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Veterinary Voices
Veterinary Voices is for veterinary clinic owners who want to hire Their Kind of People—and want vets and nurses to recognise them as Their Kind of Clinic.
For years, hiring gave vet clinics two options: run a job ad or don’t. Veterinary Voices is about the third: sharing culture stories consistently, so the right vets and nurses can get to know your clinic before you’re recruiting.
Hosted by Julie South, founder of VetClinicJobs, each episode explores the Decision Gap: the space between a job advert and a job application, where vets and nurses research your clinic and decide for themselves whether it could be Their Kind of Clinic.
You’ll hear REAL culture stories from vets and nurses, along with practical guidance for recognising the everyday experiences that reveal how a clinic genuinely operates—how people support each other, respond under pressure, make decisions and live the values displayed on the clinic wall.
You’ll learn which stories to share, how to turn those experiences into credible recruitment evidence, and how to remain recognised by vets and nurses who may be keeping an eye out for their next career move.
If you want your “great culture” to be something vets and nurses recognise instead of something you claim, this is your show.
Veterinary Voices
Vet Nurse of the Year 2021 - Margie Rutherford - part 2 of 2
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Margie's dreams, aspirations and how vet clinics can pay their vet nurses more
This is the second of two episodes where I catch up with Vet Nurse of the Year 2021 Margie Rutherford of The Strand Veterinarian in Auckland’s Parnell.
If you haven’t listened to last week’s episode – number 63 – I highly recommend you go and listen to that show before you listen to this, as it gives context.
Today, Margie shares some of her dreams and aspirations for vet nurses.
She talks about the changes she’d like to see to help stop the exodus of vet nurses leaving the industry, tangible and real steps that all clinics can put in place to help not only show they appreciate and value nurses more, but how they can pay them more too.
The habits that nurses and clinics need to form around patient care, the differences that show up when nurses are encouraged and supported to develop their professional areas of interest, the CPD courses she’s done and enjoyed and what’s on her horizon as well as what Margie does when she’s not working.
Margie shared plenty of ideas that you can implement in your clinic that’ll make a difference – I’ll quickly recap them for you.
Look at your bills – are you charging for your VNs? If not, start. If you are, are you covering all your nurse’s areas of expertise – for example:
- Nurse time
- Nurse consulting services
- Nurse time for hospital patients
- Anaesthetic fees
Do your bills truly and accurately reflect the cost of patient care – for example – have you built in:
- Equipment costs
- Maintenance costs
- Nurses’ time (biggest cost)
- Inpatient care costs
Put in place an in-clinic professional development plan for all of your nurses – encourage them to grow and blossom according to their own unique skills, values, strengths and areas of expertise.
Margie talked about two courses – Fear Free – one that everyone at her clinic has done and the Cooperative Care Certificate that she’s currently studying with her own dog.
Find your groove and help your VNs find their own groove because you’ll both benefit from it.
Could Your Kind of People recognise Their Kind of Clinic?
A job ad may catch a vet’s or nurse’s eye. But it’s their own due diligence that determines whether they apply—or keep in touch.
Culture Story Centres turn real experiences from inside your team into credible, discoverable recruitment evidence, giving vets and nurses meaningful reasons to choose your clinic.
Explore Culture Story Centres for veterinary clinics
