The Associate Optometrist Job Interview – Questions to Ask Your Next Associate

Most vision practices are small businesses where the difference between adding a great associate and a bad one can mean a huge swing in revenue. This is why interviewing is so important to the process. Not only is this your time to impress the potential associate with the quality of your opportunity, but this is when you are most likely to uncover red flags and issues that will affect the success of the hire.

 

This blog is broken into two parts. In our previous blog, we covered what you can and cannot lawfully ask a job candidate (link-http://eyedocrecruiterblog.blogspot.com/2012/08/the-associate-optometrist-job-interview.html). In this section you will find a list of sample questions that you may wish to consider asking as you interview a potential associate. You will likely have other questions that are more particular to your own office but our hope is that this will serve as a good starting point.

 

Work History

• Where have you worked?

• How long have you been in each position?

• Why did you switch jobs?

• Describe the general environments in which you have worked

• In which insurances did you participate?

 

Goals/Motivations

• What motivates you?

• What attracted you to my position?

• Why are you looking for another position?

• In what way do you hope to develop over the next 1-3 years? 5-10?

• Are you interested in eventual partnership or ownership? How soon?

• What are your income expectations?

• What do you like the most about the position with my practice? Least?

 

Clinical Philosophy

• How would you describe your practice philosophy?

• In what areas do you have interest in further training?

• Do you have an opinion on (ocular disease treatment and management, vision therapy, etc.)?

• How do you present treatment plans? What is your success rate?

 

Competencies and skills

• What would your current boss say that you do well? In what areas would he/she say that you needed to improve?

• What was your average production at that office?

• What are your clinical strengths?

• What do you prefer to refer out?

• What CE courses have you taken recently?

• What journals do you read?

 

Uncovering future issues

• Will you need to relocate for this position? If so, who else will be affected by your move? Are there factors that would make either area more appealing? Will you need to sell a house?

• What is an acceptable commute time for you?

• How often have you been late over the last year?

• What kind of notice period do you have to give?

• Do you have a restrictive covenant that would keep you out of this area?

• Are you right handed or left handed?

• Are you familiar with the equipment used in this office?

• What days are you available to work?

• Will you be able to provide references from other dentists or specialists? Former employers?

• Are you willing to undergo a background check and drug test?

• What resources do you need in order to be successful?
• Now that we have spoken are you interested in pursuing this position further?

 

Sorting the best from the rest

• If you have ever been in an office with a light schedule, what did you do with your free time? What did you do to help fill the schedule?

• What do you use to measure your success?

• Which of your strengths and achievements do you feel best distinguishes you from other candidates with whom I may speak?

The Associate Optometrist Job Interview – What You Can and Cannot Ask

Knowing what you should ask is important. Just as important is knowing what you cannot ask. Here is an overview of lawful and unlawful questions commonly asked during the job interview process. This list is provided by Management Recruiters International.

U.S. Pre-Employment Inquiry Guide*

Please note: Lawful/unlawful pre-employment inquiries vary by country/region. Please consult local advisers.

 Name
  
Lawful Pre-employment Inquiries
Applicant’s full name.
“Have you ever worked for this company under a different name?”
“Is any additional information relative to a different name necessary to check work record? If yes, explain.”
  
Unlawful Pre-employment Inquiries
Original name of an applicant whose name has been changed by court order or otherwise.
Applicant’s maiden name.

Address or  Duration of Residence

Lawful Pre-employment Inquiries
“How long have you been a resident of this state or city?”

Birthplace

Unlawful Pre-employment Inquiries
Birthplace of applicant.
Birthplace of applicant’s parents, spouse, or other close relatives.
Requirement that applicant submit birth certificate, naturalization, or baptismal record.

Age
  
Lawful Pre-employment Inquiries
“Are you 18 years old or older?”  
“Are you of a legal age to work?”

Unlawful Pre-employment Inquiries
“How old are you?”
“What is your date of birth?”

Religion or Creed

Lawful Pre-employment Inquiries
You may ask about a candidate’s ability to work on weekends or holidays, if this availability is job-related.  However, you may have to accommodate candidates’ religious observances that conflict with your interview schedules, if it is not a burden to do so.

Unlawful Pre-employment Inquiries
Inquiry into an applicant’s religious denomination, religious affiliations, church, parish, pastor, or religious holidays observed.

Race or Color  

Unlawful Pre-employment Inquiries
Complexion or color of skin.

Photograph         

Unlawful Pre-employment Inquiries
Any requirement for a photograph prior to hire.

