Aston Veterinary Hospital Is Hiring A Groomer!

shutterstock_134555768 (1280x1124)

We’re Looking For An Experienced Groomer!

Our partner hospital, Aston Veterinary Hospital, is seeking an experienced professional groomer to join their team. Aston offers a great environment, team and a flexible schedule. If you or someone you know is interested, please call Karen Moyer at 610-494-5800! http://www.astonvet.com/


Is It Time To Hire Another Doctor At Your Veterinary Hospital?

hire another dr

IS IT TIME TO HIRE ANOTHER DOCTOR?  QUESTIONS TO ASK YOURSELF BEFORE YOU DO.

Written By: Melissa Bingham- Community Veterinary Partners; Field Operations Manager

Is it time to hire another doctor at your hospital?  It is a weighty decision.  As a practice owner, there are many things to consider, financially, operationally and personally.  It can be helpful to ask yourself some questions to be sure of what is driving your desire to add a doctor and recognizing if it’s the right time to add another doctor.  Most importantly, don’t move forward until you feel confident that your decision is based on good judgment and a good plan, not gut feelings or a knee jerk reaction.

Some questions that are important to ask yourself are: What is driving your desire to hire another associate doctor?  Have you been working long hours for a long time and want to cut back?  Do you want more time to devote to mentoring your medical team or giving back through community outreach?  Do you want to spend more time on a particular area of veterinary medicine of interest to you?  Do you need time to reflect, review and implement the next stage of hospital growth?

Yes it could be the right time to hire another associate vet for you but make certain is it also the right time for your hospital and your existing doctor team. Some alternate questions to consider are:

For your hospital:

– Do you want to expand your days of operation to be more available when your clients want to come in? -Do you want to add a doctor during your busiest times of day to increase appointment availability for clients?

– Do you want to add a doctor with an interest or specialty your clients want or need?

– Is your hospital in healthy financial shape to support the salary and benefits for an additional associate vet?

– Have you identified the personal production needed for an additional associate doctor to “cover” their costs and your profit margin?  Production is determined by the number of clients seen per day times the average transaction.  The new doctor will need to meet or exceed the personal production goal.

– Do you have the time, energy and interest to mentor a new graduate or onboard an experienced doctor?  If not, is there a doctor on your team who would enjoy the assignment?

For your existing doctor team:

– Is your existing doctor team feeling overloaded or working more hours or days than they want to work?

– Can your clients come in the same day for routine appointments with their preferred doctor?  Or is the next available appointment a few days or even weeks out?

– Are your busiest days and times always booked in advance?

– Are surgery days consistently full?

– Do you feel confident that an additional associate will add business rather than share existing business with the current doctor team?

– Do you need to hire a full time doctor?  Or could you fill the gap with a part time doctor and add experienced veterinary technician to your support staff?

Making the choice to hire an additional associate vet can be overwhelming.  Don’t let it be.  A careful review of the needs of your clients and the future needs of your hospital will provide reassurance as you make this important decision.


Finding the Best Person for the Job: Making Better Hiring Decisions At Your Veterinary Hospital

shutterstock_186698078 (1280x853)

 

 

 

 

 

Written By: Katina Palm- Community Veterinary Partners: Field Operations Manager

Finding the right person for the job is key to your hospital’s success. As hospital owners and managers, we tend to be naturally drawn to applicants that are similar to our own strengths and weaknesses. Sometimes, this may lead to a hire that isn’t the perfect fit for the position.  Don’t be afraid to hire someone unlike yourself. Instead, strive to hire someone that can provide the skills that you require- the differences may be just what your hospital needs to successfully fill this position.

To get you started:

Before you build your job ad, start by updating the job description to insure that the role you are trying to fill is highlighted. Be as specific and clear as you can. Mentioning specific tasks and situations that the role may encounter can help a prospective candidate see if they are a good fit. Sometimes job ads can be generic when they should be much more specific. Don’t be afraid to ask for what your want in your candidate.

For example:

If you are seeking a manager, you will want to attract a certain person.

– A generic job ad could say something as simple as: “Looking for strong managerial skills”

– A more in depth ad should say “Seeking an experienced manager who has at least two years of management experience in a customer service based industry.

If you are seeking a receptionist, consider using similar phrases:

– “We strive to provide excellent customer service and we depend on our reception team to lead this process. Customer service experience is required.”

– “Veterinary experience is recommended, but not required.”

Remember that veterinary information can be taught, but personality is less likely swayed with training.

Success is measured by skill and personality. Take the front desk for example. Your selection of a Client Service Representative should be someone outgoing and comfortable working directly with people. Hospitality and good customer service are essential skills that will make your clients feel welcome. This person should also have an eye for detail and an ability to think outside the box to maximize the client experience.

Your technical team will vary depending on their area of expertise.  Exam room techs should connect easily with the clients and patients. Your client’s perception of his or her visit is primarily based on an emotional response since how they feel is critical. Surgical and laboratory technicians will likely have a different demeanor as they are more specialized in tedious tasks. For smaller hospitals, it is sometimes necessary to find techs that are able to adapt to wearing many hats and this requires good communication during your interview process to find the right fit.

You should have a job description for each role within your hospital. Use this tool to clearly spell out your expectations to candidates to determine their skill level. These are also great to refer to when you are reviewing resumes and interviewing.

Wait until you find the right fit for the job! In a future blog, I will discuss how to set up new hires for success.


Want to Learn Social Media, Finance & HR Management This Weekend?

We have five seats left for our Practice Builder workshop this weekend. The event is from 11:30 a.m. to 3:30 p.m. on Sunday, November 11th at Seasons 52 in King of Prussia, Pa.

Co-sponsored by Pennsylvania Veterinary Medical Association and the Delaware Valley Academy of Veterinary Medicine, the workshop will present experts in social media, finance and human resource management.

Attendees will work in small groups throughout the afternoon to ensure an interactive experience.

The topics are:

Where’s the money? Real-life ways to improve practice cash flow,” by Gary Glassman, CPA, of Burzenski & Company.

Social Media Marketing: The new word of mouth and what it means to client communication,” by Andy Burstein, CEO of VetJump.

Hospitality in a hospital setting: Does the client ALWAYS come first?” by Suzie Weaver, director of human development at CVP, and Bash Hallow, CVPM & LVT, of Hallow Consulting.

Who can attend? DVM/VMDs in good standing of either PVMA or DVAVM. Because of space limitations, we request practices limit registrants to hospital owners and one guest.

To register, email us at register@cvpco.com. Email Dr. Travis Meredith with any questions: travis.meredith@cvpco.com.