Must-Haves vs Nice-to-Haves: Vet Clinic Job Ad Success - ep 227

Veterinary Voices Episode 227 – Writing Job Requirements That Attract Qualified Candidates Without Scaring Away the Perfect Person

Julie South: "Welcome back to Veterinary Voices, the podcast that celebrates and showcases Employer of Choice veterinary clinics. I'm Julie South, and you're listening to Episode 227—the third episode in our series about writing job adverts that attract and build the best teams in the veterinary profession."

"Veterinary Voices is brought to you by VetClinicJobs—the job board: direct hiring, reimagined, no agency. If you're serious about getting fast results from your job adverts, then head on over to vetclinicjobs.com."

"Last week, we talked about showcasing your team culture in your job adverts. Today, we're tackling something that can make or break your hiring success: writing job requirements in your adverts that attract qualified veterinary professionals without scaring away the perfect person for your role."

"And I'm going to give you three key principles that will transform how you write job requirements in your adverts—because the goal isn't to find someone who ticks every single box, it's to find someone who can thrive on your team."

The Problem with Wish Lists

"Let's start with a reality check. Too many job ads read like wish lists rather than actual requirements. You know the type: 'Must have 5+ years experience, advanced surgical skills, Fear Free certification, dentistry experience, client communication excellence, computer proficiency, and the ability to work weekends.'"

"Here's what happens when you write job requirements like that—you scare away great veterinary professionals who could absolutely do the job but don't meet every single criterion. Meanwhile, the people who do apply might be overqualified and looking for something you can't offer."

"The perfect person for your role might be someone with 3 years' experience who's eager to develop their surgical skills, not someone with 5+ years who's already looking for their next challenge."

Understanding Must-Haves vs Nice-to-Haves

"The secret to writing great job requirements is understanding the difference between must-haves and nice-to-haves. Must-haves are the absolute essentials—things like veterinary registration, the ability to work in your location, and core competencies you genuinely can't compromise on."

"Nice-to-haves are everything else—additional certifications, specific experience levels, particular software knowledge. These are things that would be great but can be learned or developed."

"Here's a simple test: ask yourself, 'If I found someone without this requirement but they were perfect in every other way, would I still hire them?' If the answer is yes, it's a nice-to-have, not a must-have."

Three Principles for Better Job Requirements

"So how do you write requirements that attract the right people? Here are three key principles:"

1. Lead with Growth Potential

"Instead of demanding years of experience, focus on willingness to learn and grow. Try something like: 'We're looking for a veterinarian who's excited to develop their surgical skills in a supportive environment' rather than 'Must have 3+ years surgical experience.'"

2. Be Specific About What Really Matters

"Don't just say 'excellent communication skills'—that's meaningless. Instead, explain what communication looks like in your practice. 'You'll be comfortable explaining treatment options to worried pet parents and collaborating with our nursing team during busy periods.'"

3. Show the Path Forward

"For nice-to-have requirements, show how someone could develop those skills with you. 'Interest in dentistry is a plus—we're happy to support additional training for the right candidate' is much more inviting than 'Dentistry experience required.'"

The Experience Trap

"Let's talk about the experience trap—when clinics think more years automatically equals better veterinary professionals. I've worked with practices that insisted on 5+ years experience, then wondered why they weren't getting applications."

"Here's the thing: a new graduate who's enthusiastic about your practice values might be a much better fit than someone with 10 years' experience who's burnt out or looking for something you can't provide."

"Consider writing your requirements based on what someone needs to succeed in your specific environment, not arbitrary experience levels. A supportive practice with good mentorship can help someone grow much faster than you might think."

Making Requirements Work on Traditional Job Boards

"Now, I know what some of you are thinking—traditional job boards often force you to check boxes for experience levels and certifications. You might not have control over how your requirements appear."

"This is another reason why VetClinicJobs gives you an advantage. You can write your requirements in your own words, explain your thinking, and show candidates why they should apply even if they don't meet every single criterion."

"When you have space to explain what you're really looking for and why, you attract veterinary professionals who understand your actual needs rather than those who just match a checklist."

Your Action Step

"Here's your homework: Look at your current job requirements and divide them into two lists—absolute must-haves and nice-to-haves. Then rewrite your nice-to-haves to show how someone could develop those skills in your practice."

"Remember, you're not lowering your standards—you're being smarter about finding people with the right potential and attitude who can grow into exactly what your practice needs."

"And if you're ready to write job requirements that attract the right veterinary professionals without scaring away great people, visit vetclinicjobs.com. Lizzie and our team will help you craft requirements that reflect what you actually need, not what you think you should ask for."

"That's Episode 227 of Veterinary Voices. Next week, we'll be exploring how to write compelling job titles that actually get clicked on. Another big thank-you to VetClinicJobs—the job board: direct hiring, reimagined, no agency. Check them out at vetclinicjobs.com."

"Until next time, this is Julie South reminding you that the best hire might not be the one with the longest CV—they might be the one with the biggest heart and the strongest drive to grow. Go out there and be your most fantabulous self!"