Quick-Start Hiring Guide for Vision Care Practice Managers

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• Quick-Start Hiring Guide for Vision Care Practice
  Managers
• Youve no doubt heard the popular mantra hire
  slow, fire fast. Dont misinterpret this adage.
  Yes, you must not hire until you find the perfect
  fit, but dont let indecision, disorganization,
  or dawdling slow your search. An empty position
  can compromise your practices efficiency and
  effectiveness.
• You work in health care, so theres likely a high
  demand for the position youre hiring for. Even
  mild procrastination can cause you to lose your
  best candidate to another employer, and before
  you know it, youve spent months in a protracted,
  fruitless search. Resolve to hire with
  thoughtfulness and speed. Plan carefully and set
  aside a time each day to tackle the search. Why?
  A dedicated time block helps you discipline
  yourself to turn away from urgent (yet ultimately
  unimportant) tasks to smart hiringa task thats
  essential to your practice but not always fun.
• 10 Steps to a Great Hire
• Draft the job description. Include any education,
  professional certifications, and experience
  youre looking for, as well as the soft skills
  your hire needs to have to do the job well.
• Advertise. Some practices find Craigslist
  remarkably effective for finding good candidates.
  Dont forget to look for advertising
  opportunities among the professional
  organizations associated with the position youre
  hiring for.
• Establish a consistent process and a tracking
  system. Once the resumes start coming in and you
  begin doing interviews, things can become
  confusingespecially if your hiring process
  involves several stages or multiple interviews. A
  tracking system helps you stay organized and move
  quickly. Use an Excel sheet or your Favorite
  project management system to record where your
  A candidates are in your hiring process. Your
  headings might include benchmarks like phone
  interview, on-site skills test, on-site
  interview, reference check, and background check.
  Your sheet should include dates to ensure you or
  other interviewers arent holding up the process.
• Develop interview questions for each stage of the
  process that you will use for all candidates,
  recommends Laura Palmer at MGMA. Great resource
  Palmers presentation is chock-full of great
  interview questions, savvy tips for how to spot
  red flags, and downloadable onsite assessments
  for both clinical and clerical staff.

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• Rank the resumes roughly. You want to see
  specific achievements and progressive advancement
  that shows steady career development. I suggest
  three groups A, B, C. As should get a call from
  you the day you see the resume. Bs and Cs
  should get a brief note letting them know you
  received the resume.
• Phone your A candidates. Most phone interviews
  need last no longer than 15 minutes. Use this
  time to ask questions about anything in the
  resume that worries you and assess the
  candidates telephone communication skills if the
  job requires them. Example You may see a gap in
  the job history and there may be a good reason
  for it. However, there may be a bad reason for
  itlike job-hopping. Figure that out in the phone
  interview before you waste both your time and the
  candidates time with an onsite interview.
• Tip Ask at least one phone interview question
  that helps you assess how your candidate thinks,
  Asking them how questions instead of yes or
  no questions will tell you volumes about how
  well they know the skills they claim to know.
• Bring in candidates who passed the phone
  interview. You may want to interview several
  candidates on the same day for easier comparison.
  However, if your phone screening is progressing
  slowly, dont dilly-dally on bringing in
  promising candidates. A question and observation
  template and good noteswill help you make sure
  youre comparing them against a consistent
  standard.
• Give each candidate an on-site test to screen for
  competency. The results will help you sort out
  the folks who talk a good talk but dont really
  know much.
• Tip Administer the on-site test at the beginning
  of the candidates visit. Before you interview,
  glance at the results to ensure you dont waste
  lots of interview time with candidates who dont
  meet the requirements.
• Check references, education, certification, and
  professional experience. Actually, call the
  institution, accrediting organization, or
  previous job to make sure the candidate is
  telling you the truth.
• Have you found the perfect fit? Great! Make an
  offer on the phone or in person, follow up with a
  formal offer letter, and get a written
  acceptance. Source- https//eyecareleaders.com/qu
  ick-start-hiring-guide-for-vision-
  care-practice-managers/