skip to Main Content

Veterinary Receptionist Job Description

How to Hire a Veterinary Receptionist

Once you have selected your Job Description download it or convert it to a Job Advert. From here you can post/advertise your job across our network of job boards. If you wish to use the job description for a CV Template click through for advice and Convert to a CV

Veterinary Receptionist Job Description

We are seeking a Veterinary Receptionist to join our team. In this role, you cheque-in our animal patients, maintain their records and owner information, arrange appointments, handle payments, and encourage retail sales of food, toys, and other pet accessories available in our clinic. You may also be asked to help prepare prescriptions or provide animal care instructions to pet owners. Candidates pursuing a career in the field of veterinary medicine or who hold their veterinary technician certification are preferred. Excellent customer service and computer skills are essential.

Veterinary Receptionist Duties and Responsibilities

  • Cheque-in animal patients
  • Gather and verify pet and owner information
  • Maintain up to date records
  • Schedule appointments
  • Process payments
  • Encourage retail sales
  • Perform administrative tasks as needed
  • Prepare prescriptions and explain instructions

Veterinary Receptionist Skills and Requirements

  • Veterinary technician certification preferred
  • Customer service skills
  • Basic maths skills and computer literacy
  • A passion for working with animals

Personalising Your Veterinary Receptionist Job Description Advise

The hiring process and recruiting new employees to fill your key roles requires a degree of personalisation if you are to attract the best employees in a competitive employment market. The right person for a crucial role or more senior roles will likely have other employers targeting them. As your job description will be the first point of contact, you need to nail your pitch and provide the best possible service.

When creating your bespoke description and advert, you should cover and promote these points:

Job title: This should accurately reflect the role and include keywords that top talent might be using to search for jobs.

Job duties: The day to day duties, such as administrative tasks, which vary depending on the company and inform the candidate if they can complete the role.

Technical skills: These are the hard skills required through training, such as proficiency with Microsoft Office.

Soft skills: These include the interpersonal skills and general abilities the right candidates will possess. For example, the competency to prioritise multiple tasks, handle customer queries and customer complaints, work alone, or build a good relationship with coworkers.

The company’s culture: Highlighting your company culture and values ensures employees thrive and find outstanding job satisfaction. Candidates that are not the right fit won’t waste their time completing the application process, meaning you can focus on qualified individuals and hire in a more timely manner.

Career progression: Including the career path will entice candidates looking for career growth. 

Training and development programs: Smaller companies may need employees with previous experience or provide educational assistance over internal training offered by larger organisations with more significant resources. 

Employee benefits: Compensation and benefits often fail to appear in job ads and while you may want to hold your cards close to your chest, failing to include them is a mistake. Consider answering common questions, such as working hours and paid leave. Researching the average salary for the role in these early stages will ensure you don’t waste your interviewer’s and the candidate’s time.

Skill gaps: Your company may need to bring in new skills beyond those required to complete the key role and duties. Thinking on an organisational level can be beneficial when contemplating skills diversity.

Legal requirements: Ensure your job advert and description does not ask for inappropriate or discriminatory personal details, such as age, marital status, or religion.


Back To Top