialist and offers valuable advice for anyone on a similar path.
Dr. Crystal Loh has an impressive resume that includes being a Member of the Australian NZ College of Veterinary Surgeons – Small Animal Dentistry and Oral Surgery – and a Diplomate of the American Dental Veterinary College.
Her credentials are an impressive mouthful: BSc Hons, DVM MANZCVS, DAVDC and I got to chat with her – twas a bit of a fan-girl moment!
VetStaff
leading veterinary sector recruitment in New Zealand | veterinarians | locums | nurses
Follow Julie's behind the scenes - social media posts
Most days Julie South shares a behind the scenes post via Facebook, Instagram and Linkedin about "life". She shares different events and musings which make her smile on the inside. You're invited to follow and comment.
On Linkedin most days Julie South shares leadership / team development type posts. You're invited to connect with her and/or follow.
Please give Paws Claws Wet Noses a 5-star review ;-)
If you enjoyed this podcast, please hit that follow button (it’s free) and give it a 5-star review wherever you’re listening to it right now. Why? Because it makes a huge difference to helping the search algorithms serve it up for others to listen to. Thanks heaps!
How to get more bang for your recruitment advertising buck
This is what VetStaff is really good at so if you'd like to stretch your recruitment dollar, please get in touch with Julie because this is something VetStaff can help you with.
Unconscious Cognitive Bias Interview Training
If you’d like to ensure you make better and wise hiring decisi...
Whether you’re looking to improve your leadership skills or interested in the impact of effective leadership at your vet clinic, today’s 101 Guide to the Situational Leadership Model is for you.
Discover how to tailor your leadership style to fit just about any situation to achieve greater team success.
Four Situational Leadership Styles:
- Directing
- Coaching
- Supporting
- Delegating
Pros of Situational Leadership Styles
- Flexibility
- Team development
- Improved communication
- Higher staff motivation
Cons of Situational Leadership Styles
- Time consuming
- Can be difficult to implement
- Can lead to lack of clarity
- Has potential for inconsistency
Skills required to be effective
- Assessment
- Adaptation
- Communication
- Empathy
Follow Julie's behind the scenes - social media posts
Most days Julie South shares a behind the scenes post via Facebook, Instagram and Linkedin about "life". She shares different events and musings which make her smile on the inside. You're invited to follow and comment.
On Linkedin most days Julie South shares leadership / team development type posts. You're invited to connect with her and/or follow.
Please give Paws Claws Wet Noses a 5-star review ;-)
If you enjoyed this podcast, please hit that follow button (it’s free) and give it a 5-star review wherever you’re listening to it right now. Why? Because it makes a huge difference to helping the search algorithms serve it up for others to listen to. Thanks heaps!
How to get more bang for your recruitment advertising buck
This is what VetStaff is really good at so if you'd like to stretch your recruitment dollar, please get in touch with Julie because this is something VetStaff can help you with.
Unconscious Cognitive Bias Interview Training
If you’d like to ensure you make better and wise hiring decisi...
Today, we're diving into another three powerful leadership styles – servant, coaching and authentic – that can transform the way you lead and inspire others. We also look at what type of team member thrives best under each of these different leadership styles.
Servant vs Coaching vs Authentic Leadership Styles
Similarities:
- All three leadership styles prioritise building positive relationships with their teams.
- All three leadership styles aim to inspire and motivate teams towards a shared vision.
- All three leadership styles require self-awareness and reflection to be effective.
Differences:
- Servant leadership focuses on serving the needs of others, while coaching focuses on developing others' skills and abilities, and authentic leadership focuses on being true to oneself and acting ethically.
- Servant leadership emphasises humility and putting others first, while coaching emphasises the importance of feedback and accountability, and authentic leadership emphasises transparency and ethical behaviour.
- Servant leadership is focused on the needs of others, coaching is focused on development and results, and authentic leadership is focused on being true to oneself and acting ethically.
Understand the strengths and weaknesses of each style, consider the unique needs of their team members => a positive work environment that fosters growth and success.
Follow Julie's behind the scenes - social media posts
Most days Julie South shares a behind the scenes post via Facebook, Instagram and Linkedin about "life". She shares different events and musings which make her smile on the inside. You're invited to follow and comment.
On Linkedin most days Julie South shares leadership / team development type posts. You're invited to connect with her and/or follow.
Please give Paws Claws Wet Noses a 5-star review ;-)
If you enjoyed this podcast, please hit that follow button (it’s free) and give it a 5-star review wherever you’re listening to it right now. Why? Because it makes a huge difference to helping the search algorithms serve it up for others to listen to. Thanks heaps!
How to get more bang for your recruitment advertising buck
This is what VetStaff is really good at so if you'd like to stretch your recruitment dollar, please get in touch with Julie because this is something VetStaff can help you with.
Unconscious Cognitive Bias Interview Training
If you’d like to ensure you make better and wise hiring decisi...
Have you ever been drawn to follow a charismatic or transformational Lead Vet or Head Nurse to their next job?
If so, you likely understand first-hand how a leader's style can influence their team members' interactions and overall performance.
In this Leadership 101 series, we continue to delve into the different types of leadership styles.
Today we look at the nuances of managerial, charismatic and inspirational leadership.
We’ll explore how to recognise and understand how each of these different leadership works best in different situations.
For Autocratic or authoritarian leadership, Democratic or participative leadership, and/or Laissez-faire or delegative leadership listen to episode 122
Follow Julie's behind the scenes - social media posts
Most days Julie South shares a behind the scenes post via Facebook, Instagram and Linkedin about "life". She shares different events and musings which make her smile on the inside. You're invited to follow and comment.
On Linkedin most days Julie South shares leadership / team development type posts. You're invited to connect with her and/or follow.
Please give Paws Claws Wet Noses a 5-star review ;-)
If you enjoyed this podcast, please hit that follow button (it’s free) and give it a 5-star review wherever you’re listening to it right now. Why? Because it makes a huge difference to helping the search algorithms serve it up for others to listen to. Thanks heaps!
How to get more bang for your recruitment advertising buck
This is what VetStaff is really good at so if you'd like to stretch your recruitment dollar, please get in touch with Julie because this is something VetStaff can help you with.
Unconscious Cognitive Bias Interview Training
If you’d like to ensure you make better and wise hiring decisi...
Crack the Code: Your 101 Guide to Recognising Different Leadership StylesHave you – or someone you know - ever left a workplace not because of the job but because the clinic owner, head nurse or lead vet, let toxic behaviour persist?
If so, you’ll “get” first hand how different leadership styles impact how individuals interact with their team members, how conflicts are resolved (or not), and ultimately how clinic culture is impacted.
By recognising and understanding different leadership styles, you can improve your communication, team dynamics, conflict resolution, and personal development within your clinic’s team.
That’s what we’re looking at today in this new 101 series on Leadership Styles.
Recognising different leadership styles at your clinic is important for several reasons:
- effective communication
- team dynamics
- conflict resolution
- personal growth
Different Leadership Styles
Today we're looking at the first three Leadership Styles:
- Autocratic or authoritarian leadership
- Democratic or participative leadership
- Laissez-faire or delegative leadership
- Transactional leadership
- Transformational leadership
- Servant leadership
- Charismatic leadership
- Situational leadership
- Coaching leadership
- Authentic leadership
For each style we cover:
- what the style looks like from the outside
- what it looks like on the inside
- when it's effective and when it isn't
Other podcasts mentioned in today's episode:The distinction between Equality and Equity for cost effective veterinary recruitment
Dr Megan Alderson of The Strand Veterinarian - her journey to implementing mental wellness in her veterinary clinic
VetStaff
leading veterinary sector recruitment in New Zealand | veterinarians | locums | nurses
Follow Julie's behind the scenes - social media posts
Most days Julie South shares a behind the scenes post via Facebook, Instagram and Linkedin about "life". She shares different events and musings which make her smile on the inside. You're invited to follow and comment.
On Linkedin most days Julie South shares leadership / team development type posts. You're invited to connect with her and/or follow.
Please give Paws Claws Wet Noses a 5-star review ;-)
If you enjoyed this podcast, please hit that follow button (it’s free) and give it a 5-star review wherever you’re listening to it right now. Why? Because it makes a huge difference to helping the search algorithms serve it up for others to listen to. Thanks heaps!
How to get more bang for your recruitment advertising buck
This is what VetStaff is really good at so if you'd like to stretch your recruitment dollar, please get in touch with Julie because this is something VetStaff can help you with.
Unconscious Cognitive Bias Interview Training
If you’d like to ensure you make better and wise hiring decisi...
I like to think that the state of my(Julie South) mental health is generally pretty good. I know how to recognise when I get too close to the edge. When I get to close to that endless downward negativity spiral where the vortex just sucks me in and it’s hard to move away into a more positive space.
This week just gone, I noticed I was starting to edge towards “that” edge.
In times of uncertainty and chaos, it's common to feel overwhelmed and out of control. But the good news is that there are simple and effective ways to manage stress and regain a sense of control in your life.
Today we look at five easy tools and strategies for coping with stress and finding stability in the midst of turmoil.
Whether your stress is caused by personal issues, national or global events, these strategies will help you feel like you're back in control again.
Routines are important. For healthy adults, for kids and for those we're caring for. Make sure you have routine in your days during crisis times.
**#1 - Create a daily schedule
2 - Stick to your normal sleep schedule
3 –Take breaks
4 - Practice self-care**
- control what goes into your brain
- mindfulness and meditation
- maintain healthy diet + exercise routine
- seek support from family and friends
- prioritise your own pets' health and wellbeing
#5 - Be / Get / Stay "Mindful"
- start day with breathing
- mindful walking
- take mindful breaks
- daily tasks
- attitude of gratitude
Links mentioned in today's show:
https://edition.cnn.com/2018/05/15/health/circadian-rhythm-mood-disorder-study/index.html
https://www.vetthrive.org/
Follow Julie's behind the scenes - social media posts
Most days Julie South shares a behind the scenes post via Facebook, Instagram and Linkedin about "life". She shares different events and musings which make her smile on the inside. You're invited to follow and comment.
On Linkedin most days Julie South shares leadership / team development type posts. You're invited to connect with her and/or follow.
Please give Paws Claws Wet Noses a 5-star review ;-)
If you enjoyed this podcast, please hit that follow button (it’s free) and give it a 5-star review wherever you’re listening to it right now. Why? Because it makes a huge difference to helping the search algorithms serve it up for others to listen to. Thanks heaps!
How to get more bang for your recruitment advertising buck
This is what VetStaff is really good at so if you'd like to stretch your recruitment dollar, please get in touch with Julie because this is something VetStaff can help you with.
Unconscious Cognitive Bias Interview Training
If you’d like to ensure you make better and wise hiring decisi...
**Gaslighting, microaggressions, and passive aggressive behaviour create toxic relationships – at work and at home.
If you – or someone you know – wonders whether you’re going a bit crazy or feel like you have to walk on eggshells around certain people, then this is for you.
Today we look at some gaslighting, microaggression and passive aggressive warning signs and what to do about them, so you can protect yourself and others by recognising these toxic tactics for what they are."Microaggressions**" are brief and commonplace daily verbal, behavioural, or environmental indignities. They’re intentional and/or unintentional. They communicate hostile, derogatory, or negative racial slights and insults to the target person or group.
"Passive aggression" or “passive aggressive” refers to behaviour that’s indirectly aggressive rather than directly or openly confrontational. It's a way of expressing anger or frustration in an indirect manner. For example, through procrastination, forgetfulness, or intentional inefficiency.
"Gaslighting" is a form of psychological manipulation in which a person seeks to sow seeds of doubt in someone else, or in members of a targeted group.
Gaslighting makes them question their own memory, perception, or sanity.
The goal of gaslighting is to gain power and control over the individual or group and make them dependent on the gaslighter for their understanding of reality.
When used repeatedly and systematically, gaslighting can be considered a form of bullying.
It's important to note that while these concepts are related, they’re distinct and refer to different types of behaviour.
Microaggressions, passive aggression and gaslighting are all forms of bullying.
Individually and collectively, they can contribute to hostile and unhealthy social and clinic environments.
Here are five ways you can start dealing with any of these behaviours:
#1 - Speak up and assertively address the behaviour
#2 - Keep a record of the incidents
#3 - Seek support from colleagues, friends or a support group
#4 - Seek help from your Practice or HR Manager
#5 - Take care of yourself!
Follow Julie's behind the scenes - social media posts
Most days Julie South shares a behind the scenes post via Facebook, Instagram and Linkedin about "life". She shares different events and musings which make her smile on the inside. You're invited to follow and comment.
On Linkedin most days Julie South shares leadership / team development type posts. You're invited to connect with her and/or follow.
Please give Paws Claws Wet Noses a 5-star review ;-)
If you enjoyed this podcast, please hit that follow button (it’s free) and give it a 5-star review wherever you’re listening to it right now. Why? Because it makes a huge difference to helping the search algorithms serve it up for others to listen to. Thanks heaps!
How to get more bang for your recruitment advertising buck
This is what VetStaff is really good at so if you'd like to stretch your recruitment dollar, please get in touch with Julie because this is something VetStaff can help you with.
Unconscious Cognitive Bias Interview Training
If you’d like to ensure you make better and wise hiring decisi...
Equality vs Equity for Cost-Effective Veterinary RecruitmentHere are 10 distinct ways "equity" is different to "equality" in the veterinary clinic workplace.
We look at how you can address those differences to make you a more attractive PEOPLE.FIRST employer. Being a PEOPLE.FIRST employer will make retention and recruitment of high calibre veterinary professionals much (much!) easier… and more cost effective!To make it easier for you to remember all the different components I've invented the anagram***DUB OFF PAPA :-)
DUB*Distinction / Definition: Equality is about treating everyone the same, whereas equity is about treating everyone fairly based on their individual needs.
Understanding Needs: Equality assumes that everyone has the same needs, while equity recognises that different people have different needs.
Bias: Equality assumes that everyone starts from the same place and has the same opportunities, but this is not always the case. Equity takes into account systemic biases and strives to address them.
OFF
Outcome: Equality aims to provide the same outcomes for everyone, while equity seeks to provide fair and just outcomes based on individual circumstances.
Fairness: Equality may lead to unfair outcomes, while equity seeks to address and correct these outcomes.
Focus: Equality focuses on treating everyone the same, while equity focuses on creating fair and just outcomes.
PAPA
Personalisation: Equality provides a one-size-fits-all approach, while equity allows for customisation and personalisation.
Allocation of Resources: Equality gives everyone the same resources, while equity gives everyone what they need to be successful.
Power Dynamics: Equality does not take into account power dynamics, while equity works to redistribute power and create a level playing field.
Access: Equality provides access to the same opportunities for everyone, while equity provides access to opportunities based on individual needs and circumstances.
OTHER PODC
VetStaff
leading veterinary sector recruitment in New Zealand | veterinarians | locums | nurses
Follow Julie's behind the scenes - social media posts
Most days Julie South shares a behind the scenes post via Facebook, Instagram and Linkedin about "life". She shares different events and musings which make her smile on the inside. You're invited to follow and comment.
On Linkedin most days Julie South shares leadership / team development type posts. You're invited to connect with her and/or follow.
Please give Paws Claws Wet Noses a 5-star review ;-)
If you enjoyed this podcast, please hit that follow button (it’s free) and give it a 5-star review wherever you’re listening to it right now. Why? Because it makes a huge difference to helping the search algorithms serve it up for others to listen to. Thanks heaps!
How to get more bang for your recruitment advertising buck
This is what VetStaff is really good at so if you'd like to stretch your recruitment dollar, please get in touch with Julie because this is something VetStaff can help you with.
Unconscious Cognitive Bias Interview Training
If you’d like to ensure you make better and wise hiring decisi...
There’s been a bit of a jargon bandied around the recruitment and HR worlds over the last few years of DEI – diversity, equity and inclusion.
Let's look at some DEI language - and how that plays out in your clinic - to either encourage inclusion or create cultural divides.
Here are seven different things you can look at inside your clinic to encourage diversity and growth – personal, professional and financial, as well as ways to get a better response from your job advertisements.
We also look at different ways language creates division in the LGBTQIA+ community through ignorance of what the different terminology means + pronoun importance.
1 – ditch the diversity & inclusion labelling – make it part of your DNA
2 – create interruption-free SOPs
3 - pronoun identity – give it priority
4 – have neutral restroom labels
5 – “be” don’t “do” – ditch the cliches
6 – eliminate biased language in your job advertisements
7 – Aim for Equity
Being inclusive is an ongoing process – it’s not a quick fix, one size fits all. You need to ensure your team doesn’t suffer from diversity fatigue where eyerolling starts to become the norm.
Clinics that genuinely care and who put their people first will always be on the lookout to make sure their team is being inclusive of everyone.
VetStaff
leading veterinary sector recruitment in New Zealand | veterinarians | locums | nurses
Please give us a 5-star review ;-)
If you enjoyed this podcast, please hit that follow button (it’s free) and give it a 5-star review wherever you’re listening to it right now. Why? Because it makes a huge difference to helping the search algorithms serve it up for others to listen to. Thanks heaps!
Unconscious Cognitive Bias Interview Training
If you’d like some unconscious bias training for your team – it doesn’t have to be just for those who’re doing interviews – unconscious biases kick in where people interact with others – please get in touch because this is something we can help you with.
VetStaff helps vets and vet nurses find vet jobs in New Zealand that they're excited about turning up for work for on Monday mornings:
WEBSITEFACEBOOKYOUTUBELINKEDINTWITTER
10 ways to help make your price rises more palatable for your clients so you can give your team a pay rise in these inflationary times
Are staff motivation and clinic price increases connected – in this “life according to Julie episode”, I’m going to show you how they are.
But first – some of the backstory so you can see how the dots are all connected 😊
We – VetStaff – have had a bit of a run of calls lately – starting just before Christmas and still going strong – from vets and nurses who’ve had their annual performance reviews – it’s that time of the year for some clinics and – the vets and nurses who’ve called us – have been told, when they’ve brought up the matter of a salary review – that “surely they can think of something other than the $ to come to work for” …Today, we’re going to go through10 ways you can make it easier to increase your fees so that you can give your team a pay rise.
#1 – showcase your team’s professional credentials
#2 – Tech and Equipment
#3 – what other services do you offer your clients might not know about?
#4 – upcoming training and development
#5 – showcase your reviews and testimonials
#6 – your clinic’s presentation
#7 – be clear and transparent with your invoicing and fees
#8 – be welcoming
#9 – your specialist & referral network
#10 – clear communication
VetStaff
leading veterinary sector recruitment in New Zealand | veterinarians | locums | nurses
Please give us a 5-star review ;-)
If you enjoyed this podcast, please hit that follow button (it’s free) and give it a 5-star review wherever you’re listening to it right now. Why? Because it makes a huge difference to helping the search algorithms serve it up for others to listen to. Thanks heaps!
Unconscious Cognitive Bias Interview Training
If you’d like some unconscious bias training for your team – it doesn’t have to be just for those who’re doing interviews – unconscious biases kick in where people interact with others – please get in touch because this is something we can help you with.
VetStaff helps vets and vet nurses find vet jobs in New Zealand that they're excited about turning up for work for on Monday mornings:
WEBSITEFACEBOOKYOUTUBELINKEDINTWITTER
The last two episodes have covered unconscious bias when interviewing with the goal of not only shedding the light on unconscious bias at your clinic, but also to help you get a more diverse team… because, as we all know, the more diverse the opinions and experience you have in a team, the stronger that team is.
If you’re a vet or nurse looking to make your next move, YOUR unconscious bias still exists and applies in exactly the same way as it does from the clinic’s hiring perspective. Just in reverse! All the biases I’ve talked about from the interviewer side apply equally to the interviewee as well.
The same is true with today’s info. If you want to be hired into a diverse team, then look out for these cues at the clinic you’re being interviewed at. You obviously won’t be able to see every one of them, but a few you will.
So keep your eyes and mind wide open.
Published Research - Journal of Personality and Social Psychology
The Journal of Personality and Social Psychology published a research study called Evidence That Gendered Wording in Job Advertisements Exists and Sustains Gender Inequality by Danielle Gaucher, Justin Friesen, and Aaron C. Kay.
12 ways to avoid unconscious interview bias
#1 – from Confession to Redemption or Acknowledge to Actualisation
#2 – use a rubric
#3 – evidence based
#4 – consistency
#5 – Teamwork
#6 – neutralise your advertisement language
#7 – go blind and go anonymous
#8 – set diversity goals
#9 – have working interviews
#10 – do the opposite of your natural tendencies
#11 – sleep on your decisions
#12 – make all offers subject to satisfactory reference and background checks
Please give us a 5-star review ;-)
If you enjoyed this podcast, please hit that follow button (it’s free) and give it a 5-star review wherever you’re listening to it right now. Why? Because it makes a huge difference to helping the search algorithms serve it up for others to listen to. Thanks heaps!
Unconscious Cognitive Bias Interview Training
If you’d like some unconscious bias training for your team – it doesn’t have to be just for those who’re doing interviews – unconscious biases kick in where people interact with others – please get in touch because this is something we can help you with.
VetStaff helps vets and vet nurses find vet jobs in New Zealand that they're excited about turning up for work for on Monday mornings:
WEBSITEFACEBOOKYOUTUBELINKEDINTWITTER
Continuing on from last week's 1-5 of Unconscious Biases:
6. Overconfidence bias
Plays out when the recruiter is soooo confident in their own abilities to either pick a good candidate, or to eliminate the supposed bad ones, that they allow confirmation bias to creep in.
7. Similarity attraction bias
Sometimes, the similarity attraction bias plays out and replicas of people are hired – because of likeness / similarity – but they incompetent!
8. Illusory correlation
The illusory correlation is when a person believes a relationship exists between two variables when there is, in fact, no relationship there.
9. Affinity bias
Overweighted emphasis is placed on something intangible and/or irrelevant to the hiring decision.
10. Beauty bias
Beware of hiring someone simply because they have a similar appearance to others in your clinic and/or the departing employee you’re looking to replace.
11. Conformity bias
Conformity bias is a group thinking bias.
12. Intuition
You owe it to every applicant, your colleagues, your clinic and yourself, to always check all the facts.
13. Contrast effect / judgement bias
When you’ve got a stack of CVs to go through, rather than allowing each resume to stand out on its own merit, it’s easy to fall into the trap of comparing the latest resume – or the one you’re currently reading - to the one you’ve just read.
#14 – bandwagon effect
This is when one person’s opinion dominates, and no one challenges their opinion.
#15 – stereotyping
This is like affect heuristics because it’s when a decision is made on a superficial, non-relevant factor.
For example, the applicant might be judged wanting because of their accent, body art or piercings, gender or name.
#16 – proximity bias
This is when an applicant is judged positively or negatively in relation to how far or near, they live from a clinic.
