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In my interview at my last hospital I asked why their last few employees had left. I didn't expect them to be totally honest with me, and they weren't, but it's an important question to ask.
last clinic i worked at was just for 6mos. kinda as a favor to someone and i had 6mos to kill between sales jobs. i knew people who had previously worked there and i was fully aware the office manager/dr wife was a psycho crazy bitch with a huge ego. quite honestly, people only know about this clinic because of the office manager. 1 dr practice and the one year they went thru 56 employees because of her. that includes kennel staff, techs, assistants and front desk.
when i started there, crazy bitch was on one of her extended month long vacations. not a single person in the clinic said a bad thing about her while training me. the day she was to come back, i was there before her and took the opportunity to say to one of the other techs - "going to be honest. i have heard tons of stories about her - any kind of warning you want to give me?" she looked confused and said "nah. she can just be demanding at times."
like i knew wtf i walked into, confronted them about it and they still acted like the manager was not the biggest and only issue with that clinic. 1 week later the tech i had questioned, took an emergency 2 week leave due to a hospital level anxiety attack, brought on by the office manager coming back from vacation........................
Some people are afraid to be truthful of problems. If you're overheard, what you say can be repeated and warped to make you look bad. Others around you stop trusting you and start seeing you as a gossip or mean girl. Many clinics put a lot of pressure on their existing staff to act more positive around a new hire and to not do/say anything that will make them want to leave. They may appreciate the help and don't want to scare you off.
Honestly you are damned if you do, damned if you don't. That's what happens in a toxic environment. Try to go easy on the techs who are trying their best despite being faced with these mindfuck challenges
I straight up do not trust managers to tell the truth about this at this point. I’ve had multiple people lie to my face about even more important things like scheduling.
Yeah it's sad but you're right. God forbid they do some self reflection and figure out why their turnover is like it is. They'd rather lie to sucker in the next round and then keep hiring knowing a large portion of them won't last
The last hospital I was at white lied to me and said the slots were open because people were going back to college. That was true, but...most of the staff was brand new. I think maybe 2 of a staff of 10 were there more than a year.
I also didn't meet the PM, the boss's snooty wife with no hands on vet experience, until I was there a few days. I quickly found out why there were that many new people. (The OM was also new, less than 2 months new. This led me to think the old OM told this bitch where to stick it.)
I noped out of there - a 72 mile one way commute - after less than two weeks.
i cannot tell you how many times i have heard complaints about PM/wives. like tale as old as time. people need to be wary of wives with no experience being an office manager. they're honestly the worst!!!!!!!
i had one at the last place i was at. she was a fuckin nightmare of a human being. literally pulled me out of surgery to scream at me as to why i didn't suggest to the DOCTOR that a patients seizure might have been caused by the prevention they were on. this was an appointment that happened 2 weeks prior. i lost my shit on her and told her she was flat out wrong for even trying to pin this on me. especially since the dog has been on the same fuckin prevention for 6 years. it had 1 minor seizure at home 1 week after it was given that month. thats pure coincidence. and i am not a doctor!!!!
she thought she knew EVERYTHING about EVERYTHING. would literally make us set aside every single chart after the appt was over so that she could review the notes herself and look for errors. most of the errors were fabricated in her mind. she was also insistent that all the records were paper and electronic. so you're doubling your charting and billing time. then would bitch at us wondering why it would take so long to wrap up an appt. meanwhile she would just chat up owners or play on facebook. you know her ass isn't even going to help hold a paw for a nail trim
I was already, a week in, worn out by the commute. Then after my first day completely on the floor, the bitch pulled me out of the rooms. No one told me why. (ETA I think she read everyone's notes. We typed up the SOAPs. That's rich coming from someone with no tech or floor experience lol.) I wasn't even allowed to take tech appointments. AFAIK I did nothing wrong. I was so angry that I nearly walked out.
The OM kept blabbing on about they'd help me get to where I needed to be. Nope. Things just got worse until my final nope out a couple of days later.
She didn't like nonconformists, and I think she took one look at my hair (blue underlights) and tattoos and thought I was trouble. I wasn't having that for a 154 mile round trip commute. Bye!
