July 3, 2023
Unveiling the Values Divide: the Hidden Pitfall in Recruitment Marketing - ep 140
Send us a text 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...
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.
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
00:04 - Values in Recruitment Marketing
15:29 - Values in Veterinary Clinics
WEBVTT
00:00:04.426 --> 00:00:17.492
You've heard you need to highlight your clinic's values to get responses to your job advertisements, but are your recruitment efforts still falling short despite shouting about your values from the rooftops?
00:00:18.080 --> 00:00:26.207
If so, maybe it's because you're shouting about the wrong values and you've fallen into the trap of the values disconnect.
00:00:26.207 --> 00:00:35.043
I'm talking about the very real difference between your client values and your employee values In recruitment marketing.
00:00:35.043 --> 00:00:41.204
Failing to bridge this gap can lead to a deafening silence to your job advertisements.
00:00:41.204 --> 00:00:54.988
Stay tuned, because today we uncover the untapped potential of talking about the right values in your job advertisements to hit the mark with your job seekers.
00:00:54.988 --> 00:01:05.587
Welcome to the Vet Staff Podcast, your go-to guide for navigating the vet recruitment scene and boosting employer brand power.
00:01:05.587 --> 00:01:13.463
Discover practical strategies for both employers and employees to enhance your personal and clinic brands.
00:01:13.463 --> 00:01:21.444
Get ready to rock the recruitment market and create an exciting workplace where everyone loves going to work.
00:01:21.444 --> 00:01:22.507
On Monday mornings.
00:01:22.507 --> 00:01:25.305
I'm your show host, julie South.
00:01:28.920 --> 00:01:33.691
Last week we looked at the importance of communicating values to job seekers.
00:01:33.691 --> 00:01:39.292
We looked at three hypothetical clinics and a vet looking to make their next move.
00:01:39.292 --> 00:01:43.087
Today we're expanding some more on values.
00:01:43.087 --> 00:01:43.808
Why?
00:01:43.808 --> 00:01:57.533
Because they're absolutely critical to not only recruitment success but in creating and empowering workplace culture, as well as employment success and job satisfaction.
00:01:57.533 --> 00:02:06.028
You see, many clinics believe that once they've identified their values, they've ticked the box for effective recruitment marketing.
00:02:06.028 --> 00:02:10.710
But here's the frustrating thing, and it's a track lots of people fall into.
00:02:10.710 --> 00:02:22.646
Having a set of values that resonate with your clients doesn't necessarily guarantee the same alignment with your team, and that's where the challenge lies.
00:02:22.646 --> 00:02:31.467
Shouting your clients' values from the rooftops won't necessarily work when you're trying to get responses to your job advertisements.
00:02:31.467 --> 00:02:36.711
Instead, what you'll end up with is a disconnect in values.
00:02:36.711 --> 00:02:44.573
In the competitive landscape of recruitment, it's not enough to simply identify your clinic's values.
00:02:44.573 --> 00:02:48.709
You've got to use the right values in the right situation.
00:02:48.709 --> 00:02:58.486
Many employers make the mistake of assuming that their customer-facing values automatically translate across to their team.
00:02:58.486 --> 00:03:11.151
However, this misconception and misalignment can lead to significant challenges in recruitment and can hinder your ability to build a high-performing team.
00:03:11.151 --> 00:03:36.109
Today we're going to look at some of the recruitment relevant values what they look like played out in real life, some questions both employers and employees can ask at job interviews why you'd want to include your values, and then the divide between values that light up your clients and how they might be ho-hum for employees.
00:03:37.500 --> 00:03:42.352
Let's start off with employer values, the recruitment relevant values.
00:03:42.352 --> 00:03:45.969
Obviously there are lots and lots of values.
00:03:45.969 --> 00:03:54.165
I've handpicked just a few here that we hear about at VET staff when we're talking with HR and practice managers.
00:03:54.165 --> 00:04:00.092
Recruitment relevant values are those values you want to highlight in your recruitment marketing.
00:04:00.092 --> 00:04:09.748
They're the values that are active in your clinic and, forced by the employer, that make your employees' eyes light up.
00:04:09.748 --> 00:04:16.673
They're the employer values, the way it is at a clinic from a behaviour perspective.
00:04:16.673 --> 00:04:26.310
If you think of recruitment relevant values being a two-sided coin, you've got the employer on one side and the employee on the other.
00:04:26.779 --> 00:04:35.014
Let's look at an employer who values, who considers workforce development as a value.
00:04:35.014 --> 00:04:46.639
It'll be stated along the lines of investing in the growth and the development of employees through training programs, mentorship and career advancement opportunities.
00:04:46.639 --> 00:04:53.012
It'll be indicated through the regular provision of training and development opportunities.
00:04:53.012 --> 00:04:59.552
There'll be clear career paths and performance evaluations that focus on growth.
00:04:59.552 --> 00:05:17.105
It'll be well-being The physical, mental and emotional well-being of employees is prioritised by offering wellness initiatives, work-life balance support and a safe working environment.
