Veterinary Voices

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 clinicWhy first-party content (you talking about yourself) no longer differentiates youWhat 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 fundedStay 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: [email protected] careers.vetclinicjobs.comVeterinary 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 Episode01:09 – “That’s not how we do things here”02:03 – When identity becomes a barrier02:32 – The cost of holding the line04:01 – Two clinics, two different responses04:37 – Trying something unfamiliar05:13 – What happened next (and why)06:13 – Why this stuck is different07:20 – Thinking problems vs tactical problems08:05 – When identity becomes a ceiling08:41 – 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 Episode00:57 – “We’ve tried social media. It didn’t work”01:57 – The first problem: what vets and nurses actually find03:54 – The second problem: algorithm filtering and reach05:43 – The third problem: sound bites vs serial stories06:26 – The fourth problem: platform (Facebook vs LinkedIn)07:34 – What clinics can and can’t control08:20 – A question about what people find when they look you upStruggling 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 Episode01:32 – “We’ll just update our careers page”02:26 – Who your website is actually built for05:03 – What vets and nurses are trying to work out06:00 – What happens when there’s nothing to stay for06:56 – Why updating a careers page feels like progress09:45 – The difference between a door and a destination10:41 – 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 Episode01:33 – “But isn’t this just employer branding, Julie?”03:59 – What employer brand marketing is designed to do06:22 – Where hiring decisions actually happen08:12 – Why one approach can’t replace the other09:06 – What changes inside a clinic when stories are told10:16 – 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 DayStacey 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 Episode00:01 – Introduction to Stacey Deacon and the Energy Vets reception team01:46 – Size of the reception team and working across two clinic locations03:07 – The role of a dedicated veterinary receptionist03:32 – How Stacey entered the veterinary industry03:59 – What’s different about working at Energy Vets04:34 – Busy periods: small animal demand and farm scanning season05:30 – How the team supports each other day to day06:02 – Reception’s role in managing diaries and urgent cases07:16 – The type of person who fits at Energy Vets08:18 – Energy Vets’ “best kept secret”09:35 – Three words to describe the team09:45 – What working at Energy Vets is like day to day10:27 – Why Stacey joined Energy Vets11:07 – Team environment vs expectations before joining11:24 – No hierarchy: how vets support reception when it’s busyHiring LinkEnergy Vets is currently looking for an experienced small animal veterinarian to join a genuinely team-oriented clinic.Learn more here:  careers.vetclinicjobs.com/energyvetsStruggling 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 Episode00:58 – “We don’t have time for this”01:54 – What clinics think “this” means03:14 – What it actually looks like05:28 – Where time is really going07:39 – Two questions to rethink time and effortStruggling 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 VetsKylie 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 Episode00:04 – 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 leadershipHiring LinkEnergyVets 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/energyvetsStruggling 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 CultureKylie 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 Episode00:04 – 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 region08:49 – Growth of the clinic since 2005 10:41 – Professional development and leadership training 12:34 – Rotating teams across the Inglewood and Waitara clinics15:27 – 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 teamHiring LinkEnergy Vets is currently looking for an experienced small animal veterinarian ready to co-lead the companion animal team.Learn more here:vetclinicjobs.com/energyvetsStruggling 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 Episode01:22 – The objection Julie hears most often: “We need someone now”04:37 – The Job Application Decision Gap and the Cultural Visibility Stress Test05:30 – Building an information bridge between job ads and applications09:52 – Two questions about what reactive recruitment may already be costing your clinicMentioned in This EpisodeCultural Visibility Stress TestA 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.comAbout Julie SouthJulie 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 TaranakiIn 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 Episode00:05 – 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 Hugger13:51 – Three words Nicky uses to describe the team 14:00 – Energy Vets’ “best kept secret” as a workplace 14:44 – Working across two clinic locations16:05 – 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 LinkIf 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/energyvetsLinks MentionedCape Egmont Half Marathon About Julie SouthJulie South is the founder of VetClinicJobs and host of Veterinary Voices.Through VetClinicJobs, she helps forward-thinking veterinary clinics show what working thereStruggling 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 Episode00:00:06 – 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 itselfMentioned in This EpisodeCultural Visibility Stress TestA 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.comAbout Julie SouthJulie 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 advertStruggling 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 Episode00:00 – Introduction to the REAL+STORY series with Energy Vets01:05 – Sieara’s background and first impressions as a new