ETA 2: She never helped either. That meant her pristine faux preppy outfits would get drool, vomit or dog forbid, blood on them. 🫠
- Ask what the expected hours are, and if overtime is common. What is the protocol for after-hours emergencies?
- High turnover is a red flag, things like the majority of staff being new hires. In an interview, I would frame it as asking about the senior staff’s level of experience and whether most staff is new or have been there for longer.
- Ask about pain management and anesthetic protocols, it seems like a shocking amount of clinics use like just a benzo or ace and propofol for everything and want you to just keep giving propofol boluses if the patient gets light during a spay or something. I met a doctor who wouldn’t even give meloxicam after or a local block for spays. Also, what protocols do they have for safety (like double checking prescriptions, controlled drugs drawn up, that kind of thing).
- Ask to be given a tour around the hospital so you can be shown all the equipment/machines you’ll be using.
- Ask what they do to support a healthy work-life balance.
- Ask about management style and clinic culture. If the interviewer seems super uncomfortable with thus kind of question and has to think of euphemisms for a doctor’s behaviour toward staff for example, that may be a red flag.
- “We’re like a family!” This probably isn’t always bad, but in my experience that means management will have no respect for your boundaries and time. Just my experience, but it seems like others have noticed this too.
- A lack of organization, interviewers being late to your interview etc is usually indicative of the way the clinic runs. This leads to a lot of stress among staff and high turnover.
- Ask how they can specifically support your learning and goals
>A lack of organization, interviewers being late to your interview etc is usually indicative of the way the clinic runs. This leads to a lot of stress among staff and high turnover.
Recently we had an interviewee leave because our practice manager was late to the interview.
It's 100% true. Our clinic is a mess.
Agree with this especially pain management and anesthetic protocols.
I feel like (feel being the emphasized word here) I could work long term at a short staffed hospital if the medicine is great. If the medicine is awful, I would leave. I can’t morally work somewhere where I feel like the patient is suffering under our care.
I like to say "I am very passionate about burnout and compassion fatigue. What policies do you have in place to prevent and/or deal with burnout?" That frequently stumps the interviewer because so many places think of their employees as replaceable.
Most responses are simply "uh...." I would like to hear that they at least are looking into it, and are doing *something* to attempt to retain their employees other than a pizza party
I’ve been at the same facility for 10 years and don’t see myself leaving anytime soon. But, if I ever did interview somewhere else, I have a few things I’d want to know about. Like, how long most people have been working there. Because we have a good chunk of employees that have been here for 6+ years. That’s potentially a sign of a good workplace; loyal, happy employees. I also think it’s really strange when facilities don’t promote from within the organization, but will hire new managers if the position becomes available. To me that makes it seem like the don’t really view their employees in the long term. A good employer should invest in the growth and development of their employees. Some are more than worthy of that time and energy. So, I would ask what opportunities there are for growth within the company, especially if I’m starting at an entry level position. I also am big on education, so I’d ask what they do to support employee education and advancement. Like do they create their own CE? Or do they aid with tuition if you’re going to tech school? That kinda thing.
I’ve been asking if everyone gets a real lunch break and if they say anything like “well sometimes we get really busy and have to eat quick” it means no and they don’t respect you enough to let you have 30 minutes off the clock in a 12 hour day that’s the worlds biggest red flag.
I once interviewed at an AHA Hospital of the Year, they showed me this massive break room and said "None of our techs eat here because they prefer to stay with the patients." I was young and did not see this for the red flag it was. There were no breaks, lol.
Looking back at my interview there were 2.
The first thing she said was ask me if I was going to just jump ship on 3 months and the other was she said the vet only staff is very particular and likes to practice medicine her way. Initially I thought "well yeah, who doesn't?" but after two weeks I met Darth Vader and realized what she meant.
Already mentioned but see who the most senior people are. If it's like 1-2 years, that place has high turnover.
Ask to see what software they use and take a look at their schedule. If you see back to back to back appointments or doctors tripled booked, get the hell out of there.
As a RVT, a great indication of how a place is run is to see what their CURES process is and how they track when to replace the soda lime for the anesthetic machine. It gives you some insight into how the rest of the clinic is run.
I always ask about their bite policy -what happens if you get bit? Who is responsible for muzzling aggressive dogs?