00:05:17.105 --> 00:05:26.372
It will be indicated through the implementation of wellness programs, flexible work arrangements and regular health and safety assessments.
00:05:26.372 --> 00:05:36.721
Empowerment These will be the clinics that encourage employees to take ownership of their work, make decisions and contribute ideas.
00:05:36.721 --> 00:05:47.144
It will be indicated through the delegation of responsibilities, involvement in decision-making processes and recognition of employee initiatives.
00:05:47.144 --> 00:05:59.105
There could be collaboration, which is all about the fostering of a collaborative work environment where teamwork, open communication and knowledge sharing are valued.
00:05:59.105 --> 00:06:09.644
This will be indicated through the encouragement of cross-functional collaboration, for example between the vets and the vet nurses.
00:06:09.644 --> 00:06:19.398
It will be indicated through team building activities and the establishment, possibly, of collaborative tools and platforms.
00:06:19.398 --> 00:06:33.795
And then, lastly, in my list, we've got innovation, and this is all about cultivating an environment that encourages creativity, experimentation and the pursuit of new ideas and solutions.
00:06:33.795 --> 00:06:47.398
This will be indicated in clinic through the creation of innovation-focused cultures, allocation of resources for research and development and recognition of innovative contributions.
00:06:47.398 --> 00:06:50.887
So that's from the employer side of the coin.
00:06:51.288 --> 00:06:53.553
And now from the employee perspective.
00:06:53.553 --> 00:07:01.516
Here's what might be important to job seekers, and these are the other side of the recruitment relevant values coin.
00:07:01.516 --> 00:07:06.791
Let's look at growth and development They're looking for.
00:07:06.791 --> 00:07:12.232
Employees are looking for the regular provision of training and development opportunities.
00:07:12.232 --> 00:07:20.353
They're looking for clear career paths and performance evaluations that focus on growth, work-life balance.
00:07:20.353 --> 00:07:28.973
This is the, or could be, the other side of the employee well-being side, the employee well-being coin.
00:07:28.973 --> 00:07:43.430
What employees are looking for in work-life balance is the implementation of wellness programs, flexible work arrangements and regular assessments of work-life balance.
00:07:43.430 --> 00:07:52.439
That's important because work-life balance five, 10 years ago, three years ago, even pre-COVID is different to what it looks like today.
00:07:53.122 --> 00:08:05.540
Autonomy and empowerment They're looking for delegated delegation of responsibilities, involvement in decision-making processes and the recognition of employee initiatives.
00:08:05.540 --> 00:08:19.297
Collaboration and teamwork They're looking for encouragement of cross-functional collaboration, team building activities and the establishment of collaborative tools and platforms.
00:08:19.297 --> 00:08:36.779
Innovation and creativity From the employee perspective, they're looking for the creation of an innovation focused culture, the allocation of resources for research and development and recognition of innovative contributions.
00:08:36.779 --> 00:08:43.440
There's a the differences, the nuance of each is fine, but it's there.
00:08:43.440 --> 00:08:46.466
It's very fine, it's very nuanced.
00:08:46.466 --> 00:08:47.830
It is there.
00:08:47.830 --> 00:08:51.015
So they're the different sides of the same coin.
00:08:51.015 --> 00:08:52.337
So now what?
00:08:52.337 --> 00:09:02.951
How might each know whether the other the employer, employee know that the other is living up to their stated values or actually knows how to walk the talk?
00:09:02.951 --> 00:09:21.965
Here are some questions that each side the employer and the employee can ask the other at job interviews to make sure that each is living true to their claim Or and or they can demonstrate in their advertisements or their CV?
00:09:21.965 --> 00:09:28.399
These are questions that employees can ask employers.
00:09:29.321 --> 00:09:36.538
When it comes to workforce development, how do you support employees' professional growth and development?
00:09:36.538 --> 00:09:42.998
What opportunities do you provide for acquiring new skills or career progression?
00:09:42.998 --> 00:09:46.307
In other words, what does CPD and CE look like?
00:09:46.307 --> 00:09:51.441
How do you assess and recognize employees' progress and achievements?
00:09:51.441 --> 00:10:00.562
In relation to employee well-being, what measures do you have in place to promote a healthy work-life balance?
00:10:00.562 --> 00:10:06.635
How do you ensure a safe and inclusive work environment for all employees?
00:10:06.635 --> 00:10:11.504
How do you support employee mental and emotional well-being?
00:10:11.504 --> 00:10:18.964
Around empowerment how do you encourage and support employee decision-making and autonomy?
00:10:18.964 --> 00:10:25.005
How are employees involved in important decisions that affect their work?
00:10:25.005 --> 00:10:30.854
How do you recognize and reward employee initiatives and contributions?
00:10:30.854 --> 00:10:42.179
In relation to collaboration, how do you foster collaboration among teams and departments From the back to out the front?
