Atlanta—The process of hiring the right employee can be challenging. Pull the trigger on the wrong candidate, and it will likely cost you money, time, and office morale. On the other hand, hiring the right employee reimburses the practice in productivity, efficiency, and a positive office culture.
Rebecca Johnson, CPOT, communicated eight stages of effective hiring with research and evidence-based theories to a class at the annual Southeastern Educational Congress of Optometry (SECO) conference in Atlanta. Ms. Johnson is president of Eyetrain4You, an ophthalmic coaching and training company.
1. Determine the need
The existence of an open staff position does not mean that it should be immediately replaced. Before posting a help wanted advertisement, investigate the need for a replacement.
“The first thing you should do when someone gives you their two weeks’ notice is stop and look at the need for that position,” Ms. Johnson says. “It’s quite possible that it doesn’t need to be replaced.”
To determine the need for the open position, ODs should ask themselves if the role has changed from when it was first created. Changes may arise from new product influences or emerging technology. Next, determine if the role can be broken down so that tasks can be distributed among the team.
Consider the position’s permanence and assess whether full-time, part-time or a contract role would best suit it. Double check that the job description still describes the duties and that you are not asking a staff member to do something not worth doing simply because that is the way it has always been done.