Recruiting a Great Eyecare Team

Do you ever go into a business and immediately feel an amazing vibe and energy? Chances are that business has taken the time to hire the right people and develop the right office culture.


Recruiting and hiring today is different than even just a few short years ago. The way you need to entice someone to reply to your ad has changed. Where to post your job has changed. How often you need to recruit has increased as the newer generation does not stay at their jobs as long as the previous generations have in the past. So, what do you need to do?


You need to get good at hiring. Recruiting is often reactive. Someone quits and you panic and start the process of hiring a new employee. It can be painful because you are usually not prepared. Here’s how to change all that by making yourself “ready to recruit.”


Last note: getting proactive about recruiting and hiring is a smart business strategy. The next time an employee gives you notice you will be grateful for the process you have put in place to make it easier and more effective.


Read on for five critical steps to building a great eyecare team:



Start a binder or an online file where you are going to keep all of your recruiting documents and files. Store everything in here from job ad samples to resumes submitted to postings for future reference. Getting organized to recruit takes the pain away from trying to find all of your hiring documents.

Some of the tools for your file:

  • Job ad samples
  • Resumes
  • Interview questions
  • Assessment summaries
  • Reference checklist
  • List of where to post jobs





The best advice is to take the time to write a really great ad. Positive job posts get more attention and applications – think of it like writing a promotional sales ad for your office. You are “selling” the job position to someone. It needs to be positive and exciting. It needs to speak to your audience and potential new employees, all of whom are interested in what’s in it for them?

Think of what would appeal to you as the benefits of working in your office:

  • No Weekends or No Sundays
  • Only One Late Shift Per Week
  • Closed On Long Weekends
  • Continuing Education/Licensing Paid
  • Staff Retreats
  • Medical Benefits
  • Professional Atmosphere
  • Great Team Environment

Make someone want to work there!





To find great people, you need to let people know you are looking. Businesses often make the mistake of posting to one job board or on social media, and while that can be somewhat effective you want to get a good response. Having a list on hand of the best places to post a job will help you quickly get the posting out to the masses so you get responses fast.

Here are a few places you can utilize:

  • Free Job Boards: Indeed, ZipRecruiter, SimplyHired
  • Industry Job Boards: Covalent Careers, LocalEyesite, Jobs4ECPs, imatters, Corporate Optometry Careers
  • Industry Forums: ODs on Facebook, Optiboard, Opticians on Facebook
  • Social Media: Facebook, Twitter, Instagram, LinkedIn
  • Association Boards: State/national
  • Community Forums & Job Sites: search your local area for job boards
  • A notice in your office/practice window




As the resumes start coming in, take the time to really review and vet candidates. Keep in mind that a resume certainly does not dictate whether a candidate will be good or not. In my experience, some great employees have written bad resumes and cover letters, and some sub-par employees have written amazing resumes.

Keep an eye out for red flags:

  • Gaps In Employment History
  • Moving Often/Numerous Employers
  • Short Stints of Work History
  • Spelling Mistakes
  • Grammar Issues
  • Lack of Relevant Experience
  • Being Over Qualified for the Position




Now you are ready to start interviewing candidates. Here are a few tips to ensure that the interview process is a great experience for both you and the candidate:

  • Set aside the appropriate amount of time for the interview (don’t try to rush it between patients).
  • Spend the first few minutes making the candidate relax; they are likely nervous.
  • Be prepared with a list of questions; don’t wing it!
  • Ask direct, behavioral and situational questions to ensure you get the candidate to talk about past behavior, which indicates future behavior.
  • Be clear in the interview what the expectations are of the position so there is no gray area.
  • Don’t do all the talking; ask lots of questions and listen to truly get an understanding of the personality of the candidate.
  • Let the candidate ask questions at the end of the interview; it will show you if they have done any homework on the office or the job.



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