00:10:42.179 --> 00:10:48.990
what communication channels or platforms do you provide to facilitate knowledge sharing?
00:10:48.990 --> 00:10:54.025
How do you promote a culture of teamwork and open communication?
00:10:54.025 --> 00:11:01.369
Innovation how do you encourage and support employees in generating new ideas and solutions?
00:11:01.369 --> 00:11:09.849
Are there dedicated resources or initiatives for exploring and implementing innovative approaches?
00:11:09.849 --> 00:11:15.525
How are innovative contributions recognised and celebrated at the clinic?
00:11:15.525 --> 00:11:23.048
Now, the other side of that coin these are questions for employers to ask employees.
00:11:23.875 --> 00:11:29.414
Around professionalism what does professionalism look like to you?
00:11:29.414 --> 00:11:35.307
How do you handle conflicts or challenging situations in a professional manner?
00:11:35.307 --> 00:11:39.140
Continuous learning, cpd, ce.
00:11:39.140 --> 00:11:44.409
How do you stay informed about industry trends and advancements?
00:11:44.409 --> 00:11:50.455
How do you actively seek feedback and learning opportunities to improve your performance?
00:11:50.455 --> 00:11:55.326
Around collaboration what does collaboration look like to you?
00:11:55.326 --> 00:12:01.268
How do you communicate and share knowledge effectively with your colleagues and peers?
00:12:01.268 --> 00:12:11.062
How do you support and help your team members achieve their goals For initiative, how do you define initiative?
00:12:11.563 --> 00:12:12.986
What does it mean to you?
00:12:12.986 --> 00:12:14.149
What does it look like?
00:12:14.149 --> 00:12:21.607
Can you provide examples of times when you went beyond your assigned responsibilities to contribute?
00:12:21.607 --> 00:12:29.928
And lastly, with accountability, how do you ensure that you meet deadlines and deliver high quality work?
00:12:29.928 --> 00:12:35.647
How do you take responsibility for your actions and learn from your mistakes?
00:12:35.647 --> 00:12:42.207
How do you actively seek solutions when facing obstacles or setbacks?
00:12:42.207 --> 00:12:53.330
By asking these questions, both employers and employees can engage in a meaningful recruitment and retention conversation.
00:12:53.330 --> 00:13:05.434
So this is potential employees, the job interviews or performance reviews catch ups, employee catch ups for employees who are already employed.
00:13:05.434 --> 00:13:16.390
Each can assess how well their stated values then can align with actions, behaviors and expectations in clinic.
00:13:16.390 --> 00:13:28.091
Conversations like these promote transparency, accountability and a shared understanding of what expectations are in place.
00:13:28.091 --> 00:13:38.355
When you've got this happening in your clinic, you'll have a stronger alignment of values between the two parties, between the employer and the employee.
00:13:39.418 --> 00:13:44.455
If you're a job seeker right now, you might find Episode 73 helpful.
00:13:44.455 --> 00:13:51.128
Some of the questions I've just mentioned are known as behavioral based questions.
00:13:51.128 --> 00:13:58.764
To learn how to answer behavior type questions at a job interview, check out the STAR framework.
00:13:58.764 --> 00:14:03.250
Star, because that's what I talked about in Episode 73.
00:14:03.250 --> 00:14:08.346
I'll put a link to that episode in the show notes of this episode for you.
00:14:09.278 --> 00:14:09.899
But why?
00:14:09.899 --> 00:14:10.140
So?
00:14:10.140 --> 00:14:11.424
let's go back to values.
00:14:11.424 --> 00:14:17.207
But why would you want to put your recruitment relevant values out there for all to see?
00:14:17.207 --> 00:14:19.863
Maybe your competitors might see them?
00:14:20.475 --> 00:14:29.884
Well, there are plenty of benefits for braving up and publicly stating your clinic's employer values, and here's a quick overview of some of those.
00:14:29.884 --> 00:14:49.428
Clearly defined recruitment relevant values will provide a shared understanding of your clinic's guiding principles And that results in consistency and alignment in decision making and acceptable behaviors at your place, at your clinic.
00:14:49.428 --> 00:15:03.051
You'll help employees connect with your clinic's purpose, which will result in higher levels of engagement, usually, hopefully, job satisfaction and retention.
00:15:03.051 --> 00:15:04.958
These are all good things.
00:15:04.958 --> 00:15:07.365
These are all things that you want happening.
00:15:07.365 --> 00:15:14.626
Recruitment relevant values shape your clinic's culture because their behavior relevant.
00:15:14.626 --> 00:15:27.908
These influence whether a workplace is positive or not, and in turn, they'll attract your dream team future employees who align with those values.
00:15:29.455 --> 00:15:31.298
And publicly stating your recruitment.
00:15:31.298 --> 00:15:48.950
Relevant values go a long way to also enhancing your clinic's employer brand image and your reputation, and these showcase your commitment, your clinic's commitment, to ethical conduct, to social responsibility and employee well-being.
