Video Transcript Below
Why We’re Different
Advanced Search Techniques
We are expert at job advertising amplification, analytics and sourcing tools; this helps us find highly qualified candidates faster for you.
Great Reputation in the Industry Over 16 Years
We are in business for the long term, and our reputation is crucial for our continued success. We do not just place any candidate into a position but carefully analyze their background, behavior, attitudes and references to assure a good and long-lasting fit for both the client and the candidate.
This includes three months of individual coaching for both the new veterinarian and their supervisor to assure excellent communication and satisfaction for both parties. This process can increase retention and offer the managing veterinarian additional tools to help them support of their staff in an even greater way.
Travis & Associates Also Recruits Veterinary Hospital Manger, Administrators, and Directors
As a former hospital administrator, Victoria Travis knows the importance of assembling a strong team with the right team members.
- Veterinary recruiter and career and life coach 2001-present
- Hospital administrator at Presbyterian-St. Luke’s Medical Center: created a $20 million outpatient program. (1991-2001).
- Administrative director at the University of Colorado Health Sciences Center and cardiology researcher in Denver (1979-1990).
- Biomedical cancer researcher at Sloan-Kettering Institute, Cornell Medical Center and Emory University.
- Masters’ Degree in Healthcare Administration (1990) from the University of Colorado in Denver.
- When I’m not working or working-out, I’m on a personal mission to help older women (and men) who have not saved enough for their retirement. In conjunction with experts in finance and investing, I am personally developing strategies to make reasonable retirement income a possibility — regardless of past saving history.
Travis & Associates will complete these key stages of executive search for the veterinary hospital owner:
- Evaluation of the employment need both technically and culturally including an assessment of the workplace demographics and the client management style,
- Development of recruiting strategic plan including client timeline,
- Identify highly qualified candidates and experts in the field through one on one calls and networking,
- Placement of appropriate ads, postings and listings,
- Candidate screening, assessment and reference checking; this includes personality profiling as included in another attachment,
- Present written profiles of viable candidates to the client including resume, completed search questionnaire, interview summary, summary of candidate’s strong points, candidate’s needs from the client,
- Schedule candidate/client interviews. Participate in the interview process when appropriate,
- Provide candidate feedback to client upon completion of the interview process,
- Validation of reference checks with interviews of unsolicited additional reference sources and present written summaries to client,
- If desired, facilitation of the employment agreement between the employer and the candidate to assure a win-win for both,
- Assist selected candidate in resigning from current employer and prepare candidate to deal with possibility of a counteroffer,
- Hiring follow-up at one, two, three and six months to assure smooth integration of candidate into corporate culture so that candidate can hit the ground running.
Advantages of working with Travis & Associates
- Experience in the veterinary industry resulting in speed and efficiency to find highly qualified candidates that will smoothly integrate into your culture,
- Provision of cost-effective recruiting services in a discrete, timely and highly professional manner,
- Development of valuable market intelligence,
- Creation of a Veterinarian Retention Plan in conjunction with managing veterinarian with three months individual coaching for the newly placed veterinarian and their manager to assure increased retention.
Speak with Victoria
Please phone 720-53506433 or email Victoria at victoria (at) travisandassociates (dot) com.
Victoria Travis interview with Ronald Pearl of Expand Your Impact
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Today we are with Victoria Travis from Travis associates who will be telling us a little bit about her firm.
Ron: How are you Victoria.
Victoria: Good. Thanks Ron it’s good to be here.
Ron: In order to get a little background, why should a veterinary practice hire a veterinary recruiter?
Victoria: Great question. The main reason is probably because it had an opening for 3, 4 or five months. And if you consider that an average veterinarian probably bills anywhere from $20-$40,000 a month, in charges, having that position open is costing the practice at least 50% of that. So let’s say $20,000 a month.
If the practice has left the opening for five months, 20,000×5 is $100,000. So if the practice hasn’t been able to hire someone for their strategy to do it they might turn it over to someone who does this for a living, for 17 years and has a pretty good track record.
Ron: And, a regular veterinarian wouldn’t just be able to put an ad up, for themselves?
Victoria: Well, they’ve already done that. They’ve already put adds up and they haven’t got anyone
through standard techniques. So what I’ve done, I go above and beyond just the professional advertising. I go into the nooks and crannies of the Internet like LinkedIn and Facebook. And I got, and I have a team of experts that help me do that, and find these untapped fabulous veterinarians.
