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Published by Julie South | Veterinary Recruitment & Culture Storytelling Strategist
Veterinary Voices is for veterinary clinic owners who want to hire Their Kind of People—and want vets and nurses to recognise them as Their Kind of Clinic. For years, hiring gave vet clinics two options: run a job ad or don’t. Veterinary Voices is about the third: sharing culture stories consistently, so the right vets and nurses can get to know your clinic before you’re recruiting. Hosted by Julie South, founder of VetClinicJobs, each episode explores the Decision Gap: the space between a job advert and a job application, where vets and nurses research your clinic and decide for themselves whether it could be Their Kind of Clinic. You’ll hear REAL culture stories from vets and nurses, along with practical guidance for recognising the everyday experiences that reveal how a clinic genuinely operates—how people support each other, respond under pressure, make decisions and live the values displayed on the clinic wall. You’ll learn which stories to share, how to turn those experiences into credible recruitment evidence, and how to remain recognised by vets and nurses who may be keeping an eye out for their next career move. If you want your “great culture” to be something vets and nurses recognise instead of something you claim, this is your show.
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Your clinic says it values learning. Then a new grad asks a senior vet for help and gets a sigh, an eye roll and: “Didn’t they teach you that at vet school?” What management does next shows that new grad—and everyone watching—which standards your clinic genuinely protects and which behaviours it’s prepared to let slide. Episode 290 is the seventh episode in the 16-part REAL•CULTURE•STORY series. This week, Julie South returns to L for LIVED VALUES , this time within the CULTURE —or understood—part of the framework: what your clinic’s behaviours help vets and nurses understand about the standards they’d be expected to work by. Previously in this series: Episode 284: R for REAL STORIES Episode 285: E for EVERYDAY EVIDENCE Episode 286: A for ACTUAL PEOPLE Episode 287: L for LIVED VALUES Episode 288: C for CLARITY Episode 289: U for UNDERSTANDING This episode covers: How ignored or tolerated behaviour becomes part of your clinic’s culture What “That’s just how they are” teaches the rest of the team How experience, seniority, clinical skill or financial value can earn someone a separate set of behavioural rules Why your clinic’s response shows people which standards are real What a new grad understands when someone steps in—or stays silent How an imperfect moment can become a credible Culture Story The Spot it. Source it. Share it. process for showing how your clinic’s values work when they’re tested Next week, Julie explores T for TEAM VOICE : whether your Culture Stories genuinely sound like your people—or could belong to almost any clinic. If you’d like help telling your clinic’s Culture Stories—even when you’re not currently advertising a vacancy—email julie@vetclinicjobs.com . About your host Julie South is the founder of VetClinicJobs and the host of Veterinary Voices. She has been in veterinary recruitment since 2019 and is known for her work in culture storytelling. Julie helps forward-thinking vet clinics build the kind of genuine, specific culture evidence that attracts Their Kind of People long before any job ad runs. She has spoken on culture storytelling and employer branding at VetEXPO in Melbourne and works with clinics across Australasia and the United States who want vets and nurses to be excited about going to work on Monday mornings—for all the right reasons. Could Your Kind of People recognise Their Kind of Clinic ? A job ad may catch a vet’s or nurse’s eye. But it’s their own due diligence that determines whether they apply—or keep in touch. Culture Story Centres turn real experiences from inside your team into credible, discoverable recruitment evidence, giving vets and nurses meaningful reasons to choose your clinic. Explore Culture Story Centres for veterinary clinics
Almost every veterinary clinic says, “We work as a team.” But that tells vets and nurses almost diddly squat about how the team actually works. What they need to understand is what happens when someone asks for help, disagrees, challenges a decision or finds themselves left holding the fort. Episode 289 is the sixth episode in the 16-part REAL•CULTURE•STORY series. This week, Julie South explores U for UNDERSTANDING : how culture stories help vets and nurses outside your clinic understand the people, behaviours and unwritten rules inside it. Previously in this series: Episode 284: R for REAL STORIES Episode 285: E for EVERYDAY EVIDENCE Episode 286: A for ACTUAL PEOPLE Episode 287: L for LIVED VALUES Episode 288: C for CLARITY This episode covers: Why “collaborative” can truthfully describe two clinics that work in completely different ways The practical questions vets and nurses need answered before they can understand how your team operates How unwritten rules shape someone’s experience after they join What turns an unresolved cultural problem into a credible culture story Why an outdated reputation can keep travelling after a clinic has changed How to test whether your clinic’s culture claims have a shared meaning The Spot it. Source it. Share it. process for turning broad claims into understandable culture stories Next week, Julie returns to L for LIVED VALUES , this time within the CULTURE section of the framework: what your clinic’s behaviours help an outsider understand about who gets encouraged, protected and challenged—and what gets tolerated. If you’d like help telling your clinic’s culture stories—even when you’re not currently advertising a vacancy—email julie@vetclinicjobs.com . About your host Julie South is the founder of VetClinicJobs and the host of Veterinary Voices. She has been in veterinary recruitment since 2019 and is known for her work in culture storytelling. Julie helps forward-thinking vet clinics build the kind of genuine, specific culture evidence that attracts Their Kind of People long before any job ad runs. She has spoken on culture storytelling and employer branding at VetEXPO in Melbourne and works with clinics across Australasia and the United States who want vets and nurses to be excited about going to work on Monday mornings—for all the right reasons. Could Your Kind of People recognise Their Kind of Clinic ? A job ad may catch a vet’s or nurse’s eye. But it’s their own due diligence that determines whether they apply—or keep in touch. Culture Story Centres turn real experiences from inside your team into credible, discoverable recruitment evidence, giving vets and nurses meaningful reasons to choose your clinic. Explore Culture Story Centres for veterinary clinics
