For many Registered Veterinary Technologists (RVTs), the issue is not a lack of job opportunities; it is whether a workplace feels transparent, supportive, and respectful from the very first interaction. It is also whether that workplace recognizes their full scope of practice, supports their professional growth, and creates space for them to meaningfully use their education and skills.
Today’s RVTs look beyond flashy recruitment language and generic promises. They want honesty, clarity, transparent compensation, healthy workplace culture, and opportunities to fully use their education and skills. When those things are missing from a job posting, many candidates quickly move on to the next posting.
Recent feedback from RVTs across Alberta highlights a growing shift in what professionals expect from employers and what causes them to disengage from opportunities altogether.
Transparency Builds Trust
One of the clearest themes was the importance of wage transparency.
RVTs want employers to communicate compensation openly and directly rather than relying on phrases like “competitive wage.”
For many professionals, salary transparency signals respect and professionalism. It allows candidates to determine whether a role aligns with their financial needs before investing time into the application process. When wages are omitted entirely, it can create hesitation and distrust before a conversation even begins.
This concern is supported by findings from the 2022 RVT Compensation Review Report, which identified compensation and working conditions as key factors influencing RVT retention. Among RVTs who reported they were considering leaving their employer, 60% cited compensation or a combination of compensation and working conditions as the reason.
Clear communication also extends beyond compensation. RVTs want to know what the role actually looks like day to day. Details about scheduling, weekend expectations, team structure, benefits, mentorship opportunities, and scope of practice all help candidates determine whether the job opportunity is the right fit.
Generic Recruitment Language No Longer Resonates
Many RVTs expressed frustration with job postings that feel vague, overly polished, or interchangeable from one practice to another. Generic statements about being a “fast-paced practice” or “like family” often fail to provide meaningful insight into the actual workplace experience.
Instead, authenticity matters.
RVTs are more likely to engage with postings that reflect a practice’s real environment, values, and approach to patient care. Specificity helps build confidence and allows employers to stand out in a crowded hiring landscape.
Even small details can make a difference:
- What types of cases does the practice see most often?
- How are RVTs utilized within the practice?
- What does mentorship look like for new graduates?
- How does the practice support work-life balance?
These are the kinds of questions candidates are asking when evaluating opportunities.
Accurate Terminology Matters
For RVTs, the language used in a job posting can be one of the first indicators of whether a workplace understands and respects the profession.
In Alberta, the protected professional title is Registered Veterinary Technologist, and job postings should use accurate terminology when recruiting for these roles. Referring to RVTs as “technicians” or using inconsistent language can unintentionally signal a lack of understanding of the profession, the regulation of the title, or the education and scope that RVTs bring to the veterinary team.
For many RVTs, correct terminology is more than a wording preference. It reflects professional recognition. Job postings that use the RVT title accurately demonstrate that the employer understands and values veterinary technologists as regulated professionals.
Work-Life Balance Is a Priority, Not a Perk
Across the profession, RVTs continue to place significant value on balance and sustainability within their careers. Flexible scheduling, predictable hours, reduced weekend rotations, and four-day work weeks were all commonly identified as strong recruitment advantages.
For many RVTs, workplace flexibility directly impacts long-term retention and overall wellbeing. Practices that recognize the importance of balance are often viewed as more supportive, modern, and sustainable places to work.
RVTs Want to Practice to Their Full Potential
Another consistent theme was the desire for meaningful utilization within the veterinary team.
RVTs want opportunities to apply the knowledge, judgement, and skills they develop through their education, professional training, and clinical experience.
As regulated veterinary professionals, RVTs are committed to ongoing learning, professional standards, and ethical practice. Many are seeking workplaces where their expertise is trusted, their contributions are valued, and they are empowered to practice to the full extent of their training and scope of practice.
This extends beyond recruitment alone. Vanessa George, ABVTA Executive Director notes that
“supporting RVTs” means creating workplaces where they are recognized as regulated professionals, trusted to contribute their full expertise, and provided opportunities for growth and leadership. These are factors that help strengthen employee retention, advance the veterinary profession, and support long term workforce sustainability.”
Practices that highlight advanced responsibilities, autonomy, continuing education, mentorship, accurate professional terminology, and opportunities to fully utilize RVT skills are often viewed more positively by candidates.
Culture Matters More Than Employers May Realize
Perhaps the most important takeaway is that recruitment and retention are deeply connected to workplace culture.
RVTs consistently emphasized the importance of supportive leadership, respectful communication, teamwork, and psychological safety within the work environment. Concerns surrounding toxicity, bullying, poor management, and high turnover were frequently identified as major deterrents when considering a workplace.
The veterinary community is closely connected, and workplace reputation often spreads quickly through professional networks and word of mouth. Practices that prioritize healthy culture and staff wellbeing are more likely to attract and retain skilled professionals over the long term.
Recognizing the important role workplace culture plays in recruitment and retention, the ABVTA and ABVMA collaborated to develop WorkPack: A Professional Retention Toolkit. This resource provides practical ideas and strategies to help veterinary teams strengthen communication, leadership, engagement, and workplace culture, supporting healthier, high functioning teams, and improved staff retention.
Building Better Recruitment Starts with Listening
Strong recruitment does not always require major changes. Often, it starts with clearer communication, greater transparency, and a genuine commitment to supporting veterinary professionals.
RVTs want to feel valued for the expertise they bring to patient care. They want workplaces where they can grow professionally, maintain balance personally, and contribute meaningfully as part of the veterinary team.
By creating thoughtful, honest, and informative job postings, employers have an opportunity not only to attract qualified candidates, but to help strengthen and support the future of the profession.
To help support stronger RVT recruitment practices, the ABVTA has also created a practical Job Posting Checklist and Recruitment Flyer based on the feedback shared by RVTs. Veterinary practices are encouraged to use and share these resources when creating job advertisements.
The information and recommendations presented in this article are based on feedback shared by ABVTA members. This feedback was gathered through surveys examining recruitment practices, workplace culture, compensation practices, and the factors RVTs consider when evaluating employment opportunities.
Veterinary practices looking to hire can also post opportunities directly on the ABVTA Job Board here.
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This article was written by Madison Furness, Marketing and Communications Coordinator, Alberta Veterinary Technologist Association.