Why They Matter in Recruitment

By Lucy Emberton-Leveson

The UK veterinary profession is built on high clinical standards, strong ethical frameworks, and a deep commitment to animal welfare.

However, alongside technical knowledge and clinical competence, there is growing recognition that human factors play a critical role in how veterinary teams function. From how safe care is delivered, and how sustainable the profession can be in the long term. Nowhere is this more important than in the recruitment of new staff.

Understanding Human Factors

Human factors refer to the ways in which people interact with their working environment, systems, and each other. In veterinary practice, this includes communication, teamwork, leadership, decision-making, workload management, fatigue, stress, and organisational culture.

Rather than focusing solely on individual performance, a human factors approach recognises that outcomes (both good and bad) are shaped by systems. Long working hours, staffing pressures, emotionally demanding caseloads, and time constraints are all familiar challenges within UK veterinary practice. These factors can significantly influence behaviour, wellbeing, and patient safety.

Why Human Factors Matter in UK Veterinary Practice

Veterinary professionals in the UK operate under increasing pressure. Workforce shortages, rising client expectations, financial constraints, and regulatory responsibilities all contribute to a complex and demanding environment. Against this backdrop, technical ability alone is not enough to ensure safe, effective care.

Strong human factors support better communication within teams, reduce the risk of errors, and improve decision-making in high-pressure situations. They are also closely linked to staff wellbeing, job satisfaction, and retention. These issues that are particularly relevant given ongoing concerns about burnout and mental health within the UK profession.

Organisations that actively address human factors tend to foster more supportive, inclusive, and psychologically safe workplaces, where individuals feel able to speak up, ask for help, and learn from mistakes.

Recruitment as a Human Factors Opportunity

Recruitment is one of the most influential points at which human factors can be embedded into a veterinary organisation. Every new hire shapes team dynamics, workplace culture, and the overall resilience of a practice.

In the UK, recruitment has traditionally focused on qualifications, RCVS registration, and clinical experience. While these remain essential, they should be considered alongside non-technical skills and attitudes that enable individuals to work safely and effectively within a team.

When recruiting, practices should consider human factors such as:

• Communication: The ability to communicate clearly and compassionately with colleagues and clients, particularly during difficult or emotional situations.
• Teamworking: Willingness to collaborate with the whole veterinary team, including nurses, receptionists, and support staff.
• Emotional intelligence: Self-awareness, empathy, and the ability to manage stress and challenging interactions.
• Adaptability: Capacity to cope with change, uncertainty, and the realities of busy UK practice.
• Commitment to learning and safety: Openness to feedback, reflection, and continuous professional development.

Assessing these attributes during interviews, trial days, and reference checks helps practices recruit individuals who are more likely to integrate well and contribute positively to the team.

Human Factors, Values, and Cultural Fit

In the UK veterinary industry, “cultural fit” should not mean conformity. A human factors approach encourages recruitment based on shared values, such as respect, professionalism, openness, and care for wellbeing. Whilst still embracing diversity of background, experience, and perspective.

Being transparent about workplace culture is particularly important. Clear conversations about workload expectations, out-of-hours responsibilities, support for mental health, flexible working, and development opportunities help candidates make informed decisions. This honesty reduces the risk of mismatch and early attrition.

Supporting New Recruits in the UK Context

Human factors extend beyond hiring and into induction and early employment. Newly qualified vets and nurses, in particular, can find the transition into practice challenging. Structured onboarding, mentoring, and access to support, such as clinical supervision or wellbeing resources are absolutely vital.

UK practices that recognise human factors understand that supporting new staff is not a sign of weakness, but a proactive step towards patient safety, professional development, and retention.

Long-Term Benefits for the Profession

Recruiting with human factors in mind offers clear long-term benefits. Practices are more likely to retain staff, reduce sickness absence, and maintain consistent standards of care. Teams that communicate well and support one another are better equipped to manage the pressures facing the UK veterinary sector.

At a profession-wide level, prioritising human factors in recruitment contributes to a more resilient workforce. One that can adapt to change while maintaining high standards of animal welfare and client care.

Conclusion

The UK veterinary industry depends not only on clinical expertise, but on the people delivering that care and the systems that support them. Human factors influence how individuals perform, how teams function, and how organisations succeed.

By embedding human factors into recruitment processes, UK veterinary practices can build teams that are clinically capable, emotionally intelligent, and resilient.

In doing so, they invest not just in individual employees, but in the future sustainability and wellbeing of the profession as a whole.

Reach out to our Veterinary recruitment team if you are looking for a new role or recruiting to your practice.

Use our contact form here. Or, call us on 0113 512 9626