FAQ

Veterinary Jobs Marketplace has been designed and developed to make it very easy for you to create a Job Campaign. Plus we have Step By Step Guides that include a downloadable Job Campaign Worksheet, Sample Job Campaigns, a very helpful blog article on How To Write The Perfect Veterinary Job Campaign and we even offer a Job Campaign Copy Writing Service.

But, in case you need some additional guidance, here are some Frequently Asked Questions and our answers. And of course, if you need further information please Contact Us and we will be happy to assist you.

Do you offer support or assistance by phone, video or in the real?

We’ve set up our pricing structure to stay pretty lean and with our global team, it just makes more sense to handle all our support through email – you can reach us for support or assistance via our Contact Us form.

While we don’t offer phone, video or “in the real” support, we’ve made customer service a huge priority here at Veterinary Jobs Marketplace and you’ll find our email support fast, effective and friendly!

Are there any additional costs or fees to post a Job Campaign?

No. Sometimes we Love saying NO…

We are not an HR or Recruitment Firm so once you have placed your Job Campaign and paid your marketing fee there are no additional costs to publish your Job Campaign.

How long will my Job Campaign be live?

Your Job Campaign Subscription is for a 28-day Cycle and will renew automatically at the end of each Cycle. You can cancel at any time, and we send you a reminder 2 business days before it is due to renew, together with data on the outcomes so far to assist you in your decision-making.

I have uploaded my Job Campaign and paid – how soon will it be live?

As soon as you have completed your Job Campaign it is queued for review and for video production – every Job Campaign is reviewed by a real human being although we do use Machine Learning and some Artificial Intelligence to preview some elements such as grammar, spelling and inappropriate language. We review the content, check for omissions and make minor tweaks to copy, polish the look and feel to make sure it presents well and check for compliance with rules around things like unintended discrimination. Due to the video that we produce, it takes us a little longer than you may have experienced with jobs media that you may be more familiar with.

We publish as soon as possible (it also depends on other Job Campaigns in the review queue) and usually by the next business day, and send you an email confirmation once it is published. As we work a four-day week (see below), Job Campaigns that are uploaded on Fridays, weekends and public holidays are held for publishing until the next business day so that we can be sure you are available to check that all is correct as soon as it is visible.

Can you help me to write a great Job Campaign?

Yes, we can! We do provide a Job Campaign Copy Writing Service.

Can I list generic multi-role or multi-location Job Campaigns?

No. No one likes to hear a hard “No”, and it’s rare for us to say that but…our experience, and the data, tell us that the best responses in terms of quality and volume are for specific jobs at specific locations – eg “Small Animal Veterinarian, London, UK” or “Veterinary Technician, Boston, USA” or “Specialist Small Animal Internal Medicine, Auckland, New Zealand” – in simplest terms candidates tell us and the clicks (or lack thereof) reaffirm that multi-role or multi-location Job Campaigns do not reach, engage or prompt candidates to act, primarily because that type of content does not resonate with them on a one-to-one basis.

In addition, the Search Engine and Social Media algorithms which drive the dominant interest in your Job Campaigns in our Veterinary Jobs Marketplace provide lesser visibility for generic multi-role or multi-location Job Campaigns because typically they don’t match the search terms used by searchers, terms that are always job-type and location-specific eg “vet jobs Dublin” or “veterinary technician jobs Seattle” or “emergency veterinarian jobs Sydney”. The same happens with their audience matching algorithms – they will never put an Emergency Vet Surgical Specialist job post in front of a Small Animal GP – and yes, they do know who has those interests and is a likely match.

So, yes, you do need to create your Job Campaigns around primary specific roles and locations and then, once you have a solid group of applicants, you can of course discuss other opportunities with them.

Can I be very specific about who I am looking for?

Oh dear, that’s our other hard “No”. You can itemise the skills, abilities and qualities of the person you are seeking to fill a role, but around the world, there is a wide range of laws, rules and guidelines that have been put in place to ensure that every potential team member is treated equally regardless of their unique situation or circumstances. Most of us know the obvious ones like gender and ethnicity but there are others that cover areas such as prior convictions, relationships, family and age which are also not permitted in most jurisdictions – for example, it may come as a surprise that it is considered inappropriate to specify “experience” as a criterion as this has implications about age. We apply a common approach worldwide and will advise you when we have made a minor modification to your Job Campaign copy to remove any discriminatory text prior to publishing or on very rare occasions we will withhold publication and advise you of the solution required to meet our publishing standard. This is of course in your best interests as well as ours.

What is this about a four-day week?

A hundred years ago, much of the world moved from working six-day weeks to five, and we think that the world is overdue for an update. Our four-day week is a reduction in the workweek from a standard five days to four days for the same pay and benefits. Recent independent research confirmed that 78% of employees with four-day weeks are happier and less stressed, and the other 22% are not too upset by the idea. So, we decided to quietly trial a four-day week starting in April 2021 and it was so successful in improving both productivity and work-life balance that six months later we moved to complete implementation. Most of the team works Monday to Thursday and we share customer and technical support on Fridays amongst us on a rotating basis. In fact, our Net Promoter Score increased by 25% over the trial six months and continues to improve. We hope that you will understand our decision and in most cases, very few people outside our company have even noticed that there has been a change, however, should you ever have a concern, please contact us.