7 ways to counter unconscious bias
-
Do be aware of unconscious hiring biases that you and your team might have and look out for them.
-
Do ensure your hiring managers have received suitable interview training that covers common hiring biases – we’re happy to facilitate this for you, if you’d like.
-
Do make hiring decisions based on evidence rather than on subjective assumptions.
-
Do be consistent and transparent in your hiring process.
-
Do create a standardised interview guide and ensure you ask every candidate the same questions.
-
Do create a standardised reference checking guide and ensure you ask all refe
Please give us a 5-star review ;-)
If you enjoyed this podcast, please hit that follow button (it’s free) and give it a 5-star review wherever you’re listening to it right now. Why? Because it makes a huge difference to helping the search algorithms serve it up for others to listen to. Thanks heaps!
Unconscious Cognitive Bias Interview Training
If you’d like some unconscious bias training for your team – it doesn’t have to be just for those who’re doing interviews – unconscious biases kick in where people interact with others – please get in touch because this is something we can help you with.
VetStaff helps vets and vet nurses find vet jobs in New Zealand that they're excited about turning up for work for on Monday mornings:
WEBSITEFACEBOOKYOUTUBELINKEDINTWITTER
One of the “happening things” in the recruitment world in 2022 was the spotlight being shone on diversity.
I've identified 16 different unconscious biases we all have when it comes to interviewing – and how these can play out during the recruitment process and what you can do to mitigate these.
The end result of all of them is the same: you may end up discounting and/or overlooking the best person for your clinic’s vacancy.
Diversity training
Diversity training is one way to help overcome personal biases. Another way is when you’re recruiting.
The more people who can be involved in the recruitment process, the more likely it is – hopefully – that personal biases will be reduced and/or at least challenged.
Blind Hiring
Blind hiring is better done through a neutral third party – like VetStaff. It’s where any and all information that could identify a job applicant is completely stripped from their CV.
UNCONSCIOUS BIASES
1. Confirmation bias
You’ll know your guilty of confirmation bias when you find yourself asking irrelevant questions. This is confirmation bias playing out because you’re trying to elicit answers that support your initial assumption about the vet or nurse you’re interviewing.
You’re doing this because you want to prove to yourself – and then someone else who might be involved in the hiring process at your clinic – that your initial assessment is correct.
It could be that they’re a great fit or they won’t fit.
#2. Affect heuristics
Affect heuristics come into play with personal biases around appearance. An interviewer might see something physical about a candidate and they’ve immediately judged them – consciously or unconsciously – that they’re suitable or unsuitable for the job.
It’s a virtually instantaneous judgement that then clouds and affects every other aspect of the interview process.
3. Expectation anchor or anchoring
Expectation anchor or anchoring bias is when we allow ourselves to anchor – to focus – on one certain piece of information about a job applicant and then use that factor to help us make decisions.
In a vet clinic this could manifest as wanting to replace a departing veterinarian or veterinary nurse with an exact carbon copy of them.
There a couple of hiring biases that support this – not just anchoring – so beware.
4. Halo effectThe halo effect could apply to any number of insignificant factors – for example, similar sporting interests, growing up in the same neighbourhood or going to the same school or university.
When the halo effect results in other – perhaps
Please give us a 5-star review ;-)
If you enjoyed this podcast, please hit that follow button (it’s free) and give it a 5-star review wherever you’re listening to it right now. Why? Because it makes a huge difference to helping the search algorithms serve it up for others to listen to. Thanks heaps!
Unconscious Cognitive Bias Interview Training
If you’d like some unconscious bias training for your team – it doesn’t have to be just for those who’re doing interviews – unconscious biases kick in where people interact with others – please get in touch because this is something we can help you with.
VetStaff helps vets and vet nurses find vet jobs in New Zealand that they're excited about turning up for work for on Monday mornings:
WEBSITEFACEBOOKYOUTUBELINKEDINTWITTER
These 8 predictions are in no order of priority as they’re all important.
#1 - vet clinic employer branding
#2 - job sharing and genuine part time roles
#3 – how remuneration is “packaged”
#4 - veterinary nurse job satisfaction
#5 – the really good employers will get better and the vet clinic employer brand divide will widen
#6 – personalisation in recruitment will be crucial - AI – artificial intelligence and computerised recruitment bots will be used more and more, which will, ironically, make recruitment in this sector harder
#7 – recruitment will have a seat at the management table in its own right
#8 – investment in retention
If you enjoyed this podcast, please hit that follow button (it’s free) and give it a 5-star review wherever you’re listening to it right now. Why? Because it makes a huge difference to helping the search algorithms serve it up for others to listen to. Thanks heaps!
Please give us a 5-star review ;-)
If you enjoyed this podcast, please hit that follow button (it’s free) and give it a 5-star review wherever you’re listening to it right now. Why? Because it makes a huge difference to helping the search algorithms serve it up for others to listen to. Thanks heaps!
Unconscious Cognitive Bias Interview Training
If you’d like some unconscious bias training for your team – it doesn’t have to be just for those who’re doing interviews – unconscious biases kick in where people interact with others – please get in touch because this is something we can help you with.
VetStaff helps vets and vet nurses find vet jobs in New Zealand that they're excited about turning up for work for on Monday mornings:
WEBSITEFACEBOOKYOUTUBELINKEDINTWITTER
How professional or collegial is the veterinary profession in New Zealand ?
We pick up today where Dr Paul Unsworth gets on his self-professed soapbox about the requirement for veterinarians to work after hours. He parallels the after hours requirements and expectations of veterinary medicine versus human medicine.
I’m interested to hear your thoughts and ideas on this – please feel free to comment wherever you’re listening to this episode.
I’m sure I’m not the only one who wants to see the frequency of after hours roster requirements for vets changed.
And I think – this is life according to Julie – that a significant change can be made provided competitor clinics learn to play nicely and respectfully with each other after hours.
I think some clinics are virtue signalling with their intention to improve things when it comes to their teams working after hours. Why - because they don't play nice. They're not professional or collegial and I even challenge their levels of integrity.
When what happens, happens, the status quo prevails and vets continue to get burnt out.
Just to clarify – to remove any cause for doubt or confusion – according to the Cambridge Dictionary – the adjective collegial means: relating to a friendly relationship between colleagues (= people who work together)
It is also used to describe a method of working in which responsibility is shared between several people.
Again – I’m interested to hear YOUR thoughts, ideas, suggestions – so please – comment and/or email me – cos I really am interested.
Dr Paul also comes up with another possible idea to help relieve the veterinary shortage … but I’m not sure we’ve got the population to support it in Godzone Aotearoa New Zealand.
We join the conversation here with Paul hopping onto his first soap box!
Please give us a 5-star review ;-)
If you enjoyed this podcast, please hit that follow button (it’s free) and give it a 5-star review wherever you’re listening to it right now. Why? Because it makes a huge difference to helping the search algorithms serve it up for others to listen to. Thanks heaps!
Unconscious Cognitive Bias Interview Training
If you’d like some unconscious bias training for your team – it doesn’t have to be just for those who’re doing interviews – unconscious biases kick in where people interact with others – please get in touch because this is something we can help you with.
VetStaff helps vets and vet nurses find vet jobs in New Zealand that they're excited about turning up for work for on Monday mornings:
WEBSITEFACEBOOKYOUTUBELINKEDINTWITTER
What makes a "good" veterinarian and/or a "good" veterinary clinic. Today Dr Paul Unsworth challenges me - Julie South - with specificity.
As he says, "good" and "bad" aren't easily classified.
If getting fit is on your to-do list for 2023, then stay tuned to the end to find out how to save $500 on an ebike.
Today, UK-qualified New Zealand locum veterinarian, Dr Paul Unsworth talks about and reflects on:
· What determines a “good” vet
· What determines a “good” clinic
· Some of the “best” medical advances he’s seen over the course of his career
· His favourite gadget? [Hint: it’s a type of endoscope – have you used this specific type of endoscope?]
· Should vets specialise (lower case “s”) such that pet owners would then take their pets to different clinics according to the specialisation / interest of a clinic? And………..
**· Pet Insurance – how to increase NZs take-up rate of pet insurance in kiwi clinics.
In 2023 the NZVA turns 100**If you'd like to name a nomination for the 2023 NZVA Awards, entries close on 03/03/2023.
Entry categories are:
- Outstanding Services Award
- President’s Award
- Honorary Life Membership Award
- Veterinary Impact Award
- Young Veterinarian Award
- Veterinary Business Excellence Award
- Antimicrobial Resistance – the AMR – Award
- And the new award – the Environmental Sustainability Award
For more info **- NZVA website.
How to save $500 on an ebikeIs getting fit on your plan for 2023 and/or you’ve been thinking about buying an ebike then your NZVA membership entitles you to a $500 saving on any full priced KTM, Gepida or Haibike e-bike at Electrify NZ or $300 off any full priced Black or SmartMotion e-bike.**
Please give us a 5-star review ;-)
If you enjoyed this podcast, please hit that follow button (it’s free) and give it a 5-star review wherever you’re listening to it right now. Why? Because it makes a huge difference to helping the search algorithms serve it up for others to listen to. Thanks heaps!
Unconscious Cognitive Bias Interview Training
If you’d like some unconscious bias training for your team – it doesn’t have to be just for those who’re doing interviews – unconscious biases kick in where people interact with others – please get in touch because this is something we can help you with.
VetStaff helps vets and vet nurses find vet jobs in New Zealand that they're excited about turning up for work for on Monday mornings:
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Crystal Ball Gazing
Today we do a bit of crystal ball gazing with Dr Paul Unsworth – Companion Animal Locum Veterinarian. This is the first of a multi-part series.
We’re talking about some of the changes Dr Paul has seen since he started his career.
Gender Equality and Diversity
We also talk about gender equality and professional representation which always a topic that results in passionate debate. Using my words, not his, the veterinary profession has evolved into having not much diversity.
We’re trying to change the way things ARE, to work within a way that WAS. And that WAS no longer works.
If you haven’t listened to last week’s episode with Dr Jade Hackney, have a listen – because she makes some really valid points about the change that needs to happen to bring out professional longevitiy.
Menagerie of pets growing up
If you’re involved in the veterinary profession, it’s probably fair to say that most of us grew up with at least one pet.
You probably had a cat or a dog. Maybe a bunny or another type of pocket furry … or maybe a bird… perhaps even a pony. But I’ll be surprised if you’ve had a menagerie of pets like Dr Paul Unsworth.
Companion Animal Locum Veterinarian Dr Paul Unsworth, who’s married to Dr Rose Unsworth, who’s been a guest on this show a few times, shares what life was like as a veterinarian back in the day where James Herriot was making headlines and inspiring lots of British young men and women to become veterinarians.
James Herriot
If you’re too young to know who James Herriot is, that’s the pen name of James Alfred Wight who worked as a veterinarian in the Yorkshire Dales in England.
His first book, published in 1969, was “If Only They Could Talk”, followed up by “It Shouldn’t Happen to a Vet”.
Both of these books were published as a volume in the US as “All Creatures Great and Small”.
We start of the conversation where I asked Dr Paul about starting out as a veterinarian when James Herriot was known to many…
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Unconscious Cognitive Bias Interview Training
If you’d like some unconscious bias training for your team – it doesn’t have to be just for those who’re doing interviews – unconscious biases kick in where people interact with others – please get in touch because this is something we can help you with.
VetStaff helps vets and vet nurses find vet jobs in New Zealand that they're excited about turning up for work for on Monday mornings:
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The old model of running a veterinary business no longer works - it's time for a fresh look and different approach.
This is the final episode (of 3) is Dr Jade Hackney’s series about life after veterinary burnout and recovery.
At the Christchurch wellness symposium I - Julie South - spent the first day sitting next to a part-time vet - she:
- worked 3x 10-hour days...
- was a fully engaged, high producing, veterinarian totally committed to her clinic...
- had a life outside of her clinic which lit her up.
If you’re a veterinary professional who wants to work part-time but doesn’t know how to re-enter professional clinical life, please get in touch with me at vetstaff.co.nzbecause I’d love to help you.
Your skills and expertise are valuable – don’t let anyone tell you otherwise “just” because you’re a part timer.
Today, Jade and I both invite clinic owners to consider the benefits of employing part timers – that’s where we join the conversation.
Jade calls out clinics who're still working the "old" business model that clearly, no longer works today. It's time for a shakeup and reboot!
I hope you find Jade’s story enlightening and encouraging.
If you’re a clinic owner and would like to see whether you can change things around a bit at your clinic then please get in touch with me through vetstaff. Let’s find out what questions need to be asked at your clinic to have a happier team at your place.
If you’re a veterinary professional wanting to return to clinical practice but have some of those fears, uncertainties and doubts Jade mentioned, please get in touch with me – I’d love to help you return to the workforce in a way that respects, honours and values you as a person and professional.
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VetStaff helps vets and vet nurses find vet jobs in New Zealand that they're excited about turning up for work for on Monday mornings:
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This is the second in the multi part series where Companion Animal Veterinarian Dr Jade Hackney shares her path to living life to the full as a healthy and loving, long-term life partner and fully engaged veterinarian.
Dr Jade talks about:
- the moment she and her life partner realised they no longer wanted to work fulltime in jobs they didn't enjoy to pay someone else's mortgage;
- their journey to owning their own home in their 30s - mortgage-free;
- what 'living life to the full' means to Jade;
- living the dream with 'pinch yourself moments' each day;
- the freedom available to you when you start something with a Beginner's Mind and how knowing how something should be done can be an impediment;
- living the WWOOF lifestyle for a while;
- how vet clinics can employ part timers and be better off for it;
- how it's easier to blame others, but that's not what being emotionally intelligent is;
- how it's important - critical! - to focus only on what you can control - your own thoughts and feelings - and not worry about what you can't - other people's thoughts or feelings.
Listen to the first part of the conversation - episode 107.
If you're a vet or vet nurse considering your next vet job (locum or permanent) in New Zealand the team at VetStaff is here to help.
VetStaff helps vets and vet nurses find vet jobs in New Zealand that they're excited about turning up for work for on Monday mornings:
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You can take the person out of vetting but can you take vetting out of the person?
This series of episodes with Dr Jade Hackney was recorded a few months’ ago but I thought the topic was very relevant – especially for veterinary professionals who may be reconsidering their careers in the veterinary space… especially the clinical veterinary space.
For example, when you reconsider your career as a veterinarian – not once, but twice – what might that look like and what’s life like on the other side?
This episode is personal and emotional. If you’re standing on a bit of shaky ground right now, hopefully you’ll find Jade’s journey both insightful and hopeful.
If you’re standing on VERY shaky ground please call or text 1737 and chat with someone who won’t judge you. That’s 1737.
Today’s episode doesn’t talk about suicide but it is about burnout. And hope and recovery.
I’m with locum Companion Animal Veterinarian - Dr Jade Hackney – a graduate from the University of Dublin - shares her personal burnout, meltdown and recovery journey about what life is like on the other side as a practicing veterinarian.
Jade was born in Northern Ireland but when she was 11 months old her parents moved to Malawi, where she lived until she was 11.
She encountered a huge culture shock when her parents returned to Northern Ireland. This lead to the beginning of unpleasant times for Jade.
In 2014 she experienced burnout through working 1-in-4 weekends + 1 night a week on call, with no time off in lieu, and minimal collegial support. As she shares, she thought at this point she’d never practice as a clinical veterinarian again.
In 2015 Jade started her journey of self-care, recovery and work-life balance.
One thing that really struck me with Jade’s language is her ownership of her own EQ – her own emotional intelligence.
It’s a very small thing but when Jade catches herself referring to the “global you” when she’s really meaning herself, she corrects from “you” – disownership, to “I” – full ownership.
Listen out for it as it’s something that people who have high emotional intelligence do … she starts off by saying “you” and will correct to say “I”.
We kick off with me asking Jade when she knew she wanted to be a vet.
VetStaff
leading veterinary sector recruitment in New Zealand | veterinarians | locums | nurses
VetStaff helps vets and vet nurses find vet jobs in New Zealand that they're excited about turning up for work for on Monday mornings:
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This is the second of the two part series with Dr Jane Ough – Companion Animal Veterinarian at South Wairarapa Vets – who’s wearing her very new New Zealand Veterinary Association Climate Change Ambassador’s hat.
If you haven’t listened to the first part – 105 – I recommend you do that, to give you context for today’s continuation of our chat.
We join the conversation where Jane expresses how worried she is that not enough people are taking steps to offset their own carbon footprint ramifications and global warming.
She also talks about more initiatives South Wairarapa Vets have implemented and the responses she’s getting from both staff and clients.
VetStaff
leading veterinary sector recruitment in New Zealand | veterinarians | locums | nurses
VetStaff helps vets and vet nurses find vet jobs in New Zealand that they're excited about turning up for work for on Monday mornings:
Today we’re with Dr Jane Ough – Companion Animal Veterinarian at South Wairarapa Vets – who’s wearing her very new New Zealand Veterinary Association Climate Change Ambassador’s hat.
This is the second time Dr Jane has been on Paws Claws Wet Noses.
You can listen to her previous episodes 87, 88 and 89 – where she introduced the climate change initiatives South Wairarapa Vets has implemented.
Today, Jane talks about how the NZVA Climate Change Ambassador volunteer position came about and some of the first steps the Vet Association is taking to find out more about its own carbon footprint.
She also talks about more initiatives South Wairarapa Vets have implemented and the responses she’s getting from both staff and clients.
We start the conversation here with me asking Jane what she’s been up to since the last time we caught up, which was before the NZVA Conference in June 2022.
I think you'll be equally impressed by her passion (even if you don't agree with everything she says) as I am!
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Tune in again next week where Dr Jane shares more of what they’ve been doing at South Wairarapa and the differences they’re making.
VetStaff is New Zealand's only recruitment agency dedicated to the veterinary sector:
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The second in the two part series where Professor John Munday talks about his world-first RAS research to treat cancer in cats and dogs. After graduating, he worked for 2 years in a mixed animal practice in Whangarei.
He then returned to Massey and completed a PhD.
After completing his doctorate John then did a 2-year residency in veterinary pathology at Michigan State University before working as an assistant professor at the University of Georgia for 4 years.
It was at this time he decided to return home and joined the veterinary pathology department at Massey University.
In addition to teaching the veterinary students, Prof Munday also developed a research interest in cancer in animals.
This includes investigating the causes of cancer in animals as well as developing ways to better predict how cancers will behave in animals.
More recently, he started investigating ways that cancers in animals can be treated… although he’s quick to remind people he’s not a veterinary oncologist so that his main interest is in investigating completely novel new ways to treat cancer in animals.
Professor Munday is a Diplomate of the ACVP – the American College of Veterinary Pathologists – so he’s a boarded veterinary pathologist.
This means he has a better than good knowledge of the pathogenesis and diagnosis of a wide variety of endemic and exotic animal diseases.
He has approximately 20 years' experience as a diagnostic pathologist in both New Zealand and in the US.
Using his pathology background, Prof Munday has collaborated with studies examining tissues from a variety of animal species including mice, rats, rabbits, sheep, fish, and horses.
Currently, his main research interests are the diagnosis and prognostic markers for neoplasia in companion animals and the role of infectious agents in the development of cancer in domestic species.
He recently wrote a chapter in the premier textbook in veterinary cancer pathology and has a broad knowledge of the diagnostic techniques and prognostic markers available both in veterinary medicine as well as for some cancers of people.
His interest in infectious diseases has resulted in him establishing an association between papillomavirus infection and skin cancer in cats and much of his current research is further validating that relationship and developing clinical applications for this knowledge.
Prof Munday has also developed skills in molecular biology and was the first to fully sequence and classify two papillomaviruses from domestic cats.
He was also the first to prove that the papillomavirus that causes feline sarcoids has a bovine definitive host. Overall, he’s authored 170 peer-reviewed manuscripts and currently has a group of 3 PhD students for which he’s the chief supervisor.
I hope you enjoy listening to his current world-first research taking place downunder in Godzone Aotearoa New Zealand. We join the conversation where I ask him how this world first cat and dog cancer research started.
VetStaff is New Zealand's only recruitment agency dedicated to the veterinary sector:
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Professor John Munday is a Massey University graduate.After graduating, he worked for 2 years in a mixed animal practice in Whangarei.
He then returned to Massey and completed a PhD.
After completing his doctorate John then did a 2-year residency in veterinary pathology at Michigan State University before working as an assistant professor at the University of Georgia for 4 years.
It was at this time he decided to return home and joined the veterinary pathology department at Massey University.
In addition to teaching the veterinary students, Prof Munday also developed a research interest in cancer in animals.
This includes investigating the causes of cancer in animals as well as developing ways to better predict how cancers will behave in animals.
More recently, he started investigating ways that cancers in animals can be treated… although he’s quick to remind people he’s not a veterinary oncologist so that his main interest is in investigating completely novel new ways to treat cancer in animals.
Professor Munday is a Diplomate of the ACVP – the American College of Veterinary Pathologists – so he’s a boarded veterinary pathologist.
This means he has a better than good knowledge of the pathogenesis and diagnosis of a wide variety of endemic and exotic animal diseases.
He has approximately 20 years' experience as a diagnostic pathologist in both New Zealand and in the US.
Using his pathology background, Prof Munday has collaborated with studies examining tissues from a variety of animal species including mice, rats, rabbits, sheep, fish, and horses.
Currently, his main research interests are the diagnosis and prognostic markers for neoplasia in companion animals and the role of infectious agents in the development of cancer in domestic species.
He recently wrote a chapter in the premier textbook in veterinary cancer pathology and has a broad knowledge of the diagnostic techniques and prognostic markers available both in veterinary medicine as well as for some cancers of people.
His interest in infectious diseases has resulted in him establishing an association between papillomavirus infection and skin cancer in cats and much of his current research is further validating that relationship and developing clinical applications for this knowledge.
Prof Munday has also developed skills in molecular biology and was the first to fully sequence and classify two papillomaviruses from domestic cats.
He was also the first to prove that the papillomavirus that causes feline sarcoids has a bovine definitive host. Overall, he’s authored 170 peer-reviewed manuscripts and currently has a group of 3 PhD students for which he’s the chief supervisor.
I hope you enjoy listening to his current world-first research taking place downunder in Godzone Aotearoa New Zealand. We join the conversation where I ask him how this world first cat and dog cancer research started.
VetStaff is New Zealand's only recruitment agency dedicated to the veterinary sector:
WEBSITEFACEBOOKYOUTUBELINKEDINTWITTER
Dr Megan Alderson, Companion Animal Veterinarian + principal and partner of the Strand Veterinarian in Parnell, Auckland, New Zealand, introduces her new initiative The Vet Thrive Collective.
