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Hiring a Real CVT

January 14, 2019

Is your person really a CVT? Take steps to make sure.

Hiring real Credential Veterinary Technicians when you’re not a HR Guru

 

You don’t have to be a human resources guru to ensure that the person you’re hiring is genuinely credentialed. When applying for a position, anyone can claim to be a “Credentialed Veterinary Technician / Technologist in good standing.” But are they?

It can be frustrating if you know someone who has falsely (either intentionally or through ignorance) represented herself as a CVT in order to obtain a job. People who are Credentialed Veterinary Technicians/ Technologists in good standing have gone through a process in order to obtain this credentialing (Certified Veterinary Technician, Registered Veterinary Technician, Licensed Veterinary Technician or Licensed Veterinary Medical Technician).

It is unfortunate when individuals apply for a position as a Credentialed Veterinary Technician (of any title) when they are not qualified.  However, this is no excuse for the hiring manager not to perform due diligence in the hiring process, which includes verifying credentials.

Defining Proper Job Duties

Ultimately, it starts by defining the role of each team member. In this way, a solid job description can be established with intent to hire for the required expertise, tweaking as needed for individual skill sets when a good fit is found.

Once the job description is developed, then the job announcement can be generated. This should outline the desired skills for the candidate and speak to your team culture. When hiring for a credentialed veterinary technician, be sure the announcement appropriately establishes the credential required (states vary in credential title and list of duties).

Strategic Hiring Process

Once the resumes start arriving, then what? Begin by setting clear objectives on paper as to what constitutes a good candidate. It will be beneficial to write these qualifications down and assign values to each candidate.

There are many areas to consider which is not the current focus. Visit the blog page and enter the search work “hiring” for many articles in this area.

In general, you’ll want to objectively review the cover letter and resume, identify specific interview questions, follow up with references, verify credentials and do a working interview.

Verify Credentials as Best Practice

An article from Global Backgrounds summarized it nicely: “Hiring managers evaluate employees based on what value they believe the applicant will be able to add to the organization in the future.  However, the data a hiring manager uses to make this assessment is predominantly what the applicant has accomplished in the past.  If the applicant falsifies her past accomplishments, then the hiring manager is making a decision based on bad information.”1

In this article, they referenced Career Builder, which identified common resume lies:

  • Embellished skill set – 57%
  • Embellished responsibilities – 55%
  • Dates of employment – 42%
  • Job title – 34%
  • Academic degree – 33%
  • Companies worked for – 26%
  • Accolades/awards – 18%

Verifying Specific Credentials

This is where it gets a little confusing as each state is different.  To determine if the candidate is credentialed, you must first identify the credentialing body.

If you don’t know, this is actually fairly easy – just ask the candidate to provide his or her credentialing number, the state it’s held in, the expiration date and who (person or agency) to contact for verification.  Once you have this information, then contact that body to determine if the person’s credentialing status is current. You will still want to follow up as people may not have renewed their credentials (even though they say they did).

If the candidate can’t provide the information, then this may be a red flag for you.  Further investigation is prudent.

In some states it is acceptable for people to maintain credentialing from another state. Again, the candidate should know how his/her credential is maintained. However, you will need to know if this is acceptable in your specific state.

Some states are easier than others. For example, CVTs in the state of Colorado are all listed on the Colorado Association of Certified Veterinary Technicians (CACVT) website.  Just plug in the person’s name and you’ll know.

Finally, if all else fails, reach out to the state veterinary technician association or veterinary medical association for assistance.

Does hiring feel like a huge and daunting process? It is!

In order to find that great fit, it takes diligence and due process. However, as this person grows and matures in the practice, all the initial effort will be worth it.

Yours in properly hiring CVTs

The CATALYST VetPC Team

 

Resources
  1. Part 1 of 4 on Employment Screening: The Importance of Validating Credentials. August 26, 2015. Global Backgrounds. http://www.globalbackgrounds.com/insight-center-blog/2015/9/7/the-importance-of-validating-credentials