A vet or nurse may begin researching your clinic months before you advertise a vacancy. They’re not necessarily ready to apply—but they may already be deciding whether yours is a clinic worth remembering. If the answers they need are scattered across job ads, client-facing webpages and old social posts, they may simply move on before finding a reason to keep your clinic on their watchlist. In episode five of the REAL•CULTURE•STORY series, Julie South unpacks the first letter in CULTURE: C — Clarity . Previously in this series: Real Stories → veterinaryvoices.com/284 Everyday Evidence → veterinaryvoices.com/285 Actual People → veterinaryvoices.com/286 Lived Values → veterinaryvoices.com/287 This episode covers: Why vets’ and nurses’ due diligence may begin long before a clinic starts recruiting How AI tools are changing what prospective jobseekers can discover about working at a clinic Why an AI-generated answer does not necessarily give someone clarity The two jobs of clarity: making answers easy to find and making them unmistakably yours Why familiar claims such as “supportive”, “close-knit” and “collaborative” need real culture evidence behind them How scattered information makes prospective jobseekers work too hard to understand your clinic The one-question Clarity Test you can run on your own clinic Three steps for making an important answer clearer: Spot it, Source it, Share it The episode closes by setting up next week’s letter— U, for Understanding . Finding an answer is one thing; understanding what it could mean for someone’s working life is something else. If you’d like Your Kind of vets and nurses to understand and remember your clinic—even before you’re advertising a vacancy—email julie@vetclinicjobs.com . About your host Julie South is the founder of VetClinicJobs and the host of Veterinary Voices. She has been in veterinary recruitment since 2019 and is known for her work in culture storytelling. Julie helps forward-thinking vet clinics build the kind of genuine, specific culture evidence that attracts Their Kind of People long before any job ad runs. She has spoken on culture storytelling and employer branding at VetEXPO in Melbourne and works with clinics across Australasia and beyond who want vets and nurses to be excited about going to work on Monday mornings—for all the right reasons. Could Your Kind of People recognise Their Kind of Clinic ? A job ad may catch a vet’s or nurse’s eye. But it’s their own due diligence that determines whether they apply—or keep in touch. Culture Story Centres turn real experiences from inside your team into credible, discoverable recruitment evidence, giving vets and nurses meaningful reasons to choose your clinic. Explore Culture Story Centres for veterinary clinics
A client begins shouting at someone on reception. A colleague steps between them, and the clinic leader backs the team by respectfully ending the client–clinic relationship. The value on the wall may say “respect”—but what happens in that moment reveals whether the clinic truly lives it. In episode four of the REAL•CULTURE•STORY series, Julie South unpacks the L — Lived Values . Previously in this series: Real Stories → veterinaryvoices.com/284 Everyday Evidence → veterinaryvoices.com/285 Actual People → veterinaryvoices.com/286 This episode covers: Why values displayed on a wall are promises—not proof of what working at a clinic is really like How values become believable through the decisions people make when those values are tested What a clinic’s response to an abusive client tells vets and nurses about whether their wellbeing will genuinely be protected Why living a value is most revealing when doing so costs the clinic something The difference between describing a value and telling a real story that allows jobseekers to see it in action Three steps any clinic can run this week: Spot it, Source it, Share it The episode closes by setting up next week’s letter— C, for Clarity , the first diagnostic in CULTURE. If you’d like to give Your Kind of vets and nurses credible evidence of what your clinic stands for when it matters, email julie@vetclinicjobs.com . About your host Julie South is the founder of VetClinicJobs and the host of Veterinary Voices. She has been in veterinary recruitment since 2019 and is known for her work in culture storytelling. Julie helps forward-thinking vet clinics build the kind of genuine, specific culture evidence that attracts Their Kind of People long before any job ad runs. She has spoken on culture storytelling and employer branding at VetEXPO in Melbourne and works with clinics across Australasia and beyond who want vets and nurses to be excited about going to work on Monday mornings—for all the right reasons. Could Your Kind of People recognise Their Kind of Clinic ? A job ad may catch a vet’s or nurse’s eye. But it’s their own due diligence that determines whether they apply—or keep in touch. Culture Story Centres turn real experiences from inside your team into credible, discoverable recruitment evidence, giving vets and nurses meaningful reasons to choose your clinic. Explore Culture Story Centres for veterinary clinics
