Recruiting & Job Descriptions Recruitment
NVA has a recruiting team to help you find great-fit DVMs, hospital leaders, and veterinary technicians. At this time NVA's recruiting does not have the bandwidth to provide direct support with recruiting other support staff positions and this should continue to be done locally by you at the hospital. • •
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Hospital Leaders should inform their TM (later Division Leader (DL)) as soon as possible if you learn of an ADVM, MDVM, HM, or technician leaving. While the Hospital Leaders will be heavily involved in the search requirements and decisionmaking process, NVA's recruiting team will do much of the legwork for you. Your Division Leaders will also be involved in the timeline, process and final say of hiring Doctors or management For new positions, your TM (or Division Leader) need to be looped in. You should have reasonable ROI to warrant creating the new position and get approval before starting process.
Recruiting process: 1. Inform your TM or Division team of the need to fill/add a DVM or Management role 2. Your TM or Division team will inform NVA's recruiting team 3. NVA's recruiting team will reach out to you to complete & return a hiring packet (next page) 4. Once returned, recruiting will schedule a "Culture Call" to learn more about what you are seeking in a candidate as well as more about your hospital 5. Job is posted by NVA recruiters on Avature 6. NVA recruiters screen candidates and pass along any who meet requirements to Hospital Leaders 7. Hospital Leaders interview and make a decision a. When hiring a DVM a compensation package needs to be discussed with your Division team and then an employment agreement drafted by NVA's legal team b. When hiring a Hospital Manager or Managing DVM, the Division team will be heavily involved in the decision-making process
Interviews • •
NVA does not have a specific structure on how you conduct interviews during your hiring process, except…for working interviews. For working interviews ~ During an on-site interview, applicants should not be asked to perform any duties which regular staff would be paid for (i.e. drawing blood, restraint, answering the phone) as this poses a liability issue. o Asking the applicant how they would have responded in a given circumstance is the best way to test their skills and knowledge o For DVM applicants, working interviews can be held as long as the applicant is provided with an agreeable hourly rate for the time they are performing the working interview
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