Supporting Newly Qualified Vets and Nurses: What Does Good Support Look Like?

Starting a first role as a qualified veterinary surgeon or registered veterinary nurse is a significant milestone. After years of studying, practical training and assessments, it is an opportunity to put those skills into practice and begin building a career.

It also brings new responsibilities. Joining an unfamiliar team, learning practice routines and finding confidence in clinical decisions can make those early months demanding.

At Horizon Resourcing, we believe “supportive practice” should mean something specific. For someone beginning their career, knowing who will help them, how their workload will develop and when they can ask questions matters just as much as the job description.

A good induction gives a new colleague time to understand how the practice works before expecting them to settle into a full workload.

This should cover more than a tour of the building. New starters need to understand clinical protocols, record-keeping systems, equipment, emergency procedures and how to raise concerns. Introductions to receptionists, animal care assistants and other support colleagues are equally valuable: everyone contributes to the smooth running of a practice.

Even a newly qualified nurse staying at their training practice can benefit from a fresh induction. The surroundings may be familiar, but their responsibilities and the expectations of their role have changed.

A clear plan for the first few weeks helps both the new starter and the wider team know what to expect.

“Someone is always around” can be reassuring, but it leaves an important question unanswered: who should a new colleague approach when they need help?

A named mentor provides a consistent point of contact. There should also be a clear arrangement for support when that person is on leave, working elsewhere or occupied with another patient.

For veterinary graduates, the RCVS Veterinary Graduate Development Programme (VetGDP) provides a formal framework for individual workplace support. Employers should make provision for a trained VetGDP Adviser and protected time for development.

Newly qualified RVNs also deserve a deliberate support plan, tailored to their nursing role. Regular time with an experienced nursing colleague can provide space to discuss progress, review unfamiliar situations and agree development priorities.

Mentoring works best when time for it is built into the working week.

Newly qualified professionals bring different experiences, strengths and areas for development. Someone may feel comfortable with one aspect of practice while needing more guidance in another.

Good support recognises that difference. Workloads, appointment lengths and clinical responsibilities should be reviewed against the individual’s competence and the help available.

For vets, this might include additional time for consultations and opportunities to discuss cases with a colleague. For nurses, it could involve supported progression through inpatient care, nurse consultations, theatre work and anaesthesia responsibilities appropriate to their competence.

Before weekend, emergency or sole-charge duties are introduced, both sides should be clear about readiness, available supervision and how assistance will be accessed.

The response to a question tells a new starter a great deal about a workplace.

Patient explanations and constructive feedback help people speak up when they are unsure. Dismissive responses can make the next question harder to ask.

Practices should make it clear that seeking help is part of responsible patient care. Senior colleagues can reinforce this by discussing their own reasoning, acknowledging uncertainty and showing how they seek a second opinion.

Case discussions and debriefs should create opportunities to learn while keeping patient safety and professional accountability central.

Support should continue after the induction period. Scheduled check-ins give both the new starter and their mentor a chance to identify difficulties before they build up.

These conversations can explore:

• Which responsibilities are becoming more comfortable.
• Where further guidance or experience would help.
• Whether the workload feels manageable.
• How the individual is settling into the team.
• What practical changes would support the next stage of development.

Feedback should recognise progress as well as areas to improve. Confidence can develop unevenly, and a difficult shift does not erase the skills someone has already gained.

Practices should also make room to discuss the emotional demands of the role, including challenging client conversations, euthanasia and unexpected outcomes.

An interview is an opportunity to understand what support looks like on an ordinary working day.

Useful questions include:

• Who will be my mentor, and how often will we meet?
• What will my first month look like?
• How will my workload and responsibilities develop?
• Who can I approach when my mentor is unavailable?
• What support is available during weekends or emergencies?
• Can you give an example of how you have supported a recent new starter?

Specific answers help candidates assess whether a practice can offer the environment they need.

Supporting newly qualified vets and nurses takes planning, time and commitment across the team. A clear induction, accessible guidance and realistic expectations give new professionals space to develop their skills and contribute with growing confidence.

At Horizon Resourcing, we believe these conversations should begin during recruitment. Understanding the support a candidate needs—and what a practice can provide—is an essential part of finding the right fit.

Whether you are looking for your first qualified role or recruiting a new member of your veterinary team, contact Horizon Resourcing to discuss your next step.