Your Job Ad Says "Supportive Team." But Who Are They? A new grad dreading her first large bitch spay asks a senior vet to be on hand. The senior vet watches quietly, steps in only when it gets tricky, then trusts her to finish the surgery herself. Nobody wrote that moment into a job ad. But it's exactly the kind of proof that turns "supportive team" from a claim into something a vet or nurse can believe. In episode three of the REAL+CULTURE+STORY series, Julie South unpacks the A — Actual People . Previously in this series: Real Stories → veterinaryvoices.com/284 Everyday Evidence → veterinaryvoices.com/285 This episode covers: Why putting a name beside a generic claim — "everyone's so supportive," said Jane — doesn't make it evidence The difference between content written for clients and content written for prospective colleagues, and why clinics so often mix the two up The "actual people" test: how to tell whether a story is real proof, or just decoration Why vets and nurses don't apply to work for a clinic name or a logo — they apply to work with the people they believe are waiting on the other side Three steps any clinic can run this week: Spot it, Source it, Share it The episode closes by setting up next week's letter — L, for Lived Values. If you'd like to start using peer-to-peer culture stories to give your recruiting an edge, email julie@vetclinicjobs.com . About your host Julie South is the founder of VetClinicJobs and the host of Veterinary Voices. She has been in veterinary recruitment since 2019 and is known for her work in culture storytelling. Julie helps forward-thinking vet clinics build the kind of genuine, specific culture evidence that attracts Their Kind of People long before any job ad runs. She has spoken on culture storytelling and employer branding at VetEXPO in Melbourne and works with clinics across Australasia and beyond who want vets and nurses to be excited about going to work on Monday mornings — for all the right reasons. Could Your Kind of People recognise Their Kind of Clinic ? A job ad may catch a vet’s or nurse’s eye. But it’s their own due diligence that determines whether they apply—or keep in touch. Culture Story Centres turn real experiences from inside your team into credible, discoverable recruitment evidence, giving vets and nurses meaningful reasons to choose your clinic. Explore Culture Story Centres for veterinary clinics
"The Cake Problem": Why Your Best Recruitment Evidence Is the Stuff You Never Think to Mention Every Thursday, one vet bakes a cake for the Large Animal team meeting. Nobody asked her to. It's not in her job description. And it's exactly the kind of thing that never makes it into a job ad — even though it's the realest proof of "great team culture" a clinic will ever have. In episode two of the REAL+CULTURE+STORY series, Julie South unpacks the E — Everyday Evidence. Episode notes This episode covers: What REAL+CULTURE+STORY actually stands for: REAL is the evidence, CULTURE is where it lives, STORY is how it gets told Why job-seeking vets and nurses are now asking AI tools directly what it's really like to work somewhere — and what happens to a clinic's chances when there's no real evidence for the AI to find The Decision Gap: the space between reading a job ad and hitting apply, and the questions vets and nurses want answered before they will Why a repeated habit is stronger proof of culture than a single great day — one good day can be staged, a pattern can't Three steps any clinic can run this week: Spot it, Source it, Share it The episode closes by setting up next week's letter — A, for Actual People. If you'd like to start using peer-to-peer culture stories to give your recruiting an edge, email julie@vetclinicjobs.com . Episode 284 - the first in this REAL CULTURE STORY series: https://veterinaryvoices.com/284 About your host Julie South is the founder of VetClinicJobs and the host of Veterinary Voices. She has been in veterinary recruitment since 2019 and is known for her work in culture storytelling — helping forward-thinking vet clinics build the kind of genuine, specific culture evidence that attracts Their Kind of People long before any job ad runs. Julie has spoken on culture storytelling and employer branding at VetEXPO in Melbourne and works with clinics across Australasia and beyond who want vets and nurses to be excited about going to work on Monday mornings — for all the right reasons. Could Your Kind of People recognise Their Kind of Clinic ? A job ad may catch a vet’s or nurse’s eye. But it’s their own due diligence that determines whether they apply—or keep in touch. Culture Story Centres turn real experiences from inside your team into credible, discoverable recruitment evidence, giving vets and nurses meaningful reasons to choose your clinic. Explore Culture Story Centres for veterinary clinics
The R in REAL+CULTURE+STORY: Why "Great Team" Job Ads Don't Work One letter. One question every vet clinic job ad needs to answer: is what you're claiming real, or is it just window dressing? In episode one of a new series, Julie South starts unpacking the REAL+CULTURE+STORY Framework — the 16-letter framework behind every Culture Story Centre her team builds — one letter at a time. Episode notes This episode covers: Why vague job ad claims — "collaborative and values-led," "small, hardworking, friendly team," "no one gets left behind" — are interchangeable between clinics and give vets and nurses no reason to stop scrolling The Decision Gap in action: if a clinic doesn't answer the questions vets and nurses ask before applying, AI will make something up, pull information from an unrelated clinic, or send them down a rabbit hole R is for Real — the difference between the message (what a clinic says about itself) and the moment (something that actually happened and proves it's true) A worked example turning "small, hardworking, friendly team" into a specific, peer-to-peer moment Three homework steps for any clinic's job ad this week: Spot it, Source it, Share it The episode closes by setting up next week's letter — E, for Everyday Evidence — the second letter in REAL. If you want a second pair of eyes on how long your last job ad took to fill, or where your Decision Gap sits right now, email julie@vetclinicjobs.com . About your host Julie South is the founder of VetClinicJobs and the host of Veterinary Voices. She has been in veterinary recruitment since 2019 and is known for her work in culture storytelling — helping forward-thinking vet clinics build the kind of genuine, specific culture evidence that attracts Their Kind of People long before any job ad runs. Julie has spoken on culture storytelling and employer branding at VetEXPO in Melbourne and works with clinics across Australasia and beyond who want vets and nurses to be excited about going to work on Monday mornings — for all the right reasons. Could Your Kind of People recognise Their Kind of Clinic ? A job ad may catch a vet’s or nurse’s eye. But it’s their own due diligence that determines whether they apply—or keep in touch. Culture Story Centres turn real experiences from inside your team into credible, discoverable recruitment evidence, giving vets and nurses meaningful reasons to choose your clinic. Explore Culture Story Centres for veterinary clinics
