How to Hire Your Next Rock Star Employee at your Eyecare Practice

Hiring the wrong person for the job is not only expensive in terms of time and money, but it can also create an unhappy and hostile work environment for the rest of your team. So, you'll want to get it right the first time through thorough research and clear goals.

You want to hire someone who can effectively do the job, but also someone who might contribute new ideas for growth. Here are a few simple tips to guide you through the hiring process.

Getting the Best Hire for Your Eyecare Practice

1. It starts with you

Writing a killer job description will help attract the right applicants before you start the process of reviewing resumes and cover letters. Think through the responsibilities, tasks and role you want the new hire to take on and define them in the job description. Will they be working with other team members? Is familiarity with eyecare software and programs needed?

However, avoid stating overly strict prerequisites. These usually require large amounts of experience in doing exactly the job that is being considered. The best candidates avoid such positions because it may seem to offer little growth and variation in tasks.

2. Avoid spotting for keywords

Now that you’ve received tons of applications, you might not have the time to go through every single one of them in detail. But don’t simply rely on looking for keywords. You may end up with candidates who have adjusted their resumes to fit the “keyword” system. Generic candidates are not what you are looking for.

3. Set up an “on-the-job” interview

A study showed that interviews are about as useful as flipping a coin to select candidates! While many may see interviews as the most important stage of the process, it can only be used to evaluate the chemistry between the interviewer and candidate. However, it may not be a good predictor of performance, especially if the job is skill-based.

You will either need to use a structured interview with questions that have been validated as good performance indicators, or set up a “hands-on/ on-the job” interview where candidates have to demonstrate or apply their skills in a practical and realistic situation.

4. Check your candidate’s references

After the interview, you picked out a potential rock star and you can’t wait for him/ her to start. But hold your excitement. Not checking your candidate’s references is a common hiring mistake so be sure to do so. This adds a reality check to balance the qualities your fell in love with during the interview process.

5. Review and evaluate your performance

You followed all of these steps and hired the most outstanding applicant. Two months have passed, but what if you begin regretting it? Take a step back and walk yourself through the hiring process.

If your new hire doesn’t actually possess the skill stated on their resume, you probably need to review the interview phase. If the new hire has a total change of attitude after a few weeks on the job, you should have checked back channel references, not just the ones they gave you.

It may seem frustrating rewriting job descriptions and restarting the interview process, but it is definitely worth the time and effort. Hire right the first time and find yourself some rock stars!  

Thinking ahead can be difficult on your own. Take tips from fellow ODs in our ebook.

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Originally published in September 2012

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