Height

Unlawful Pre-employment Inquiries
Inquiry regarding applicant’s height.

Weight

Unlawful Pre-employment Inquiries
Inquiry regarding applicant’s weight.

Marital Status    

Lawful Pre-employment Inquiries
Does this employer employ your spouse?  Has the candidate has ever been known by another name, in order to facilitate accurate background check.

Unlawful Pre-employment Inquiries
Asking a person’s maiden name, gender, marital status spouse, preference for ‘Miss,’ ‘Mrs.,’ or ‘Ms.,’ pregnancy, family plans, or childcare arrangements. Requirement that an applicant provide any information regarding marital status or children. Inquiry as to the ability to reproduce or advocacy of any form of birth control.

Handicap or Disability

Lawful Pre-employment Inquiries
Can you perform the duties of the job in which you wish to be employed, with or without accommodation? You may inquire about the candidate’s total number of absences in the previous year.  

Unlawful Pre-employment Inquiries
The Americans with Disabilities Act (ADA) prohibits all pre-employment medical inquiries.  Do not ask specific questions about diseases or illnesses, the number of days the candidate was sick in the previous year, workers compensation injuries or claims, mental health issues and history, past addiction, past illegal drug use or current prescription drug use.  
 

Citizenship       

Lawful Pre-employment Inquiries
 “Are you currently authorized to work in the United States on a full-time basis for any employer?” If the applicant’s answer is “yes”, you may then ask “Will you now or in the near future require employment visa sponsorship (ie, H1B Visa)?” If the candidate’s answer is “no” to your original question, whether they are currently authorized to work in the United States on a full-time basis, you may then ask what his or her immigration status is.  (To avoid discrimination claim based on national origin, these questions should be asked of all candidates, not just “foreign-looking” or “foreign-sounding” candidates).

Unlawful Pre-employment Inquiries
(Questions below are unlawful unless asked as part of the Federal I-9 process). “Of what country are you a citizen?” Whether an applicant is naturalized or a native-born citizen; the date when the applicant acquired citizenship.  Requirement that an applicant produce naturalization papers or first papers. Whether applicant’s parents or spouse are naturalized or native-born citizens of the U.S., the date when such parent or spouse acquired citizenship.

Military Status

Lawful Pre-employment Inquiries
You may ask about job-related military experience or training. 

Unlawful Pre-employment Inquiries
Inquiry about military status or type of military discharge.  Inquiry about future military commitments (e.g., reserve status) that may require time off work.

National Origin

Lawful Pre-employment Inquiries
Inquiry into languages applicant speaks and writes fluently.

Unlawful Pre-employment Inquiries
Inquiry into applicant’s:
a) lineage
b) descent
c) national origin
d) descent
e) percentage, or nationality unless pursuant to the Federal I-9 process.

Nationality or homeland of applicant’s parents or spouse. Inquiries into how applicant acquired ability to read, write, or speak a foreign language.

Education

Lawful Pre-employment Inquiries
Inquiry into the academic, vocational, or professional education of an applicant and the public and private schools attended.

Financial Status

Lawful Pre-employment Inquiries
You may perform credit checks if you follow the Fair Credit Reporting Act Regulations. 

Unlawful Pre-employment Inquiries
Inquiry into financial status (unless job-related), past garnishments or bankruptcy.  

Experience       

Lawful Pre-employment Inquiries
Inquiry into work experience. Inquiry into countries applicant has visited.

Arrests 

Lawful Pre-employment Inquiries
 “Have you ever been convicted of a crime?” “Are there any felony charges pending against you?”

Unlawful Pre-employment Inquiries
Inquiry regarding arrests, which did not result in conviction (except for law enforcement agencies).

Organizations or Activities

Lawful Pre-employment Inquiries
Inquiry into the organizations of which an applicant is a member, excluding names or characters which indicate the race, color, religion, national origin or ancestry of its members.

Unlawful Pre-employment Inquiries
Do not inquire as to a list of clubs, societies, or lodges; or about smoking, drinking or other legal activities that the applicant may engage in off-duty.  More than 1/2 of U.S. states protect smokers against employment discrimination based on smoking off-duty, and a growing number prohibit discrimination based on any lawful off-duty activity.

*Post offer employment paperwork.  Many questions that are inappropriate at the screening stage can become legitimate after an offer is made and must be answered before employment begins.  This will certainly be the case in regards to reference checking.  Other examples of necessary information include providing a SSN for education verification (if a degree is a job requirement), date of birth, and work eligibility documents if needed to verify employment eligibility, process pay or perform a background check.