What Every "Vet Clinic Job Ad" Elephant Has In Common Eight weeks. Seven elephants. One pattern. In the series finale of The Elephant In The Room, Julie South brings it all together — and names the single thing every elephant in this series had in common. Plus something you absolutely need to know before the next series begins. Episode notes This episode recaps all seven elephants from the series: The clinic with a reputation it hasn't found a way to publicly undo — and prove it's come a long way since The Decision Gap — the gap between the views a job ad gets and the suitable applications it receives; not an exposure problem but a trust problem, where vets and nurses read vanilla, blah, identical-to-everyone-else wording and decide it's not enough to make the leap of changing jobs The skills shortage — real, but it's the ceiling not the floor; two clinics in the same town, same shortage, wildly different outcomes After-hours — two words in many job ads that almost never say what a vet or nurse needs to know Competitive remuneration — the two words that signal a salary exists and nothing else; research from VetStaff and Unitec Te Pukenga (2023) shows salary is the number one thing vets and nurses want to know The new graduate experience — mentoring programmes that drift from weekly to monthly to nothing, and the smaller group who leave the profession entirely because the job failed them Corporate or independent — half the profession says it matters, almost no job ad says which one it is The episode argues that every elephant is the same thing wearing different clothes: information that vets and nurses need before they apply that isn't in the job ad. And that in most cases, it doesn't need to be in the ad — the ad's job is to signal the vacancy. But clinics need somewhere vets and nurses can go to verify the claims. Because they're hiring critical thinkers. And critical thinkers check. The episode closes by opening the door to the next series — the REAL+CULTURE+STORY framework — which is how that peer-to-peer culture evidence gets built. If you'd like a copy of the VetStaff/Unitec Te Pukenga research, email julie@vetclinicjobs.com. About your host Julie South is the founder of VetClinicJobs and the host of Veterinary Voices. She has been in veterinary recruitment since 2019 and is known for her work in culture storytelling — helping forward-thinking vet clinics build the kind of genuine, specific culture evidence that attracts Their Kind of People long before any job ad runs. Julie has spoken on culture storytelling and employer branding at VetEXPO in Melbourne and works with clinics across Australasia and beyond who want vets and nurses to be excited about going to work on Monday mornings — for all the right reasons. Could Your Kind of People recognise Their Kind of Clinic ? A job ad may catch a vet’s or nurse’s eye. But it’s their own due diligence that determines whether they apply—or keep in touch. Culture Story Centres turn real experiences from inside your team into credible, discoverable recruitment evidence, giving vets and nurses meaningful reasons to choose your clinic. Explore Culture Story Centres for veterinary clinics
Everyone in veterinary has an opinion about corporate versus independent ownership. Strong ones, in both directions. But almost nobody says which one they are in the job ad. In the seventh episode of The Elephant In The Room, Julie South looks at the question that sits in the back of every vet and nurse's mind when they're reading a job ad — and gives you one practical check that takes about thirty seconds. Episode notes Research VetStaff undertook with Unitec Te Pukenga in 2023 found that ownership type is roughly a fifty-fifty issue in the veterinary profession. Slightly more respondents said it mattered to them — but plenty had positive and negative experiences in both corporate and independent environments. This episode is not about which is better. The elephant is about disclosure. Some corporate groups advertise with their brand loud and clear — transparent, straightforward, and attracting the vets and nurses who want exactly what a larger group offers. Others make a deliberate business decision to preserve the local identity of their acquired clinics, for good reasons that serve both clients and teams. The result is that vets and nurses who care about ownership type may not know what they're looking at from the ad alone. They find out through their own due diligence — checking whether the contact email matches the clinic's URL, Googling the group name, asking at interview. When it matters to them and they didn't know earlier, it can feel like something was left unsaid. The episode argues that clinics — corporate or independent — have something to gain by being upfront. The vets and nurses who want what you offer can find you faster. The ones who don't can rule themselves out before anyone wastes time finding out three interviews in. This is the seventh episode in The Elephant In The Room — a series examining the things everyone in veterinary knows and almost no one says out loud. About your host Julie South is the founder of VetClinicJobs and the host of Veterinary Voices. She has been in veterinary recruitment since 2019 and is known for her work in culture storytelling — helping forward-thinking vet clinics build the kind of genuine, specific culture evidence that attracts Their Kind of People long before any job ad runs. Julie has spoken on culture storytelling and employer branding at VetEXPO in Melbourne and works with clinics across Australasia and beyond who want vets and nurses to be excited about going to work on Monday mornings — for all the right reasons. Could Your Kind of People recognise Their Kind of Clinic ? A job ad may catch a vet’s or nurse’s eye. But it’s their own due diligence that determines whether they apply—or keep in touch. Culture Story Centres turn real experiences from inside your team into credible, discoverable recruitment evidence, giving vets and nurses meaningful reasons to choose your clinic. Explore Culture Story Centres for veterinary clinics
