For the second year in a row, The VET Recruiter, the leading executive search and recruiting firm for the Animal Health industry and Veterinary profession, conducted a survey of Animal Health and Veterinary professionals. This survey, the 2024 Animal Health and Veterinary Workplace/Workforce Survey, generated interesting results. Specifically, it shed light and provided insight on the challenges that exist in terms of recruiting and retention in the Animal Health industry and Veterinary profession.
With a growing demand for Veterinary services, a shortage of qualified professionals, and issues surrounding recruitment and retention, employers are grappling with workforce-related obstacles that impact operational efficiency, employee satisfaction, and, ultimately, patient care. With that in mind, I would like to explore the results of our survey on a deeper level, focusing on the core challenges that employers encounter and how these challenges may shape the future.
The Workforce Shortage: A Persistent Concern
One of the most pressing issues highlighted by the survey is the perceived workforce shortage across the Animal Health industry and Veterinary profession, especially the latter.
When asked if they believe there is a workforce shortage in their profession, 49.8% of respondents strongly agreed, and an additional 33.2% somewhat agreed. This overwhelming consensus suggests that the Animal Health industry and Veterinary profession are struggling to meet the growing demand for Veterinary services due to an insufficient supply of qualified professionals.
The Impact of Increased Demand
Demand for Veterinary services and the rise in pet ownership in recent years has placed increased pressure on Veterinary clinics and hospitals to meet the needs of their clients. Simultaneously, advances in Veterinary medicine have expanded the scope of services available, further increasing the workload for Veterinary professionals. Employers are now faced with the challenge of maintaining high-quality care while dealing with limited staff and resources.
The shortage has had ripple effects across the profession in recent years, leading to longer wait times for appointments (although recent data shows this is softening), increased workloads for existing staff, and higher levels of stress and burnout. Employers are forced to find ways to balance the growing demand with their ability to recruit and retain enough skilled professionals to meet that demand.
Recruitment Challenges: Attracting the Right Talent
The survey paints a clear picture of the difficulties employers face when it comes to recruitment. In fact, 29.1% of respondents disagreed with the statement that their organization had no trouble finding the right candidates to fill positions during the last 12 months, while only 7.5% strongly agreed. These statistics underscore the growing difficulty of attracting qualified professionals in a competitive job market.
Competition for Talent
One of the major reasons for the recruitment struggle is the intense competition for Veterinary professionals. With more job openings than qualified candidates, employers must differentiate themselves from competitors to attract talent. Compensation is often a key factor, but other aspects, such as work-life balance, workplace culture, and opportunities for professional development, are equally important for many potential hires.
The study indicates that 87.9% of respondents are looking to fill between 1-5 positions in their organizations. Yet, despite the number of positions that need to be filled, many employers have struggled to find suitable candidates. This points to a deeper issue within the profession: the supply of Veterinary professionals is not keeping pace with the demand, making it more difficult for employers to find the right fit for their practice.
Retention: The Struggle to Keep Skilled Workers
Recruitment is only half of the equation. Retention remains an equally pressing challenge for employers in the Animal Health industry and Veterinary profession. The survey results suggest that even when employers manage to hire qualified professionals, keeping them satisfied and committed to the organization is an ongoing struggle.
Burnout and Workload
One of the primary contributors to turnover in the Veterinary profession is burnout. Veterinary professionals often face long hours, emotionally demanding work, and high caseloads, all of which can lead to burnout and job dissatisfaction. The survey revealed that 42.5% of respondents work between 40 and 49 hours per week, while 6.5% work more than 60 hours per week. These extended hours, coupled with the emotionally taxing nature of Veterinary work, make it difficult for employees to maintain a healthy work-life balance.
Only 32.1% of respondents felt that their job allowed them to have a good work-life balance, and 16.2% strongly disagreed with this statement. This imbalance is a significant concern for employers, as employees who feel overworked and unable to maintain a reasonable balance between their professional and personal lives are more likely to seek opportunities elsewhere.
Compensation and Satisfaction
Compensation also plays a critical role in retention. According to the survey, only 24% of respondents were very satisfied with their overall compensation, while 15.9% were somewhat dissatisfied. This dissatisfaction with pay is likely driving many professionals to explore other opportunities, either within the Veterinary profession or in entirely different industries.
