This article was originally published in a sponsored newsletter.

As eye care practice owners, hiring the right team is crucial for both patient care and practice efficiency, but it can be challenging. For example, if you've been hiring recently, you've likely experienced the frustration of being ghosted. You carefully review applications, schedule an interview and then... nothing. The candidate is a no-show. You can get out of the ghosting rut and start finding the right people for your practice by balancing new hiring trends with proven strategies.

Pre-screening with Email Questions

Now that bots and mass-applying for jobs are common, a newer approach suggests screening candidates via email before inviting them for an in-person interview. For instance, if you receive 30 applications for an optometric assistant position, consider sending a short list of three to four questions like:

• Why are you interested in working at our practice?
• What do you believe is the most important quality for a patient-facing role in eye care, and why?
• Describe a workplace where you felt you were a strong cultural fit. What made it a good match for you?

These questions allow you to quickly assess a candidate's interest, communication skills and potential cultural fit, streamlining your selection process and saving valuable time.

Cultural fit has become increasingly important, especially in practices where patient interaction is key. Patients expect their doctor to be competent and their office to run efficiently, but they are loyal because of their personal relationships and interactions with your team. Recent research from LinkedIn's Global Talent Trends report highlights that 92% of talent professionals now prioritize soft skills such as communication, empathy and adaptability.¹ So, shift your focus away from technical questions in this screener to learn whether candidates align with your values. We’re more interested in whether they respond to the questions at all, how quickly they respond and, generally, what we can learn about their personality and skillset.

Tried-and-True Hiring Principles

Despite the digital age, in-person interviews remain vital. They provide an opportunity to evaluate how a candidate interacts with others, which is particularly important for optician or receptionist roles that are the face of your practice.

Consider asking questions like:

• How do you handle a situation where a patient is upset or frustrated, perhaps due to long wait times or issues with their eyewear?
• Can you describe a time when you went above and beyond to assist a patient, ensuring they left satisfied?
• What strategies do you use to quickly build rapport with patients, especially those who are visiting for the first time?

Behavioral interview questions like these reveal how candidates have handled real-world situations in the past and provide insight into how they might perform in your practice. Observing body language and communication style during these interviews can also offer clues about how candidates will interact with your patients and team.

As practice owners, it's essential to recognize and mitigate unconscious biases. Having a team approach to interviews helps balance different perspectives and reduces the impact of these biases. Involving current team members in the interview process, especially those who will work closely with the new hire, can provide additional perspectives on whether a candidate will integrate well into your practice. However, it’s critical to ensure everyone involved in the hiring process has a unified understanding of the key qualities and skills required for the role.

For example, my interviews start before candidates even walk into the back to talk to me. As part of the team approach, I let the receptionist know someone is coming and ask them to talk to candidates in the waiting room. By involving other staff in this less formal situation, we’re able to learn more about each candidate.

One Last Tip

Some of our best employees have been those who aspire to become optometrists or enter other medical fields. These individuals are motivated to learn, not just for this job, but also for their future careers. In a short time, they bring passion, fresh perspectives and energy that can enhance your practice’s culture, not just fit into it. Their drive to gain real-world experience makes them valuable contributors who can leave a lasting impact on both patient care and the overall team dynamic.

Even the best hires need proper onboarding and training to succeed. We’ll discuss that more in my next issue!

Reference:

1. LinkedIn. 2019 Global talent trends: the 4 trends transforming your workplace. LinkedIn Talent Solutions. Accessed September 4, 2024. https://business.linkedin.com/content/dam/me/business/en-us/talent-solutions/resources/pdfs/global-talent-trends-2019-old.pdf