Some vets and nurses leave the profession far too soon. You probably know of at least one yourself. In this sixth episode of The Elephant In The Room series , Julie South looks at what happens when a new grad arrives at a clinic and the support that was promised turns out to look very different in practice — and asks one question that every new grad and every clinic owner should be able to answer. Episode notes Many vet clinics advertise a mentoring programme for new graduates — and mean it. But meaning it and having something formal behind it are two different things. This episode looks at what happens when a mentoring programme exists in name but not in structure: the weekly catchups that become fortnightly, then monthly, then disappear entirely because there was nothing documented to hold them in place. And the harder version — where the new grad didn't clarify at interview what support would look like, the clinic didn't know what expectation had been set, and the new grad arrives to find they're largely on their own. The episode covers three outcomes for new grads who don't get the support they need: those who find their footing anyway, those who leave for a clinic that will support them, and a smaller group — real, if not large — who leave the profession entirely. They didn't fail at the job. The job failed them. The episode also looks at what the clinics that do it well have in common — week-by-week milestones, documented, a mentor who shows up and follows through — and why those clinics get talked about through new grad cohorts in a very different way. The closing question is for both audiences: new grads are encouraged to ask to see the mentoring programme on paper at their next interview. Clinic owners are asked what they would point a new grad to if that question came up tomorrow. This is the sixth episode in The Elephant In The Room — a series examining the things everyone in veterinary knows and almost no one says out loud. About your host Julie South is the founder of VetClinicJobs and the host of Veterinary Voices. She has been in veterinary recruitment since 2019 and is known for her work in culture storytelling — helping forward-thinking vet clinics build the kind of genuine, specific culture evidence that attracts Their Kind of People long before any job ad runs. Julie has spoken on culture storytelling and employer branding at VetEXPO in Melbourne and works with clinics across Australasia and beyond who want vets and nurses to be excited about going to work on Monday mornings — for all the right reasons. Could Your Kind of People recognise Their Kind of Clinic ? A job ad may catch a vet’s or nurse’s eye. But it’s their own due diligence that determines whether they apply—or keep in touch. Culture Story Centres turn real experiences from inside your team into credible, discoverable recruitment evidence, giving vets and nurses meaningful reasons to choose your clinic. Explore Culture Story Centres for veterinary clinics
What's the single most important thing vets and nurses need to see in a job ad? Research says it's pay. By a country mile. And yet most vet clinic job ads say the same two words: competitive remuneration . In the fifth episode of The Elephant In The Room series, Julie South looks at why clinics won't put salary ranges in their ads — and why that decision is costing them more applications than they realise. Episode notes In 2023, VetStaff — New Zealand's only specialist veterinary recruitment agency and a sister company to VetClinicJobs — undertook research with Unitec Te Pukenga asking vets and nurses across New Zealand and beyond what it took to click on a job ad. The results were unambiguous. Almost 97% of respondents rated salary as important or most important when considering a new role. Salary band information was the second most compelling element of a job ad — at 41%, just behind the headline at 43%. Yet most vet clinic job ads say "competitive remuneration" and nothing more. This episode explores two reasons clinics won't name a figure — they don't want to lock themselves in, and they're worried about being undercut by the clinic down the road — and why both fears are leading to the same outcome: a completely flat field where every ad looks identical and vets and nurses have nothing to go on for the most important piece of information they're searching for. The episode also argues there's a way through that doesn't require locking anyone in — and that the clinic which names a range, even a broad one, immediately stands out from every other ad in the market. This is the fifth episode in The Elephant In The Room — a series examining the things everyone in veterinary knows and almost no one says out loud. About your host Julie South is the founder of VetClinicJobs and the host of Veterinary Voices. She has been in veterinary recruitment since 2019 and is known for her work in culture storytelling — helping forward-thinking vet clinics build the kind of genuine, specific culture evidence that attracts Their Kind of People long before any job ad runs. Julie has spoken on culture storytelling and employer branding at VetEXPO in Melbourne and works with clinics across Australasia and beyond who want vets and nurses to be excited about going to work on Monday mornings — for all the right reasons. Could Your Kind of People recognise Their Kind of Clinic ? A job ad may catch a vet’s or nurse’s eye. But it’s their own due diligence that determines whether they apply—or keep in touch. Culture Story Centres turn real experiences from inside your team into credible, discoverable recruitment evidence, giving vets and nurses meaningful reasons to choose your clinic. Explore Culture Story Centres for veterinary clinics