00:15:48.950 --> 00:15:58.434
When you've got shared values between your clinic's employees and your customers, your clients, it can strengthen client loyalty.
00:15:58.434 --> 00:16:05.455
That's because they're more likely to support clinics that align with their own beliefs and principles.
00:16:05.455 --> 00:16:11.455
An example of this, albeit outside of veterinary, can be found in the fashion industry.
00:16:11.455 --> 00:16:28.317
There's a definite move lately right now, currently for consumers to support those clothing brands that aren't made in sweatshops in China and India, so that's another reason why you want to put it out there.
00:16:29.809 --> 00:16:33.580
Values also serve as a framework for decision making.
00:16:33.580 --> 00:16:57.621
They ensure that actions and choices align with the clinic's core principles and your long term vision, and clearly stating your values helps attract top people who not only possess the necessary skills but also resonate with your clinic's culture and values.
00:16:57.621 --> 00:17:04.141
They'll foster trust and transparency within the clinic and among stakeholders.
00:17:04.141 --> 00:17:14.557
Stakeholders are employees, the owners, suppliers and clients, as it demonstrates your commitment to upholding those values.
00:17:14.557 --> 00:17:22.740
Values guide ethical behaviour and help ensure compliance with legal and regulatory standards.
00:17:22.740 --> 00:17:31.303
They'll mitigate legal risks and promote a responsible business environment.
00:17:31.303 --> 00:17:43.319
And then number 10, reason number 10 is that values prioritise employee wellbeing, and these create a supportive work environment, which is good.
00:17:43.319 --> 00:17:49.362
They'll enhance physical, mental and emotional health on your team, which is all good.
00:17:49.362 --> 00:17:53.410
This all leads to clinic and professional sustainability.
00:17:54.614 --> 00:18:11.740
Right, with those out of the way, now let's look at the perception that job seekers could have about clinics that don't have any stated values or clear values, and or some of the reasons that clinics don't have any recruitment relevant values.
00:18:11.740 --> 00:18:20.183
If you don't have them, you'll likely be perceived as not having a clearly defined goal and or purpose.
00:18:20.183 --> 00:18:23.459
You'll lack clarity and alignment.
00:18:23.459 --> 00:18:26.396
You could be seeing as just being vanilla.
00:18:26.396 --> 00:18:27.780
You'll be bland.
00:18:27.780 --> 00:18:34.598
You'll be the same as every other clinic That may be, just maybe you don't care.
00:18:34.598 --> 00:18:48.482
Some clinics just don't prioritise the importance of having a good culture and or they fail to recognise its impact on employee engagement and the overall clinics success.
00:18:48.482 --> 00:18:58.398
If leaders don't prioritise or model the desired values, then it totally undermines the importance of having them in the clinic to start with.
00:18:58.398 --> 00:19:01.919
It could raise the question of what else don't they worry about?
00:19:01.919 --> 00:19:07.079
So you know it's all again tied in with transparency.
00:19:08.569 --> 00:19:20.661
Clinics also that avoid publicly stating values may come across, may be perceived as being fearful of being held accountable for not living up to those values.
00:19:20.661 --> 00:19:35.922
We don't say it, we don't have to do it, and when you're up to your neck and alligators like some clinics are right now with the current staffing shortages, lots of clinics are being reactive, not proactive.
00:19:35.922 --> 00:19:43.816
When everything is about the here and now, it's easy to overlook the importance of installing long term values.
00:19:43.816 --> 00:19:45.311
So you could be.
00:19:45.311 --> 00:19:56.875
It could be a focus on short term results only, which means that you could end up wherever you end up, because you don't know where you're going, because you've got no values to get you there.
00:19:56.875 --> 00:20:07.136
It could also be that clinics are simply unaware of the benefits and the impact that publicly stating values can have.
00:20:07.136 --> 00:20:17.759
So if you are trying to attract somebody who whose values are right up there and you don't have them, you may dismiss the mark with that person.
00:20:17.759 --> 00:20:29.160
It could be a resistance to change and clinics may be hesitant to adopt and communicate values that require shifts in mindset or behavior.
00:20:29.849 --> 00:20:33.156
If a clinic lacks a genuine commitment to its stated values.
00:20:33.156 --> 00:20:43.183
It also may choose not to communicate them publicly to a via appear start, again to avoid appear being inauthentic.
00:20:43.183 --> 00:20:52.211
There could be competitive concerns Clinics in highly competitive situations, like we are right now, with veterinary professional shortages.
00:20:52.211 --> 00:21:04.742
They may prioritize other aspects of their business and perceive publicly stated values as a potential vulnerability that the clinic down the road will copy their values.
00:21:04.742 --> 00:21:08.554
So that might be another reason why a clinic might not put them out there.
00:21:08.554 --> 00:21:25.047
There could also be a lack of strategic focus and a clinic may again, like I've mentioned before, just overlook the importance of defining and communicating values as part of their overall business strategy.
