Human Resource Issues in Veterinary Medicine Video

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  • 0:01 Hiring and Firing
  • 0:28 Hiring the Right Candidates
  • 2:59 Firing the Wrong Candidate
  • 4:31 Lesson Summary
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Lesson Transcript
Instructor: Artem Cheprasov
In this lesson, we'll go over the hiring and firing of candidates. We'll also cover what employers look for and how to minimize the termination of employees and why.

Hiring and Firing

HR, or the human resources department, is a part of the veterinary clinic that may be addressed by one or more individuals. Human resources deals with many things, including hiring and firing people as well as payrolls and benefits.

In this lesson, we'll take a look at some of the things involved with hiring and firing people in veterinary medicine so that you can use them to your advantage to find and keep a good job.

Hiring the Right Candidates

In the ideal world, a veterinary clinic will always hire a perfect 10. That means someone with a lot of experience, skills, a great education, an awesome personality, and a superb work ethic. But finding a perfect 10 is quite hard. So what do employers look for? Well, I can boil it down to this for you. You can train skills but you can't train someone's personality or work ethic. And even if you can, no practice or employer has the time for that.

That doesn't mean a practice will hire someone without the proper education or skillset. It's just that if it comes down to hiring an extremely skilled person with a horrible personality vs. someone who has a good skillset, a great personality, and a hard work ethic, whom would you hire? Obviously the person with the hard work ethic because they can, over time, use that work ethic to become extremely skilled as well.

This is why when you are being interviewed for a job, emphasize exactly how you have a hard work ethic and make sure that you present yourself in a positive light with a great personality. I hate to say it, but you are selling yourself. You are a product and the better you package it, the more likely someone is to buy it.

The job you will apply for may require you to submit a resume, a summary of work experience and education as well as a list of references. Your resume should not be more than one page long, two pages tops if you are very experienced. No one has time to sift through more than that. Your references should be made aware of the fact that you're applying to a certain job so they have time to prepare for any phone calls or e-mails requesting more information about you.

If you yourself are part of a hiring team, it's important the right questions are asked. For instance:

  • What qualities and skills would you bring to our clinic?
  • What do you think you'll need to improve on the most?
  • Why would you want to leave your current job?

As importantly, you should know exactly what not to ask, as it may be illegal or highly inappropriate to do so. Question such as these should be avoided:

  • Do you have children?
  • What is your religion?
  • What is your nationality?

Since you'll be working in the medical field, do not be surprised if an employer asks you to take a grammar or spelling test. It's important that you know how to properly write out medical terminology in a clinical setting as this can one day be important in a legal matter. This is why, as you go through these lessons, pay attention to any words you don't know or those that are difficult to spell.

Firing the Wrong Candidate

Unfortunately, for more than one reason, candidates sometimes don't work out. Sometimes, you may be that candidate and it, quite frankly, may not be completely your fault. Odd office dynamics can sometimes shift against you and create a hostile work environment that you may want to leave.

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