If you're responsible for hiring at your vet clinic, do you have dread words? Words you know you have to include in the job ad, but the moment you type them you can already feel the applications not coming? This episode is about two of those words: after-hours. In the fourth episode of The Elephant In The Room, Julie South looks at why " shared across the team " tells a vet or nurse almost nothing — and why the clinics that have genuinely solved after-hours are sitting on something worth saying, and saying nothing. Episode notes Most vet clinic job ads that mention after-hours say the same thing: shared across the team, rostered. Nothing else. Yet behind those words, the experience can be completely different from one clinic to the next. This episode looks at what that difference actually looks like — from a clinic where most of the team want to be on the after-hours roster, to one where one or two people quietly carry the load while the roster looks balanced on paper. The key example: a small animal clinic whose owner doesn't call it after-hours at all. She calls it the Emergency and Critical Care roster. Same obligation — completely different story around it. The financial reward is genuine, recovery time is real and honoured, and being on the roster is a choice most of the team actively make. The episode argues that clinics which have built something genuinely fair and well-supported around after-hours have specific, true things to say that very few clinics are saying — and that vets and nurses who'd thrive in that environment can self-identify from the way it's described. Generic language gives them nothing to go on. This is the fourth episode in The Elephant In The Room — a series examining the things everyone in veterinary knows and almost no one says out loud. About your host Julie South is the founder of VetClinicJobs and the host of Veterinary Voices. She has been in veterinary recruitment since 2019 and is known for her work in culture storytelling — helping forward-thinking vet clinics build the kind of genuine, specific culture evidence that attracts Their Kind of People long before any job ad runs. Julie has spoken on culture storytelling and employer branding at VetEXPO in Melbourne and works with clinics across Australasia and beyond who want vets and nurses to be excited about going to work on Monday mornings — for all the right reasons. Could Your Kind of People recognise Their Kind of Clinic ? A job ad may catch a vet’s or nurse’s eye. But it’s their own due diligence that determines whether they apply—or keep in touch. Culture Story Centres turn real experiences from inside your team into credible, discoverable recruitment evidence, giving vets and nurses meaningful reasons to choose your clinic. Explore Culture Story Centres for veterinary clinics
The skills shortage is real. But it's not why your ad isn't working - the elephant in the room - ep. 278 Two clinics. Same town. Same skills shortage. One's been advertising since-forever. The other has been running a different kind of recruitment programme — and has had multiple suitable applicants within weeks. Same shortage. Completely different outcomes. In the third episode of The Elephant In The Room, Julie South talks about the difference between a ceiling and a floor — and which one your clinic is likely dealing with. If your ad has been running for a while with little to show for it, this one's for you. Episode notes The veterinary skills shortage is real — one hundred percent. But this episode argues it's not the whole explanation for why some clinics can't fill their roles. The shortage sets the ceiling: fewer vets and nurses available, more vacancies, more competition for the same applicants. That's the same for every clinic in every region. What the shortage doesn't explain is why one clinic's applicant pool is smaller than the clinic down the road's. Same ceiling. Different floor. The episode looks at why clinic managers and practice owners reach for the shortage as the default explanation — not because they're wrong, but because nobody's ever taught them there might be something else to look for, or where to start looking. The answer lies in culture storytelling: giving vets and nurses enough real, specific, current information about what it's like to work at your clinic that they can self-identify — see you as their kind of clinic, and themselves as your kind of people. A generic job ad that sounds like every other job ad can't do that. An ongoing culture story can. This is the third episode in The Elephant In The Room — a series examining the things everyone in veterinary knows and almost no one says out loud. About your host Julie South is the founder of VetClinicJobs and the host of Veterinary Voices. She has been in veterinary recruitment since 2019 and is known for her work in culture storytelling — helping forward-thinking vet clinics build the kind of genuine, specific culture evidence that attracts Their Kind of People long before any job ad runs. Julie has spoken on culture storytelling and employer branding at VetEXPO in Melbourne and works with clinics across Australasia and beyond who want vets and nurses to be excited about going to work on Monday mornings — for all the right reasons. Could Your Kind of People recognise Their Kind of Clinic ? A job ad may catch a vet’s or nurse’s eye. But it’s their own due diligence that determines whether they apply—or keep in touch. Culture Story Centres turn real experiences from inside your team into credible, discoverable recruitment evidence, giving vets and nurses meaningful reasons to choose your clinic. Explore Culture Story Centres for veterinary clinics
