Most employers want to believe that hiring a new employee can happen as quickly as they need it to. However, after nearly a decade of collecting data on eye care hiring, we’ve found that reality doesn’t always fit these expectations.
In healthcare overall and in eye care specifically, the effective unemployment rate has been 0% for nearly 10 years now, and shows no signs of easing up for employers in search of staff.
We see over and over again that it takes a minimum of 90 days for employers to identify and hire a new employee. 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:
- Define the role that needs to be filled and the education/experience requirements
- Make arrangements with the rest of your team for covering for an employee that has left.
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 now would be the time to find that out.
List your job ad online on.
Write a detailed job advertisement promoting the open position. Call one of our recruiting specialists to learn more about posting a job, special promotions, and more helpful hiring advice at (888) 919-0862.
Once your job is posted, here’s what to do in the first 30-days.
- Post a job and begin collecting applicants.
- Plan on at least 2-3 weeks to begin seeing a good set of applications. It takes time for qualified candidates to find your ad and prepare their materials.
- If you’re posting with Local Eye Site, take advantage of a Connect2Hire eblast. On average, Connect2Hire email blasts double the number of applications you will receive.
After 30 days:
- If you’re using the Local Eye Site Assessment, focus on candidates that score 6.5 or higher – candidates in this pool represent the top 25% of all scorers.
- 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 30-days when you take scheduling into account so plan accordingly.
- Print out the Local Eye Site 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.
After 60 days:
- Do a third round of interviews if needed.
- Make an offer.
- Some 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, you’ll want to be able to get back in touch with other candidates quickly and not miss out on other possible candidates in the meantime.
- Send out to a message to interviewees who you’re certain you don’t want to keep on the back burner.
- Place an expiration date on your current offer.
- Lock in for a 90-day probationary period.
- 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 each round of hiring as an opportunity to meet top eye care talent – even if it doesn’t work out this time, it may down the road!