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Who’s on your veterinary team? Do you have a full roster or are some players or positions more difficult to fill? If you are down a veterinary technician your practice is not alone. The VHMA’s October 2016 Insiders’ Insight report tackles the issue of hiring and retaining veterinary technicians.

VHMA surveyed 283 managers to discern whether their practices are struggling to fill technician positions. Respondent was also invited to share their perspectives on the shortage and how technician training programs may impact the shortage.

Of the 283 managers who responded to the survey, 41 percent said that the number of available technicians is insufficient to satisfy current demand. The shortage, according to 20 percent, is exacerbated by competition among area hospitals and clinics that are trying to attract the qualified candidate.

Roughly 10 percent believe that the practice is challenged because the facility does not pay competitive salaries and three percent report that their practice does not offer competitive benefits.

About 11 percent provide reasons for the shortage that go beyond the responses offered in the survey. The most common explanation is that technician salaries industry-wide are low---too low to maintain an adequate standard of living for those in the field.

For example, Hospital A may be offered a salary that is competitive with salaries paid by Hospitals B, C, and D, but that salary is still insufficient to provide the technician with a living wage.

Despite salary concerns, 58 percent report that they successfully retain their technicians. Only four percent said that turnover in their facility is high.

Training Technicians
Respondents were also asked to comment on the programs that are training the next generation of veterinary technicians. Overall, reviews are mixed. Sixty –eight percent say that some technicians coming through these programs as well qualified and others are disappointing.

When asked to describe the ideal training program candidate, 48 percent would like technicians in training to have some college or foundational work---an interesting requirement in light of the historically low salaries technicians are paid.

Asked to write-in suggestions for improving these programs, more than 50 percent indicated that more hands-on training is critical. Ten percent advised that these programs should promote a culture of professionalism and several other respondents implied that students lack a strong work ethic.

Improving technician communication skills is also a priority for respondents. Nine percent are seeking employees who are capable of communicating effectively with clients and are willing to interact with people. Several respondents mentioned that technicians seem more interested in animals than enhancing their people skills.

Nine percent suggested that training programs should do a better job of managing student expectations before they enter the workforce. Several respondents are concerned that student salary expectations are not aligned with what the market will pay.

Program Issues
When asked to speculate about the issues veterinary technician programs are facing, 27 percent had no opinion. Twenty-six percent believe that programs struggle with a number of issues, which include: lowered enrollment, expanded regulation and higher cost of living for students. Additional insights were gained from those who summarized their feelings under ‘other’ and 19 respondents explained that the poor ROI made it difficult for schools to attract students, knowing that upon graduation they will be saddled with debt and the prospect of dismal earnings potential. An additional 12 respondents believe that schools are not discerning and do not vet students.

Despite the shortage of technicians, practices are doing their best to attract the most qualified technicians. Asked about the secret to hiring and retaining qualified technicians, 30 percent report that the clinic’s friendly, supportive atmosphere attracts and retains employees. Others describe the facility as inclusive and respectful---attributes employees find appealing. Twenty-three percent said that by integrating the technician into the team, the clinic is increases employee satisfaction. Competitive salaries were mentioned by 13 percent.

Practices should recognize that there is more to attracting and retaining technicians than salaries and benefits. In a competitive market, often overlooked and just as important, is ensuring that the technician is a valuable member of the team and is given opportunities to grow, advance and contribute to the practice.

Don't miss VHMA's December 8, 2016 educational webinar.