If you've ever looked at your job ad dashboard and wondered why the views are high and the applications aren't — this episode is about one of the reasons. And it's likely not the one Seek (or other job boards) will tell you about. In the second episode of The Elephant In The Room, Julie South looks at the gap between believing a job ad and trusting it enough to act on it — and why spending more for more exposure doesn't close that gap. It just means more people landing on the wrong side of it. If your clinic's numbers don't quite add up, this one's for you. Episode notes This episode argues that high views and low applications often isn't an exposure problem. It's a trust problem. Three ways the gap between a job ad and reality can surface are explored: On day one — a vet or nurse who meant to ask about the vet:nurse ratio at interview, didn't, and discovers on the job that the ratio promised in the ad only held true when the clinic was fully staffed At interview — a vet or nurse who does ask about new grad mentoring, and learns the mentor named in the ad left months ago with nobody stepping into the role since Before either of those — a vet or nurse who finds a different version of the clinic's story online, doesn't know which version is true, and quietly doesn't apply at all None of these are framed as anyone's fault — but the episode argues they're still the clinic's job to fix, because an ad that was accurate two years ago might not be anymore. The episode closes on why peer-to-peer evidence — team members speaking specifically and by name — carries more weight than anything management says about itself, and offers clinics one question to test their own ad against reality. This is the second episode in The Elephant In The Room — a series examining the things everyone in veterinary knows and almost no one says out loud. About your host Julie South is the founder of VetClinicJobs and the host of Veterinary Voices. She has been in veterinary recruitment since 2019 and is known for her work in culture storytelling — helping forward-thinking vet clinics build the kind of genuine, specific culture evidence that attracts Their Kind of People long before any job ad runs. Julie has spoken on culture storytelling and employer branding at VetEXPO in Melbourne and works with clinics across Australasia and beyond who want vets and nurses to be excited about going to work on Monday mornings — for all the right reasons. Could Your Kind of People recognise Their Kind of Clinic ? A job ad may catch a vet’s or nurse’s eye. But it’s their own due diligence that determines whether they apply—or keep in touch. Culture Story Centres turn real experiences from inside your team into credible, discoverable recruitment evidence, giving vets and nurses meaningful reasons to choose your clinic. Explore Culture Story Centres for veterinary clinics
There's a clinic not too far from you right now that everyone in the profession knows about. The vets know. The nurses know. The locums know. You can see it in the turnover — always hiring, always starting over. And nobody says publicly why. In the first episode of a new series — The Elephant In The Room — Julie South talks about the reputation that travels through private chats and late-night conference conversations, but never makes it into the one place it might actually do some good. And about the clinics that have done the hard work to change things — and are still being judged for who they used to be. If either of those sounds familiar, this episode is for you. Episode notes This episode explores why veterinary clinic reputations circulate privately — through WhatsApp, Messenger, and word of mouth — but never surface publicly where they could inform a hiring decision. Two kinds of clinics are examined: Clinics where the reputation is earned and nothing has changed — where high turnover is the visible signal and toxic behaviour continues to be tolerated Clinics that have genuinely changed — new leadership, new culture, fixed rosters, addressed after-hours loads — but are still carrying a reputation that belongs to a version of themselves that no longer exists The episode argues that the only thing that shifts a reputation is evidence: real voices from current team members, captured and published in a form that travels as far and as fast as the original reputation did. This is the first episode in The Elephant In The Room — a series examining the things everyone in veterinary knows and almost no one says out loud. About your host Julie South is the founder of VetClinicJobs and the host of Veterinary Voices. She has been in veterinary recruitment since 2019 and is known for her work in culture storytelling — helping forward-thinking vet clinics build the kind of genuine, specific culture evidence that attracts Their Kind of People long before any job ad runs. Julie has spoken on culture storytelling and employer branding at VetEXPO in Melbourne and works with clinics across Australasia and beyond who want vets and nurses to be excited about going to work on Monday mornings — for all the right reasons. Could Your Kind of People recognise Their Kind of Clinic ? A job ad may catch a vet’s or nurse’s eye. But it’s their own due diligence that determines whether they apply—or keep in touch. Culture Story Centres turn real experiences from inside your team into credible, discoverable recruitment evidence, giving vets and nurses meaningful reasons to choose your clinic. Explore Culture Story Centres for veterinary clinics
Most clinics have their most honest conversation about culture when someone's leaving. The vet or nurse is in their last week, and suddenly — they talk. They say what they loved about the team. They describe what made this clinic different. They name the specific things that kept them there as long as they did. Honest. Warm. Specific. Exactly the kind of thing that would make the right person read it and think: that sounds like my kind of place. And the job ad? It might still be running. Still saying passionate team, supportive environment, great work-life balance. The same words it said when it went up. The same words every other clinic uses. In this final episode of the series What Job Ads Were Never Built To Do, Julie South looks at the good stuff that surfaces too late — and what it would take to capture it while it can still do something useful. If you'd like to talk about what that looks like for your clinic — email julie@vetclinicjobs.com . Could Your Kind of People recognise Their Kind of Clinic ? A job ad may catch a vet’s or nurse’s eye. But it’s their own due diligence that determines whether they apply—or keep in touch. Culture Story Centres turn real experiences from inside your team into credible, discoverable recruitment evidence, giving vets and nurses meaningful reasons to choose your clinic. Explore Culture Story Centres for veterinary clinics