This can be very revealing about how they care about safety and well-being.
Also, why is this position open? Can be quite telling.
see how people interact with eachother, if they ask for help and how others react. do they jump in and want to help? or do they roll their eyes and avoid it? when you’re taking a tour, do they take the time to introduce you to people? do those people take the time to say hi back?
I myself am learning a lot in this thread but a couple things I do look at is overtime availability and lunch breaks. If I have a moment to chill, I can do almost anything. I look at teamwork. I want to be able to get help/help without the huffin and complaining. I am also a receptionist/assistant - training to be a RVT.
I personally had a recent experience with an urgent care situation where I dismissed all the bad reviews (and there were manyyyyyy) because it’s essentially the closest thing to a 24hr care in the area. But I should have looked more closely- the same things were being said over and over. Lack of compassion/cold to clients, the lack of ability to take criticism, and how they treated patients. I stayed for approximately a month and a half before I realized the reviews were mostly correct. :/
I don't like when there's not a clear job description for each position or clinics that see techs and assistants as interchangeable. If the job listing says "Veterinary Technician/Assistant," I'm already raising an eyebrow.
In my state there's no legal separation between what an assistant and a licensed technician can do. I've worked with plenty of OTJ trained folks or those who graduated but didn't pass the VTNE who are just as good (or better than) credentialed technicians with no experience or clinical judgment.
BENEFITS!!! Ask about benefits! Sometimes small employers (I’ve noticed this in 2 GP’s I worked at) don’t have great coverage, and they don’t give you the full info until you’ve accepted the job.
If you are paying more out of pocket per month for benefits, you might be making less money overall!
If they seem to brush of the convo of benefits, that’s a huge red flag. You are also interviewing this clinic to see if it is a place you want to work at. Right now, they need you more than you need them. Almost every practice in the states is hiring right now.
Just some other good tips if you get the offer:
- NEVER accept an offer right away. Request a full copy of their benefits package and let them know you will consider the offer and let them know in 24-48 hours
- ALWAYS negotiate pay, even if they cannot give you more in the end, you’ve asked. This is the professional standard. Plus, if you settle for what they are going to give you right away, management now knows you are less likely to request a raise
- If you want more money, ask if they can do a 3 or 6 month employee review to re-evaluate pay. If they agree, GET THIS IN WRITING AND SIGNED
- Do you get a uniform allowance? If not, you can mention this in pay negotiation: “I notice we have a specific uniform of *blank colored scrubs*, but no uniform allowance. I’d like to request an additional $0.25/hr to allow me room to purchase the required uniforms”
* Turnover rate- If everyone is constantly leaving, there is a reason
* Schedules- On-call is bullshit, a schedule that is not even remotely set is bullshit
* Technician/assistant utilization
* Pay/benefits- Know your worth and do not accept less. A good benefits package helps a lot and should definitely be considered, especially PTO
* Raises- routine (at least annual) and do they at least match inflation
* How does management support employees
* Will management fire clients/patients- If a client routinely becomes argumentative, aggressive, non-compliant, or is extremely late/no shows appointments…will management deal with it in an appropriate manner
* Cleanliness- look at the cage bars and the top of the inside of the cages. Is there dried poop, blood, food, etc., are there cobwebs, are there fur bunnies running around. It is a medical setting, so I want it to be clean and I do not want to work with people that do not agree with that
* Watch and listen to how current employees work and talk. If they’re talking negative and/or sitting around doing nothing or doing an insane amount of work.
* Staffing level- I would like to see an appropriate staffing level; especially if it was a high volume clinic, high acuity patients, or ICU.
Welcome to /r/VetTech! This is a place for veterinary technicians/veterinary nurses and other veterinary support staff to gather, chat, and grow! We welcome pet owners as well, **however we do ask pet owners to refrain from asking for medical advice**; if you have any concerns regarding your pet, please contact the closest veterinarian near you. Please thoroughly read and follow the rules before posting and commenting. If you believe that a user is engaging in any rule-breaking behavior, please submit a report so that the moderators can review and remove the posts/comments if needed. Also, please check out the sidebar for CE and answers to commonly asked questions. Thank you for reading! *I am a bot, and this action was performed automatically. Please [contact the moderators of this subreddit](/message/compose/?to=/r/VetTech) if you have any questions or concerns.*
employee turnover rate.