In this episode Dr Megan and Julie talk about the six shields (tenets) that form part of the Vet Thrive Collective wellbeing programme:
- Breathe
- Rest
- Nourish
- Flow
- Forgive
- Compassion
Dr Megan (and Dr Francesca from last week) will be presenting at the NZVA Wellbeing and Business Symposiums in Christchurch, NZ, in November 2022.
Continuing on from episode 100 is part 2 of Dr Francesca Brown's research about what vet clinic clients want.
The importance of training front line staff.
Regard staff training as an investment, not a cost.
A valuable strategy vet clinics can copy from dental clinics to help improve their bottom line.
How important (or not) is pet insurance?
How the 20 / 80 Pareto Principal plays out in clinic and how you can implement strategies to get more clients like the 20% you currently have who’re bringing in 80% of your turnover.
The importance of putting the fee where it should be (intellectual property and capital) not with meds.
What to do when clients have referred to Dr Google.
The similarities between vet clinics and midwifery clinics that affect the bottom line and clients having a positive experience.
What would have been helpful for Dr Francesca to have heard / been taught, as a vet student.
What clinical auditing could look like to help improve vet clinic client satisfaction.
The importance of reverse-engineering what happens when things go wrong to ensure no repeat performance.
The difference between having values on the wall for all to see and those clinics that live their values.
How growing clinics use feedback – positive and negative - to propel them forward.
VetStaff
leading veterinary sector recruitment in New Zealand | veterinarians | locums | nurses
Dr Francesca Brown is a veterinarian who graduated from Massey University’s class of 1998.
Since graduating and gaining experience in clinical practice she moved to education and then leadership in Allied Veterinary Professional education, at both Otago Polytechnic, as the Head of the School of Veterinary Nursing and nationally as the Chair of the Educational Standards committee for Allied Veterinary Professionals.
Over her career Dr Francesca’s seen first-hand, and through her network of colleagues in the industry (both vets and allied veterinary professionals), the significant challenges faced to personnel.
Today she talks about one of her most recent research projects – which she expects to publish in early 2023 – Veterinary Client Storytelling.
Dr Francesca wanted to know “what’s important to clients when they visit a vet clinic”.
Dr Francesca discusses the following questions and top level ‘more research required’ topics:
What can clinics do to improve the clients’ experience when they visit?
Are clinics relying too heavily on the sale / inclusion of medication as a revenue generating component?
What steps can veterinary staff – from front of house through to the veterinarian – do to greatly enhance the clients’ experience?
How to recognise the critically important human-animal bond to each individual client
Listen to what the client has to say – explain the rationale for discounting Dr Google’s diagnosis
Offer professional guidance when giving clients choices around future treatment option(s)
The importance of partnership clinic+client+pet
Would clients pay extra to have more time to settle their pets?
Would slowing things down and allowing more time be beneficial? What would the benefits look like?
How important is always seeing the same vet to the client?
What needs to happen is this standard practice in a clinic?
How can the clinic + client relationship be maintained?
How can feedback become a gift?
What can clinics / people do when a blind spot is exposed?
VetStaff
leading veterinary sector recruitment in New Zealand | veterinarians | locums | nurses
When you – or your team – show up for work at your vet clinic, what is it you want them to feel and think about working at your clinic?
Do you – or they - feel excited or exhausted? Delighted or filled with dread? Full of optimism or cynicism?
Culture exists whether you like it or not.
Whether the culture at your clinic is positive or negative, you’ve still got a cultural vibe happening.
Signposts indicating whether the culture at your clinic is positive or negative include employee turnover, absenteeism (eg, sick days), productivity and engagement levels.
A positively-cultured vet clinic will have low employee turnover and absenteeism and high productivity and engagement levels.
A negatively-cultured clinic will have the opposite – high turnover and absenteeism and low productivity and engagement levels.
People leave workplaces because of the people.
Before you can start working on the four steps to celebration-worthy clinic culture though, you need to answer five preliminary questions first.
These questions are:
- How well does your team enjoy their work? You want them to be excited about turning up for work on Monday mornings – not dreading the end of the weekend.
- Are there levels of accountability and responsibility in place for each team member? Allowing individual team members to take a level of ownership helps them feel connected.
- How engaged is your team – collectively and individually? Do they believe that what they do matters to the clinic they work at – not just the lives they save? Is your clinic’s mission one that is inspirational and commit-worthy?
- What is your team’s sense of camaraderie and respect? People like to be involved and know their word and work are trusted.
- How does your clinic invest in your employees? How do you show recognition for jobs well done and people who’re valued?
**Four Steps to Having Culture Worth Celebrating
1 - Lay the foundation - determine your clinic's**
- Your clinic’s MISSION statement: This tells the entire world – yes, everyone – your employees, your clients and your suppliers – why your clinic’s in business. It’s a brief statement.
- Your clinic’s VISION statement: This is an aspirational statement of what your vet clinic envisions to be down the road. It should be emotional and motivation.
- Your clinic’s VALUES: These are what everyone on your team believes and wants to uphold. Your clinic’s values hold everyone to the highest, or let everyone get away with the lowest, acceptable behaviour. These are the foundation of your clinic’s culture.
#2 - Take your clinic's culture temperature
- culture / engagement survey
#3 - Get Buy-in
- focus groups
- Do you have the right leadership team in place that models your clinic’s values?
- When you recruit, does your clinic naturally attract like-minded, high calibre veterinary professionals? People you want on your team?
- Do your values challenge everyone to perform at their very best?
- What opportunities are there to be more involved with your employees?
**#4 - Roll it out / implement
VET NURSE AWARENESS WEEK - LEADERBOARD WEEK #4
1st:** Companion Vets
2nd: Hamilton Small Animal Veterinary Centre
3rd + 4th equal: Te Aroha Veterinary Centre + Levin and Horowhenua Vet Centre
VetStaff
leading veterinary sector recruitment in New Zealand | veterinarians | locums | nurses
Here are six make-sense steps to help increase staff retention at your clinic by 82% and increase staff engagement by 70%
Onboarding is the bridge between the final stage of recruitment and the first step in employee engagement.
Onboarding is more than asking your new hire to fill out a whole bunch of forms on their first day.
Onboarding is a systematic process to ensure your newest employee believes they've made the right decision to accept your job offer!
The 6 Cs of onboarding (reference Dr Tayla Bauer) are:
- Compliance
- Clarification
- Confidence
- Connection
- Culture
- Checkback
LoveYourVetNurse 2022 competition results - Leader Board Week 3:
3rd place - Levin and Horowhenua Vets
2nd place - Te Aroha Vets
1st place - Hamilton Small Animal Vet Centre
https://www.vetstaff.co.nz/news-media/vet-nurse-awareness-week-2022/
What is "constructive dismissal" - 101 employment law overview with Julie South.
Dr Cath Watson - Chair of Healthy Pets NZ talks about ways supports can get involved in fundraising.
Cath talks about "Dogs Day Out" and Kerikeri artist Tessa Smith. Julie South announces last week's leader board in the VetStaff annual "Love Your Vet Nurse" competition in honour of Vet Nurse Awareness Week 2022.
Part 2 of 3 chats Julie South had with Companion Animal Veterinarian and Chair of Healthy Pets New Zealand, Dr Cath Watson.
This week Julie and Cath chat about some of the research that Healthy Pets NZ has undertaken.
LoveYourVetNurse annual competition in honour of Vet Nurse Awareness Week - Julie announces the leader board results after the first week of competition.
It's the best competition VetStaff has ever run - the enthusiasm from clinics has been almost overwhelming!
Kotahikanga (unity/togetherness)
Matautanga (continuous drive to learn)
Manakitanga (human:animal bond)
Haporitanga (family community bond)
Kaitiakitanga (we are the voice, we are their guardian)
Enter the LoveYourVetNurse competition today!
VetStaff
leading veterinary sector recruitment in New Zealand | veterinarians | locums | nurses
Dr Cath Watson, BVSc - Companion Animal Veterinarian - has worked in a range of practices, both in here in Godzone Aotearoa New Zealand and in the United Kingdom. She’s been a locum, an employee, and a business owner.
Right now, Cath’s based in Central Otago but travels the country as a locum.
The reason Cath and Julie South of VetStaff are talking today is because of Cath's involvement in Healthy Pets New Zealand – a really special New Zealand research charity.
In her spare time, Cath has a passion for anything outdoors and loves exploring New Zealand's back-country by foot, bike, kayak or skis.
Healthy Pets New Zealand
Healthy Pets NZ is a registered charity that supports research into improved health and welfare for kiwi pets.
Established by the Companion Animal Branch of the New Zealand Veterinary Association in 1998, Healthy Pets is a team of volunteer veterinary professionals consisting of veterinarians, researchers, veterinary nurses and educators. Each is passionate about outcome focussed research that assists companion animals in New Zealand.
Fundraising at Healthy Pets
Healthy Pets doesn't receive any government grants so fundraises through sponsorships, bequests and donations for outcome-focused research. This research makes a difference to the lives of kiwi pets and their owners.
Over the last 20 years, Healthy Pets research has resulted in new diagnostic and treatment options becoming available to the veterinary profession in New Zealand.
They recently began funding research into the value of pets to society and the human-pet bond.
Healthy Pets research continues to help improve care, results in new and better diagnostic investigation, and explores new treatment options for a range of issues affecting kiwi pets.
Healthy Pets researchers seek to publish their results and communicate important findings to the public.
Healthy Pets Research
Research Objectives
- To promote better public understanding of companion animal welfare, breeding, nutrition, management, health, diseases and performance.
- To encourage the study and understanding of companion animals in New Zealand.
- To foster project or welfare work in connection with companion animals.
- To assist with projects related to advancing the wellbeing of all companion animals.
Healthy Pets New Zealand research.
VetStaff
leading veterinary sector recruitment in New Zealand | veterinarians | locums | nurses
Before you start looking for your next vet or vet nurse job – there are some things you need to do first – to avoid heartbreak and stress further down the track.
In summary
Get clear on why you’re considering a new job. If you like where you are, give your current clinic the opportunity to meet you in the middle. If you’re a good vet or nurse and you match the culture and vice versa, they’ll want to keep you.
Giving them the opportunity ahead of you looking elsewhere is the right thing to do.
If that doesn’t work and you end up in a counter-offer situation then here’re the six Qs to ask yourself:
#1 - Why the counter offer now?
#2 - Will earning more money fix what’s wrong?
#3 - At face value is staying at your current clinic, the best clinic for you?
#4 - Is accepting the counter offer the best decision for your career – in the long run?
#5 - How will your relationship with your co-workers change?
**#6 – Why are you leaving? Really? Revisit your list – why are you leaving? What is going to change?
Do you want to stay?**
Staying is the easy way – especially if/when your current clinic presents you with a counter offer.
In your mind’s eye, I want you to fast forward when considering whether you want to stay.
Ask yourself:
· Are you prepared to step into your challenge zone – ie, out of your comfort zone – and negotiate something better today? Without looking for another job?
· Do you feel ‘brave’ enough that you’ll be well received? That doesn’t mean that your requests will be met, but that you won’t be ridiculed or bullied simply because you asked.
· What will it take for you to stay?
· If they say no now, and then make you a counter offer down the track, what will you do at that point? Will you remember they weren’t willing to do this until backed into a corner?
Because maybe, just maybe, you can negotiate with your current clinic terms that make you want to stay.
My recommendation is to do that before you start looking for another job. Not in a counter offer situation.
VetStaff
leading veterinary sector recruitment in New Zealand | veterinarians | locums | nurses
7 attributes of great team players
1. Understand their role
2. Embrace collaboration
3. Hold themselves accountable
4. Committed to their team
5. Flexible
6. Optimistic and future-focussed
7. Can be relied upon and trusted
**Johari Window + 56 adjectives
5 things to compare yourself to every day**
VetStaff
leading veterinary sector recruitment in New Zealand | veterinarians | locums | nurses
What makes a great leader?
Are people born natural leaders or can leadership be developed and taught?
What’s the difference between a LEADER and a MANAGER?
**Did you realise that when you, or someone on your team is a great leader (or not) it affects your clinic’s ability to attract and recruit great vets and nurses?
Three differences Leadership vs Management
- Process vs Vision**
2. Organising vs Aligning
3. Position vs Quality
Five Qualities of Effective Leaders
Here are five leadership attributes and qualities that effective leaders have in their personal and professional lives. These are men and women who inspire others to take action and set a course for future success.
1. Become more self-aware and prioritise personal development.
2. Focus on developing others
3. Encourage strategic thinking, innovation, action and diversity
4. Ensure you’re ethical and civic-minded.
5. Practice effective cross-cultural communication
One small word - four different situations when you probably don't even realise you're using it + examples of how to swap to a statement more empowering and powerful (without being bossy or aggressive).
A world first (as far as we can tell) initiative from VetStaff - we're looking for pilot veterinary clinics to be part of our Beta Launch.
You don't have to be an existing VetStaff client to participate. If you want to DIY your own recruitment then this new initiative is perfect for you. To find out more email julie@vetstaff.co.nz.
E**veryone and everything we do at VetStaff is underpinned by two core beliefs.
The first is that we believe all veterinary professionals deserve to work at a vet clinic job of their dreams where they’re respected and valued.
The second is that all vet clinics deserve to have engaged and motivated employees working for them who love Monday mornings.
If that sounds like the type of recruitment agency you’d like to work with, then please check us out at vetstaff.co.nz**
Pressure is not Stress - Nick Petrie - Presenter at the NZVA 2022 Conference - VBB session
Nicholas PetrieWhat "human rumination" is.
Julie shares one of the ways she gets out of downward rumination spirals when she recognises them playing out in her life.
Nick Petrie's White Paper - Pressure is Not Stress - 4 steps to be resilient in disruptive times
Dr Jane Ough - Companion Animal Veterinarian and Conservationist - part 3 of 3
VetStaff
leading veterinary sector recruitment in New Zealand | veterinarians | locums | nurses
VETERINARY CLINIC SALARY DATA
Dr Mark Hosking, CEO of Franklin Vets, is a member of the NZVAs Veterinary Business Branch – the VBB.
At the recent NZVA Conference he introduced BBVet, an Australian company which runs a series of surveys tailored to the New Zealand veterinary profession.
Clinics that contribute to the data, will have access to high quality benchmarking information to be able to make meaningful decisions in their businesses.
Having quality, reliable data enables business owners to drive better business decisions. For example,
- When it comes to wages and salaries – are you in the race or totally off the pace?
- Fees survey – make sure you don’t get left behind! And
- Profit and expenses survey – can you do better?
If your clinic contributes to this data, you’ll be able to participate in, and receive benchmarking information from, a series of professional and independently run surveys tailored to the New Zealand veterinary profession and you can have all of this info for the very reasonable monthly subscription of just $69pm.
The only way you can access the info is by contributing to the surveys and you'll be able to:
- Have the option to participate in any survey that the NZVA and BBVet offers
- Get access to interactive graphics and scenario planning, and if you want it,
- Get access to a hard copy PDF report
The Veterinary Business Branch of the NZVA has worked with BBVet to ensure the survey structure and questions are suitable for the New Zealand veterinary market.
You can “cut and dice” the data - for example by species or region. Obviously, the more participants there are, the more valid and useful the information will be.
And just in case you’re wondering, the NZVA has been in touch with the Commerce Commission. The Association has received general advice that it’s acceptable to run this survey, providing the information is not promoted or used as a way to organise price fixing or collusion.
The NZVA may use the information gathered to foster conversations in the advocacy space.
The only people who will be able to see your individual data will be BBVet, who need to do so for administration purposes.
The NZVA will be able to access macro information only (no site-specific information) which will be important for its advocacy work.
No-one will be able to view any scenario planning you do at a site level.
To find out more about BBVet and the man behind everything, you can visit the main website at http://www.mpvconsulting.com.au/.
To register your clinic’s contribution to the salary data, visit portal.bbvet.net/nz/ **Dr Jane Ough - pt 2 of 3
ChocolateTuesday's winner
Click here: To enter the #ChocolateTuesday lucky dip draw**
Dr Jane Ough is a Senior Companion Animal Veterinarian at South Wairarapa Veterinary Services.
Dr Jane’s time and pathway to the veterinarian she is today is quite different from the usual career path of veterinarians.
She’s from the BVSc Massey class of 1982.
Today, Dr Jane enjoys orthopaedic surgery especially mending broken farm dogs.
Dr Ough became concerned about climate change when her two daughters were children. She gained a diploma in Environment and Sustainability when her children were little, through the Open Polytech in 2010.
Dr Jane is a passionate conservationist. And I mean passionate! She and her partner Jeremy have retired two thirds of their small farm in the Wairarapa and covenanted it with the Queen Elizabeth II Trust.
Working one day a week for QE2 for 2 years Dr Jane said improved her understanding of native forest regeneration. She now spends this day a week on her own covenant, and, working with the local catchment group, helped set up and is helping South Wairarapa Veterinary Services take Climate Crisis Action to run a more sustainable business.
VetStaff
leading veterinary sector recruitment in New Zealand | veterinarians | locums | nurses
The third and final episode with Iain McLachlan – CEO of the New Zealand Veterinary Council.
We talk about:
- the veterinary shortage,
- the nursing shortage,
- why the NZ VC doesn’t include two of the world’s top 10 veterinary science universities in its List of Recognised Institutions,
- when it's going to update that list of Recognised Institutions,
- what clinics can do if they absolutely cannot manage their after-hours obligations, and
- what “limited registration” means.
Today Iain and I talk about:
- How VCNZ is helping kiwi vet clinics employ vets whose overseas qualifications aren’t recognised here.
- How VCNZ is supporting NZ clinics get more vets working under what’s known here as Limited Scope Registration.
- What needs to happen for allied veterinary professionals and VNs to be able to do more in-clinic that helps free up Registered Veterinarians so they can do more of the work that legally, they’re the only ones who can do whatever it is.
- He explains what VNs and Techs can legally do in NZ now.
- We talk about consumer education and who can do what to help with that – especially around the expectation / perception of fees.
- He talks about what VCNZ does and what its “job” is.
- And then we wrap up with what Iain’s been doing as a way to manage his mental health and stress levels.
Tune in to hear about the last development and changes taking place at VetStaff. And just in case you didn't know:
there are two basic beliefs everyone at VetStaff has and which underpin everything we do – and that is
- we believe that all veterinary professionals deserve to work in a job of their dreams where they’re valued and respected and
- we also believe that all veterinary employers of choice deserve to have the best staff – ones who’re engaged, committed and are excited about going to work each day.
VetStaff
leading veterinary sector recruitment in New Zealand | veterinarians | locums | nurses
The second of three episodes with Iain McLachlan – CEO of the New Zealand Veterinary Council.
We talk about:
- the veterinary shortage,
- the nursing shortage,
- why the NZ VC doesn’t include two of the world’s top 10 veterinary science universities in its List of Recognised Institutions,
- when it's going to update that list of Recognised Institutions,
- what clinics can do if they absolutely cannot manage their after-hours obligations, and
- what “limited registration” means.
Today Iain answers the questions about:
- why the Council won’t allow an overseas qualified vet with considerable years of expertise in their chosen field – for example as a dairy vet or equine vet – work in NZ without requiring them to sit additional exams covering species they have no intention of working as a veterinarian in.
- What Iain would say to overseas qualified veterinarians who have to sit the AVE exams and answer questions about species they have no future intention of working in.
- How and why the Australians are involved.
- Why can’t the AVE exams be held in NZ to help allay the Covid-induced backlog of overseas qualified vets waiting to sit those exams in Brisbane.
- What Iain would say to overseas qualified vets who’re seeing reports in the NZ media about the shortage we have here of veterinarians but they’re unable to help alleviate the situation because they cannot legally practise as a Veterinarian.
- What the smaller vet clinics can do when they’re absolutely overloaded and cannot handle another night of being on call.
- And we talked a bit about the business opportunity for a telehealth after hours service or overload service to be started and/or expanded in NZ.
VetStaff
leading veterinary sector recruitment in New Zealand | veterinarians | locums | nurses
Today we start the first of three episodes where Iain McLachlan – CEO of the New Zealand Veterinary Council – and I, talk about the veterinary shortage, the nursing shortage, why the NZ VC doesn’t include two of the world’s top 10 veterinary science universities in its List of Recognised Institutions, when is it going to update that list of Recognised Institutions, what clinics can do if they absolutely cannot manage their after-hours obligations, and what “limited registration” means.
Back in April this year, VetStaff conducted its annual Veterinary Sector State of the Nation Survey – the results are interesting.
For example, one third of the respondents said they weren’t earning enough to live on and were going backwards financially, one third said they were earning just enough to live on, but not enough to contribute to a rainy day savings account, and one third were earning enough and were able to contribute to a rainy day savings account.
Now, when you hear those numbers it’s pretty easy to think that given two thirds of the respondents were going backwards financially or were earning just enough to survive, that the mix of respondents must have been two-thirds vet nurses and one third vets.
After all, it’s no secret that nurses’ pay rates really do need some serious increases beyond just the CPI.
However, that wasn’t the makeup of respondents at all. In fact, the split of vets and nurses came in exactly equal with 42.7% of the respondents being vets and exactly 42.7% were nurses.
The balance of just under 15% was made up of admin staff – like PMs and HR managers as well as veterinary technicians.
I haven’t crunched the numbers that deep, but it’s kinda fair to surmise that there are some vets who aren’t earning enough to contribute to their rainy day emergency fund.
The Vet Council cannot control pay rates – that’s not its function. Yet I was surprised by the number of respondents who somehow thought that was a power the Council had. I asked lots of other questions of Iain that came from the survey, but I didn’t raise the question of pay rates because it’s beyond his and the Council’s control.
Iain McLachlan is the CEO & Registrar of the New Zealand Veterinary Council. He’s responsible for leading and managing the Council as well as carrying out the functions of the Registrar, as set out in the Veterinarians Act 2005.
The New Zealand Veterinary Council is NZ vet sector’s governing body. It’s responsible for the governance of the organisation and, ultimately, for making sure functions per the Veterinarians Act are carried out and adhered to.
The Council has a team of eight staff and seven council members.
The eight staff are led by Iain as CEO and Registrar. He’s supported by Veterinarian Dr Seton Butler – the Council’s professional adviser.
Iain and his team report to the Council’s seven Council members.
Three of the Council members are elected by veterinarians, two are lay people appointed by the Minister of Agriculture – currently Damien O’Connor, MP, one member is a veterinarian also appointed by the Minister and the seventh member is the Academic Programme Director of the undergraduate veterinary programme at Massey University.
Iain reports to a collective team of brains, experience and credibility.
Mr Iain McLachlan is a practising lawyer – that means he holds a practising certificate from the NZ Law Society and has been admitted to the bar as a barrister and solicitor of the High Court of New Zealand. Just like it’s an offence for someone to call themselves Veterinarian when they don’t hold a practising certificate, so too is it an offence to call yourself a practising lawyer when you don’t hold a practising certificate.