You have a great culture. Your team would back that up. So why is it sooooo! hard to find vets and nurses who want to work there? The answer probably isn't your job ad. It's everything that didn't happen before your job ad ran. In this fifth episode of What Job Ads Were Never Built To Do , Julie South unpacks the hidden cost of episodic recruitment — the off/on/off, stop/start/stop cycle that most vet clinics have normalised without ever questioning. The ad goes up. The ad comes down. The clinic goes dark. And the next time a vacancy opens, you're starting from zero. Again. Visibility isn't about being findable by name. It's about being present in the professional world of vets and nurses who are keeping their eye out — months or years before they're ready to apply. What's more - there's a huge difference between being visible and being believed . Third-party voice carries a weight that no amount of your own content ever will. A job ad is a moment in time. Visibility is a habit. Resources mentioned: One-hour consult with Julie — julie@vetclinicjobs.com Could Your Kind of People recognise Their Kind of Clinic ? A job ad may catch a vet’s or nurse’s eye. But it’s their own due diligence that determines whether they apply—or keep in touch. Culture Story Centres turn real experiences from inside your team into credible, discoverable recruitment evidence, giving vets and nurses meaningful reasons to choose your clinic. Explore Culture Story Centres for veterinary clinics
Your job ad has a requirements list. Must be a team player. Must thrive in a fast-paced environment. Must do one weekend in four. And you're hoping the right vets and nurses will read it, recognise themselves, and apply. Here's the problem. So does every other clinic's job ad. Word for word, in some cases. In this fourth episode of What Job Ads Were Never Built To Do , Julie South unpacks why requirements lists don't filter — and why vanilla clinics get vanilla applications . When every clinic looks identical, there's nothing for a vet or nurse to identify with. Nothing to recognise. Nothing that says that's my kind of clinic. The goal of a job ad isn't volume. It's resonance. One application from a vet or nurse who already knows you're their kind of clinic is worth more than fifty from people who are guessing. Most clinics are fishing with a net. This episode is about fishing with a line. Julie also introduces the concept of recognition and identification — what genuine self-selection looks like, why it doesn't travel on bullet points, and why the question worth asking about your job ad isn't "how do I make it better?" It's "is this vanilla?" Resources mentioned: One-hour consult with Julie — julie@vetclinicjobs.com Could Your Kind of People recognise Their Kind of Clinic ? A job ad may catch a vet’s or nurse’s eye. But it’s their own due diligence that determines whether they apply—or keep in touch. Culture Story Centres turn real experiences from inside your team into credible, discoverable recruitment evidence, giving vets and nurses meaningful reasons to choose your clinic. Explore Culture Story Centres for veterinary clinics
Your clinic values are genuine. The team really is supportive. You really do care about animal welfare. So why is stating that in your job ad doing absolutely nothing for your recruitment? In this third episode of What Job Ads Were Never Built To Do , Julie South unpacks why values listed in a job ad are indistinguishable from values listed in every other job ad — and why that makes them wallpaper, however sincerely they're meant. The problem isn't your values. It's the tool you're using to carry them. Julie explores the difference between a value that's claimed and a value that's demonstrated, why a job ad can only ever do the former, and what demonstration looks like in practice — from verified anonymous employee reviews to a team member telling their story on a podcast. And if you're listening and wondering how to make your values fit better in a job ad — Julie has something to say about that too. It's not the question you should be asking. Resources mentioned: Cultural Visibility Stress Test — careers.vetclinicjobs.com Email Julie — julie@vetclinicjobs.com Could Your Kind of People recognise Their Kind of Clinic ? A job ad may catch a vet’s or nurse’s eye. But it’s their own due diligence that determines whether they apply—or keep in touch. Culture Story Centres turn real experiences from inside your team into credible, discoverable recruitment evidence, giving vets and nurses meaningful reasons to choose your clinic. Explore Culture Story Centres for veterinary clinics
There's a glowing quote from a team member on your careers site or in your job ad. It's positive, it's genuine — and it's doing almost nothing for your recruitment. This episode explains why, and what actually works instead. In this second episode of What Job Ads Were Never Built To Do , Julie South unpacks one of the heaviest loads clinics are asking their job ads and careers pages to carry: social proof. Specifically — the difference between a testimonial and a review. They look similar. They are not the same. And confusing the two is costing clinics vets and nurses. Julie explores why solicited quotes — however genuine — are instantly discounted by the vets and nurses reading them, why verified anonymous employee reviews carry a completely different weight, and what happens in the room when a clinic manager is first invited to let their team speak anonymously and unedited. You'll also hear what "verified" actually means, why it matters that a real human — not a bot — does the verifying, and how VetClinicJobs gives anonymous reviews their own dedicated space ahead of job ads. And at the end — a question worth sitting with. One that'll give you a more honest read of where your clinic culture sits than almost anything else. Resources mentioned: Cultural Visibility Stress Test — careers.vetclinicjobs.com Email Julie — julie@vetclinicjobs.com Could Your Kind of People recognise Their Kind of Clinic ? A job ad may catch a vet’s or nurse’s eye. But it’s their own due diligence that determines whether they apply—or keep in touch. Culture Story Centres turn real experiences from inside your team into credible, discoverable recruitment evidence, giving vets and nurses meaningful reasons to choose your clinic. Explore Culture Story Centres for veterinary clinics
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Observed September 11, 2026. Cached outside the daily freshness window; the positions keep the date they were taken on.
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