Like it or not, you’re eventually going to make a bad hire. Even if you do everything right in the hiring process, you’ll find that it still doesn’t work out perfectly. So instead of beating yourself up about it, find a way to gracefully undo the mistake.
In today's modern world, more than ever before, information is available to us about make prospective decisions. Whether you are buying a product, staying at a facility, researching a service or in our case, researching prospective employers, gone are the times of mystery and companies being surrounded in secrecy. Where we decide to grow our career is one of the biggest decisions we can make and nothing is more valuable than the experience we get when we actually interview there.
Absenteeism and tardiness can have a significant impact on an eye care practice, including lost productivity, increased overtime costs, and elevated stress among the employees left to pick up the slack. To help manage these issues, it is a best practice for all employers to have written policies and procedures in place governing attendance and punctuality.
It’s a little insane how much time and effort we spend trying to recruit the right people, and then how easily we blow it with them as soon as they step through the door. While there are countless scenarios you need to plan for, here are seven of our most important reminders to ensure that the new people on your team want to stick around.
Five quick methods you can use to avoid becoming overwhelmed.
If you're used to asking "What was your last salary?" during job interviews, you might want to check your state and local laws. Many states and localities have made asking the salary question illegal.
If I told you that your career opportunity would reach only 15% of eye care professionals using your traditional posting methods, would you be alarmed? According to market research, only 15% of eye care professionals are actively seeking new employment. We call these active candidates.