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. 

Recruiter Survey Shows an Increasingly Candidate-Driven Market

 

Employment markets are most often measured by unemployment, a quintessential macroeconomic indicator. Yet, on the microeconomic level -- the level that all companies work on -- it is an indicator that is far from representative. In today's economy, the headline unemployment number is perhaps less representative than ever before.

For many sectors, and more importantly, for many skill sets, the high unemployment of the last several years remains stubbornly in place. But those industries and skill sets are being countered by others that are adding positions and exhausting the talent supply. Looking at the macro trends, the labor market seems to be at a standstill, with talent supply perhaps even loosening. Yet, at the micro level there is a strengthening undertow.

In a recent survey of MRINetwork recruiters -- who work primarily with the professional and managerial segment of the workforce - 67 percent said they would characterize today's talent market as candidate-driven, an increase of 13 points from a year ago.

"In technical areas, there is a severe shortage of talent and salaries are going up," said one recruiter in the survey. Another respondent noted that, "Great candidates are increasingly more difficult to locate. While technical candidates remain sparse, the issue has become more widespread and now includes areas such as HR specialty, accounting, and marketing."

The level of demand for talent in professional occupations, though, doesn't mean full employment. In the most recent report from the Labor Department, the professional, managerial, and related unemployment rate was 4.4 percent. Before the recession that rate was as low as 2.1 percent, but various factors continue to keep it higher.

"The message from [the] C suite is 'do more with less.' There's no room for marginal players," as one recruiter put it. While employers are hiring, recruiters note more and more of those searches being for "white tigers," with lists of requirements that screen out almost all possible candidates.

"Employers remain too focused on finding a candidate who has every bit of experience on the company description. Employers still feel that plenty of people are available because of erroneous news reports about unemployment," noted a recruiter.

Once the right candidate is found, the need to act quickly has become more urgent. According to the survey, 60 percent of accepted offers were made less than four weeks after the first interview, and 47 percent were made after two interviews or less, a 10 and 19 point increase from a year earlier. Yet, that is an urgency many employers still don't recognize.

As one recruiter recounted about the situation, "Employers ... are afraid to make the wrong hire. Before the recession, we were hearing things like, 'We know he doesn't have that one thing we were looking for but everyone liked him and we are going to make an offer anyway.' Now we are hearing things like, 'everyone liked him and he has everything we are looking for but we've decided we now also want this.'"

The headline numbers for some time will continue to show a labor market where unemployment is high, job growth is low and people remain ready and available to work. In some segments that is true, but using that philosophy in other parts of the market will result in top candidates turning down offers, and critical positions being left unfilled.

Curriculum Vitae (CV or Resume) for Optometrists

I have been receiving a lot of questions lately on what should go in a CV and how/when to present references.

This is simply for the purpose of content. Formatting is not included. Just remember, Keep It Simple. Just because you know how to do some fancy formatting graphics and tables, doesn't mean you should.

CV’s are typically completed in detail and resumes are a summary. Most practices looking to hire want at least a resume, but would rather a complete CV. Letters of recommendation, copies of credentials and certifications can wait until later. Do not provide those at time of application.
 
Curriculum Vitae

Name, O.D.
ADDRESS
City State, Zip
Home Phone
Cell Phone
Email address
Website (if applicable)

Optometric Licenses
State – Licenses number

Professional Career Goals
Write something that lets potential hiring authorities know what you are looking for professionally.

Education
Optometry School, City, State, Graduation Year, notable honors
Undergrad School, City, State, Graduation Year, notable honors
Do not include high school or early education. If you have another post-graduate degree you should list it. Always list degrees starting from most recent to the oldest.


Residency and/or Notable CE
Program Name, City, State, Month/Year completed

Practice Ownership and/or Employment History
List by Business Name, Position, Month and year start thru Month and year end. You should also list achievements, strengths, productions, notable skills.

Professional Honors
List fellowships, distinguished awards, etc

Professional Membership
List organizations/study clubs you are part of and offices held. Include location.

Community Service
List community organizations you are involved in and offices held. Include location.

References
List should include people who are professional colleagues, supervisors, or someone from the community who can vouch for your character and work ethic. At least 3 but no more than 5.

Name
Title
Company
Address (at least city, state)
Phone number
Email (if available)
Website (if available)
Your relationship to this person

Please, feel free to share or comment on what you look for or what you put in your CV.

Searching for Perfect Candidate May Miss the Perfect Match

When hiring managers begin to write the list of qualifications, they build lists of everything they think they want in a candidate. It's a process not unlike building a dating profile; pulling characteristics out of the air to describe the perfect match. In dating, people tend to understand that finding someone who matches that description is unlikely. When they find someone they like, it is almost a coincidence when they match even the broadest elements of the original profile.

By contrast, hiring managers frequently use far less latitude in their candidate searches. The descriptions involve far more precise requirements and they are less likely to waiver on them should someone outside of the criteria apply.

"Using vetting of candidates based on stringent requirements can keep out the candidates who have no place in an organization, but there isn't an automated filter that is going to increase your ability to identify, much less attract impact players to your organization," says Rob Romaine, president of MRINetwork. "There isn't an accredited Master of Innovative Thinking degree or Doctorate of Self Starting, and a resume that claims someone has such qualities only means they know those skills are important."


The 8.2 percent national unemployment rate, and even the 3.9 percent bachelor's degree and higher unemployment rate, seem to still give employers a false sense of plentiful candidate supply. It's like the man stranded on a tropical island, surrounded by salt water - yet dying of thirst.