For employers, this presents a difficult challenge. On the one hand, offering competitive salaries and benefits is necessary to attract and retain talent. On the other hand, rising operational costs of many Veterinary practices make it difficult to increase compensation to the level that employees desire. This financial strain can lead to a vicious cycle, where practices are unable to retain staff, further increasing the workload for those who remain, which in turn exacerbates burnout and turnover.
Work Environment and Organizational Culture
Beyond pay and workload, the work environment and organizational culture are significant factors that influence employee retention. The survey reveals that 39.5% of respondents feel overworked, and 33% indicated that their practice was understaffed.
In addition, 32.4% expressed concerns about management or leadership within their organizations. These statistics suggest that many Animal Health and Veterinary professionals are dissatisfied with the way their workplaces are managed, which can lead to higher turnover rates.
Leadership and Management Issues
The perception of poor leadership or management is a “red flag” for employers looking to improve retention. Veterinary practices that struggle with communication, decision-making, or conflict resolution are likely to see higher turnover, as employees feel undervalued or unsupported. Addressing these issues requires a focus on leadership development, creating clear communication channels, and creating a positive workplace culture where employees feel heard and respected.
Interestingly, only 29.8% of respondents strongly agreed with the statement that they intend to retire in their current role, while 14.3% strongly disagreed. This suggests that a significant portion of the workforce is open to exploring other opportunities, particularly if they feel their current workplace is not meeting their needs in terms of leadership, support, or career growth.
The Role of Professional Development and Career Growth
One area where employers can improve both recruitment and retention is by offering opportunities for professional development and career growth. Animal Health and Veterinary professionals, like those in many other industries, value opportunities to learn new skills, take on new challenges, and advance within their organizations. However, the survey indicates that only 8.4% of respondents had received professional development or skills development as part of their compensation package.
For employers, investing in training and career development programs can be a powerful tool for attracting and retaining top talent. Offering mentorship programs, continuing education, and leadership training can help employees feel valued and motivated to stay with their current employer.
Recruitment and Retention Challenges: Strategic Recommendations
Given the insights from the survey, it is clear that employers in the Animal Health industry and Veterinary profession face significant challenges in both recruitment and retention. However, there are several strategic actions that employers can take to address these challenges.
Focus on Work-Life Balance: Employers must prioritize work-life balance by offering flexible schedules, reducing excessive workloads, and encouraging employees to take time off. This will help prevent burnout and improve job satisfaction.
Enhance Compensation and Benefits: While increasing salaries may not always be feasible, employers can offer additional benefits such as performance-based bonuses, health benefits, or professional development opportunities to improve employee satisfaction and retention.
Invest in Leadership Development: Strong leadership is essential for maintaining a positive work environment. Employers should invest in training programs for managers and supervisors to ensure they are equipped to support their teams effectively.
Promote Professional Growth: Offering opportunities for employees to advance their careers, whether through continuing education, mentorship, or leadership roles, can help keep them engaged and motivated to stay with their current employer.
Consider Using External Recruiting Agencies: In addition to the solutions outlined above, employers should consider partnering with an external recruiting agency that has a history of success in the Animal Health industry and Veterinary profession. Expert recruiters have their “finger on the pulse” of not just the profession, but the job market overall.
Navigating a Challenging Future
The challenges outlined in the 2024 VET Recruiter Animal Health and Veterinary Workplace/Workforce Survey are significant, but they are not insurmountable. Employers that take proactive steps to address the workforce shortage, improve recruitment strategies, and focus on retention will be better positioned to succeed. The future of the Animal Health industry and Veterinary profession depends upon the ability of employers to create work environments that attract, retain, and nurture top talent, ensuring that high-quality care remains accessible for the animals and clients that depend upon them.
And when you think about it, the recruitment and retention challenges highlighted by the results of this survey are similar to the challenges that have existed within the Animal Health industry and Veterinary profession for the past few years—as are the solutions to those challenges.
The key is how well employers can implement and execute the solutions necessary to meet these challenges, now and in the future.