Ron: how do you go about qualifying the perspective veterinarians?
Victoria: as I find people I qualify them. And I’ve had a long conversation with the owner and with the practice manager of the practice, to find out exactly what qualities they’re looking for. And then once I find those qualities, in a person, then I would present them to the practice owner and the hospital manager.
Usually my interview takes about an hour. Check references get the resume. The practice doesn’t have to do this. The practice can just do what they do well, which is to heal pets and take care of clients. And what I can do is this routine stuff which is challenging and detracts them from their real job.
Ron: so what type of qualifications and characteristics are the practice owners interested in?
Victoria: that’s a great question I would say if they’re looking for a new graduate, what really sets a new graduate apart is if they’ve had veterinarian tech experience. So they’ve actually been a technician in the veterinarian practice, so they know how the practice works.
So when they are new graduates, kind of struggling a little bit, they at least know patient flow, they usually catch on and get oriented more quickly then someone who has no experience whatsoever.
For an experienced veterinarian usually the practice has specific requirements. Most of them are experts in say, soft tissue surgery, diagnostic skills. Dentals are an important qualification. And they also like to have somebody has some ultra sound. And a real cherry on top of the Sunday would be somebody who might have some orthopedic experience.
Ron: Do they need to know how to deal with the pet owners, and patients in this case?
Victoria: That’s a great question. Most people want somebody who has good client communication. And they want somebody who when they trust their best clients to this new person, can take care of this client and this pets very well. So client communication is another big qualification.
Ron: and do you’ve work for the practice or do you work for the veterinarian.
Victoria: So, I’m tired by the veterinary practice owner by the practice. And they hire me to fill the opening they have in their practice. Also sometimes veterinarians will come to me looking for an opportunity, and then I can help them. And one of the things that I bring to the table that makes me just a little bit different then other recruiters is that I’m a certified career and life coach. So after I placed the new veterinarian, in the practice, I give them a free one-on-one three month coaching.
I coach both new candidates and newly placed veterinarians. And sometimes I’ll coach the owner, a little bit, because they need a little help on how to best orient it’s new doctor to their practice.
Ron: Would you consider that to be a retention program?
V: I actually call it my veterinary retention program. In this three month of one-on-one coaching is included in my standard fees.
Ron: And how did they go about hiring you? How does that work?
Victoria: Well they can give me a call on the phone 720-535-6433. or they can take a look at my website and respond that way. The fastest service is usually by calling my 720 number.
Ron: And when they contact you, what are the the the next steps?
Victoria: well we have a conversation and if what I have to say resonates with them then I send them a draft contract which talks about my fees and what’s provided. And then I also send them an email brochure that goes into more detail about my background and my experience.
Ron: How many placements have you accomplished?
Victoria: I would say I’ve done an average of 25 to 30 per year for 16 years. Math is not one of my skills so you figure that out.
Ron: Anything else you’d like to share in this introduction?
Victoria: What I’d like to say is that many recruiters do their business in a certain way and my business is different because the fact that I’m a coach and a recruiter allows me to expand the retention of the person who’s hired. The client called me the other day and said, “I hired four new bats/year and they’ve all quit.”
I was astounded that this would happen, and I said, “Gee, it’s too bad you hadn’t hired me because I could have helped with improving that retention.”
So I think the combination of the experience of my recruiting and coaching really makes me someone to consider hiring.
Ron: Do you just work in a local area or is this a nation wide program?
Victoria: I work nationwide, in every state, and I also work in Ontario. In Canada.
Ron: In Canada, is it for all types of vet disciplines?
Victoria: It’s generally for small practice. Occasionally I’ll do a mixed veterinarian practice which is large animal and small. But generally I’m doing small animal.
Ron: Thank you of your time.
Victoria: Thanks Ron.
Travis & Associates Veterinarian Recruiter
I have been helping Veterinary Hospital owners find perfect veterinarians and hospital mangers for their practice for the past 17 years. In addition, I help veterinarians find jobs that increase their skills, and allow them to develop professionally and personally. And as a certified career and life coach, I can help both my clients and my veterinarian candidates expand and grow.
Questions: Please phone 720-535-6433 or email me: firstname.lastname@example.org