00:21:25.776 --> 00:21:30.926
Okay, so your clinic has stated values, but you're still not getting the results.
00:21:30.926 --> 00:21:38.886
And you understand the difference between employer and employee side, but you might not be getting the results that you want from your job advertisements.
00:21:38.886 --> 00:22:07.869
Hopefully by now you see that clinics aren't sorry, the values aren't a one-size-fits-all thing, that even though you've worked through your clinic's values, you might not have worked through them from the recruitment retention lens, maybe, just maybe, the values that you're espousing are your client-facing your client-facing values, not those that you uphold as an employer.
00:22:07.869 --> 00:22:11.040
They are two completely different beasts.
00:22:11.040 --> 00:22:14.548
So now let's have a look at how they are different.
00:22:14.548 --> 00:22:21.857
So what we're looking at here now is the consumer versus the employee-employer facing values.
00:22:21.857 --> 00:22:24.365
The audience is different.
00:22:25.015 --> 00:22:34.808
Consumer-facing values primarily target external stakeholders, such as your clients or your customers and the general public.
00:22:34.808 --> 00:22:43.369
These values reflect what your clinic stands for, its mission and how it aims to serve its customers or its clients.
00:22:43.369 --> 00:23:01.387
On the other hand, employee-facing values are designed to engage and inspire internal stakeholders, your employees, by shaping your clinic's culture, your behavior or the people's behavior and the work environment.
00:23:01.387 --> 00:23:05.546
Let's use competitive pricing as an example.
00:23:05.546 --> 00:23:12.815
Now, this might be expressed as get the best deals and competitive prices on our veterinary services.
00:23:12.815 --> 00:23:17.866
We strive to offer affordable options without compromising quality.
00:23:17.866 --> 00:23:36.717
So, as you can see, that's a consumer-facing value, because consumers, your clients, might think that competitive pricing is for them, that it attracts, that they're attracted to a vet clinic that is into competitive pricing.
00:23:36.717 --> 00:23:41.827
Obviously, it may not translate directly as an employee value.
00:23:41.827 --> 00:23:51.663
Most veterinary professionals would probably prioritize values such as patient care, professional development and a supportive work environment.
00:23:51.663 --> 00:24:03.549
While competitive pricing is important for attracting customers, it doesn't necessarily address the intrinsic motivations and the aspirations of your employees.
00:24:04.515 --> 00:24:16.154
Consumer-facing values are typically communicated through marketing and branding efforts to create a positive perception and establish a connection with your clients.
00:24:16.154 --> 00:24:28.375
They're often expressed in a client or a customer-centric language, like I've just talked about before competitive pricing, and they emphasize benefits and outcomes.
00:24:28.375 --> 00:24:59.255
Employee-facing values, on the other hand, can be communicated through, or may be communicated through, internal communication channels like your Slack group, like your WhatsApp group, like your Messenger, your Facebook Messenger group, whatever your intranet, whatever you've got, as well as your employee handbooks, there may be posters on the staff-only areas of your clinics where customers don't get to visit your lunchroom.
00:24:59.255 --> 00:25:10.448
Perhaps The language used is more focused on the organizational context and it could include specific behaviors and expectations for employees.
00:25:10.448 --> 00:25:15.815
Consumer-facing values are often broad and encompassing.
00:25:15.815 --> 00:25:23.115
They reflect the business's, your clinic's overall mission and your clinic's commitment to your clients.
00:25:23.115 --> 00:25:32.055
They highlight the clinic's products, services and how they differentiate from competitors.
00:25:32.055 --> 00:25:50.570
Employee-facing values, while aligned with the broader organizational context, their organizational values, may focus more specifically on the expectations, the behaviors and the principles that guide your team's actions within the workplace.
00:25:50.570 --> 00:26:02.240
Employee-facing values may place a stronger emphasis on fostering a positive work culture, employee well-being and professional growth.
00:26:02.240 --> 00:26:11.545
They aim to create an environment where your team feels valued, engaged, supportive and psychologically safe.
00:26:12.055 --> 00:26:26.035
Consumer-facing values, while indirectly influenced by the clinic's culture, tend to emphasize excellent healthcare, high skills and advanced equipment, while delivering value to your clients.
00:26:26.035 --> 00:26:39.991
Consumer-facing values are often aligned with the values and expectations of that target market, depending on whether you're a small animal clinic, a mixed or a large.
00:26:39.991 --> 00:26:49.275
The Target market, for example, could be pet owners, lifestyle block owners, farmers and or horse lovers.
00:26:49.275 --> 00:26:51.502
I'm sure you get what that target means.
00:26:51.502 --> 00:27:08.529
They reflect what animal owners seek from the clinic in terms of quality health care, customer or client service, sustainability, social responsibility and other factors that are important to each target audience.
00:27:08.529 --> 00:27:32.786
Employee-facing values, while not 100% disconnected from client expectations, may also include additional aspects that focus on their wellbeing and their development, on employee wellbeing and development, on their work-life balance, on diversity and inclusion and other internal factors that are relevant to your team.
