With a strong economy and companies expanding, the skilled talent they need to grow is getting harder to find, especially within the eye care industry. The number of professionals who say they face recruiting challenges are surprisingly high:
Interviews are critical as they take your time and depending on the success of the interview, the results can have implications for years to come. Asking the wrong questions or even useless questions in an interview can be confusing for both parties and you might leave an hour later having not learned much. An interview is intended to gather insights about many different aspects of your candidate such as their problem solving abilities, their loyalty, insight into the way they think, but how do we get this information just from their answers and without them lying? The trick is to ask planned questions that are developed to reveal specific characteristics.
A successful interview occurs when not only the candidate is well prepared for their interview, but when you are as well! Structured interviews are twice as effective in predicting how well an employee will do for you. A structured interview, unlike a free-flowing interview requires that you do your planning, both on the candidate and the position, and create a structured plan for your interview process.
If an employee lacks particular skills to perform a duty, they can be trained. If they do not fit into your company culture, you have a whole other problem on your hands; one that will not be fixed with any amount of training. Employees that do not align with your company culture leads to poor work quality, decreased job satisfaction and a potentially toxic environment.
There is no one single question to determine if your potential employee will fit into your company culture. A cultural interview should have a flow to it and be natural in conversation, all the while you are assessing their mannerisms and reactions to your questions. Below are some general tips for interviewing for company culture as well as topics to be aware of when conducting your cultural interview.
A resume holds a lot of information and says a lot about your candidate. It's a piece of paper that is initially the only tool a candidate has to make an impact. The average HR manager spends only 6 seconds reviewing a resume. How many superstar candidates have fallen through the cracks of various career opportunities because the interviewer missed a key detail or strength?
If you know what to look for, resumes can tell you much more about a candidate than just their education and a list of jobs they have had in the past. All you need to do is look between the lines and past the list of jobs for signs of the type of candidate that this person really is.
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.