Training student veterinary nurses (SVNs) in-house may require time, planning and supervision, but for many practices, it’s a strategic investment that delivers far more than clinical support. In-house training builds a culture of learning, strengthens team retention, and can provide a real return on investment.
Whether you’re already a Training Practice (TP) or considering becoming one, here’s how supporting SVNs within your team contributes to long-term success – and why more practices are choosing to grow their own RVNs.
Strengthening team culture and morale
Training an SVN brings a natural focus on learning and development and encourages the whole team to reflect on how they work. Clinical supervisors often report that supporting a student helps them revisit core principles, stay current with best practice, and feel a renewed sense of purpose.
Workplace-based mentorship, regular feedback and structured reflection are key to developing confidence and competence in student veterinary nurses. Practices that embed this type of learning culture may see stronger collaboration and improved clinical standards.
Supporting retention and team stability
Veterinary nurse retention is a well-known challenge in the sector. However, training SVNs in-house offers a proactive solution. By the time a student completes their veterinary nurse training in your practice, they’ve gained a deep understanding of your systems, workflows and culture – and may be more likely to stay on as a Registered Veterinary Nurse (RVN).
This is supported by a study of the anonymised employment data of 1,642 veterinary nurses, which found that tenure (time spent within a practice) was associated with reduced likelihood of resignation. The same study, conducted by CVS Group, highlighted that practices with strong facilities and career pathways were more successful in retaining their staff.
Training your own SVN can be a part of a recruitment strategy that builds long-term loyalty.
Improving clinical standards through reflection
Students often ask “why” we do things a certain way. This question can prompt useful conversations and reflection across the team. Supporting an SVN encourages clinical supervisors and other colleagues to re-evaluate procedures, explain reasoning behind decisions, and maintain high standards.
Embedding these approaches within practice culture can help ensure consistent professional development for student veterinary nurses, while also supporting the wider team by reinforcing good habits and aligning standards of care.
Return on investment: time well spent
While it’s true that training a student requires time and supervision, the financial and operational benefits are clear. SVNs, particularly in their final year of training, can perform a wide range of clinical tasks under supervision, freeing up qualified nurses and vets to focus on more complex duties.
The cost of recruitment, onboarding, and integrating new staff externally often far exceeds the resource investment required to support a student already embedded in the team. Additionally, practices that invest in training tend to gain a reputation for being forward-thinking and supportive, which can help to attract strong candidates across all roles.
How we support practices to train SVNs effectively
While the benefits of training SVNs are well-established, we recognise that the practicalities can be challenging, especially in busy practice settings. The College of Animal Welfare (CAW) Training Practices receive:
- Free clinical supervisor training and standardisation events
- Ongoing support from a dedicated Internal Quality Assurance (IQA) team
- Help with TP/aTP registration if needed
- Access to our VLE with resources and a clinical supervisor forum
- Discounts to CPD events, including our annual Clinical Supervisor Congress
Our goal is to make training achievable, consistent and rewarding for both the student and the practice.
Request a call back to discuss training SVNs in your practice.
Training SVNs is about nurturing a student’s professional journey from passionate learner to confident RVN, as well as building a team culture that values growth, development and shared success.
For practices willing to invest the time, the return is clear: stronger culture, better retention, and a future RVN who already understands what makes your practice unique. If you’d like to explore what becoming a Training Practice might look like for your team, we’re here to help.