00:27:33.776 --> 00:27:45.185
Whilst there can be an overlap into connectedness between consumer-facing and employee-facing values, the specific nuances and emphasis may vary.
00:27:45.185 --> 00:27:58.885
Both sets of values contribute to the overall identity and the reputation of your clinic, but cater to different stakeholders, to different interested parties.
00:27:58.885 --> 00:28:07.989
You need to address each respective needs and expectations, each stakeholders, so internal or external.
00:28:07.989 --> 00:28:13.186
Once you have identified, there's a lot to do, yes, or a lot to take in.
00:28:13.186 --> 00:28:31.624
Once you have identified that the values that represent your clinic as an employer those that are recruitment relevant it's time to spread the word and attract great job applicants through your recruitment marketing efforts.
00:28:32.494 --> 00:28:49.647
One long-lasting, immediate and effective way to do this is by creating a business profile at vetclinicjobscom, which is our brand new platform designed to help good vet clinic employers shine online and connect with job seekers.
00:28:49.647 --> 00:29:08.006
If you've got a dedicated careers website, then you'll also emphasise them there as well, because we understand what matters to veterinary professionals when they're considering potential employers and that they go to veterinary job boards to look for jobs.
00:29:08.006 --> 00:29:17.469
We've provided a special place on vetclinicjobscom job board for clinics to share their recruitment-relevant employer values.
00:29:17.469 --> 00:29:29.767
Creating a profile for your clinic is easy and there's a free option available, but I recommend that you consider a premium listing if you want to highlight your clinic's values.
00:29:29.767 --> 00:29:33.785
You can also advertise your job vacancies for free.
00:29:33.785 --> 00:29:43.144
The more information that you include about your clinic that's important to potential employees, the better your recruitment marketing will be.
00:29:44.276 --> 00:29:47.506
Vetclinicjobscom is recruitment reimagined.
00:29:47.506 --> 00:29:56.509
It makes it simple for job seekers to learn about a clinic as an employer while searching for jobs, all in one convenient place.
00:29:56.509 --> 00:30:04.429
So please visit vetclinicjobscom today and create your clinic's employer profile for free.
00:30:04.429 --> 00:30:16.826
It's a great way to showcase what makes your clinic stand out and shine online as an employer so that you can attract the motivated professionals that you want to join your team.
00:30:16.826 --> 00:30:20.343
I hope you've found all of this helpful.
00:30:20.343 --> 00:30:32.307
Remember that values are important, and shouting about your clinic's consumer-facing values isn't going to get you the results that you want or deserve from your recruitment marketing.
00:30:32.307 --> 00:30:43.907
You need to make sure that you're shouting about the right type of values, your recruitment relevant values, to avoid the values disconnect in your job advertisements.
00:30:43.907 --> 00:30:47.744
If you've got any questions, please feel free to get hold of me.
00:30:47.744 --> 00:31:07.826
My contact details can be found wherever you're listening to this podcast Coming up next week we have Dr Meg Irvine of VetLife Skills sharing her wisdom on in-clinic communication to help vets and nurses work in jobs that they're excited about going to on Monday mornings.
00:31:08.474 --> 00:31:20.686
To make sure you don't miss that episode, make sure you've hit that follow button on your podcast app of choice so the VetStuff podcast automatically appears in your feed.
00:31:20.686 --> 00:31:34.275
Until then, this is Julie South signing off and inviting you to shine bright online and go out there and be the most fantabulous version of you you can be.
00:31:34.275 --> 00:31:37.704
Thank you for listening right to the very end.
00:31:37.704 --> 00:31:40.279
I appreciate that.
00:31:40.279 --> 00:31:43.186
Take care, god bless.
00:31:43.186 --> 00:32:00.185
The VetStuff podcast is proudly powered by VetClinicJobscom, the new and innovative global job board reimagining veterinary recruitment, connecting veterinary professionals with clinics that shine online.
00:32:00.185 --> 00:32:12.047
Vetclinicjobscom is your go-to resource for finding the perfect career opportunities and helping vet clinics power up their employer branding game.
00:32:12.047 --> 00:32:21.224
Visit vetclinicjobscom today to find vet clinics that shine online, so veterinary professionals can find them.
00:32:21.224 --> 00:32:24.122
Vetclinicjobscom.