grad03:30 – Rural caseload: emergencies, variety, and learning fast04:52 – What support in surgery actually looks like06:43 – Realising you’re more capable than you thought07:56 – Moving countries and adjusting to rural life09:16 – How after-hours really works11:32 – Differences between the two clinic branches12:50 – The early-career lens on Energy VetsHiring LinkIf 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 SouthJulie 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 Episode00:00 – Introduction: Month four and the shift to random tactics01:12 – Social posts, staff shares, website updates02:19 – The “maybe something will stick” phase03:58 – Why your website isn’t designed for recruitment recognition04:44 – Why staff sharing helps—but can’t replace recognition05:29 – Buried posts and disappearing visibility06:20 – Using the wrong tools for the job07:15 – The clinic with permanent culture story centre infrastructure08:15 – Why month four doesn’t have to become month five09:28 – The question about pushing water uphillAbout Julie SouthJulie 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 Episode00:00 – Introduction to the REAL+STORY series with Energy Vets02:20 – Why Alana chose to return03:04 – What feels different about this clinic07:31 – Nurses using their full clinical skillset09:52 – Supporting a new graduate in surgery11:27 – How the clinic has grown over time12:36 – Living and raising a family in TaranakiHiring LinkIf 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 SouthJulie 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 WorkBy 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 Episode00:00 – 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 forAbout Julie SouthJulie 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 Episode00:00 – Introduction to the Real Story series with Energy Vets01:05 – Michelle’s journey from new graduate to shareholder02:27 – Moving to Taranaki and settling into the region03:56 – Family life, schooling and working four days a week05:12 – Support, flexibility and parenting at Energy Vets06:38 – The role of farm services manager and developing people08:14 – Being invited into ownership09:24 – Who fits best at Energy Vets14:12 – What long-term progression really looks like in practiceHiring linkIf 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/energyvetsAbout Julie SouthJulie 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 Episode00:00 – Introduction: Month two of the recruitment cycle01:14 – The rewrite instinct and why it feels productive03:03 – Pattern matching: how vets and nurses actually scroll04:41 – Why even professional copywriters can’t solve this07:45 – What job ads are really designed to do08:52 – Two clinics, two very different outcomes09:44 – The question about how many times you’ve rewritten the same ad10:55 – What happens in month threeAbout Julie SouthJulie 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 Episode00:00 – Introduction and context for Part Two01:01 – Life after the settling-in period02:04 – After-hours work and how it’s managed03:59 – Recovery time, sleep, and safety04:51 – Using a regional after-hours clinic05:43 – Commuting, call-outs, and New Zealand roads07:49 – What overseas vets benefit from knowing09:22 – Visas, residency, and practical logistics11:27 – Team culture and why people stay12:08 – Closing reflections on sustainability and support14:04 – Final sign-offIf 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/energyvetsAbout Julie SouthJulie 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 Episode00:00 – 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 resultsAbout Julie SouthJulie 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 Episode00:00 – Introduction and episode context01:48 – Sam’s background and arriving in New Zealand06:07 – Starting work as a new graduate and learning in practice07:57 – A significant farm case and building confidence over time10:33 – Team support, meetings, and shared decision-making11:38 – Integrating into Taranaki and working in New Zealand12:30 – How New Zealand farming systems differ from the UK and Ireland16:06 – Favourite piece of kit and day-to-day realities17:24 – Describing Energy Vets in three words19:47 – Closing reflections on learning, support, and cultureIf 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/energyvetsAbout Julie SouthJulie 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 DoingMost 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 Episode00:00 – Introduction: The attraction gap and why knowing isn't doing01:10 – The impossible timing trap: never thinking about recruitment when staffed, desperate when understaffed04:03 – The predictable five-month cycle from job ads to expensive surrender07:31 – Two clinics, two different approaches to closing the gap10:17 – The timing question that explains why the gap never closes About Julie SouthJulie 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 professionWhen 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 veterinarianIn This Episode00:00 – 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 professionIf 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 SouthJulie 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 MatterWhen 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 Episode00:00 – 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 size01:56 – Posting the ad, waiting, upgrading, and still not getting the right response02:56 – Why big databases and high traffic don’t guarantee the right applicants03:29 – What Google actually measures: behaviour, not hits 04:53 – The one number clinics really need: one right vet or nurse05:44 – How recognition forms before a vacancy appears06:54 – 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 discovered09:46 – The question clinics should be asking instead of “which platform is bigger?”10:56 – From being listed to being recognised — and why attraction changes everythingAbout Julie SouthJulie 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 Episode00:00 – Introduction01:20 – What leadership actually looks like in practice03:10 – Succession planning and an ageing workforce06:00 – Supporting teams when things go wrong09:10 – How people show up for each other12:30 – Profit, efficiency, and staying viable15:10 – Shareholding and long-term pathways18:30 – What success looks like after 12 months20:45 – ClosingIf 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/energyvetsAbout Julie SouthJulie 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 TrappedMost 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 Episode00:00 – 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 hire  03:36 – The toll of recruiting from cold on time, money, and belief  04:13 – Why vets and nurses scroll past unfamiliar clinics  04:46 – Groundhog Day recruiting and losing momentum while fully staffed  05:47 – Cold start recruiting vs recruiting with momentum  06:25 – Recruitment momentum as a long-term deposit, not a quick fix  07:43 – What’s changed: filtering interruptions, trust taking time, and passive watchers  08:34 – Why continuous culture stories matter even when you’re fully staffed  09:34 – Recruiting from warm with calm invitations, not urgency  10:10 – How VetClinicJobs supports recruitment momentum through Culture Centres  11:15 – Closing reflections on sustainability, momentum, and recruiting from warmAbout Julie SouthJulie 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 Episode00:00 – Introduction01:10 – Why place and community matter in veterinary work03:00 – What day-to-day life looks like across Energy Vets’ clinics05:20 – Small animal work, variety, and real caseloads07:50 – After-hours, weekends, and how rosters actually work10:40 – Lifestyle, commute, and living in Taranaki13:00 – Trust, relationships, and working in a tight-knit community15:30 – The kind of vet who tends to fit best16:38 – ClosingIf 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/energyvetsAbout Julie SouthJulie 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 ReachMost 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 Episode00:00 – Introduction and why this episode focuses on network expansion01:11 – The follower-count ceiling: why clinic posts only reach who already follows you02:15 – Why job ads can’t travel beyond your own network02:54 – How culture stories move differently through personal networks03:58 – Network amplification vs addition and multiplication04:47 – Why job ads stay locked under limited reach05:51 – What’s changed: recognition before application06:46 – Why starting from cold keeps clinics at a disadvantage07:25 – Trust comes from peer voices, not clinic claims08:43 – How permanent, shareable culture stories amplify through extended networks10:07 – Being discovered before recruiting begins11:51 – The question clinics should be asking instead of “How do we get more reach?”13:11 – Closing reflections on discovery, familiarity, and network visibilityAbout Julie SouthJulie 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+STORYWhen 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 Episode00:00 – 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 invitationIf 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 SouthJulie 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 –   ClosingAbout Julie SouthJulie 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.LinksConnect with Julie on LinkedIn Learn more about Culture StorytellingStruggling 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/carevetsgisborneStruggling 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 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

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 Coastthe kind of caseload you can expect in a regional clinichow the nursing team works (and why he’d trust them with his own dog)what the after-hours roster really feels likethe community moments that made him feel welcomewhy he’s usually home by 5pmand how he often gets to go home for lunchIf 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 GisborneI’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:[email protected] at LinkedinStruggling 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/carevetsgisborneStruggling 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/carevetsgisborneStruggling 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:LinkedinEmailVetClinicJobsStruggling 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/vetsoneEpisode page: https://veterinaryvoices.com/1016Contact Julie: [email protected] 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:LinkedinEmailVetClinicJobsStruggling 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 daysHow Brooke discovered a passion for palliative care she didn't know she hadWhy Abi's weight management clinic idea sat in her head for months before she finally mentioned itThe difference between corporate and privately owned clinics from nurses who've worked bothWeekly role rotations that pair nurses with different vets daily—and why they like itWhat 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/vetsoneEpisode page: https://veterinaryvoices.com/1013Contact Julie: [email protected] 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 [email protected] 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 VetClinicJobsStruggling 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 peopleCorporate 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 everyoneThe Lincoln programme: Learning to navigate difficult conversations at work and homeWhat 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/vetsoneEpisode page: https://veterinaryvoices.com/1011Contact Julie: [email protected] 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 [email protected] 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