1 Jul 2025
Communicating with the young doesn’t need to be daunting. Anna Pill (pictured) gives the heads up on how to navigate the digital jungle to locate your new vets of the future
Anna Pill
Job Title
Anna Pill
Don’t hate the player, hate the game. And more importantly: learn how to win it. Just like today’s dating scene, the search for that perfect new grad vet feels crowded, chaotic and, most tragically, completely online; two things I know all too well as a final-year vet student navigating both.
We all love to romanticise the idea of finding “the one” during an EMS placement. A spark, a perfect match made in mentorship heaven. Or, as we call it, a “vibe”.
Fair warning: there’s going to be a lot of language you might not understand in this article. You might feel old. But don’t panic, I’m here to translate.
But let’s be honest, that whole soulmate mentor fantasy? It’s just that: a fairytale. The reality is that most new grads are finding their first jobs online without ever meeting a clinic in person, and most practices are hiring the same way. It’s a digital jungle full of generic job ads, vague promises and a lot of copy-paste chemistry. And here’s the catch: it’s frustrating for everyone.
Grads are left trying to decode clinic culture from five bullet points on Indeed, while brilliant independent practices are getting ghosted, mismatched or simply overlooked.
Okay, maybe there is something to the 80:20 rule – 20% of clinics are getting 80% of the interest.
Everyone’s overwhelmed, a little jaded and desperate for something real.
While it’s tempting to throw your laptop out the window and pray for a magical meet-cute, that’s a recipe for staying single – and short staffed.
But here’s the good news: as an independent practice, you actually have the edge. You don’t need a flashy corporate campaign or platinum-level perks. You just need to know how to show up in a way that new grads connect with, trust and actually want to swipe right on. And as someone deep in the scroll myself, I’m here to show you how.
Yes, we mean your website. First impressions matter. And your online presence – especially your careers page – is your dating profile.
As a final-year vet student, I’ve seen a lot of “profiles”, and here’s the honest truth: most are painfully beige. The same recycled phrases pop up again and again: enthusiastic team player wanted, modern diagnostic equipment, competitive salary, friendly and supportive environment…
It’s the vet job equivalent of answering a Hinge prompt with: “Typical Sunday? Usually hungover, football and a roast.”
Like… is that the best you can do? It doesn’t exactly give spark.
If you want new grads to swipe right, you need to actually show us who you are. Try this instead: “We remember what it felt like to be a new grad – here’s how we support you…”; a breakdown of what a typical day looks like; actual team photos – ditch the awkward stock images; a warm, conversational tone that sounds like you, not HR-speak.
I’m talking Instagram, TikTok, even the odd YouTube short – terrifying, I know. This is where we actually go to get a feel for your vibe.
Culture sells – but only if we can see it.
Think about social media as a BTS peek – that’s behind the scenes. The birthday cakes, team dog walks, pub nights, first solo surgeries – those moments matter. One post showing your nurse team hyping up a new grad does more than 50 lines about “a supportive environment”.
Even better? Embrace the vet-world version of a Hinge voice prompt: short, casual videos from your current team – especially recent grads. Let them answer: “What surprised you most about your first year here?”
“How did the team support you when you were new?”
Or “What makes this place actually fun to work in?”
They don’t have to be fancy or polished. A 30-second iPhone video is worth more than a 500-word job ad filled with buzzwords.
Remember: we’re not just looking for a job. We’re looking for a place that feels safe, human and happy. If your online presence can show us that, you’ll already be ahead of most clinics.
Even the prettiest profile won’t land a match if there’s no substance.
Grads want transparency. That means: what will I actually be doing day to day? When will I be working? What will I get paid?
These aren’t awkward questions – they’re basic info. Dodging them or hiding behind “competitive salary” is the dating equivalent of: “I’ll tell you mine if you tell me yours.”
It’s the kind of mystery that doesn’t feel fun – it feels like a trap. And no, it’s not all about money, either. Grads aren’t just looking for a veterinary sugar daddy. We want:
The goal? Somewhere we can grow, not just survive. If you can offer that – and show it – you’re already miles ahead.
Just like dating, some phrases instantly give “run”. Here are a few instant swipe-lefts…
“You’ll learn fast by being thrown in.” Translation: “We don’t have time to train you properly, but good luck.”
Being busy isn’t a mentorship model. New grads want guidance, not a baptism by fire. Survival-mode training = red flag.
Ghosting after interviews or EMS placements – we remember the places that followed up just as much as the ones that didn’t. A simple reply goes a long way in building trust and your reputation.
Vague promises with no follow through – saying, ”we support new grads”, but offering no detail is like saying, “I’m emotionally available” and never texting back.
Toxic badge of honour culture – if your job ad hints at glorifying long hours, toughing it out, or “only the strong survive”, expect a hard swipe left. These days, the flex is knowing your limits – and protecting your team’s, too.
Your online presence might get you the swipe, but what happens after the match is what really counts. Because let’s be real: no one likes a catfish. That trial day? It’s the first date. And just like any good date, we’re not here to be grilled; we’re here to see if there’s a vibe.
Here’s how to make it a great one.
Introduce us to the whole team – not just the boss. We’re trying to picture ourselves working here, not just reporting to management. We want to meet the nurses, the receptionists, the other vets – the people we would actually spend our days with.
Encourage honest questions, without judgement.
If I ask about mistakes, burnout or how new grads are supported, I’m not trying to catch you out; I’m trying to figure out if I’ll be safe here.
The best teams answer with honesty, not defensiveness.
Be transparent about the highs and the challenges.
Every clinic has quirks. Own yours. If you’re short on vets or working on culture shifts – say so. Authenticity is way more attractive than pretending everything’s perfect.
Let us shadow freely. Give us the chance to observe your flow, sit in on consults and ask the nurses what they really think.
We notice everything: how people speak to each other, how supported junior staff are, what the break room chat is like.
Follow up like a human. A warm message afterwards saying thanks and inviting feedback? Chef’s kiss. It makes us feel like people – not just one of five applicants who came through the door that week.
You don’t need a corporate budget to attract amazing grads. You just need to offer honesty, clarity and a bit of charm.
Craft a profile that reflects the real you, show up where we’re looking and be transparent about what you offer.
And when the right new grad comes along? They won’t just swipe right.
They’ll stay.