00:00:04.426 --> 00:00:17.492
00:00:18.080 --> 00:00:26.207
00:00:26.207 --> 00:00:35.043
00:00:35.043 --> 00:00:41.204
00:00:41.204 --> 00:00:54.988
00:00:54.988 --> 00:01:05.587
00:01:05.587 --> 00:01:13.463
00:01:13.463 --> 00:01:21.444
00:01:21.444 --> 00:01:22.507
00:01:22.507 --> 00:01:25.305
00:01:28.920 --> 00:01:33.691
00:01:33.691 --> 00:01:39.292
00:01:39.292 --> 00:01:43.087
00:01:43.087 --> 00:01:43.808
00:01:43.808 --> 00:01:57.533
00:01:57.533 --> 00:02:06.028
00:02:06.028 --> 00:02:10.710
00:02:10.710 --> 00:02:22.646
00:02:22.646 --> 00:02:31.467
00:02:31.467 --> 00:02:36.711
00:02:36.711 --> 00:02:44.573
00:02:44.573 --> 00:02:48.709
00:02:48.709 --> 00:02:58.486
00:02:58.486 --> 00:03:11.151
00:03:11.151 --> 00:03:36.109
00:03:37.500 --> 00:03:42.352
00:03:42.352 --> 00:03:45.969
00:03:45.969 --> 00:03:54.165
00:03:54.165 --> 00:04:00.092
00:04:00.092 --> 00:04:09.748
00:04:09.748 --> 00:04:16.673
00:04:16.673 --> 00:04:26.310
00:04:26.779 --> 00:04:35.014
00:04:35.014 --> 00:04:46.639
00:04:46.639 --> 00:04:53.012
00:04:53.012 --> 00:04:59.552
00:04:59.552 --> 00:05:17.105
00:05:17.105 --> 00:05:26.372
00:05:26.372 --> 00:05:36.721
00:05:36.721 --> 00:05:47.144
00:05:47.144 --> 00:05:59.105
00:05:59.105 --> 00:06:09.644
00:06:09.644 --> 00:06:19.398
00:06:19.398 --> 00:06:33.795
00:06:33.795 --> 00:06:47.398
00:06:47.398 --> 00:06:50.887
00:06:51.288 --> 00:06:53.553
00:06:53.553 --> 00:07:01.516
00:07:01.516 --> 00:07:06.791
00:07:06.791 --> 00:07:12.232
00:07:12.232 --> 00:07:20.353
00:07:20.353 --> 00:07:28.973
00:07:28.973 --> 00:07:43.430
00:07:43.430 --> 00:07:52.439
00:07:53.122 --> 00:08:05.540
00:08:05.540 --> 00:08:19.297
00:08:19.297 --> 00:08:36.779
00:08:36.779 --> 00:08:43.440
00:08:43.440 --> 00:08:46.466
00:08:46.466 --> 00:08:47.830
00:08:47.830 --> 00:08:51.015
00:08:51.015 --> 00:08:52.337
00:08:52.337 --> 00:09:02.951
00:09:02.951 --> 00:09:21.965
00:09:21.965 --> 00:09:28.399
00:09:29.321 --> 00:09:36.538
00:09:36.538 --> 00:09:42.998
00:09:42.998 --> 00:09:46.307
00:09:46.307 --> 00:09:51.441
00:09:51.441 --> 00:10:00.562
00:10:00.562 --> 00:10:06.635
00:10:06.635 --> 00:10:11.504
00:10:11.504 --> 00:10:18.964
00:10:18.964 --> 00:10:25.005
00:10:25.005 --> 00:10:30.854
00:10:30.854 --> 00:10:42.179
00:10:42.179 --> 00:10:48.990
00:10:48.990 --> 00:10:54.025
00:10:54.025 --> 00:11:01.369
00:11:01.369 --> 00:11:09.849
00:11:09.849 --> 00:11:15.525
00:11:15.525 --> 00:11:23.048
00:11:23.875 --> 00:11:29.414
00:11:29.414 --> 00:11:35.307
00:11:35.307 --> 00:11:39.140
00:11:39.140 --> 00:11:44.409
00:11:44.409 --> 00:11:50.455
00:11:50.455 --> 00:11:55.326
00:11:55.326 --> 00:12:01.268
00:12:01.268 --> 00:12:11.062
00:12:11.563 --> 00:12:12.986
00:12:12.986 --> 00:12:14.149
00:12:14.149 --> 00:12:21.607
00:12:21.607 --> 00:12:29.928
00:12:29.928 --> 00:12:35.647
00:12:35.647 --> 00:12:42.207
00:12:42.207 --> 00:12:53.330
00:12:53.330 --> 00:13:05.434
00:13:05.434 --> 00:13:16.390
00:13:16.390 --> 00:13:28.091
00:13:28.091 --> 00:13:38.355
00:13:39.418 --> 00:13:44.455
00:13:44.455 --> 00:13:51.128
00:13:51.128 --> 00:13:58.764
00:13:58.764 --> 00:14:03.250
00:14:03.250 --> 00:14:08.346
00:14:09.278 --> 00:14:09.899
00:14:09.899 --> 00:14:10.140
00:14:10.140 --> 00:14:11.424