As
VetStaff
leading veterinary sector recruitment in New Zealand | veterinarians | locums | nurses
Part 2 of the "Qs to A recruitment agencies before working with them" series.
This episode specifically for the vet clinic - the HR manager, the Practice Manager, Lead Veterinarian or Veterinary Nurse who's charged with "recruitment" inside a vet clinic.
In this episode Julie South of VetStaff details the questions you need to ask and the answers you need to listen out for.
The questions are:
1. Is the agency a specialist or generalist? Check out their website
2. What exactly do you get for the fee they charge?
3. Does the agency get the job seeker’s permission to send YOU THEIR CV?
4. Referees – who does them?
5. Contract negotiation
6. After the new employee starts
7. Professional coaching for the first three months after the new employee starts
8. Protect your clinic’s brand by hiring the right recruitment partner
VetStaff
leading veterinary sector recruitment in New Zealand | veterinarians | locums | nurses
Not all recruitment agencies are created equal. Some recruitment agencies use the "spray and pray" method. They'll get a job-seeker's CV, then spray it all over town (to their database) and leave it to the employer - the vet clinic - to do contact the CV owner, set up the interview, interview, and negotiate direct.
Recruitment agencies that do this could be breaching the NZ Privacy Act, which states that a recruitment agency needs to seek permission to share info from the job seeker before releasing it. I'm not sure a "global disclaimer" is quite what the Privacy Commissioner has in mind with "get permission to share info".
Sending your CV all over town is nothing you can't do yourself. But if you want more support, coaching, negotiating input and then onboarding support at your new job, you need to find a recruitment agency that does this as standard.
VetStaff is a full-service recruitment agency - it means we do all of this and more.
Here are 9 questions job seekers should ask a recruitment agency before working with them:
- Is the agency a specialist or generalist?
- Interview process by them
- What is their process for applying for jobs on your behalf? – NZ Privacy Act
- Do they provide Interview Coaching?
- Will they give you Interview Feedback?
- How do they approach your referees – what permission do they seek?
- Will they negotiate your contract for you?
- What steps do they take to help with onboarding at your new job?
- Do they provide professional coaching after you start at your new job as a way of supporting you and your career?
Next week we'll look at questions vet clinics should ask a recruitment agency before they start working with them.
VetStaff
leading veterinary sector recruitment in New Zealand | veterinarians | locums | nurses
This is part 2 of a 2 part series with Dr Ashley O'Driscoll, DVM, BSc.
Dr O’Driscoll has worked in several New Zealand veterinary clinics – on both Islands - as a pet and farm animal veterinarian since moving here in 2010.
As you’ll pick up, Dr O’Driscoll has a strong interest in animal welfare – she started the Waikato’s first home euthanasia referral service for dogs in the Waikato – as well as working for MPI and the SPCA in animal welfare.
As well as being a large animal vet (she loooooves cows!), she’s also a Certified Body Condition Score Assessor. The Body Score Assessor Certification Programme was designed to help rural professionals help standardise condition scoring across New Zealand. It was developed as part of the Transforming the Dairy Value Chain Primary Growth Partnership programme, led by commercial partners, including DairyNZ and Fonterra, and partnered by MPI.
In addition, Dr O’Driscoll also picks up a couple of shifts a week at the Animal Emergency Centre, where she’s worked in the ER for the last ten years or so. Anyone who’s worked in an ER hospital will tell you it’s a high-stress work environment that has strict expectations around patient care and client communication. But, they’ll also tell you that every day (or night) that you go to work you absolutely know you’ve made a difference.
In her spare time and as a way to decompress, Dr O’Driscoll enjoys being a mum to her toddler daughter, her farm and her retired Heading dog, Nell.
Dr O’Driscoll first came to my attention through a Hamilton suburban FB group we’re both members of where she mentioned her Paw Print referral service which currently provides home euthanasia for pets in the Northern Waikato and Hamilton regions.
As a referral service, Dr O’Driscoll works closely with a pet’s regular veterinarian to ensure the ever-important bond between the client, pet, and veterinarian is maintained.
As you’ll pick up from listening to what Dr O’Driscoll says, she’s very staunch on dignity and respect… and it’s a dignified farewell for faithful companions she offers.
VetStaff
leading veterinary sector recruitment in New Zealand | veterinarians | locums | nurses
Dr O’Driscoll has worked in several New Zealand veterinary clinics – on both Islands - as a pet and farm animal veterinarian since moving here in 2010.
As you’ll pick up, Dr O’Driscoll has a strong interest in animal welfare – she started the Waikato’s first home euthanasia referral service for dogs in the Waikato – as well as working for MPI and the SPCA in animal welfare.
As well as being a large animal vet (she loooooves cows!), she’s also a Certified Body Condition Score Assessor. The Body Score Assessor Certification Programme was designed to help rural professionals help standardise condition scoring across New Zealand. It was developed as part of the Transforming the Dairy Value Chain Primary Growth Partnership programme, led by commercial partners, including DairyNZ and Fonterra, and partnered by MPI.
In addition, Dr O’Driscoll also picks up a couple of shifts a week at the Animal Emergency Centre, where she’s worked in the ER for the last ten years or so. Anyone who’s worked in an ER hospital will tell you it’s a high-stress work environment that has strict expectations around patient care and client communication. But, they’ll also tell you that every day (or night) that you go to work you absolutely know you’ve made a difference.
In her spare time and as a way to decompress, Dr O’Driscoll enjoys being a mum to her toddler daughter, her farm and her retired Heading dog, Nell.
Dr O’Driscoll first came to my attention through a Hamilton suburban FB group we’re both members of where she mentioned her Paw Print referral service which currently provides home euthanasia for pets in the Northern Waikato and Hamilton regions.
As a referral service, Dr O’Driscoll works closely with a pet’s regular veterinarian to ensure the ever-important bond between the client, pet, and veterinarian is maintained.
As you’ll pick up from listening to what Dr O’Driscoll says, she’s very staunch on dignity and respect… and it’s a dignified farewell for faithful companions she offers.
This VetStaff survey was run over four weeks - promoted via FB, Insta, LI and this podcast.
Respondents were guaranteed anonymity. However, if they wanted their clinic to go in the draw to win lunch they needed to complete contact info so we could organise the delivery if their name was pulled out of the hat.
Fifteen respondents chose to remain totally anonymous.
Random lucky dip draw from all respondents.
Vet Farm Pet Clinic - Warkworth
Animal Referral Centre – Snapper Rock, Auckland
Carevets Beach Rd – Pahurehure, Papakura
The Strand Veterinarian - Parnell
First Vets – Whanganui
There were 124 respondents.:
43% veterinarians
43% veterinary nurses
6% veterinary technicians
6% non-clinical support staff
4% Practice Managers
by clinic type:
49% GP Companion Animal clinics
32% Mixed Animal clinics
5% Equine only
5% Dairy only
balance exotics, referral and after hours emergency clinics.
Qualifications:85% NZ tertiary qualification
15% overseas tertiary qualification
Financial / Remuneration
Equal 33% split of:
not earning enough to live on - no contribution to rainy-day savings
earning just enough but not enough to contribute to rainy-day savings
earning enough and contributing to rainy-day savings
Some solutions to current veterinary shortage include:
· To extra time to be allocated for admin and case notes – so vets don’t have to take this paperwork home with them or stay late, because not enough time has been scheduled in-clinic for this to happen. This was offered up a few times so perhaps if you’re listening now and you have input into schedules, you could look at making this happen at your clinic. If you’ve no idea how you’re going to do it – either you’ve got HO breathing down your neck or screaming down the phone – then brainstorm among your team – there’ll be great answers already on your team if you just ask the right questions.
· For vets to utlise their nurses’ skills more. This one came through loud and clear from most – maybe all the nurses – I need to dive a bit deeper with the data. However, there were enough comments for me to think that in many – obviously not all – clinics, that vets in some cases, are adding to their own stress by not giving credit and responsibility where it’s due to the nurses. So maybe have a team meeting and see what you can do to appreciate the training, skills and education that nurses have at your clinic. Doing this means the vets will have more time to do what only vets can do. Some nurses replied that they feel like they’re glorified cleaners.
· Hire dedicated receptionists so nurses can be nurses – another comment that came through loud and clear – and it ties in with vets utilising nurses as nurses – is for management to recognise nurses are nurses and not receptionist. If clinics hired dedicated non-nursing staff – but trained in elementary triage – it would free up nurses to be nurses – and to then also be charged-out and generate income for the clinic.
I’ve invited Iain McLaughlin onto the podcast to answer these questions – he’s agreed – we’re now trying to match our diaries … I’ve told him I’ll rearrange mine to fit his so we can get the recording done.
VetStaff does more than flick job seekers' CV onto vet clinics like their competitors - who then leave the job seeker to negotiate everything for themselves.
VetStaff helps clinics with reputation misinformation - for example the false rumour of CCTVs in restrooms!
Case Study #1
- 6-month new grad looking for her second job
- VetStaff were given five days to organise a job interview
- in four days they had three interviews
- job offer was signed within a week
- $21kpa increase on what she was earning
- Clinic didn't realise job offers could be made up the way this one was
Case Study #2
- Locum vet who wanted a permanent position
- Was being pressured to sign an offer the vet had arranged themselves
- VetStaff organised two job offers over a long weekend - both at $30kpa more than the original offer
Case Study #3
- Vet wanted to negotiate a pay increase at her annual review
- didn't know what she was worth or where to start
- Julie sent her away with 'homework' which she did
- role played through different negotiation scenarios
- Vet walked out with $20kpa increase
Case Study #4
- Vet Nurse wanted to negotiate pay increase at her annual review
- didn't know what she was worth or where to start
- Julie sent her away with 'homework' - which she did
- role played through different negotiation scenarios
- VN walked out with a $5ph pay increase.
In this episode Julie talks about:
- information you need to know to successfully negotiate a pay increase
- why you need to start planning months in advance
- why it's important you know your 'numbers' before you start negotiating
VetStaff
leading veterinary sector recruitment in New Zealand | veterinarians | locums | nurses
If you’re a recent or new vet science graduate of Massey University then regardless of where you’re working in New Zealand, you’ve probably heard of, or met, Krispin as he’s been quite involved with Massey’s MMI for vet students over the years.
MMI is part of the Massey BVSc pre-selection programme – they’re the 8 Multi Mini Interviews potential vet science students go through.
Krispin’s been on the panel where students get to go a round of 8 short, structured interviews lasting 8 minutes each.
Krispin started working for the Veterinary Enterprises Group Limited – VetEnt – straight out of Massey in December 2010 in Te Awamutu as a Large Animal Veterinarian.
In February 2019 he was appointed the Production Animal Business Manager – a position he held until mid-2021.
Krispin took some time out by doing a bit of locum work until March 2022 before returning to VetEnt to be part of its Integrated Solutions Business Development team.
Krispin says Integrated Business Solutions is a fancy name for a focussed role dedicated to understand and utilise technology solutions within veterinary practice that enhance the performance & wellbeing of their client businesses and animals.
He’s excited to begin this journey with a focus on cow wearables – which are collars and tags, the data they produce and how VetEnt’s veterinary teams can integrate and deliver value to their customers using this information.
Today, Krispin and I talk about his MBA – which he studied for at The University of Waikato between 2017 and 2019, locuming on his OE, how he ended up as a large animal vet when he was also considering small animal surgery and life in general.
Krispin’s one of New Zealand’s Instagram influencers. vet.krispy – is his Instagram handle so go check him out and follow him there.
Dr Karli Houston is a marathon running, fundraising, companion animal veterinarian.
Karli was born in the US to two kiwi parents.
Karli has a raft of qualifications behind her … she studied biology and theatre arts at the Gettysburg College in Pennsylvania, then Human Nutrition at the University of Maryland before moving to Palmerston North and to complete her Bachelor of Veterinary Science at Massey.
Since graduating from Massey in 2012, Karli’s worked at Franklin Vets in Auckland, New Zealand. Her favourite areas of practice are rehabilitation and working dogs.
Karli has since gone on to complete her CCRP certification - (Certified Canine Rehabilitation Practitioner) through the University of Tennessee.
Karli Houston is a vet, a mum of two, a wife, a daughter and a marathon runner.
Today, Karli shares what she loves and doesn’t love so much, about being a small animal veterinarian.
Why she chose the Queenstown Marathon.
What made her realise why she’s a far better vet than a race director.
Why she chose Not One More Vet?
And how she got through what felt like Groundhog Day of Lockdown in Auckland last year.
At about the 35-minute mark the topic of suicide is discussed for a few minutes, so if you think you might be triggered, please fast forward at that point through to about the 38 minute mark.
If that could be you, I’ve tagged the point with a few seconds of the Paws Claws Wet Noses theme music – so listen out for that … that’s your cue to fast forward to about the 38 minute mark.
If you have colleagues who’ve done something inspirational like Karli has, I’d loooove to chat with them on Paws Claws Wet Noses so that others can be inspired just like you.
Come back next week because I’m chatting with another inspirational vet – Dr Krispin Kannan – a large animal vet who’s also a husband, dad and all-out really neat guy.
VetStaff
leading veterinary sector recruitment in New Zealand | veterinarians | locums | nurses
Being interviewed for your first job straight out of vet school and university isn’t the same as being interviewed for your second or third job.
Here’re 11 questions for new grads to ask at your first job interview and for clinics to think about when they’re interviewing new grads. These 11 questions apply pretty equally to vets, nurses and techs.
Get yourself an agent to represent you
Someone who knows:
- employment law
- the veterinary sector in your area
- the good and not-so-good vet clinics
- how to negotiate
- about clinic culture
- salary expectations for new grads
If a clinic pushes back and tells you they'd rather invest a recruitment agency's fee into your career ask them what that would look like. I (Julie South) haven't ever seen a new grad earning a salary that's reflective of a recruiter's fee being added to it!
- support - what does this look like and mean?
- reasonable time - what's their definition of this?
- sole charge - when? what does that look like?
- roster
- surgery and surgical experience / support
- other employees' opinions
- why the vacancy?
- new grad goals?
- performance evaluations?
- clinic growth plans?
- team diversification?
**Enter our two surveys and go in the draw to win great prizes:
For New Zealand veterinary sector professionals - Veterinary Sector State of the Nation 2022 Survey For overseas veterinary professionals looking to work in New Zealand - Vets on Vacation or Relocation to New Zealand Survey**
VetStaff
leading veterinary sector recruitment in New Zealand | veterinarians | locums | nurses
At job interviewers, hiring managers / interviewers usually ask "do you have any questions you'd like to ask?".
Many people mumble something like "you've answered all my questions" [which may be true] or "no - no questions".
Here are 15 questions across three top level subjects to help job-seekers level out the balance of interviewing "power" that can be assumed at a job interview.
The main question topics relate to the:
- vet clinic role
- vet clinic's vision; and
- vet clinic culture
It’s important to remember that attending a job interview is a two way exchange of information. It’s easy to think the employer has all the power. However, in today’s market that’s questionable.
I (Julie South) believe both parties have equal power when everything is balanced out.
VetStaff
leading veterinary sector recruitment in New Zealand | veterinarians | locums | nurses
When someone asks you to “tell me about a time when …..” this is where the STAR methodology kicks in.
Situation
Task
Action
Result
Everyone dreads the "tell me about a time when you................." type interview questions because they usually don't know how to answer and/or aren't sure what the interviewer is looking for.
This episode answers both of those questions and includes relevant examples taken from vet clinics.
Other episodes referred to in this episode:Episode 39 - Emotional Intelligence – why it’s critical to professional and personal success
Episode 40 - six ways emotionally intelligent people lead Words to listen out for:
- and
- um
- like
- er
- absolutely
- so
- well
VetStaff
leading veterinary sector recruitment in New Zealand | veterinarians | locums | nurses
9 behaviour focussed job interview questions that job seekers roll their eyes at, and interviewers feel they must ask.
One vet told me a couple of years’ back that she declined a job because she didn’t like the soft and fluffy questions “someone from HR” asked her.
In the vet’s opinion the questions she was asked did nothing to prove or disprove she was a good vet. Which is a fair comment.
However, what behaviour focussed job interview questions help uncover or determine is fit – will the fit between the job applicant and the hiring clinic be a match made in heaven or an absolute disaster.
**Questions for the vet clinic to ask the vet med professional
These** 9 behaviour based questions are for the clinic to ask the job applicant.
If you’re an HR or Practice Manager, here are nine main questions + follow-up questions you can ask interviewees.
If you’re a vet or nurse considering your next move, and you’ve got an interview or two coming up, then this is for you too because they give you an idea of the type of questions you might be asked and how you might answer them.
Listen to the podcast to hear what the follow up questions are under these top level behaviours.
1 - Problem solving skills interview questions
Tell me about a time when you had to come up with a new way of doing something during lockdown...
#2 - Personal Responsibility interview questions
Tell me about a time when you made the wrong call and something didn’t turn out quite as you’d planned…
#3 - Adaptability skills interview questions
Tell me about an unexpected challenge you were faced with during lockdown…
#4 - Confrontation skills interview questions
Tell me about how you’d tell someone on your team what they’re doing isn’t working. What do you do when you need to give constructive feedback?
#5 - Compatibility skills interview questions
Tell me about a time during lockdown when you and someone else needed to solve a problem but you were both coming from different sides of the position. How did you work through that?
#6 - Attention to Detail skills job interview questions
Tell me about a situation when you were required to display a higher level of attention to detail than usual. What was that like?
#7 - Leadership skills job interview questions
Tell me about a time during lockdown when you had to take the lead on a project or lead a team. Were you asked or did you step up?
#8 - Delegation skills job interview questionsQuestion 1 of 4 delegation skills questions
Tell me about a time during lockdown when you had to delegate task(s). When did you realise delegation was required? What was different to “before”?
#9 - Performance under pressure job interview questions
Tell me about an emergency situation when you were working against the clock. How did you handle that?
VetStaff competitions - through April 2022
VetStaff
leading veterinary sector recruitment in New Zealand | veterinarians | locums | nurses
Veterinarian Dr Helen Beattie on:
- life after Chief Veterinary Officer at the New Zealand Veterinary Association
- Veterinarians for Animal Welfare Aotearoa - VAWA
- some of the amazing opportunities Helen experienced as CVO NZVA
- some more of the amazing people Helen worked with as CVO NZVA
- what's next and where to from here
Part 3 of the three part series getting to know Dr Helen Beattie now that she's no longer the Chief Veterinary Officer at the New Zealand Veterinary Association.
Part 1 - episode 069 - some career highs and lowsPart 2 - episode 070 - some conflict, tension and moral distressVeterinarians for Animal Welfare Aotearoa Helen being interviewed on "Lately**"
Helen being interviewed on the Rural Roundup podcast**
VetStaff
leading veterinary sector recruitment in New Zealand | veterinarians | locums | nurses
Veterinarian Dr Helen Beattie on:
- Conflict, Tension & Moral Distress
- Books Helen's reading and recommends
- Inspiration & aspirational parenting
-
- a bit of philosophical discussion
Part 2 of a multi-part series getting to know Dr Helen Beattie before she became known to New Zealand's veterinarians in her role as Chief Veterinary Officer at the New Zealand Veterinary Association.
Part 1 - episode 069 - some career highs and lows Books Dr Helen Beattie is reading or has just finished reading:
Shuggie Bain by Douglas Stuart: https://www.goodreads.com/book/show/52741293-shuggie-bain
Roar - How to Match Your Food and Fitness to Your Unique Female Physiology for Optimum Performance, Great Health, and a Strong, Lean Body for Life by Dr Stacy Sims
https://www.penguin.co.nz/books/roar-9781623366865
Women Don't Owe You Pretty by Florence Given: https://www.whitcoulls.co.nz/product/women-dont-owe-you-pretty-6548712
Top level topics Helen talks about:
- Some of “team” & “people” highlights vs things she’s achieved.
- The privilege of having “thinking time” that you don’t get in clinical practice.
- The opportunity to be exposed to amazing minds and people that vets in clinic don’t get.
- What would “Old Helen” say to “Young Helen” – I asked Helen what tips she’d give to herself today as a freshly graduated vet.
- Her personal principles
- Tension and conflict
- Communication
- Human behaviour change
- Bipolar language
- The power of language
- Helen talks about how cycling gives her thinking space and time: her clearinghouse
- Working as a locum in the UK
- The prevalence of specialists just around the corner.
- Her desire for kiwi fur baby parents to invest in pet insurance for comfort and security.
- Moral distress – a lowlight for most vets in their veterinary career.
Julie and Dr Beattie skirt on the fringes around the topic of rape. If you are sensitive to this you might find this episode a bit sensitive.
Although the topic isn't discussed in any detail whatsoever please be aware the word is raised!
VetStaff
leading veterinary sector recruitment in New Zealand | veterinarians | locums | nurses
Dr Helen Beattie grew up on a South Island Central High Country station before going to Massey University. Her veterinary career started off in a mixed animal clinic in North Otago.
Helen’s OE included working on the UKs foot and mouth response in the UK. From there she came home to Godzone and bought a companion animal clinic in Dunedin.
From clinic ownership Helen ventured into teaching vet nurses at Otago Polytechnic. Not standing still on the education front, Helen picked up the books herself to become a warranted animal welfare inspector whilst employed as the Director of Animal Welfare at SPCA Otago.
If you didn’t know who Dr Helen Beattie was at the beginning of the current Covid-19 pandemic, you sure would have heard about her come March/April 2020 because Helen was the NZ Vet Association’s Chief Veterinary Officer – burning the candle at both ends helping kiwi vet clinics navigate the ins and outs of staying open and safe whilst NZ was declared a State of Emergency.
At the NZVA , her role was one of national level advocacy, leadership and politicking on behalf of the veterinary profession and for animal welfare.
Helen left this position late 2021 and in February 2022 Helen launched an organisation providing a unique new voice for animal welfare - Veterinarians for Animals Welfare Aotearoa. The organisation was the brainchild of several veterinary colleagues, and provides a veterinary-led, science-backed, independent advocacy voice on animal welfare.
Dr Helen Beattie - qualificationsBachelor of Veterinary Science
Certificate in Animal Welfare Investigations
Graduate Certificate in Tertiary Learning and Teaching
Certificate in Mata ā Ao Māori
VetStaff
leading veterinary sector recruitment in New Zealand | veterinarians | locums | nurses
This week we’re looking at what vet clinics need to do to navigate Phase 2 of Omicron, what payment options you have for employees who get sick and then a lesson I had last week which, as Shania Twain would say – didn’t impress me much!
At 11:59pm on Tuesday 15 February NZ officially moved into Phase 2 of the Omicron Response framework.
In short, this means that positive cases need to self-isolate for 10 days (can self-release after day 10 if no symptoms for 72 hours).
