Many of the eye care organizations who are looking for hiring services are under the inaccurate assumption that eye care hiring is something that can happen quickly. Our research, after nearly a decade of collecting data on eye care hiring, shows that on average it takes 90 days to find a good fit.

In the grand scheme of your year, this is really no time at all. The best way to manage hiring expectations and to have a successful outcome is to plan ahead for your hiring needs.

This article is a resource for eye care organizations and outlines a 90-day hiring plan. Use this timeline to inform your key stakeholders about realistic, research-supported hiring.


Before posting a job, take a few days to:

  • Determine what job role needs to be filled.
    • Ask yourself: If someone left your team, what is the best plan to re-hire for that role? Is there a need for a new role? Is there someone on my team currently who can be promoted? What other positions might I need to fill in the next year?
  • Make coverage arrangements with the rest of your team.
    • People management tip: This would be a good time to check in on employee morale. Are people happy with the roles they have? Is anyone looking to move up or on? Sometimes team changes cause current employees to feel differently about their job and you wouldn’t want to lose anyone else on your team right now.
      • Pro tip: If you feel like someone else has become disengaged, it might be useful to post two jobs, just to make sure you have applications ready.
  • List your job ad online on an industry-specific job board.
    • Write a detailed job advertisement promoting the open position. For tips on writing job ads, click here and here.
    • Call one of our recruiting specialists to learn more about posting a job, special promotions, and more helpful hiring advice at (888) 919.0862.
Do you know how long it takes to hire in #EyeCare? Click To Tweet


Once your job is posted, here’s what to do in the first 30-days.

Here's 4 ways to get the word out that you're #hiring. Click To Tweet


After 30 days:

  • Schedule initial phone screenings with top candidates.
  • Schedule second round in-person interviews at the practice.
    • Ask yourself: Who are the people who need to be in the interview? Do you need to bring in your business manager or someone who is off-site? Who would be the new candidate’s supervisor? Do you want interviewees to say hello to the whole team? When will everyone be available?
    • Interviews can easily take up the whole 30-days when you take scheduling into account so plan accordingly.
    • It’s a good idea to interview 2-3 top candidates in-person, but this is an important decision to be sure to talk to anyone you like.
    • This is where the assessment is really valuable. Focus your energies on those who scored an 8 or higher.
  • Print out the assessment interview guides tailored to the strengths and weaknesses of your applicants, and share them with anyone else involved in the interview process.
  • Obtain feedback from your team and other major stakeholders on how the candidates performed in the interview.
ICYMI, our assessment provides effective interview questions. Click To Tweet


After 60 days:

  • Do a third round of interviews if needed.
  • Make an offer.
    • One of the best advice we can provide is: Don’t stop running your job ad just because you made an offer! In the event that your top pick doesn’t accept, which could be for all sorts of reasons beyond your control, you’ll want to be able to get back in touch with other candidates quickly.
  • Send out friendly rejection letters to interviewees who you’re certain you don’t want to keep on the back burner. Our guide to writing these letters will ensure you keep these people who you invested time to talk to in the fold as friends.
  • Place an expiration date on your current offer.
  • Lock in a great hire for a 90-day probationary period. If for some reason it doesn’t work out, don’t worry. The applicant tracking system saves all of your hiring history including job descriptions, past candidates, and all assessment scores.
    • Pro tip: You might connect with a candidate who you loved, but for whatever reason it didn’t work out. Don’t forget that they will be in your applicant tracking system the next time you need to hire. Maybe they needed more experience and six months down the road, they will be perfect. Use every hiring round as a vehicle to meeting top eye care talent. At some point, it could work and this makes your saved hiring histories extremely valuable.