How to build a transparent permanent veterinary vacancy brief

Start with the employment reality

A useful permanent vacancy brief states the role, location, employment basis, contracted hours, salary or approved salary position, benefits, rota, weekend and out-of-hours requirements, reporting line and expected start process. These facts should be agreed internally before advertising whenever possible.

The brief should distinguish requirements from preferences. This supports a more structured conversation and reduces the risk that a desirable but non-essential characteristic becomes an inconsistent selection barrier.

Describe the environment a person will actually join

Candidates also need accurate context about the team, clinical or operational mix, equipment where relevant, development support, decision-making responsibilities and how the practice handles workload. Claims about culture or flexibility should be specific enough to verify during interview.

The British Veterinary Association's good-workplace guidance covers workload, fair reward, development, management and culture. These themes can be used as a completeness check, but they do not replace a practice's own evidence or the candidate's judgement.

Agree the process before the search begins

Name the interview stages, decision-makers, adjustment route, likely timing and feedback owner. The Chartered Institute of Personnel and Development recommends clear, objective and structured selection methods. A defined process also allows a recruiter to keep both sides informed without inventing certainty.