Close contacts need to quarantine for seven days (test on day five)
RAT testing acceptable with PCR follow-up
However, for vet clinics who’re registered as a Critical Service, vaccinated team members can actually continue to work provided they’re asymptomatic.
Hopefully, by now your clinic has registered itself as a critical service. This is important because it means you can stay open for business should someone on your team be exposed to the virus.
The registration process is being facilitated by MBIE and you can find it by going to businessconnect.govt.nz.
To register you need to go to MBIE’s Business Connect Service and select Close Contact Exemption Scheme Register. It takes approximately 20-30 minutes to complete. Like I said you’ll need your REALME login so make sure you know where to find your password and login info before you start.
The scheme allows vaccinated people working for critical businesses to be exempted from health orders requiring them to isolate due to being close contacts.
Vaccinated & Non-Vaccinated Employees
Not all clinics have mandated that all employees must be vaccinated.
If you’re in a clinic where there’s a mix of vaccinated and unvaccinated, I believe – life according to Julie – you’ll need to have a different plan to a clinic that’s 100% vaccinated.
Why?
Because the Phase 2 critical worker conditions are applicable only to VACCINATED WORKERS.
Which means that when an unvaccinated team member is deemed a close contact THEY MUST ISOLATE AT HOME.
Whereas a vaccinated close contact can still come to work.
Everyone needs to consider how they’re all going to support each other – vaccinated and unvaccinated.
Paying Employees - or not - who're isolating
There’s a general legal principle that an employer is required to pay an employee if they are “ready, willing and able” to work.
The same principle will likely apply where a vet clinic requests that an employee stays away from the clinic based on their own risk assessment, as opposed to a government mandated requirement.
In this instance the clinic would need to continue payment unless otherwise agreed. Further, the clinic cannot direct the employee to take annual leave unless they had complied with the requirement to give 14 days’ notice.
The situation is different where the workplace remains open and the employer can provide work – as in the case of being registered as a critical workplace - but the employee isn’t able to attend due to self-isolation or quarantine requirements.
How NZ vet clinics and overseas qualified vets are impacted
In real terms, what difference does this make? In some cases, it’s going to make a HUGE difference, in others, not-so much.
What was MIQ – which those clinics fortunate enough to have vets enter NZ over the last 18 months or so – had the pleasure – she says, in air quotes, of footing the bill for that – well that’s still going to happen just under a different name and with a different look.
SELF ISOLATION is going to kick in instead of government-provided MANAGED ISOLATION facilities. This means that if you’re a clinic bringing a new-to-NZ vet into the country – funding isolation will probably still be required as the visa is tied to the employer.
I’ve heard quite a few stories recently of clinics that’ve had signed employment offers with overseas vets but then our government has changed the rules which has delayed their entry here. The latest rule change requirement is that all family members must be received booster vaccinations.
The first stage is opening up to kiwis and people with border exceptions from AUSTRALIA from 23:59 Sunday 27/02/2022.
The second stage - a fortnight later - Step two - from 11:59 pm, Sunday 13 March 2022
This is probably the most important date for vet clinics – from 23:59 on Sunday 13/03/2022 NZ will open to kiwis and other eligible travellers – including vets who’re eligible to be registered here – earning at least 1.5x the median wage (which equates to $84,240 – or $40.50 ph) for roles longer than six months.
Under this second step of border reopening - the minimum experience criteria has been removed – so new and very recent grads – who’re able to be registered here – can enter.
The other important thing about this date is that it enables the Working Holiday Visa scheme to kick back in – although this is “on a rolling basis (the staging and timing of individual schemes will be confirmed)”.
Step three kicks in the week of Easter - from 11:59 pm, Tuesday 12 April 2022
The border will then open to current offshore temporary visa holders, who can still meet the relevant visa requirements. At the same time up to 5000 international students can plan to attend the second semester.
Further class exceptions for critical workforces that don’t meet the 1.5 times the median wage test will be considered. It would be nice if that extended to vet nurses and new grads.
Step four - by July 2022
The border will be open to anyone from Australia and open for visa-waiver travel.
The Accredited Employer Work Visa will open.
If you are a clinic bringing international vets into NZ, Employer Accreditation is something you’ll need to put on your to-do calendar.
Step five - October 2022
The border fully reopens to visitors from anywhere in the world, and all visa categories fully reopen.
All travellers must meet health requirements before travel.
Australasian Veterinary ExamNZ Border Entry Requirements
VetStaff
leading veterinary sector recruitment in New Zealand | veterinarians | locums | nurses
So far, we’ve looked at the cost of employee turnover – episode 64 – how to lower the cost of churn – employee turnover by starting an Employee Retention Investment Fund at your clinic.
Last week we looked at the 5-P questions – Pride + Place + Possibility + Permanency + Propel
Today we’re looking at the next series of seven survey questions - in line with Maslow's Hierarchy of Needs - you can ask your team – or yourself – to check the State of the Nation at your clinic.
This episode is especially for PM, HR and Regional Managers who want to get a bit of a feel for how aligned your team is to your clinic’s brand, vision and mission … in other words, your clinic’s raison d’être.
If you’re the owner or principal of a vet clinic and similarly want to know how aligned and/or affiliated your team is to your clinic’s brand, vision and mission – your raison d’être – then this is for you as well.
And if you’re a vet or a nurse at a clinic who knows that you’re not quite 100% fully engaged… fully committed to your clinic’s brand, vision and/or mission, then this could help pinpoint what’s missing for you at your clinic and/or what needs to change for you so that you can recommit or quit.
This is the third in the multi-episode series focussed on helping vet clinics recruit and retain top performing vets and vet nurses and then how to attract more vets and vet nurses like them and to help vets and nurses know what to look for when / if they’re making their next professional move so they get to work at an Employer of Choice Vet Clinic.
Maslow's Hierarchy of Needs is used to study how humans intrinsically partake in behavioural motivation.
Maslow used the terms "physiological", "safety", "belonging and love", "social needs or esteem", and "self-actualisation" to describe the levels through which human motivations generally move.
Maslow's idea was fully expressed in his 1954 book Motivation and Personality.
The five Needs are:
- Physiological
- Safety
- Love and Belonging
- Esteem
- Self-actualisation
Back in May last year – in episodes 28 and 29 – Dr Francesca Brown of Otago Polytech, talked about her research in having healthy vet professionals which resulted in healthy bottom lines – she referred to Maslow’s Hierarchy of Needs as well.
Episode 028 - Dr Francesca Brown - is it possible to have healthy staff AND a healthy bottom line in NZ veterinary clinics? - part 1 of 2
Episode 029 - Dr Francesca Brown - Healthy Vet Professionals = Healthy Vet Clinic Bottom Lines
**Vet Clinic Employee Engagement Questions / statements in line with Maslow's Hierarchy of Needs:
- “Are you paid enough to support your basic physiological needs?”
- I believe the leaders at my vet clinic keep everyone informed about what’s happening”
- “My manager [eg, head vet, head nurse, principal] is a great role model for employees”
- “The leaders at [vet clinic name] have communicated a vision that motivates me”
- “I have access to the things I need to do my job well”
- “I have access to the learning and development I need to do my job well”
- “M**
VetStaff
leading veterinary sector recruitment in New Zealand | veterinarians | locums | nurses
Vet Clinic Employee Engagement Index Questions
**The second of a multi episode series focussed on helping vet clinics retain the top performing vets and vet nurses in your clinic and then how to attract more vets and vet nurses just like them.
Recent Employment Relations Authority determination around Restraints of TradeIf you’ve been listening to Paws Claws & Wet Noses for a while you’ll have heard me comment quite a few times that Restraint of Trade clauses can stand up in a court of law provided they’re worded correctly**… just this week there was a high-profile case with a journalist who made the headlines – Tova O’Brien.
O’Brien took the dispute to the ERA – the Employment Relations Authority – which involved a three-day hearing - after mediation failed.
She lost her ERA case with her former workplace - and was ordered to pay $2,000.
O'Brien contested a restraint of trade clause in her contract with Discovery, would prevent her from launching her new breakfast talk radio show at MediaWorks for three months.
She argued to the ERA that her soon-to-be role as a breakfast radio host is not similar to her role as political editor on TV3.
The contractual clause is based on the notion that O'Brien is teaming up with a direct competitor of Discovery's Newshub.
The ERA ordered O'Brien to comply with modified terms of restraint of trade and to pay $2000 for "breaches of her employment agreement".
**Employee Engagement Index Questions / Statements
Pride – or proud – your team takes p**ride in working at your clinic
Place – your clinic – proud to work at their place of employment
Possibility – they’re not considering other possibilities
Permanency – they see themselves a permanent fixture for the next two or so years
Propel – or propulsion - they’re personally propelled – internally motivated - to give their best
- I'm proud to work at this vet clinic
- I would recommend this vet clinic as a great place to work
- I rarely think about looking for another job at another clinic
- I see myself still working at this vet clinic in two years' time
- This vet clinic motivates me to go beyond what I would in a similar role elsewhere
VetStaff
leading veterinary sector recruitment in New Zealand | veterinarians | locums | nurses
Vet Clinic Employee Turnover Costs & Composition
Today’s show is the first of a multi episode series focussed on helping vet clinics retain the top performing vets and vet nurses in your clinic and then how to attract more vets and vet nurses like them.
Specifically, today, we’re going to be looking at the cost – because it is - of employee turnover. I think the numbers might surprise you – because we’re going to be talking in real terms.
When you lose a team member it comes with a very definite measurable COST.
The only time losing a staff member can be regarded as an investment is when it’s the case of one bad apple contaminating the rest of the barrel; one team member whose rotten attitude is at risk of causing everyone else on your team to leave.
The following points / questions are answered today:
How would your team answer the weekend BBQ "what do you do" question?
Vet clinics that pay high and disrespect their staff are bribing them
It takes years to turnaround a bad employer brand reputation
Employee Turnover | Employee Engagement
How to calculate your vet clinic's employee turnover ratio
Replacement Components of Employee Turnover
Departure components of employee turnover
Cost of Departure Gap
Different components of Cost of Employee Turnover
Create Employee Retention Investment Fund
One resignation leads to more
Language of Appreciation in the Workplace
False economy to skimp with onboarding
Opportunity Cost
Loss of vet clinic or institutional knowledge
Start developing your Vet Clinic Employer Brand
Margie's dreams, aspirations and how vet clinics can pay their vet nurses more
This is the second of two episodes where I catch up with Vet Nurse of the Year 2021 Margie Rutherford of The Strand Veterinarian in Auckland’s Parnell.
If you haven’t listened to last week’s episode – number 63 – I highly recommend you go and listen to that show before you listen to this, as it gives context.
Today, Margie shares some of her dreams and aspirations for vet nurses.
She talks about the changes she’d like to see to help stop the exodus of vet nurses leaving the industry, tangible and real steps that all clinics can put in place to help not only show they appreciate and value nurses more, but how they can pay them more too.
The habits that nurses and clinics need to form around patient care, the differences that show up when nurses are encouraged and supported to develop their professional areas of interest, the CPD courses she’s done and enjoyed and what’s on her horizon as well as what Margie does when she’s not working.
Margie shared plenty of ideas that you can implement in your clinic that’ll make a difference – I’ll quickly recap them for you.
Look at your bills – are you charging for your VNs? If not, start. If you are, are you covering all your nurse’s areas of expertise – for example:
- Nurse time
- Nurse consulting services
- Nurse time for hospital patients
- Anaesthetic fees
Do your bills truly and accurately reflect the cost of patient care – for example – have you built in:
- Equipment costs
- Maintenance costs
- Nurses’ time (biggest cost)
- Inpatient care costs
Put in place an in-clinic professional development plan for all of your nurses – encourage them to grow and blossom according to their own unique skills, values, strengths and areas of expertise.
Margie talked about two courses – Fear Free – one that everyone at her clinic has done and the Cooperative Care Certificate that she’s currently studying with her own dog.
Find your groove and help your VNs find their own groove because you’ll both benefit from it.
**Vet Nurse Margie Rutherford's Visions for Veterinary Nursing in New Zealand
Margie Rutherford, BSC, BVT - Vet Nurse of the Year 2021**
Episode 1/2 where Vet Nurse Margie Rutherford and I chat about her visions for veterinary nursing in New Zealand.
Margie was awarded the NZ Vet Nurse of the Year 2021 .
She was one of 16 nominations for Vet Nurse of the Year.
According to NZVNA President, Amy Ross, one of the things that really stood out to her in the nominations was the time and care that all of the nominees spent, not just looking after the wellbeing of their patients, but also the wellbeing of their team.
In this episode Margie shares some of her ideas on how to have a sustainable veterinary profession in NZ from a people perspective … how it’s essential to have a distinction between having a professional life and a personal life …
Every year, during the first week of October, the NZVNA celebrates Veterinary Nurse Awareness Week (VNAW), culminating on the awarding of Vet Nurse of the Year, on the Friday of VNAW. As you’ll hear Margie mention, it’s usually a big celebratory gala evening but the pandemic …. Well, the awards for 2021 were announced via a webinar event.
The NZVNA and Hill's Veterinary Nurse of the Year Award was launched in 2013 to recognise New Zealand veterinary nurses who advocate and significantly contribute to the care of their patients, and who are an integral part of the veterinary health care team.
As you’ll hear, Margie took a somewhat circuitous route to reach her vocation as a veterinary nurse. Margie holds two Bachelor degrees: a Bachelor of Science plus a Bachelor of Veterinary Technology.
Today she works as a companion animal vet nurse at The Strand Veterinarian in Auckland’s Parnell. We jump into the conversation here where I ask Margie when she knew she wanted to be a vet nurse.
LINKS MENTIONED IN THIS EPISODEDr Megan Alderson - morning ritual of turning the clinic phone off for 10-15 mins/day
Sophie Kennedy - Vet Clinic sustainability
VetStaff
leading veterinary sector recruitment in New Zealand | veterinarians | locums | nurses
The step-by-step framework that's guaranteed to help you live the life you want.
Using the SMARTER SWOT framework I designed about 20 years ago to help clients live their lives to the full contributing their special difference to the world - at work and at home.
If you’ve set New Year's Resolutions before and failed – this is for you – because we’re not going to be setting NY resolutions.
If you’ve set goals before and feel like you’ve failed and they’re a waste of time – then this is for you too - because if you implement this framework you'll succeed.
And if you’re sick of living or working or being the way you are – whatever that looks like for you – then this is for you too - because this shows how you have the power to change.
These two frameworks can be used in pretty much any situation where you want to go from place A to place B.
**The first framework - the SWOT analysis with a twist that makes success possible:
Strengths
Weaknesses
Opportunities
T**hreats
followed by SMARTER goal setting:
Specific
Measurable & Meaningful
Achievable
Realistic
Exciting
Rewarding
Backed up with simple post-it sticky notes!
If you'd like a copy of the template referred to please get in touch with me at PawsClawsWetNoses.fm
VetStaff
leading veterinary sector recruitment in New Zealand | veterinarians | locums | nurses
A vet clinic's workplace toxicity negatively impacts a clinic’s ability to ever become an Employer of Choice.
10 things - 10 warning bells - to look out for at the vet clinic job interview
Vet Clinics need to deal with what’s not working first in order to become a Vet Clinic Employer of Choice.
Here are 10 questions to ask and the answers you're looking for:
- Does the leadership team inspire trust or does it rely control?
- Why is the position vacant?
- What were the warning signs at your last clinic?
- What initial impressions did you have at the interview?
- What are your values?
- Does your personality fit into the team?
- Do the people – the leadership team and/or the influencers there – practice what they preach?
- What’s their onboarding process?
- Do you like what you see?
- Could you see yourself working there?
LINKS MENTIONED IN THIS EPISODE
Episode 37 - 15 signs it's time to look for another veterinary clinic job
How to become a Vet Clinic Employer of Choice so that you create your own clinic's wait list of highly engaged and motivated top performers.In today’s job-seeking world, job interviews are just as much about the clinic doing the interviewing as about the clinic being interviewed.
Recruitment – as we know it today - is a reactive process. It’s the thing – the hunt - that follows an event – the resignation.
And it’s the hunting that’s hard work.
Because hunting is usually done under pressure, against an ever fast-ticking clock: the resignation period.
The hunting ground of today’s recruitment process is the jungle we know as social media and the internet.
The external forces are Facebook’s and Google’s algorithms, organic search rankings and ever-increasing digital advertising costs.
I believe recruitment is a reactive thing – a reactive process…
Taking the reactive thought one step further, surely that means if something is reactive, it must have a proactive opposite somewhere.
Right?
I’ve spent this year unpacking that a bit more … asking myself what can be done to pre-empt the reactive, high stress, pressure-cooker recruitment process?
What if vet clinics could be proactive and preemptive instead…?
To me, when I think about it, I see recruitment as being a bit like the ambulance at the bottom of the cliff … don’t get me wrong, I love rushing in and saving the day … but not all the time … sometimes I imagine that the pressure Isobel, Kajal and I work under is high stress, high adrenalin – just like working in an emergency and critical care clinic …
It’s great when we’re able to save the day … just like when you’re able to save a GDV or a hit-by-car … you feel great … but those times when you can’t, when we don’t … those are hard days and hard weeks …
When a clinic has left it until the very last minute because they’ve DIY-ed their own recruitment and with only a month to go until the departing vet’s or nurse’s last day with no prospects on the horizon, they call us … sometimes we win but in today’s market, not always …
So what if there was a different way…?
I fast forwarded and started to ask the question what difference would the fence at the top of the recruitment process make …?
What would it look like…?
How long would it take to build…?
Who would build it…? Do they have time to build it…?
Now, I’m not saying that having a fence at the top of the recruitment process would mean that vet clinics won’t lose staff … they will … but I do, hand-on-heart, believe that those clinics that start building their fence at the top of their own little cliff face will discover it’ll make a huge positive difference to a multitude of different parts of their clinic – and one of those things will be the bottom line...
I honestly believe that what I’m proposing will make a difference that will be far bigger than just making recruitment a whole bunch easier when the time comes.
The three things you need include:
- Having a clinic culture of employee appreciation and empowerment,
- Having a strong and respected employer brand, and
- Being regarded and known as an Employer of Choice
Vet clinics experience high staff burnout, high staff turnover, some (sadly) have reputations for allowing toxicity within the team to continue, infect and affect everything that happens inside that clinic.
Constructive Dismissals
- What conditions need to be met for the Employment Court or Tribunal to confirm constructive dismissal took place,
- Two questions that need to be answered,
- What remedies are available
- A couple of examples of Constructive Dismissal which have been upheld in court and
- What being "disadvantaged" at work means
- Triangular situations
Employment Personal Grievances
- What a Personal Grievance case looks like
- The process for initiating a personal grievance (PG)
- Mediation - where to get it for free and what to do if it doesn't work
Workplace Bullying
- Different types of bullying and what they could look like
- Employer's responsibility to keep employees safe from harm at work
- What workplace bullying is and what it's not - direct
- What workplace bullying is and what it's not - indirect
Safety at work is everyone's responsibility
Links mentioned in today's podcast
Worksafe NZ Reporting and Assessment Forms
TWO BELIEFS THAT GOVERN EVERYONE AT VETSTAFF
That all VetMed professionals deserve to work in the clinic of their dreams where they're respected and valued.
That Employers of Choice deserve to attract and have the best highly-motivated, proactive, enthusiastic and engaged professionals working for them.
There are some recruiters who’d sell their own grandmother to an employer that’d make her life miserable – that’s not VetStaff – believe it or not there are, sadly, vet clinics in NZ that we won’t work with – no matter how much they paid us – because of how they treat their teams. Unfortunately, that list is growing.
We'd love to chat with you if you like our two beliefs too!
julie@vetstaff.co.nz 0800 483 869 (NZ only)
VetStaff
leading veterinary sector recruitment in New Zealand | veterinarians | locums | nurses
Lately I’ve seen a few vets and clinics get caught out by believing one of the many urban myths that surround employment law in NZ so today, we’re going to put 11 of them to bed so, hopefully, YOU don’t get caught out by them too.
We’re going to look at the employment law myths that I’ve heard in relation to:
· Written contracts – or lack thereof
· Getting fired and how many warnings are required
· References – what’s required / obligatory / nice to have
· What an employer can and can’t deduct from an employee’s pay
· What “authority” employers have over an employee’s social media account
· How annual leave is calculated in relation to returning from parental leave
· And restraints of trade – this one I hear just about every.single.week!
Remember – I’m not an employment lawyer – the small print in this episode is always consult with your trusted legal advisor because your situation will be unique. If you don’t know who you can call, then I’m happy to point you in the direction of a few employer lawyers I know and trust.
Over the next few weeks we’re breaking these myths into bite size pieces on VetStaff's Facebook and Insta pages. Please - if you haven’t already, like or follow VetStaff there for our easy-to-use employment and recruitment tips, hints and hacks.
LINKS MENTIONED IN THIS EPISODE:
Reference checks - check out episode #13The Small Business New Zealand Fact Sheet 2020(published by MBIE)
Legislated High Risk Sectors or Industries (NZ Government Legislation website)
VetStaff
leading veterinary sector recruitment in New Zealand | veterinarians | locums | nurses
This is the fourth episode in the sustainability series and today we’re with Sophie Kennedy of The Strand Veterinarian in Parnell, Auckland, New Zealand.
Sophie is the dedicated receptionist at The Strand Veterinarian who’s just recently been charged with the responsibility of project managing the clinic’s sustainability initiatives.
As you’ll hear – unlike many clinics where reception duties form part of a vet nurse’s responsibilities, at The Strand Veterinarian, Sophie’s sole focus is customer and support staff care.
If you haven’t listened to episode 30 yet I recommend you do – that’s where Dr Megan Alderson of The Strand Veterinarian shares some of her goals, as well as trials and tribulations towards having a healthy and sustainable workforce.
Sophie's 8 Vet Clinic Sustainability baby steps anyone can take
- Turn off the lights when you don’t need them on.
- Bring your lunch in a recyclable container.
- Use a recyclable coffee cup or stainless steel water bottle rather than keep buying 750ml bottles of water.
- Switch to compostable dog pooh bags and courier bags.
- Where possible go paperless – email information to clients. If you must print, then use sustainable paper.
- Apply pressure to your suppliers to improve their packaging.
- Ask who else at your clinic is interested in being more sustainable – see what pickup you get.
- If you’re in a retail complex see whether you can join forces with other businesses – maybe share collection bins and/or encourage them to join your efforts.
LINKS SOPHIE MENTIONED
The Strand Veterinarian's PPE recycling is through TerraCycle . You can get zero-waste boxes.
Soft plastic recycling - The Strand Veterinarian takes their own bags weekly to the local places that do it like Countdown and Pack'N'Save and its throughhttps://www.recycling.kiwi.nz/
In 2019, Zoetis NZ set up a new internal group to examine environmental, social and governance aspects of its business, with a focus on driving long term business sustainability.