00:14:11.424 --> 00:14:17.207
00:14:17.207 --> 00:14:19.863
00:14:20.475 --> 00:14:29.884
00:14:29.884 --> 00:14:49.428
00:14:49.428 --> 00:15:03.051
00:15:03.051 --> 00:15:04.958
00:15:04.958 --> 00:15:07.365
00:15:07.365 --> 00:15:14.626
00:15:14.626 --> 00:15:27.908
00:15:29.455 --> 00:15:31.298
00:15:31.298 --> 00:15:48.950
00:15:48.950 --> 00:15:58.434
00:15:58.434 --> 00:16:05.455
00:16:05.455 --> 00:16:11.455
00:16:11.455 --> 00:16:28.317
00:16:29.809 --> 00:16:33.580
00:16:33.580 --> 00:16:57.621
00:16:57.621 --> 00:17:04.141
00:17:04.141 --> 00:17:14.557
00:17:14.557 --> 00:17:22.740
00:17:22.740 --> 00:17:31.303
00:17:31.303 --> 00:17:43.319
00:17:43.319 --> 00:17:49.362
00:17:49.362 --> 00:17:53.410
00:17:54.614 --> 00:18:11.740
00:18:11.740 --> 00:18:20.183
00:18:20.183 --> 00:18:23.459
00:18:23.459 --> 00:18:26.396
00:18:26.396 --> 00:18:27.780
00:18:27.780 --> 00:18:34.598
00:18:34.598 --> 00:18:48.482
00:18:48.482 --> 00:18:58.398
00:18:58.398 --> 00:19:01.919
00:19:01.919 --> 00:19:07.079
00:19:08.569 --> 00:19:20.661
00:19:20.661 --> 00:19:35.922
00:19:35.922 --> 00:19:43.816
00:19:43.816 --> 00:19:45.311
00:19:45.311 --> 00:19:56.875
00:19:56.875 --> 00:20:07.136
00:20:07.136 --> 00:20:17.759
00:20:17.759 --> 00:20:29.160
00:20:29.849 --> 00:20:33.156
00:20:33.156 --> 00:20:43.183
00:20:43.183 --> 00:20:52.211
00:20:52.211 --> 00:21:04.742
00:21:04.742 --> 00:21:08.554
00:21:08.554 --> 00:21:25.047
00:21:25.776 --> 00:21:30.926
00:21:30.926 --> 00:21:38.886
00:21:38.886 --> 00:22:07.869
00:22:07.869 --> 00:22:11.040
00:22:11.040 --> 00:22:14.548
00:22:14.548 --> 00:22:21.857
00:22:21.857 --> 00:22:24.365
00:22:25.015 --> 00:22:34.808
00:22:34.808 --> 00:22:43.369
00:22:43.369 --> 00:23:01.387
00:23:01.387 --> 00:23:05.546
00:23:05.546 --> 00:23:12.815
00:23:12.815 --> 00:23:17.866
00:23:17.866 --> 00:23:36.717
00:23:36.717 --> 00:23:41.827
00:23:41.827 --> 00:23:51.663
00:23:51.663 --> 00:24:03.549
00:24:04.515 --> 00:24:16.154
00:24:16.154 --> 00:24:28.375
00:24:28.375 --> 00:24:59.255
00:24:59.255 --> 00:25:10.448
00:25:10.448 --> 00:25:15.815
00:25:15.815 --> 00:25:23.115
00:25:23.115 --> 00:25:32.055
00:25:32.055 --> 00:25:50.570
00:25:50.570 --> 00:26:02.240
00:26:02.240 --> 00:26:11.545
00:26:12.055 --> 00:26:26.035
00:26:26.035 --> 00:26:39.991
00:26:39.991 --> 00:26:49.275
00:26:49.275 --> 00:26:51.502
00:26:51.502 --> 00:27:08.529
00:27:08.529 --> 00:27:32.786
00:27:33.776 --> 00:27:45.185
00:27:45.185 --> 00:27:58.885
00:27:58.885 --> 00:28:07.989
00:28:07.989 --> 00:28:13.186
00:28:13.186 --> 00:28:31.624
00:28:32.494 --> 00:28:49.647
00:28:49.647 --> 00:29:08.006
00:29:08.006 --> 00:29:17.469
00:29:17.469 --> 00:29:29.767
00:29:29.767 --> 00:29:33.785
00:29:33.785 --> 00:29:43.144
00:29:44.276 --> 00:29:47.506
00:29:47.506 --> 00:29:56.509
00:29:56.509 --> 00:30:04.429
00:30:04.429 --> 00:30:16.826
00:30:16.826 --> 00:30:20.343
00:30:20.343 --> 00:30:32.307
00:30:32.307 --> 00:30:43.907
00:30:43.907 --> 00:30:47.744
00:30:47.744 --> 00:31:07.826
00:31:08.474 --> 00:31:20.686
00:31:20.686 --> 00:31:34.275
00:31:34.275 --> 00:31:37.704
00:31:37.704 --> 00:31:40.279
00:31:40.279 --> 00:31:43.186
00:31:43.186 --> 00:32:00.185
00:32:00.185 --> 00:32:12.047
00:32:12.047 --> 00:32:21.224
00:32:21.224 --> 00:32:24.122