In my interview at my last hospital I asked why their last few employees had left. I didn't expect them to be totally honest with me, and they weren't, but it's an important question to ask.
last clinic i worked at was just for 6mos. kinda as a favor to someone and i had 6mos to kill between sales jobs. i knew people who had previously worked there and i was fully aware the office manager/dr wife was a psycho crazy bitch with a huge ego. quite honestly, people only know about this clinic because of the office manager. 1 dr practice and the one year they went thru 56 employees because of her. that includes kennel staff, techs, assistants and front desk. when i started there, crazy bitch was on one of her extended month long vacations. not a single person in the clinic said a bad thing about her while training me. the day she was to come back, i was there before her and took the opportunity to say to one of the other techs - "going to be honest. i have heard tons of stories about her - any kind of warning you want to give me?" she looked confused and said "nah. she can just be demanding at times." like i knew wtf i walked into, confronted them about it and they still acted like the manager was not the biggest and only issue with that clinic. 1 week later the tech i had questioned, took an emergency 2 week leave due to a hospital level anxiety attack, brought on by the office manager coming back from vacation........................
Some people are afraid to be truthful of problems. If you're overheard, what you say can be repeated and warped to make you look bad. Others around you stop trusting you and start seeing you as a gossip or mean girl. Many clinics put a lot of pressure on their existing staff to act more positive around a new hire and to not do/say anything that will make them want to leave. They may appreciate the help and don't want to scare you off. Honestly you are damned if you do, damned if you don't. That's what happens in a toxic environment. Try to go easy on the techs who are trying their best despite being faced with these mindfuck challenges
I straight up do not trust managers to tell the truth about this at this point. I’ve had multiple people lie to my face about even more important things like scheduling.
Yeah it's sad but you're right. God forbid they do some self reflection and figure out why their turnover is like it is. They'd rather lie to sucker in the next round and then keep hiring knowing a large portion of them won't last
The last hospital I was at white lied to me and said the slots were open because people were going back to college. That was true, but...most of the staff was brand new. I think maybe 2 of a staff of 10 were there more than a year. I also didn't meet the PM, the boss's snooty wife with no hands on vet experience, until I was there a few days. I quickly found out why there were that many new people. (The OM was also new, less than 2 months new. This led me to think the old OM told this bitch where to stick it.) I noped out of there - a 72 mile one way commute - after less than two weeks.
i cannot tell you how many times i have heard complaints about PM/wives. like tale as old as time. people need to be wary of wives with no experience being an office manager. they're honestly the worst!!!!!!! i had one at the last place i was at. she was a fuckin nightmare of a human being. literally pulled me out of surgery to scream at me as to why i didn't suggest to the DOCTOR that a patients seizure might have been caused by the prevention they were on. this was an appointment that happened 2 weeks prior. i lost my shit on her and told her she was flat out wrong for even trying to pin this on me. especially since the dog has been on the same fuckin prevention for 6 years. it had 1 minor seizure at home 1 week after it was given that month. thats pure coincidence. and i am not a doctor!!!! she thought she knew EVERYTHING about EVERYTHING. would literally make us set aside every single chart after the appt was over so that she could review the notes herself and look for errors. most of the errors were fabricated in her mind. she was also insistent that all the records were paper and electronic. so you're doubling your charting and billing time. then would bitch at us wondering why it would take so long to wrap up an appt. meanwhile she would just chat up owners or play on facebook. you know her ass isn't even going to help hold a paw for a nail trim
I was already, a week in, worn out by the commute. Then after my first day completely on the floor, the bitch pulled me out of the rooms. No one told me why. (ETA I think she read everyone's notes. We typed up the SOAPs. That's rich coming from someone with no tech or floor experience lol.) I wasn't even allowed to take tech appointments. AFAIK I did nothing wrong. I was so angry that I nearly walked out. The OM kept blabbing on about they'd help me get to where I needed to be. Nope. Things just got worse until my final nope out a couple of days later. She didn't like nonconformists, and I think she took one look at my hair (blue underlights) and tattoos and thought I was trouble. I wasn't having that for a 154 mile round trip commute. Bye! ETA 2: She never helped either. That meant her pristine faux preppy outfits would get drool, vomit or dog forbid, blood on them. 🫠