In practice, Large Animal Veterinarian Kristen Baxter’s responsibilities have been primarily focused on improving the environmental footprint and looking at all areas of the product life cycle - from packaging, to transport, and to then managing product waste.
Wearing her sustainability hat, Kristen looked at the human contribution, including air and vehicle travel, and office management.
Last year – in 2020 Kristen set up the first progesterone device waste management programme in the North Island, and this year – which Kristen talks about today, the first teat sealant tube collection and recycling programme – which aims to collect back millions of tubes from farmers and vet clinics.
Kristen has a Bachelor or Science – Agriculture – cum laude from McGill University in Montreal with a major in animal and molecular biology, she’s a graduate from Massey’s Bachelor of Veterinary Science class of 2007, in 2017 she was selected to participate in Zoetis’ Leadership Development Programme.
Kristen said she found the programme provided a sound basis for personal growth, and feels it’s increased her emotional intelligence. The prog required a project – Kristen created a technical induction and training programme, which is in use in New Zealand today.
And because she has an appetite for learning, development and the environment, in 2018 Kristen embarked on a Masters of Environmental Management at Massey.
For her thesis she thinks that sustainability of our food production systems in the future is critical, but to make important environmental decisions, we need them to be based on science.
Kristen's focus in this study has been to look at environmental policy and decision making and how life cycle assessment can be successfully integrated into those systems, particularly within the animal health industry.
As you’re about to hear – as well as being a mum, wife, large animal veterinarian and sustainability lead at Zoetis, Kristen has also been a kiwi farmer.
Links mentioned in today’s episode
Zoetis New Zealand email
Fonterra sustainability programme: The Fonterra Co-operative Difference
Sustainability courses:Sustainable Business Network
Climate Action Toolbox
AgMatters
Ministry for Primary Industries – MPI
NZ Institute of Primary Industry Management
VetStaff
leading veterinary sector recruitment in New Zealand | veterinarians | locums | nurses
Dr Paulo Lencioni – a companion animal vet turned computer coder turned practising accountant specialising who now works with vet clinics to grow their practices answers the question “The impact of the pandemic – vet clinics are busier – but are we treating our patients better or worse?”
If you haven’t listened to the first part yet, then I recommend you do because it gives context to today.
We continue with the findings in the report commissioned by Profit Diagnostics – one of Paulo’s businesses – together with Virtual Vet Nurse – one of Dr Steve Merchant’s initiatives. [Dr Steve Merchant founded IndieVets]
The report’s entitled “The impact of the pandemic – vet clinics are busier – but are we treating our patients better or worse?”
You can get your free copy of the report here.
Today we talk about:
- what Paolo’s most profitable client clinic is doing that others aren’t which includes removing psychological ceilings and judgements on what clients will spend;
- some easy to deal to in-clinic inefficiencies that will help improve both profitability and reduce stress for nurses and vets
- and something totally left field – how doggie dancing helps calm reactive and angry dogs – I never knew doggie dancing was such a thing but Paolo and his wife take on problem dogs and turn them around – he shares what that looks like for the dog and them.
VetStaff
leading veterinary sector recruitment in New Zealand | veterinarians | locums | nurses
Veterinarian Dr Paolo Lencioni - co-author of September 2021 Vet Clinic Practice White Paper “The impact of the pandemic – vet clinics are busier – but are we treating our patients better or worse?”Today is part one of a two parts where I caught up with Dr Paulo Lencioni – a Companion Animal Veterinarian turned computer coder turned practising accountant specialising in vet clinic practices - mostly in Australasia but spanning a few global continents.
If you’ve been listening to Paws Claws & Wet Noses for a while, you may remember that back in April I had the pleasure of catching up with Dr Steve Merchant of IndieVets in episode 25.
Steve and I talked about IndieVets – where independently owned vet clinic can go, for, among other things, collaboration.
In September Steve sent me a white paper report that was commissioned by Profit Diagnostics – one of Paulo’s businesses – together with Virtual Vet Nurse – another of Steve’s initiatives.
“The impact of the pandemic – vet clinics are busier – but are we treating our patients better or worse?”
The report is entitled “The impact of the pandemic – vet clinics are busier – but are we treating our patients better or worse?”
If you haven’t read the report and you’d like to, then here's where you can find your free copy.
The way the pandemic has played out in vet clinics - so far
In Q1 last year – 2020 - when COVID-19 first emerged, veterinary clinics throughout Australasia (and indeed, the world) were apprehensive.
As with all businesses, no-one knew how the pandemic would play out – or how it would affect our communities, our society, and our livelihoods.
Within the first 30 days, it became clear that veterinary businesses weren’t being negatively affected – at least, not financially. Instead, they experienced a noticeable spike in demand for services.
This trend has continued, to varying degrees, during the ensuing 2020/2021 lockdown periods in Australia and New Zealand.
Key questions raised
- What’s driving the increased demand for veterinary services?
- How long will the trend continue?
- What are the in-clinic impacts of increased levels of busyness?
- What’s the correlation between revenues and profitability?
- What’s the impact on clinical standards and patient advocacy?
- How can clinics address this to create a win-win situation?
That’s what this episode and next week’s looks at – the results of these findings plus the answers to other questions I asked Paolo.
IndieVets webinar
You’ll hear Paolo mention a webinar that he and Steve did together. If you’d like to watch that webinar please get in touch with Steve as that was an IndieVets webinar.
Profit Diagnostix webinars
Paulo also mentions other webinars his consultancy firm does – the last one he held was with approximately 50 vets across Australasia discussing environmental and pandemic issues and strategies. It’s well worth listening to. You can attend by donating a few dollars for Paolo to plant a tree.
VetStaff
leading veterinary sector recruitment in New Zealand | veterinarians | locums | nurses
Sustainable Vet Clinic Practice - CeeJay Donovan of Massey Vets in Palmerston North - chats about her 6 in 6 - six easy to implement sustainable practices she implemented at Massey Vets in six months and the differences she noticed.
For international listeners that’s the on-campus clinic of the Veterinary Science Faculty of New Zealand’s Massey University.
CeeJay has a Bachelor of Veterinary Technology from Massey, a Certificate in Science and Technology from Massey as well as a Certificate in Captive Wild Animal Management from Unitec in Auckland.
If you’ve listened to the previous two episodes on sustainability, you’ll have heard CeeJay’s name mentioned a few times – especially in relation to the social media initiatives she’s kicked off Sustainable Vet Practice – NZ communities on both FB and Insta – so go follow and connect there.
We also talked about some of her big picture goals such as
- finding a way to compost cat poop without exposing the environment to toxoplasma;
- is there a way you can capture and reuse your anaesthetic gas,
- and what’s she doing in regard to responsible antimicrobial disposal.
As you’ll hear her say more than once – one person can make a difference!
**LINKS MENTIONED IN TODAY'S EPISODE:
it’s critical that vets with visas can get into NZ without having to play the MIQ lottery game of chance – you can sign it at Get2VetsNZ at Facebook or via tinyurl.com/get2vetsnz** - thanks heaps!
Stay tuned right to the end - if you’re interested you can listen into the after we wrapped everything up chat that CeeJay and I had.
Sustainable Vet Practice - NZ - FacebookSustainable Vet Practice - NZ - Instagram
VetStaff
leading veterinary sector recruitment in New Zealand | veterinarians | locums | nurses
When it comes to matters "immigration" in New Zealand there are all sorts of changing scenarios - almost weekly.
Licensed Immigration consultant Katy Armstrong of IntoNZ chats with Julie South about what's news.
Here's what Katy and Julie talked about:
Julie's petition to have two MIQ spaces allocated each week to vets issued visas by Immigration NZ
- Is the median wage expected to change? If so:
- What difference is that going to make and when does it kick in?
-
For vets wanting their Permanent Residency what:
- Visa do they need to be on to get that?
- When can they start applying?
- Who’s eligible?
- Is it just a visa or is there an entry date / arrival date criteria too?
- Long Term Skills Visa – is that still a thing?
- Skilled Migrant Visa – what is that? Does this apply to vets?
- What are processing times, do you know?
- How many vets have so far been approved under the “June 50”?
- How many vets have been approved this year?
- Do you know how many vets per annum are usually approved in normal times (ie, pre-pandemic)?
- Do you know what we’re averaging 2020 and 2021?
- What else do vets and/or vet clinics need to know as at today?
Katy's website - IntoNZ 2021 Residence Visa that Katy mentionedBook a chat with Katy
VetStaff
leading veterinary sector recruitment in New Zealand | veterinarians | locums | nurses
Veterinarian Dr Liza Schneider is one of New Zealand’s leading authorities in holistic animal healthcare.
In 2003 Liza established – what is today – award-winning Holistic Vets in Tauranga – located in New Zealand’s spectacular Bay of Plenty region.
Holistic Vets is a fully integrated veterinary practice combining conventional veterinary medicine and surgery with complementary therapies. This was the first of its kind in New Zealand.
Liza is also the founding trustee of ARRC Wildlife Trust – that’s the Animal Rescue and Rehabilitation Centre.
The ARRC is a charitable trust which provides veterinary care and services to rehabilitate wildlife and has been the recipient of community awards.
Education is a key focus of ARRC, especially of children. To help achieve this ARRC has produced a series of children’s books illustrating the human impact on wildlife and what children can do to help.
As you’ll hear today, throughout her veterinary career, Liza has sought and applied complementary and natural therapies which are easy to learn, practical to apply, and highly effective at assisting her patients to heal.
She’s always believed that as a vet, it’s not simply her job to practice veterinary science, but it’s her responsibility to make sure she always gives her patients the best possible care; knowing that she’s explored every option to enhance their health.
Liza has served as the president of the NZ Vet Association’s Complementary Veterinary Medicine branch since 2010.
Over the years Liza has been recognised for her work in the community, her entrepreneurship and business acumen with several awards.
Last year – in 2020 - she was the recipient of the New Zealand Veterinary Association’s Veterinary Impact Award which is bestowed on an individual who’s made a considerable positive impact for the veterinary profession.
Liza delights in educating, inspiring and entertaining people about sustainable healthcare and the importance of preserving our natural heritage.
Liza’s extremely passionate about what she does and what she believes in.
LINKS FROM TODAY'S SHOWEpisode 049 - the first in the #SustainableVets seriesJulie's petition to help get more vets into New ZealandHolistic Vets in TaurangaAnimal Rescue and Rehabilitation Centre Wildlife TrustSustainable Vet Practice NZ - on FacebookSustainable Vet Practice NZ - on InstagramPaws Claws & Wet Noses at Facebook
VetStaff
leading veterinary sector recruitment in New Zealand | veterinarians | locums | nurses
**Vet Clinic Sustainability - three vet panel discussion on what vet clinics can do to start or further their sustainability journey
GUESTS:**
Dr Francesca Brown:Head of Programmes and Principal Lecturer, Vet, Nursing Education and Chair, Educational Standards committee at Otago Polytech Previous guest episodes:
Episode 28Episode 29 Dr Rose Unsworth - Companion Animal VeterinarianComplementary Veterinary Medicine Branch of the NZVA. Rose has also featured twice as a guest on Paws Claws & Wet Noses:
Episode 09
Episode 21 Dr Liza Schneider - Companion Animal VeterinarianPrinicipal andowner of award winning Holistic Vets in Tauranga.
Liza established Holistic Vets in 2003.
You’ll hear more about Liza’s journey next week.
Guest: Dr Lucy Scott - New Zealand Registered Veterinarian from the Massey Veterinary Science class of 2015 recently branched out into veterinary behavioural work and starting her own behaviour business.
Lucy started off in a rural mixed animal practice – where she spent six years before pursuing her dream of making a difference in animals’ lives through behaviour modification and training.
Lucy uses positive reinforcement training with her own animals and introduced fear-free principles into her former practice.
This year - 2021 - she sat her Australian College of Veterinary Scientists Membership exams in Veterinary Behaviour and started her business Veterinary Behaviour Services NZ.
Lucy's websiteJulie's Parliamentary Petition to Get2VetsNZ
VetStaff
leading veterinary sector recruitment in New Zealand | veterinarians | locums | nurses
Vets and Vet Clinics: how to incorporate an attitude of gratitude in your life for well health
I’ve noticed the light of positivity in my mind dim over the last couple of weeks, and if I’m feeling it, then I know that others must certainly be a little shaky too.
Since that episode I’ve had a few people ask me how can they have an attitude of gratitude – what does that look like – as part of their lives? The conversation usually goes something like this:
I journal.
What does journaling look like?
Or
Who’s got time to journal?
Or
How do you start?
Or
What’s the purpose of that?
So today I’d like to share what journaling looks like for me – there’s no right or wrong way to journal – the important thing is to just do it.
What does it mean to practice gratitude?
Put simply, gratitude means the state of being grateful.
It involves expressing thanks or appreciation for something, from a gift to life itself.
Gratitude is an active state – you have to go looking for it – it doesn’t just happen without having an open heart and an open mind… well I don’t believe it can.
Gratitude involves the recognition of the positive things in your life and how they affect you.
It can range from noticing and truly stopping to look at and smell the roses through acknowledgement of a beautiful flower you pass when you’re out walking … or being wowed by the beauty of a full moon … or a rainbow … or sunrise or sunset … the smile on a baby’s face … when your pet greets you with such enthusiastic love when you get home … when your kids show you their work of art that’s just for you…
Vet clinics: how secure is your website or internet system?
Do you have a recovery or contingency plan if you're the victim of a cyber attack?
What aspects of your vet clinic practice are vulnerable?
Today Julie South looks at:
- how to protect your vet clinic against a DDoS attack,
- internet failure contingency plan(s)
- how to recognise phishing scams & emails
- latest password management recommendations
- identity theft
- free wifi dangers
VetStaff
leading veterinary sector recruitment in New Zealand | veterinarians | locums | nurses
Vet Science Student Q&A - part 2 of 2
Although today’s episode specifically answers Massey students’ questions, as you’ll hear, the information Janet shares is relevant to just about most people.
Because her profession requires full disclosure – which you can read in its entirety at smartmoneyadvice.co.nz I’ll just go over the top level stuff.
Qualifications
- Bachelor of Business Studies - Massey University
- Diploma in Business endorsed in Personal Financial Planning - Massey University
- Authorised Financial Advisor (FSP no 67543)
Professional Membership / Roles
- Institute of Financial Advisers - Waikato Branch Secretary and former member of The National Council
- Financial Advice NZ – Committee member, Waikato/BOP
She’s also held roles on National Investment Advisory Committees for The National Partnership and Advanced Investment Solutions
Experience
Janet’s owned her own business since 2008. She worked in it as a part time employee, for 2 years, prior to purchasing it.
She’s also worked as a fire and general insurance underwriter for 4 years, a bank adviser for investment and insurance for 2 years and as a Professional Trustee for 12½ years with Public Trust.
Smart Money Advice
VetStaff
leading veterinary sector recruitment in New Zealand | veterinarians | locums | nurses
Mindset – how to stay sane when your world appears to be spinning out of control crazy through Covid LockdownLanguage of Appreciation at Work - QuestionnaireDuring Lockdown last year, I uploaded a questionnaire onto VetStaff’s website to help employers / employees discover how people like to be appreciated at work. It’s a free questionnaire – you don’t have to provide your email or anything like that, takes about 5 minutes to complete, and helps you discover how you like to be appreciated at work.
I recommend all teams complete it – that way everyone can talk the language of appreciation that each individual person understands.
Topics this week:
How to get out of getting stuck in the negatives
9 ways to stay positive during the coronavirus pandemic
5 ways to mental hygiene
5 rules to live by to find your spark
Julie South interviews Jocelyn Birch Baker of Smooth Operating Vets + High Street Veterinary Clinic in Rockhampton, Queensland, Australia
Jocelyn’s vision at Smooth Operating Vets is to ensure all veterinary women have the opportunity to work in a team where everyone knows their talents and calmly does their very best in an encouraging and supporting place…. That women can return to veterinary practice after the birth of their babies with the skills, knowledge and confidence they need, to work in clinics that are supportive and flexible … where everyone works together - like a community - to achieve everyone’s goals.
Over the course of her career, Jocelyn’s experienced many areas of the veterinary profession – from the cattle industry through to mixed and small animal clinics.
She’s held positions on Australian national and state boards and committees and has taken time out of her career to raise her children.
Today, as the owner of High Street Veterinary Surgery in Rockhampton, Queensland, she’s had hands-on, day-to-day experience of what it’s like to be a practice owner in today’s veterinary marketplace.
Jocelyn understands the complexities of running a profitable practice, while having an excellent lifestyle for herself and enabling everyone on her team to have excellent lifestyles too.
As the founder of Smooth Operating Vets, Jocelyn is working to create mother-friendly veterinary practices. She believes that creating mother-friendly vet clinics is essential to help reduce the number of highly skilled veterinarians who leave the profession because they can’t find positions that support, nurture and respect them as veterinarians and mothers.
In this episode Jocelyn talks about the:
- 5 "rules" at her clinic.
- 3 underlying tenets that enable her to attract and keep high performing veterinary professionals.
- 6 actions she took to help build a strong team of trust, respect and belonging.
- 7 different ways Jocelyn manages part-timers for maximum efficiency and profitability as well as fun.
- 11 things that Jocelyn implemented with her 30 minute consults that's meant she's never looked back
The way Jocelyn now recruits, together with the systems and procedures she’s put in place, is non-traditional but it works. This is what Smooth Operating Vets is all about.
Julie South interviews Jocelyn Birch Baker of Smooth Operating Vets + High Street Veterinary Clinic in Rockhampton, Queensland, Australia
Jocelyn’s vision at Smooth Operating Vets is to ensure all veterinary women have the opportunity to work in a team where everyone knows their talents and calmly does their very best in an encouraging and supporting place…. That women can return to veterinary practice after the birth of their babies with the skills, knowledge and confidence they need, to work in clinics that are supportive and flexible … where everyone works together - like a community - to achieve everyone’s goals.
Over the course of her career, Jocelyn’s experienced many areas of the veterinary profession – from the cattle industry through to mixed and small animal clinics.
She’s held positions on Australian national and state boards and committees and has taken time out of her career to raise her children.
Today, as the owner of High Street Veterinary Surgery in Rockhampton, Queensland, she’s had hands-on, day-to-day experience of what it’s like to be a practice owner in today’s veterinary marketplace.
Jocelyn understands the complexities of running a profitable practice, while having an excellent lifestyle for herself and enabling everyone on her team to have excellent lifestyles too.
As the founder of Smooth Operating Vets, Jocelyn is working to create mother-friendly veterinary practices. She believes that creating mother-friendly vet clinics is essential to help reduce the number of highly skilled veterinarians who leave the profession because they can’t find positions that support, nurture and respect them as veterinarians and mothers.
In this episode she talks about buying her practice – and then not long after she bought it two vets and a few nurses resigned … Jocelyn’s first foray into recruitment to replace her departing staff was to do what everyone else does because that’s what she thought she had to do … but then she realised she didn’t need to do it that way at all – because “that” way doesn’t work.
The way Jocelyn now recruits, together with the systems and procedures she’s put in place, is non-traditional but it works. This is what Smooth Operating Vets is all about.
This week Massey University Veterinary Science students asked Julie South questions relating to their first job interview & recruitment.
The questions asked were:
Why should we go through a recruitment agency when we can get a job ourselves – doesn’t it just cost the clinic more to use an agency and won’t they then hold that against us? Is it money they could have paid us instead?
**Is it okay to ask about salary at the job interview?
I've heard from several vets over the course of my placements comment that they found an experienced vet at their first job to mentor them, and that they partially based their first job decision on that.**
How should I go about this?
Is this a common thing new grad vets think about?
Is it important or crucial to my development as a new grad?
How do you balance finding a good first job with your partner's limited work locations?
How would you approach asking a clinic you've done placement at if a job might be available? (When they're not advertising a position currently)
What things should I look out for when applying for jobs/employment contracts?
Are there any hidden things that would be good to know?
If something stated in your contract is broken by either party, does that void the contract and should a new one be written up?
how to express your interest in a job vacancy while on placement!
and when to ask about pay rate, i.e. in first interview?
What are some ways I can ask my employer for a raise in salary?
What are some ways that we as new grads can negotiate for a better starting salary during the job recruitment process?
When you are looking for your first job, how do you figure out what you're worth?
And how do you ensure you end up in a job where they recognize your worth (financially and recognising your abilities)?
If you have an offer early in 5th year for a job that looks like a sweet deal, could you hold onto that position while waiting to see if any better offers come up?
If so, what is a good way to reply to the firsts original offer?
I started sending my CVs to different clinics and then called you, but you told me you can’t help me – I’m on my own – why is that?
Other podcast references:
Episode #019 - Employee Attraction and Retention
Episode #022 - Power Negotiating Tips - "Never Split the Difference" by Chris VossEpisode #026 - Questions you can and cannot ask at job interviews and at workBlog article: the difference between Trial Periods and Probation Periods
EMOTIONAL INTELLIGENCE - EQ - part 2 (of 2)
**Strategies to become more emotionally intelligent
6 ways emotionally intelligent people lead**
1 – Learn more about the inner workings of YOU
2 – Get an honest & objective assessment of YOU – from people you trust who’ll tell you how you are, not how you want to be
3 – Journal & Track – discover cause & effect
4 – Listen
5 – Putting yourself in the other person’s shoes
6 – open yourself up
NB: in the podcast I talk about my own experiences of "honest and objective feedback", "listening" and "opening myself up"
Today we’re looking at emotional intelligence (EQ) and how essential having a high EQ score is to your professional and personal success and development.
In today’s workplace - workplace performance and career success, and even employee health, which were once thought to be a function of someone’s IQ – or intelligence quotient - are, in fact, tied in with EQ – or someone’s emotional intelligence.
If you’re unfamiliar with EQ - it’s each person’s ability to recognise, understand, and manage their emotions and those of others. The emotional Intelligence Quotient (EQ) is the measure of that ability.
That’s what today’s podcast is all about. Developing and improving your EQ will not only help your personal relationships and life but will also dramatically improve your professional life as well.
VetStaff
leading veterinary sector recruitment in New Zealand | veterinarians | locums | nurses
Has the idea of volunteering your amazing veterinary skills - either as a veterinarian or veterinary nurse - kinda got you a little bit excited?
If so, then Dr Yvonne Clark's experiences - on beautiful holiday-resort islands - Sardinia in the Mediterranean and Rarotonga in the South Pacific - will give you a bit of an insight into what volunteering is like.
Dr Yvonne Clark is a companion animal veterinarian who originally qualified in Australia.
She's worked in the UK, Australia, Sardinia, NZ and the Cook Islands.
She talks about some of the differences and similarities of working in New Zealand compared to other countries.