"In the early days of the recession, we saw amazing candidate availability. Top candidates truly were victims of circumstance - doing great work but losing their positions regardless - and became available on the active candidate market," notes Romaine. "But a type of reverse osmosis has had time to set in. The most desirable candidates found new positions. Today's unemployed population - especially the professional space - largely consists of people whose skills and education doesn't match with the needs of the marketplace.

More than 22 percent of the U.S. workforce is in a professional or related occupation, but less than 11 percent of the 12.2 million people unemployed in May have professional experience. That translates to just 1.3 million lawyers, engineers, economists, computer programmers and more who are unemployed today and actively looking for a job. If you widen the net to include managers and financial professionals, the statistic grows to 38 percent of the U.S. workforce but still less than 19 percent of the unemployed population.

"When talking casually to hiring managers they know how tight the market is, they understand that of the 1.3 million professionals who are unemployed, they are unlikely to find that one person with fifteen years of wind propulsion experience who is willing to relocate to them," says Romaine. "But as soon hiring a candidate leaves the abstract and interviews are being conducted, managers start looking at the 8.2 percent unemployment rate or the 17.9 underemployment rate and hold out for a candidate who matches the detailed profile they've written. By holding the line so tightly, though, they will often overlook someone who could actually be their perfect match."

Optometrists: Cover Letter, CV, What's Missing?

Proof Book: An Essential Tool for a Successful Interview

On a typical day, our recruiting team speaks with more than 20 Optometrists who are actively or passively seeking a new Associate position or potential partnership opportunity. Every Optometrist we speak with understands the importance of putting together a solid cover letter and resume/C.V. Developing a great cover letter and solid CV are very important in landing an interview. But there is one more thing you need: A Proof Book.

Whether you are about to graduate from Optometry school or you’ve been in practice for twenty years, it is always beneficial to put together a Proof Book for interviews. Over the years we’ve seen Proof Books tip the scales in a candidate’s favor more than fifty times.

So what is a Proof Book?

A Proof Book is simply a collection of information that encompasses your background, your professionalism, your accomplishments, and your clinical and patient relations acumen. There is certainly no magic format or combination of content, but typically a Proof Book should include some or all of the following:

a. A current CV/Resume
b. Case presentations
c. Production numbers or equivalent
d. Accomplishments
e. Letters of Recommendation
f. References
g. Blank paper for notes
h. Questions for the practice
i. Blank thank-you notes

How do I use it in an interview?

This depends on the interviewer. If the interviewer is taking the lead, you can use some of the sections as back up when you are answering questions about your how you’ve handled various patients and procedures. You can use it to show that you produce $40,000 a month in your current practice. You can use it to prove that you’ve successfully completed advanced training. You can even use it to show off letters of recommendation from patients, professors, or previous employers.

If you take the lead in the interview, you can use your Proof Book to illustrate the key points you want to make during your interview. It is one thing to tell an interviewer you produce $50,000 a month; it has much more impact if you can show the interviewer a report that backs up your claim.

A Proof Book gives you the opportunity to advertise your clinical skills when you don’t have the luxury of doing a working interview. A picture is worth a thousand words when you are trying to display the quality of your margins or the medical results of a particularly complicated case.

Even if you never open it during your interview, having a Proof Book demonstrates of preparedness and professionalism. I can’t guarantee that if you go to the office supply store, buy a nice binder, and take three hours to assemble a Proof Book that it will always get you the job. What I can guarantee is that creating a Proof Book will give you the advantage over another candidate with similar skills and background.

Written by Mark Kennedy, Owner/Managing Director of Executive Talent Search (ETS Dental, ETS Vision, ETS Tech-Ops). To find out more, call ETS Vision at (540) 563-1688 or visit us online at www.etsvision.com.

Moving This Summer?

Now that summer is upon us, you may be preparing to move - and one of the most significant challenges is likely the relocation of children. Our friends at FAS Relocation Network have put together some very helpful tips.

For additional assistance with relocation feel free to visit their website www.fasrelo.com and tell them ETS Vision sent you!

7 Successful Strategies for Moving with Kids

While each and every child in this world is unique, virtually all share similar relocation needs throughout the moving process. A successful family move can be achieved by focusing on fundamentals, and including the children in each step.

Apply these 7 tips to ensure a successful transition with your children:

1. Include your family in the relocation details immediately. Kids prefer to be a part of the changes that take place in their world. In the end, this exercise typically provides parents with valuable information on their children's needs, desires, and concerns.

2. Stay positive. Find out things in the new location that would interest them. Football, dance, places to see - whatever they have passion for and would get them excited about the move. Give dimension to their new world and allow them to imagine it as a haven for new opportunities.

3. Maintain and open forum. Talk with your children about their experiences - good and bad. LISTEN. Do not dismiss their concerns no matter how trivial they may seem. They will appreciate being heard.

4. Take them to say "goodbye." The ability to say goodbye helps children of all ages get closure. Moreover, it will give them the opportunity to maintain contact with friends (going-away parties, former school visits, scrap-book.)

5. Set up their room once you've arrived in your new neighborhood. Kids can feel homesick, even if they are with you, so getting their things back in place will help them feel more comfortable.

6. Help your child meet new friends once you've reached your new destination. A move during the school-year can be ideal for new friend-finding initiatives.

7. Relax. While your children may be angry with you initially, they intuitively understand. They will soon forgive you. Sure it may take time, but do not allow yourself to feel guilty or frustrated. You are doing what is best for the family. Be patient and they will come around.