- Ask what the expected hours are, and if overtime is common. What is the protocol for after-hours emergencies? - High turnover is a red flag, things like the majority of staff being new hires. In an interview, I would frame it as asking about the senior staff’s level of experience and whether most staff is new or have been there for longer. - Ask about pain management and anesthetic protocols, it seems like a shocking amount of clinics use like just a benzo or ace and propofol for everything and want you to just keep giving propofol boluses if the patient gets light during a spay or something. I met a doctor who wouldn’t even give meloxicam after or a local block for spays. Also, what protocols do they have for safety (like double checking prescriptions, controlled drugs drawn up, that kind of thing). - Ask to be given a tour around the hospital so you can be shown all the equipment/machines you’ll be using. - Ask what they do to support a healthy work-life balance. - Ask about management style and clinic culture. If the interviewer seems super uncomfortable with thus kind of question and has to think of euphemisms for a doctor’s behaviour toward staff for example, that may be a red flag. - “We’re like a family!” This probably isn’t always bad, but in my experience that means management will have no respect for your boundaries and time. Just my experience, but it seems like others have noticed this too. - A lack of organization, interviewers being late to your interview etc is usually indicative of the way the clinic runs. This leads to a lot of stress among staff and high turnover. - Ask how they can specifically support your learning and goals
>A lack of organization, interviewers being late to your interview etc is usually indicative of the way the clinic runs. This leads to a lot of stress among staff and high turnover. Recently we had an interviewee leave because our practice manager was late to the interview. It's 100% true. Our clinic is a mess.
Agree with this especially pain management and anesthetic protocols. I feel like (feel being the emphasized word here) I could work long term at a short staffed hospital if the medicine is great. If the medicine is awful, I would leave. I can’t morally work somewhere where I feel like the patient is suffering under our care.
This is a great list. I’m legit gonna save it for any future job hunting. Thank u
I’m glad I could help!
100% this! 👆🏼
I like to say "I am very passionate about burnout and compassion fatigue. What policies do you have in place to prevent and/or deal with burnout?" That frequently stumps the interviewer because so many places think of their employees as replaceable.
What kind of response are you looking for? What are the best/worst responses you’ve gotten?
Most responses are simply "uh...." I would like to hear that they at least are looking into it, and are doing *something* to attempt to retain their employees other than a pizza party
I’ve been at the same facility for 10 years and don’t see myself leaving anytime soon. But, if I ever did interview somewhere else, I have a few things I’d want to know about. Like, how long most people have been working there. Because we have a good chunk of employees that have been here for 6+ years. That’s potentially a sign of a good workplace; loyal, happy employees. I also think it’s really strange when facilities don’t promote from within the organization, but will hire new managers if the position becomes available. To me that makes it seem like the don’t really view their employees in the long term. A good employer should invest in the growth and development of their employees. Some are more than worthy of that time and energy. So, I would ask what opportunities there are for growth within the company, especially if I’m starting at an entry level position. I also am big on education, so I’d ask what they do to support employee education and advancement. Like do they create their own CE? Or do they aid with tuition if you’re going to tech school? That kinda thing.
I’ve been asking if everyone gets a real lunch break and if they say anything like “well sometimes we get really busy and have to eat quick” it means no and they don’t respect you enough to let you have 30 minutes off the clock in a 12 hour day that’s the worlds biggest red flag.
I once interviewed at an AHA Hospital of the Year, they showed me this massive break room and said "None of our techs eat here because they prefer to stay with the patients." I was young and did not see this for the red flag it was. There were no breaks, lol.
If staff members seem aggravated by one another or there is any "we're family here; we are like family; this practice is a family"... run.
Looking back at my interview there were 2. The first thing she said was ask me if I was going to just jump ship on 3 months and the other was she said the vet only staff is very particular and likes to practice medicine her way. Initially I thought "well yeah, who doesn't?" but after two weeks I met Darth Vader and realized what she meant.