She also talks a little bit about what it's like as a locum companion animal veterinarian.
VetStaff
leading veterinary sector recruitment in New Zealand | veterinarians | locums | nurses
15 signs it’s time to change jobs + 4 next steps
-
By the time Sunday night comes around, you’re in “dread mode” – you dread going to work on Mondays
-
Time drags – you struggle to immerse yourself and be in the zone like you used to
-
Little things start getting you down and you no longer believe in the clinic like you used to … favouritism, perhaps things don’t get fixed fast – it’s always been like that but now it starts to get you down … there’s never any money for upgrades – that didn’t bother you before but now it’s really starting to grind you down.
-
There’s no sense of team or unity and it feels like everything is about to implode. There’s no leadership – everyone’s pulling in different directions and/or allowed to get away with blue murder – tardiness, not following SOPs, lateness, questionable ethics, bullying
-
You feel like you’re not growing professionally and there’s little chance of anything changing in the near future. You could do your current role with your hands tied behind your back and blindfolded – there’s no longer the challenge of growing and/or doing better
-
You feel invisible …unappreciated… taken for granted
-
Technology is advancing but you’re getting left behind
-
You have to fight and argue for CPD investment
-
Your life is totally out of balance
-
You no longer feel you’re being recompensed / rewarded for what you’re doing – on-call, a/h, etc
-
You often think things like “what’s the point?”, “why do I bother?” “what’s going to change?”, “why am I here?”
-
You see others getting ahead, getting the good jobs, getting the CPD but you’re being left behind
-
Your role has slowly morphed into something you don’t like / want to do and you have no idea how that happened … little tweaks over time and you’re where you are now
-
You’ve noticed an uptake in your personal life of things that don’t support you in being the best you can be: weight gain / excessive loss, smoking, drugs, alcohol, depression, apathy, and other self-destructive behaviours
-
Even if your salary was increased by 50% or 100% you’d still feel the same way about what you’re doing / where you’re doing it
Listen to this episode to determine your four next steps if you can relate to any of the above.
VetStaff
leading veterinary sector recruitment in New Zealand | veterinarians | locums | nurses
**The WHAT, WHY, WHEN & HOW to conduct EXIT INTERVIEWS at your Veterinary Clinic
Questions to ask at Exit Interviews**
- What is their reason for leaving?
- Do you feel you had opportunities for growth or promotion within this clinic?
- How well do you believe your work was recognised and appreciated?
- Do you feel you were given adequate training and assistance?
- How fairly were the rosters / after hours / on call requirements distributed among you and other veterinarians / peers?
- Working conditions and culture?
- Workplace policies?
- Tools and equipment?
- How do you feel you were treated by the lead vet / your manager?
- What did you enjoy most about working here?
- Have you been thinking about this for a while? What could we have done differently?
- What was the one-thing that finally brought about your decision to leave?
- What do you think would make this clinic a better place to work?
VetStaff
leading veterinary sector recruitment in New Zealand | veterinarians | locums | nurses
Asking good quality questions gets you good quality answers
In this episode you'll discover 15 questions veterinary clinics can ask job applicants to help them determine whether the new-hire will mess or mesh with your veterinary clinic team.
Determining and hopefully, matching clinic values, is imperative if you want your next new hire to mesh with your existing team.
The alternative is to hire someone who messes with your team - usually because of a total mis-match in values and integrity.
VetStaff
leading veterinary sector recruitment in New Zealand | veterinarians | locums | nurses
Gen Z are those grads who started entering the workforce a few years ago.
They’re also called the i-Gen – as in iPad and iPhone and Zoomers.
Generational “personalities”
Generational personalities don’t come so much from the actual year someone was born – or the span of years – but from events that a generation of people – a cohort – experience as they grow up at a certain time in society’s history.
It’s these significant events that shape the values of a cohort.
It shapes how they live, work, and interact with others. There’s always a huge and significant defining moment in time that starts a generation.
For example, Covid-19 will draw the line in the sand between the Zoomers and this new generation. Maybe’ll it’ll be called Gen-C as in Covid.
Today, though, I want to talk about Generation Z – sometimes known as the i-Generation.
This is part 2 of my catch up with (retired) veterinarian Dr Bryan Gregor.
If you’ve been listening to my podcasts for the last 7 episodes or so, you’ll have heard me talk about the fan girl moment I had when Dr Bryan Gregor – show host of the VetPodcast called me out of the blue to talk ‘podcasting’.
The Vetpodcast and Paws Claws & Wet Noses have complementary audiences - plus we're both a bit geeky when it comes to things podcast-y.
As I’ve said a few times, The VetPodcast is where Paws Claws & Wet Noses dreams of being when it grows up.
Today Bryan and I talk podcasting so if you’re thinking of starting your own podcast then this show is definitely for you.
Your podcast can be about anything that interests you – it doesn’t have to be veterinary-based.
One of the things I’m regularly amazed at is the personal talent that exists inside a vet clinic in someone’s private lives. Some people do absolutely amazing things. They have really interesting hobbies and skills that have nothing to do with being a veterinary professional.
In this show Bryan shares what life as a podcaster has been like for him.
He talks about being offered early shares in Twitter – way before the rest of us had even heard of Twitter and how he said no because he didn’t think such a crazy idea would take off!
He talks about the really interesting veterinarians he’s met and the different fields of expertise they work in.
The Vetpodcast is available wherever you get your podcasts from.
Links:
Podcast host https://vetpodcast.podomatic.com/
Website https://vetpodcast.weebly.com/
Instagram https://www.instagram.com/vetpodcast/?hl=en
Facebook https://www.facebook.com/vetpodcast
Twitter https://twitter.com/Vetpodcast
Linkedin https://www.linkedin.com/company/the-vetpodcast
Bio Feed https://bio.fm/vetpodcast
Squadcast: https://squadcast.fm/
Audacity https://www.audacityteam.org/
If you’ve been listening to my podcasts for the last 6 episodes or so, you’ll have heard me talk about the fan girl moment I had when Dr Bryan Gregor – show host of the VetPodcast called me out of the blue to talk ‘podcasting’.
This is part 1 of 2 of my catch up with Dr Bryan.
The Vetpodcast and Paws Claws & Wet Noses have complementary audiences - plus we're both a bit geeky when it comes to things podcast-y.
As I’ve said a few times, The VetPodcast is where Paws Claws & Wet Noses dreams of being when it grows up.
Today Bryan and I talk podcasting so if you’re thinking of starting your own podcast then this show is definitely for you.
Your podcast can be about anything that interests you – it doesn’t have to be veterinary-based.
One of the things I’m regularly amazed at is the personal talent that exists inside a vet clinic in someone’s private lives. Some people do absolutely amazing things. They have really interesting hobbies and skills that have nothing to do with being a veterinary professional.
In this show Bryan shares what life as a podcaster has been like for him.
He talks about being offered early shares in Twitter – way before the rest of us had even heard of Twitter and how he said no because he didn’t think such a crazy idea would take off!
He talks about the really interesting veterinarians he’s met and the different fields of expertise they work in.
The Vetpodcast is available wherever you get your podcasts from.
Links:
Podcast host https://vetpodcast.podomatic.com/
Website https://vetpodcast.weebly.com/
Instagram https://www.instagram.com/vetpodcast/?hl=en
Facebook https://www.facebook.com/vetpodcast
Twitter https://twitter.com/Vetpodcast
Linkedin https://www.linkedin.com/company/the-vetpodcast
Bio Feed https://bio.fm/vetpodcast
Squadcast: https://squadcast.fm/
Audacity https://www.audacityteam.org/
VetStaff
leading veterinary sector recruitment in New Zealand | veterinarians | locums | nurses
This is a bonus episode because Immigration New Zealand recently announced that, effective 1 November 2021, employers who have migrant workers (visa holders) on their staff will now require to be accredited under the new Immigration New Zealand requirements.
In this episode Richard Howard - Licensed Immigration Consultant - of Pathways New Zealand (based in Hamilton and Wellington) answers questions and helps allay fears some clinics may have.
Richard recommends making sure you've got all your immigration-worker I's dotted and T's crossed well before the new rules come into effect.
SHOW LINKS:Richard Howard - Pathways NZ
Register of Licensed Immigration Consultants in New Zealand
VetStaff
leading veterinary sector recruitment in New Zealand | veterinarians | locums | nurses
Dr Megan Alderson of The Strand Veterinarian in Parnell, Auckland, New Zealand, talks about implementing various wellness progs into her veterinary clinic - her trials and tribulations.Dr Megan is very open and forthcoming with the information she shares:
- what's worked and didn't work
- her clinic's budgets and
- how much she budgets for staff wellness and wellbeing
She also shares how her personality style worked against her, until she realised she needed to change her approach (which she did).
VetStaff
leading veterinary sector recruitment in New Zealand | veterinarians | locums | nurses
Part 2 (of 2) with Dr Francesa Brown on how to have a healthy vet clinic and a healthy bottom line.
Dr Brown covers:
- What KPIs to measure
- Where to start in supporting your team to be / get / stay healthy
- What questions to ask
- How to implement and how not to implement
- Johari Windows
- The real and true cost of staff turnover
She also asks for input / support / information as she gets ready to start her next research project.
VetStaff
leading veterinary sector recruitment in New Zealand | veterinarians | locums | nurses
This week is part 1 of a two-part series with Dr Francesca Brown of Otago Polytechnic.
If you don’t know Dr Francesca, she’s a veterinarian who graduated from Massey University’s class of ’98.
After graduating and gaining experience in clinical practice Francesca moved to education and then into leadership in Allied Veterinary professional education, at both Otago Polytechnic, as the Head of the School of Veterinary Nursing and nationally as the Chair of the Educational Standards Committee for Allied Veterinary Professionals.
Over her career Dr Francesca has seen first-hand and through her network of colleagues in the industry - both vets and allied veterinary professionals - the significant challenges personnel face.
If you’re attending the combined Vet Nurse and Vet Conference this year in Christchurch – coming up in June 2021 – be sure to register for Dr Francesca’s presentation as part of the business track.
Today – and next week – Dr Francesca shares her research findings from her recent study into whether it’s actually possible to have healthy staff and healthy bottom lines in New Zealand veterinary clinics.
Listen as Dr Francesca shares how her research was different to the many papers and books already written on this subject.
RESOURCES & LINKS MENTIONED IN TODAY'S SHOW
Dr Francesca's researchFind out about Julie's Veterinarian Mastermind Group
VetStaff
leading veterinary sector recruitment in New Zealand | veterinarians | locums | nurses
The veterinary practice management software company ezyVet launched MindfulMay as a way to give back to the global veterinary sector.
Starting in May 2021 with two webinars, ezyVet wants to create a worthwhile resources (veterinarian to veterinarian) that helps make a positive difference.
In this episode Julie South catches up with Pip and Lance from the marketing department of ezyVet in Auckland, New Zealand.
Mentioned in this episode:
ezyVet Mindful May's resource page: https://www.ezyvet.com/mindfulmay Dr Sarah Hoggan - webinar presenter: https://californiaveterinaryspecialists.com/staff/sarah-hoggan/ Dr Megan Alderson - webinar presenter: https://www.thestrandvet.co.nz/about/ Dr Shalsee Vigeant - webinar presenter: http://www.animalemergency.co.nz/ Episode 25 - Dr Steve Merchant of IndieVets: https://pawsclawswetnoses.fm/episode/025-dr-steve-merchant-indievets-q-and-a/
Did you know there are questions you just can’t ask your coworkers … your colleagues... at work …?
I’m not talking being PC-on-steroids type subjects, I’m talking Privacy Act breaches – and that’s what this episode of PCWN is all about.
If you’re tasked with hiring OR you’re a job-seeker who’s considering your next career move OR you’re someone, like me, who often has to open their mouth to change feet, then this episode is definitely for you.
Check out episode 013 **Email for you to request copy of Qs Matrix Julie referenced: julie@vetstaff.co.nz
NZ Acts of Parliament referenced:**
· The Employment Relations Act 2000
· The Human Rights Act 1993, and
· **The Privacy Act 2020
Check out episode 025 & free lunch competition.
Upcoming shows:**
Dr Francesca Brown, BVSc, Otago Polytech
Dr Bryan Gregor, The Vet Podcast.
IndieVets - the collaborative and expanding group of independently owned and operated kiwi veterinary clinics - opened its doors early in 2021.
Its ethos is "local vets for local pets".
Julie asks Steve:
- What does he say to those people who think he sold out on the whole local thing because he created, then sold, Pet Doctors to an Aussie ASX corporate?
- Will he sell IndieVets? How can he guarantee that?
- Why should independently owned and operated clinics join IndieVets - what's in it for them?
- How much does it cost to join?
FREE LUNCH LUCKY DIP GIVEAWAY CONTEST - for NZ Veterinary ClinicsTo honour World Veterinary Day - which got a bit overshadowed in New Zealand with Anzac Day commemorations, VetStaff is giving away a free lunch to one lucky kiwi veterinary clinic.
To enter simply answer two questions correctly and email your answers to **julie@vetstaff.co.nz:
Question #1What did Steve say was on first page of the IndieVets agreement?Question #2**What idea did Steve suggest ex business owners could do once they’ve sold their independent practices?
VetStaff
leading veterinary sector recruitment in New Zealand | veterinarians | locums | nurses
This episode is to help veterinary clinic employers AND employees navigate the troubled waters of Covid-19 vaccination rollouts
Given there’s been a bit of talk in the media lately about vaccinations and testing – or lack thereof - and the government’s commitment to get Godzone Aotearoa New Zealand’s population vaccinated this year, today’s episode is all about the Covid-19 vaccination rollout and how to manage it in your clinic.
In this episode:
- can someone decline to give "vaccination" information to their employer?
- What to do if they do - what are your options?
- As a kiwi veterinary clinic - what do you need to do to ensure you've done everything right and you don't end up with some kind of employment law or privacy law case being taken against you?
- Do you have to have the jab?
Dr Alejandra Arbe-Montoya a PhD candidate from the University of Adelaide and Julie South discuss:
- Why veterinarians are leaving clinical practice,
- Moral Distress – what it is and why it needs to be included as part of the curriculum at vet school,
- How setting personal boundaries can help when you find yourself morally distressed,
- What types of communication you need to practice,
- How to handle Moral Conflict, and
- What being a Conscientious Objector means in the veterinary context.
When Dr Ale's not doing her PhD research, she works as an emergency and critical care companion animal veterinarian in Adelaide, Australia.
A few years back, Ale was close to calling it quits on her veterinary career. She’d had enough and wanted out. Not any more - today she's a staunch advocate in improving veterinary wellbeing in-clinic!
VetStaff
leading veterinary sector recruitment in New Zealand | veterinarians | locums | nurses
Does the thought of negotiating have you breaking out into a sweat or in hives?
Would you rather do anything but negotiate?
Many veterinary recruitment deals are lost - the dream candidate, the dream job - because the veterinary clinic or the candidate - didn't know how to make the job happen.
There are many cases for using a professional recruitment agency in your veterinary clinic's hiring process.
For me - Julie South - one of the really important aspects of when a recruitment agency comes into its own (and very definitely earns its fees) is in the times when negotiation is required.
Imagine losing your prime dream candidate because you didn't know how to get the deal across the line?
Imagine feeling that your dream job isn't worth negotiating for - that you're not worth the effort - how sad is that?
In this episode Julie South introduces some of the negotiation tactics and strategies she uses and she backs them up with expert negotiator Chris Voss - author of "Never Split the Difference" and real case examples with various clips of Voss's.
This is a must-listen-to episode if you'd like to have a few inside tips on how to improve your negotiation skills.
What's it like working in New Zealand as an overseas-qualified veterinarian?
This episode is the first in the library collection about what it’s like for an overseas-qualified veterinarian to work in New Zealand as a veterinarian. Because, as I’m sure you know, not all overseas qualified veterinarians can actually work here as a veterinarian without re-qualifying first.
Dr Rose Unsworth and I talked about all sorts of things:
- the differences in pet insurance uptake and how that manifests in-clinic,
- different induction processes for locums at different clinics,
- and the varying health & safety rules and regs in different parts of the world.
If you’re listening to this show and you’d like to work as a veterinarian in New Zealand please get in touch with me - I’ll put all of my contact details on the show notes page for this episode – but if you have pen and paper handy right now, you can email me at julie@vetstaff.co.nz.
Likewise, if you’re an overseas qualified veterinarian working Downunder and would like to share your experiences as a guest, please get in touch, because I’d love to have you on the show.
Topics covered:
- 35, 40, 45 & longer working weeks
- working with pet insurance and working without pet insurance
- going on call outs by yourself
- health & safety - limits to how much you can lift
- paperwork - who does what
- is there a vet nurse shortage in New Zealand
- how providing excellent mentorship requires more experienced veterinarians
- job satisfaction - what it is and what it isn't
To get in touch with Julie South:
Email: julie@vetstaff.co.nz
WhatsApp: +6427 282 4155
Today’s show is especially helpful for existing locums of any kind: veterinarians, nurses and vet techs as well as the clinics that hire them.
If you’re a locum, you’ll seriously want to listen to today’s show because it could save you a whole bunch of financial grief and headaches.
If you’re listening from Australia – or when the borders open up you’ll be heading off and working in Australia – then this is for you as well.
This app takes away all the financial compliance headaches. You know the sort I’m talking about - – making sure you’ve put enough money aside to cover your tax, ACC, expenses, invoicing, getting paid, raising invoices, paying yourself.
In this episode Julie South and James Fuller chat about:
- do you need to have a limited liability company?
- are you paying (or setting aside) too much money for your tax?
- how do you know how much tax to pay?
- what if you're "known" to the IRD or ATO?
- do you need to protect yourself with a trust?
In today's episode:
My thoughts on whether I think we have a veterinary shortage (or not).
The shift I've noticed in the last nine months or so - since we've come out of AL4 Lockdown in 2021.
Examples of a few job offers I've been involved in this year where each job-seeker has been over-the-moon with the offer of employment.
One of the benefits of using a recruitment agency if you're a job seeker
What needs to happen when you want to work only three or four days/week.
Employee engagement (or disengagement) - what happens - the good and the bad.
What to do if you get bad reviews from Indeed and/or Glassdoor job board websites.
Glassdoor's policy of not removing negative reviews - even if they're untrue.
The Deloitte Global Millennial Survey 2019 - some findings and how they might impact your recruitment results.
- Millennials - 13,416 participated in the survey across 42 countries (including NZ) - 49% said they'd quit their job within 2 years if they had a choice.
- Generation Z - 3,009 participants across 10 countries (including NZ)
Why websites are essential today (why not to rely solely on Facebook or Insta).
Pages your veterinary clinic website must have and how these make a difference to getting better responses to your job advertisements:
- Meet the team - why and who
- Current vacancies - what to do if you don't have any
- Social Responsibility - what to do when you do and are
- Staff testimonials - the three different types and how to get them
- Your gear, kit & tech - why it's important to showcase and the best way to do that
Special launch offer - VetStaff's HEART prog - Healthy Employee Attraction & Retention Training prog - get the Employee Engagement Temperature at your clinic tested: julie@vetstaff.co.nz | Julie South | 0800 483 869 (NZ)
VetStaff
leading veterinary sector recruitment in New Zealand | veterinarians | locums | nurses
This week I want to start a conversation, a discussion – with YOU. I want to know what YOUR thoughts, opinions and ideas are on a letter I received over the weekend.
It’s an Open Letter written by a practicing veterinarian in a small town who tragically lost her veterinarian husband to suicide three years ago.
The full text of Dr Jasmin's letter is on episode 18's Paws Claws Wet Noses show notes page for this episode so you can read it yourself.
It’s written to the Veterinary Practitioners Boards of Australia, the Australian Veterinary Association and anyone else who cares to read on… and is sent by Dr Jasmin Klocker – a mixed practice veterinarian in NSW.
The Australian CVE – the Centre for Veterinary Education - will invite comments from the AVA and the Veterinary Boards which will be published in Issue 303 in June 2021. So if you want to contribute / participate in that conversation you can virtually head over the Ditch and do that there.
In this letter Dr Jasmin shares how it is for her working in Australia. It’s because her experiences didn’t sound that much different to what life on this side of the Tasman is like for veterinarians here in Godzone Aotearoa New Zealand, that I wanted to share this with you.
Also, because I was sent a copy of this letter – by a practicing kiwi companion animal veterinarian, and Dr Jasmin also gave me her permission, I believe it’s definitely worth bringing to the attention of veterinarians on this side of the Tasman.
VetStaff
leading veterinary sector recruitment in New Zealand | veterinarians | locums | nurses
At the beginning of this year, I had the opportunity of catching up with a VetStaff locum for lunch.
We solved all the problems currently facing the veterinary sector and the world.
Over lunch, Dr Sam shared a book she’d read called Compassionomics – a book designed to answer a few questions – one of which was “does taking time for compassion make doctors better at their job?”
I’m a Kindle woman, so I bought the Kindle version. It’s also available in paperback and Audible versions. I’ll include all links to where you can buy the book, if you’re interested, on the show notes page for episode 17 at PawsClawsWetNoses.fm.
The full, official, title is “Compassionomics: the revolutionary scientific evidence that caring makes a difference.”
I like meaty books and at 375 pages, this sure gave me something to get my teeth into. The book was published in 2018 by Fire Starter Publishing.
Apart from the fact Dr Sam said it was a good book, I bought it because I wondered whether there might be any crossover from human health care to animal health care.
While I was reading, there was always a little part of my brain wondering just how much could be transferred to the animal health care sector. I’m sure that plenty could – just in a different way.
Some musings I had, for example, were:
- Could veterinarians, for example, positively impact the health outcome of sentient animals through compassion?
- What difference would the expression of compassion to the patient’s owner make to the health outcome of the patient?
- If the client felt more compassion towards them, would they be less aggressive towards the veterinarian?
- Would animal doctors hear fewer emotional blackmail and accusations about not caring otherwise they’d work for free?
Purchase it from Amazon:
ISBN-13: 978-1622181063
ISBN-10: 1622181069
KindleAudio bookPaperback[NB: I have no affiliation whatsoever to Amazon]
The Roseto Effect
- Could the learnings here - the Roseto Effect - be applied in veterinary clinics to make a difference?
- Can community and caring make a difference in veterinary clinics?
VetStaff
leading veterinary sector recruitment in New Zealand | veterinarians | locums | nurses
**If you're a new veterinary graduate - veterinarian, veterinary nurse or veterinary technician thinking about, or already living in, rural New Zealand then this podcast is for you because you could be eligible to apply for the $1,500 Virbac Rural Women New Zealand Animal Health Graduate Grant.
