Survey investigating factors affecting recruitment and retention in the UK veterinary nursing profession.

BACKGROUND: Recruitment and retention have been identified as contributing factors to workforce shortages in the veterinary team. METHODS: Results from veterinary nurses to an online questionnaire regarding recruitment and retention were analysed. RESULTS: Veterinary nurses had few job changes (median 2); however, 53.8% (n = 1060) reported they were likely or very likely to leave their employment within 2 years. Respondents who were recently qualified (p < 0.001) and on lower salaries (p < 0.001) were significantly more likely to plan to leave. The most frequently chosen reasons to stay in a position were team, location and working hours, while reasons to leave were salary, management and work-life balance. Respondents most disliked 'dealing with people', remuneration and work-life balance and would like to change the salary, management and team aspects. Employers reported difficulty in employing an experienced veterinary nurse. LIMITATIONS: A questionnaire simplifies the nature of retention. Also, a comparatively low number of responses was received, with overrepresentation of some groups. It was conducted in 2018; however, it still provides a useful comparison for studies regarding recent world events. CONCLUSION: The shortage of veterinary nurses is due in part to the lack of retention within the profession. Adequate recompense for work undertaken and value attributed to the role are suggested as contributing factors.

Investigation of factors affecting recruitment and retention in the UK veterinary profession.

BACKGROUND: Recruitment and retention is currently of major concern and has resulted in the veterinary profession being returned to the UK's Shortage Occupation List in 2019. METHODS: An online questionnaire of veterinary employees and employers investigating factors contributing to leaving/staying in current employment and the profession. The questionnaire was distributed via specialist veterinary associations' email lists and social media from September to October 2018. RESULTS: Respondents had few job changes (median 3), however, 43.7 per cent (n=2390) reported that they were likely or very likely to leave their employment within two years. Vets who were recently qualified, on lower salaries and female were more likely to plan to leave. Most frequently chosen reasons to stay in a position were: team, location and family. Most commonly cited reasons to leave were: work-life balance, management and salary. Respondents most disliked dealing with people, work-life balance and the physical/emotional impacts of the job. They would most like to change the hours worked, team aspects and management. Employers suggested that it was difficult to employ a veterinary surgeon, especially an experienced individual. CONCLUSION: The current retention crisis is due in part to the differing requirements between modern-day veterinary employees, their employers, the public and the profession.