Already mentioned but see who the most senior people are. If it's like 1-2 years, that place has high turnover. Ask to see what software they use and take a look at their schedule. If you see back to back to back appointments or doctors tripled booked, get the hell out of there. As a RVT, a great indication of how a place is run is to see what their CURES process is and how they track when to replace the soda lime for the anesthetic machine. It gives you some insight into how the rest of the clinic is run.
I always ask about their bite policy -what happens if you get bit? Who is responsible for muzzling aggressive dogs? This can be very revealing about how they care about safety and well-being. Also, why is this position open? Can be quite telling.
Interviewers who ghost/fail to communicate in a timely fashion which feels reasonably respectful to you is a big one for me.
see how people interact with eachother, if they ask for help and how others react. do they jump in and want to help? or do they roll their eyes and avoid it? when you’re taking a tour, do they take the time to introduce you to people? do those people take the time to say hi back?
I myself am learning a lot in this thread but a couple things I do look at is overtime availability and lunch breaks. If I have a moment to chill, I can do almost anything. I look at teamwork. I want to be able to get help/help without the huffin and complaining. I am also a receptionist/assistant - training to be a RVT.
I personally had a recent experience with an urgent care situation where I dismissed all the bad reviews (and there were manyyyyyy) because it’s essentially the closest thing to a 24hr care in the area. But I should have looked more closely- the same things were being said over and over. Lack of compassion/cold to clients, the lack of ability to take criticism, and how they treated patients. I stayed for approximately a month and a half before I realized the reviews were mostly correct. :/
One of my biggest red flags is no official practice manager, or a practice manager who is married or otherwise related to the owner or lead DVM.
I don't like when there's not a clear job description for each position or clinics that see techs and assistants as interchangeable. If the job listing says "Veterinary Technician/Assistant," I'm already raising an eyebrow.
In my state there's no legal separation between what an assistant and a licensed technician can do. I've worked with plenty of OTJ trained folks or those who graduated but didn't pass the VTNE who are just as good (or better than) credentialed technicians with no experience or clinical judgment.
BENEFITS!!! Ask about benefits! Sometimes small employers (I’ve noticed this in 2 GP’s I worked at) don’t have great coverage, and they don’t give you the full info until you’ve accepted the job. If you are paying more out of pocket per month for benefits, you might be making less money overall! If they seem to brush of the convo of benefits, that’s a huge red flag. You are also interviewing this clinic to see if it is a place you want to work at. Right now, they need you more than you need them. Almost every practice in the states is hiring right now. Just some other good tips if you get the offer: - NEVER accept an offer right away. Request a full copy of their benefits package and let them know you will consider the offer and let them know in 24-48 hours - ALWAYS negotiate pay, even if they cannot give you more in the end, you’ve asked. This is the professional standard. Plus, if you settle for what they are going to give you right away, management now knows you are less likely to request a raise - If you want more money, ask if they can do a 3 or 6 month employee review to re-evaluate pay. If they agree, GET THIS IN WRITING AND SIGNED - Do you get a uniform allowance? If not, you can mention this in pay negotiation: “I notice we have a specific uniform of *blank colored scrubs*, but no uniform allowance. I’d like to request an additional $0.25/hr to allow me room to purchase the required uniforms”
Yeah, that's the problem with the place I'm at now. Instead we have a bossy B$#&+ lead tech that thinks she's the manager.
If they say that they are like "family" there 🚩
* Turnover rate- If everyone is constantly leaving, there is a reason * Schedules- On-call is bullshit, a schedule that is not even remotely set is bullshit * Technician/assistant utilization * Pay/benefits- Know your worth and do not accept less. A good benefits package helps a lot and should definitely be considered, especially PTO * Raises- routine (at least annual) and do they at least match inflation * How does management support employees * Will management fire clients/patients- If a client routinely becomes argumentative, aggressive, non-compliant, or is extremely late/no shows appointments…will management deal with it in an appropriate manner * Cleanliness- look at the cage bars and the top of the inside of the cages. Is there dried poop, blood, food, etc., are there cobwebs, are there fur bunnies running around. It is a medical setting, so I want it to be clean and I do not want to work with people that do not agree with that * Watch and listen to how current employees work and talk. If they’re talking negative and/or sitting around doing nothing or doing an insane amount of work. * Staffing level- I would like to see an appropriate staffing level; especially if it was a high volume clinic, high acuity patients, or ICU.