Links and people mentioned in today's show*Virbac New ZealandThe team - Katie Turner - Digital Product ManagerVirbac's valuesRural Women New ZealandRural Women New Zealand current BoardRural Women New Zealand - valuesRural Women New Zealand -* different funds and grants*Virbac Rural Women New Zealand Animal Health Graduate Grant -* apply online**
VetStaff
leading veterinary sector recruitment in New Zealand | veterinarians | locums | nurses
Given that Covid-19 has been brought front-and-centre back into our lives and our businesses this week, I thought it might be a good idea to have a chat about the latest business subsidy available to clinics – and thus their teams – this week, what to do if one of your team members tests positive – the subsidy available to you, and then what you need to do if you or someone in your clinic needs to cross different alert level borders.
The government has recently made changes the suite of financial support available on account of the pandemic’s impact on Godzone’s businesses.
In today’s episode we’re going to cover:
- The Covid 19 Short-Term Absence Payment subsidy – this affects employees and self-employed contractors
- The Covid-19 Leave Support Subsidy, and
- How to get the paperwork so that you or your team can cross borders
This episode is helpful for employees, self-employed locum contractors, HR & Practice Managers and clinic owners.
On the financial side of things, this episode is especially helpful if you’re wondering how you’re going to afford to cover an employee’s wage if they’re awaiting Covid-19 test results and are at home isolating, or if you’re the employee worrying about whether you can financially afford to be at home awaiting test results.
And if you’re part of a clinic – or you’re a locum – who needs to travel across Covid-19 imposed alert level borders to work, then this is also for you.
Now that there’s talk the Covid-19 vaccine being rolled out in Godzone Aotearoa New Zealand – and with a bit more of a concrete timeline than we’ve had before, can your employer give you an ultimatum – the jab or your job?
Employers cannot force medication or any kind of medical choice onto staff. If they do, they’re breaching the NZ Bill of Rights Act.
Many employers offer flu jabs free of charge – these are solely at the discretion of each individual employee whether to accept or not.
However, the Covid-19 vaccine is going to be free anyway – because the object of the game is to strive for herd immunity in NZ. So that leverage doesn’t exist with this vaccine.
As an employee, you have the personal right to refuse (or decline) on a number of fronts. They are:
- personal choice,
- health,
- beliefs or religion,
and all of these mean you're protected by law against being disadvantaged or discriminated against if you choose not to have the vaccine.
Of course, an uninformed – or heavy handed – employer may threaten to terminate or disadvantage employees who won’t get vaccinated. If they do that, they’re skating on very thin ice because, legally, they cannot do that – it contravenes the NZ Bill of Rights Act.
If, as an employee, you find yourself in that position of having to choose your job (or another perk on offer) OR your job, you then have the right to take a personal grievance out against your employer.
Justification and process
When it comes to “justification” – they’re looking at is the:
- Employer reasonably justified in taking the action they have?
- Employee reasonably justified in the action they took?
To defend their justification, they’ll have to look at the potential risks faced in the circumstances.
Having COVID-19 and potentially another lockdown is not what anyone wants. The justification could the the cost of human life.
Because anything to do with Health and Safety usually outweighs everything else in Employment Law when lives are at stake, this would indicate there is potentially reasonable justification for an Employer to require staff to get vaccinated in certain circumstances and industries.
Whether it would deem veterinary clinics one of those industries, who knows? It would probably justify, however, say a rest home or human hospital.
Case study precedents
A recent parallel in Australia - the Fair Work commissioner, upheld an Employer's decision to terminate a childcare centre's worker for refusing a flu jab. The justification was they had the right and justification to protect the children in their care.
Arvida Group, a large NZ aged care provider, has recently said all new employees would need to consent to vaccination against Covid-19, as well as the flu. This of course is easier to mandate for all new hires and to make it a condition of employment – it would be more difficult for existing staff.
But what about “process”: With this a court will look at:
- Has there been a fair process followed?
- Have the parties had full access to all information?
- Have the parties acted in good faith?
- Have all the options and alternatives been explored thoroughly?
Employers will find this much easier to roll out as a policy – or not – after consultation with staff. So if you’re thinking of creating a vaccine policy now is a good time to start that process.
If you decide to ignore this then announcing a no jab no job policy will more than likely have you looking facing multiple personal grievances.
VetStaff
leading veterinary sector recruitment in New Zealand | veterinarians | locums | nurses
Reference (and background) checking - why you absolutely must see it as an investment rather than a cost
- why you should do it – even when you think you can’t spare the time,
- what questions to ask,
- what answers might raise some red flags,
- what to do with those red flags, and
- what you can and cannot do in relation to reference checking and NZ law
In Godzone Aotearoa New Zealand there are some things you absolutely cannot do in relation to reference checking potential new recruits and things you absolutely must do.
Reference checking is protected and/or governed by three different Acts of Parliament:
- the Employment Relations Act 2000,
- the Human Rights Act 1993, and
- the Privacy Act 2020
We’ll take an in depth look at the 9 reference check questions I always ask every referee so you can understand what types of answers or responses raise red flags and then how to handle those.
You'll understand why I ask the questions I do and how to accuracy-check some of the answers you might be given from referees.
You'll also understand why a ‘no’ to the question “would you hire this person again” might not be the deal breaker you expect it would be.
We’ll also quickly look at some reference checking that’s fallen foul of the law and ended up in court.
Choosing Referees:
- Immediate / Direct-report manager
- Choose wisely
- Let your referees know what you're doing / what you're up to
- Ask them first
- Mutual trust
Case Studies:
- an inaccurate reference
- supposed breach of privacy
- lying on job application
Summary:
- background & reference checking is essential
- choose referees wisely
- respect & protect people's privacy
- ask for only what you need & nothing else
- ask the right questions
- reference check every new hire - regardless of the job / position / duration
- reputations at stake
- outsource if necessary
VetStaff
leading veterinary sector recruitment in New Zealand | veterinarians | locums | nurses
As you’ll hear from Vanessa’s accent – she’s not a kiwi - she left her family and friends in Canada to come to New Zealand 8 years ago to fulfil her dreams of studying in NZ to become a veterinarian … she’s lived here ever since!
Vanessa is a recent Massey University graduate with 3 years experience who works in a busy South Auckland practice as their fulltime companion animal veterinarian.
When she’s not working, she keeps active at the gym, and enjoys learning Japanese and water-colour painting.
Dr. Vanessa’s partner is a nurse who’s about to undertake the daunting challenge of med school this month.
Vanessa believes having a great support network and forming good mental health habits is instrumental to success.
Today we’re going to learn of some of the good mental habits Vanessa has formed and the benefits she’s noticed from having them as part of her life.
She shares what she does when she notices thoughts of Imposter Syndrome, negativity and the importance of keeping a Gratitude Journal as a part of her every day life.
Vanessa Johnson is very candid, vulnerable and honest about life for her as a veterinarian through 2020 and into January 2021.
Here are my six takeaways from this chat with Vanessa – I’m really interested to hear what was most significant for you and what particularly struck a chord in your life which you might adopt.
- Exercise – design your own version of a Stomp Around the Block as your way of decompressing at the end of each day.
2. Find someone to share the ups and the downs of your day – every day.
Clear the cache of your mind each day so you don’t bet bogged down in the ikky stuff.
3. Look for the good every day – attitude of gratitude journal.
Like Vanessa said: some people have to watch what they eat, others have to watch what they think. I have to watch both!
4. Stay tuned to the thoughts going through your head – reset your brain when you start to hear Imposter-Syndrome type self-chatter going on.
5. Get away from the clinic at lunchtime – get some fresh air so you can mini-recharge during the day.
Plug in your earbuds, tune into a podcast and go get some fresh air. It really will energise you for the rest of the day.
6. Distance yourself from customer complaints by sharing them around your team.
Think about having a practice that people in your team don’t try to “defend” their own customer complaints.
Like Vanessa said, it allows people to distance themselves away from the heat of the moment.
Do you have any of these strategies in your life and/or clinic? Do you have variations on these? If you do, I’m sure other listeners will be interested to hear what they are, so please feel free to comment or send me an email – julie@vetstaff.co.nz.
VetStaff
leading veterinary sector recruitment in New Zealand | veterinarians | locums | nurses
**Today’s episode is about the importance of having a GROWTH MINDSET vs a FIXED MINDSET and how to use take that approach to bring about positive change in your life and veterinary clinic.
Either you’ve got a growth mindset or you’ve got a fixed mindset**.
They were coined by Carol Dwek, an American Psychologist, about 6 years ago. Dwek earned her PhD in Social and Developmental Psychology from Yale University.
She coined the terms fixed mindset and growth mindset to describe the underlying beliefs we have when it comes to learning and intelligence.
According to Dwek, when students believe they can get smarter, they understand that effort makes them stronger. Therefore they put in extra time and effort, and that leads to higher achievement.
You'll be able to recognise the three common misconceptions:
- "I already have it and I always will"
- "It's just praising and rewarding effort"
- "all you have to do is espouse a growth mindset and good things will happen"
You'll also be able to recognise the seven differences growth vs fixed mindsetters have:
- A belief that intelligence can be developed
- Embrace challenges.
- Persist in the face of setbacks – that is you have resilience – we’ve talked about this before in episode 6 - it’s an inner strength important to everyone in the veterinary profession.
- You’ll view effort as the path to mastery.
- You’ll learn from constructive feedback (or criticism),
- You’ll find lessons and inspiration in the success of others, and you’ll
- Welcome challenges and view setbacks as an opportunity to learn and grow.
Includes excerpts from Michael Jordan talking about his growth mindset + Carol Dwek - including her a few minutes from her talk at Google.
Please sign and share GetVets.NZ
This is the fourth episode (004) in the series supporting the parliamentary petition at GetVets.NZ.
Today we look at some strategies to help you counter compassion fatigue – both as an individual veterinarian and, if you’re a clinic owner or practice manager, a few different things you can implement in your clinic.
We hear an excerpt from a Ted-X talk, as well as a couple of sound bites from veterinary professionals and we’re going to finish up with some positive psychology and mindfulness strategies for implementation.
According to Australian Psychologist Dr Nadine Hamilton, the best way to tackle the unique nature of veterinary stress that can lead to anxiety, depression and suicide is to use evidence-based research to create an intervention able to have a scientifically measurable positive impact on wellbeing.
As you know, working in the veterinary profession can be a rewarding, challenging and demanding career. It requires a passion for animals, excellent interpersonal skills and a strong work ethic.
It also has a dark and very dangerous side.
The suicide rate for veterinarians as measured across Australia, the US, UK, New Zealand and Canada is almost four times higher than the general population.
This suicide risk has been shown to surface at graduation and remain for the rest of a vet’s working life.
As I’ve talked about in the previous three episodes in this series, the veterinary profession in Godzone Aotearoa New Zealand is currently facing a severe mental health crisis.
And I stumbled upon a Ted X talk by Richard Davison who wanted to know why is it that some people are more vulnerable to life's slings and arrows and others more resilient?
Richard Davidson is Research Professor of Psychology and Psychiatry and Founder & Director of the Centre for Healthy Minds, University of Wisconsin-Madison.
Davidson’s research is focused on the neural bases of emotion and emotional style and methods to promote human flourishing including meditation and related contemplative practices.
Davidson has been recognised for his research through various awards, such as a National Institute of Mental Health Research Scientist Award and an Established Investigator Award from the National Alliance for Research in Schizophrenia and Affective Disorders (NARSAD).
He received his Ph.D. from Harvard University in Psychology and has been teaching psychology and psychiatry at the University of Wisconsin-Madison since 1984.
He outlines strategies to boost four components of a healthy mind: awareness, connection, insight, and purpose.
According to Dr Noonan, DVM, CPCC of Effecti-Vet Corporation of Ontario, Canada, distractedly standing in the exam room while your client explains their pet's problem is not the same as "being there."
He explains what it is to be mindful in the practice and why he thinks it's crucial
Here’s a clip from the Compassion Fatigue and Mindfulness in Vet Med Workshop – I’ll put the full 28 minute video on the show notes page where you can learn some breathing techniques.
All show notes, full references and links are available on this episode's show notes page at https://pawsclawswetnoses.fm
VetStaff
leading veterinary sector recruitment in New Zealand | veterinarians | locums | nurses
This is the fourth episode in the series supporting WHY I’m launching a parliamentary petition requesting the government to designate veterinarians as critical workers to let more into NZ to help the dire shortage we have right now.
You can sign the petition online at getvets.nz. All online signatures ate 100% confidential.
Late last year I received a letter from a very globally experienced companion animal locum veterinarian.
In the letter Dr Rose Unsworth shared the overwhelming demand for her and her husband's locum services - demands greater than they can meet.
Where forty years on we still have a crisis on our hands. No individual should have a personal connection to five colleagues who have committed suicide (those are the ones I can name personally, I know of many more).
That clinics are having to turn away clients because they simply cannot cope with the number of patients walking through clinic doors.
Dr Rose Unsworth is the mother of twin daughters, four mini schnauzers, a pit bull a blue tongued lizard called Tequila, chinchilla breeding and two cats.
She’s a veterinarian with over 40 years companion animal experience and over 25 years of passionate and dedicated involvement with the Complementary Veterinary Medicine Branch of the New Zealand Veterinary Association.
Some of Dr Rose’s life-changing experiences include volunteering at the Asha Foundation in Ahmedabad, India – which she describes as hell on steroids, working at Pinnawala Elephant Orphanage and the Dog Care clinic in Sri Lanka plus the Kimberley Wildlife Rescue and Rehabilitation centre in Australia as well as neutering cats in Bermuda for a charity.
In Bermuda, she had the best view anyone could ever have from an operating table: pink sand, turquoise seas and palm trees.
Dr Rose Unsworth believes that if you have a vet degree and a willing partner with the right attitude who shares your values and has a strong desire to give back, then the world is your oyster.
VetStaff
leading veterinary sector recruitment in New Zealand | veterinarians | locums | nurses
This is the third podcast in the series giving the background info as to why I’m supporting NZs veterinary sector by petitioning NZs parliament to change the classification of veterinarians to that of critical workers because the way it is now isn’t working.
In this week’s episode we’ll talk about some of the other absolutely critical roles veterinarians play in the NZ economy because being a vet isn’t all cuddles and kisses from fur babies or on-farm herd pregnancy testing.
Veterinarians play a critical role in helping to keep our country safe as well as making sure the food you eat, the milk you drink and the eggs you crack to make the typical kiwi bacon and egg pie, are all safe.
As I’ve mentioned more than a few times over the last couple of weeks, I’m petitioning the NZ parliament to change the classification of veterinarians to critical workers – just like their human doctor counterparts.
To practice as a veterinarian in NZ you need an Annual Practising Certificate. The Veterinary Council of NZ is the issuing and regulatory body for APCs.
Since 2009, the VCNZ has sent out a questionnaire to veterinarians when it was time to renew their Annual Practising Certificate.
As of 30 June 2019, the number of practising veterinarians increased by +3% compared with the same time in 2018. This compares with changes (relative to the previous year) of +2.7% for 2018 and +2.6% for 2017.
All information for this survey was collected voluntarily.
International veterinary graduates
In 2019 the proportion of international graduates – that is, veterinarians who obtained their primary
veterinary qualification in a country that wasn’t New Zealand, was 30% - or 805 of 2,633 returned Qs.
When it comes to overseas-qualified veterinarians working in Godzone, the levels are similar each year.
For example, in the 2017/18 year 776 international veterinarians worked in Godzone.
And in the 2016/17 year, there were 702 international veterinarians.
Each year since the Vet Council has been conducting its Workforce Survey, it’s been necessary to top up our workforce from overseas to the tune of around 30%.
Thirty per cent!
Hundreds – almost a thousand – veterinarians from overseas.
Similar to previous years, vets from the UK comprised the largest group of international graduates (268 of 2633 - representing 10%) followed by Australia (152 of 2633 at 6%).
What a lot of townies don’t realise is that provincial veterinary clinics are major employers in their regional centres.
MPI - the Ministry for Primary Industries - is responsible for ensuring the safety and suitability of New Zealand exports for overseas and domestic markets.
It does this by providing official assurances and certification requirements for exporting New Zealand's food and animal products to overseas markets.
Maintaining and growing international market access for New Zealand depends on the excellent work that our vets provide on the front line.
MPI is also the government department that the various veterinary bodies – like the Vet Council of NZ and the NZ Veterinary Association, liaise with.
VetStaff
leading veterinary sector recruitment in New Zealand | veterinarians | locums | nurses
This week we look at some of the mental stresses that your favourite veterinary professionals are under so you can get a better understanding of what it’s like to walk a few kms in their shoes.
This episode touches on some painful issues - like suicide.
[You don’t have to listen to those facts if you don’t want to. I’ll let you know before we get to those so you can stop listening at that point.]We'll compare the cost of human medicine vs animal medicine.
You'll understand - hopefully - why all those veterinary tests are essential to animal care & welfare.
In this episode we'll talk about how stressful and hurtful it must be to hear day-in & day-out that veterinary professionals don’t care enough because they won’t work for free.
Compassion fatigue in veterinary medicine is a result of veterinary clinicians – doctors and nurses - taking on the emotional burden of the sad and bad things that happen to their animal patients.
It’s a form of mental trauma, resulting in the dulling of the ability to feel and care for others in their lives.
JULIE'S PETITION TO PARLIAMENT TO LET MORE VETS INTO NEW ZEALAND
Click here to add your name to her petition = all signatures are confidential.
EMERGENCY CARE CONTACT NUMBERS - NEW ZEALAND
Lifeline: 0800 543 354 or text HELP to 4357
Suicide Crisis Helpline: 0508 828 865 / 0508 TAUTOKO (24/7). This is a service for people who may be thinking about suicide, or those who are concerned about family or friends.
Depression Helpline: 0800 111 757 (24/7) or text 4202
Samaritans: 0800 726 666 (24/7)
Youthline: 0800 376 633 (24/7) or free text 234 (8am-12am), or email talk@youthline.co.nz
What's Up: online chat (3pm-10pm) or 0800 WHATSUP / 0800 9428 787 helpline (12pm-10pm weekdays, 3pm-11pm weekends)
Rural Support Trust Helpline: 0800 787 254
Healthline: 0800 611 116
Rainbow Youth: (09) 376 4155
VetStaff
leading veterinary sector recruitment in New Zealand | veterinarians | locums | nurses
The first of a multi-part series looking at the dire veterinarian shortage New Zealand faces.
This shortage impacts the humans doing the caregiving - the veterinarians, their colleagues and families, the animals and the animals' owners.
New Zealand is home to approximately 4.35 million companion animals - almost as many pets as there are humans!
In this series you and Julie will catch up with veterinary professionals to hear what it’s like working on the front line in some of New Zealand’s veterinary clinics and hospitals, while our borders are closed to entry from overseas-qualified veterinarians.
If you'd like to know more about the petition Julie mentioned in this episode you can find it on the Parliamentary NZ Website. If you'd like to sign please be assured that online signatures are confidential.
If your clinic is open 6 or 7 days a week, then this episode is for you because calculating public holidays isn’t as straight forward for 6 and 7-day clinics as it is for Monday-Friday clinics.
We’ve got four days of statutory holidays coming up: Christmas Day + Boxing Day and then one week later, New Year’s Day + the Day After New Year’s Day.
In this episode I’ll tell you how to calculate the upcoming statutory holidays and which days are classified as “holiday”.
This episode is for employees, not self-employed locums.
If you’re unsure whether you’re employed as a locum (or not) then you may find Ep 001 of Paws Claws & Wet Noses helpful as that’s where I talked about the different legal classifications and tests of what an employee is and what a self employed contractor is according to NZ law.
So what about if someone’s on call? What happens then?
The answer to that question is it depends.
When an employee is on call, the payment of wages and the entitlement to an alternate day off will depend on the circumstances.
VetStaff
leading veterinary sector recruitment in New Zealand | veterinarians | locums | nurses
9 ways to get "Hire Ready" in 2021 by starting today
Today we’re going to look at how you can get hire ready in 2021.
This episode is for you if:
1. you think it’s about time you had a pay rise and you’re planning on asking for one; or
2. you think it’s about time you changed employers – it doesn’t matter why – what’s important is the thought is going through your mind; or
3. you think it’s about time you had some more work life balance, so you’re going to become a locum veterinarian; or
4. you’re after work-life balance and are going to start looking for part time jobs.
9 WAYS TO GET HIRE READY - UPDATE YOUR LINKEDIN PROFILE &/OR YOUR CV
#1 – your profile photo
#2 – your contact details
#3 – your personalised LI URL
**#4 – your professional title or label
5 – LI profile matches that of your CV
6 – correct grammar and punctuation
7 – highlight & emphasise the impact you’ve made**
#8 – list your SKILLS separately
#9 – customise your CV and cover letter to each application you make
VetStaff
leading veterinary sector recruitment in New Zealand | veterinarians | locums | nurses
Are you wondering if locuming’s for you?
If you’re thinking of chucking in your day job to pick up the Instagram-glamorous lifestyle of the footloose and fancy free, high rolling life of the locum, then this episode is for you!
Here are 11 considerations I recommend you take into account before you rush to hand in your resignation:
#1 – unpredictability
#2 – admin
#3 – follow up and follow through
#4 – have lots of referees
#5 - >3 years post grad experience
#6 – you need to be a people person
#7 – travel & nights away
#8 – you need to be able to say “no”
#9 – money in the bank – Rainy Day Funds
10 – nowhere to call home
#11 – test drive a new job
VetStaff
leading veterinary sector recruitment in New Zealand | veterinarians | locums | nurses
Why do locums earn more?
This is the third of a three part series about locuming – whether it’s for you or not – things to consider.
This week we’re going to look at why it appears locums earn more per hour than employees doing the same job inside a clinic.
This episode is for you if you’re about to start out as a locum or you’re employed at a clinic and maybe feeling a little resentful because a locum might, at first glance, be earning a truckload more per hour than your clinic is paying you.
This is Julie South - host of Paws Claws and Wet Noses.
I hope you found this helpful. If it was, you can help us by giving us a thumbs up and making a comment on the social platform you first heard this – Facebook, LinkedIn or YouTube. Listeners liking through thumbs up helps more people find us.
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If you have questions you’d like me to answer in future episodes please let me know so I can answer them for you. You can call me on 0800 483 869 in NZ or WhatsApp me on +6427 282 4155.
I look forward to hearing from you!
Links mentioned during this episode
Inland Revenue – cashed-up leave payments
This is the first in a 3-part series about veterinary locums – either working as one or hiring one in your clinic.
This episode is purpose built if you're a veterinary professional who's already a locum (or thinking about becoming a locum) and to veterinary clinics that hire locums.
Employees and independent self-employed contractors each have different legal rights.
It’s important you know what these are and that you’re being hired (or doing the hiring) using the correct criteria as it relates to you.
It covers the four legal tests that differentiate between an employee and an independent self employed contractor and how to know which one applies to you.