What to Look for in a Reference

A lot can go into a hiring manager’s decision of whether or not to bring you on as their next employee, including your skill set, work experience, personality, and professionalism. While a lot of emphasis and focus is often placed on the above items, sometimes the deciding factor may come down to how effectively your references portray you as the best fit for the hiring manager’s need.

Here are some guidelines to follow when providing professional references to a potential future employer:

1. Follow the employer’s instructions regarding references – Many job applicants often wonder if they should always include professional references on their resume or application. A good rule of thumb is if a job posting doesn’t request references, then don’t list any references on your resume. When a posting does require references, follow the instructions exactly as listed on the job application. Adhering to an employer’s instructions is always the first step to showing you’re a competent and detail-oriented applicant.
   
2. Choose references wisely – Obviously the most important step to selecting a good professional reference is, well, selecting a good professional reference. But which individuals from your work history would make the best references? Your professional references should all have the following qualities:
   
   1. Genuinely want to see you succeed and do well in your career
      
   2. Able to answer tough questions about you on-the-fly
      
   3. Witnessed you demonstrate both hard skills (specific, teachable abilities) and soft skills (interacting effectively with other people) in a work environment
      
   4. Well-spoken and able to clearly communicate your strengths, expertise, and professionalism in detail
      
3. Avoid workplace conflict – If you haven’t announced to your current employer that you’re looking for a new position elsewhere, carefully consider who you list as a reference if any of those references work with you currently. Make sure your coworker can be trusted to keep your search confidential until you decide to make the announcement in your own time.
   
4. Ask for permission – Reaching out to your professional references before listing them on a resume or application is not only a polite professional courtesy, but also gives you the opportunity to briefly update them on your recent work history and goals. While most individuals you consider as a reference will be willing to help you out, have a few extra potentials in mind in case one of them politely declines or expresses hesitation. Never make someone feel obligated to serve as your professional reference – their hesitation might be interpreted as negativity when your interviewer gives them a call, skewing your chances of landing the job.
   
5. Get updated contact info – Be sure to get updated contact information for all of your references, and verify their information is up-to-date before submitting your resume or application. For each reference, include the person’s name, job title, relationship to you (co-worker, manager, etc.), company name, address, and contact info (at least one phone number and an email address, if possible). Going through the trouble of lining up the perfect reference is wasted time if they can’t be reached.
   

Occasionally check in with your references and make sure their contact info hasn’t changed. If you know a professional reference you listed has been contacted by your potential employer, it’s OK to thank them with one quick email or phone call for their willingness to help you out. Doing so will reiterate your professionalism and will leave your reference with positive feelings toward you that could potentially shine through in their next conversation with a hiring manager.

ETS Vision is a Vision Recruiting firm specializing in finding and placing Optometrists, Ophthalmologists, and Vision Staff throughout the United States. www.etsvision.com

Optometrists - What To Know Before You Accept an Associate Position

Finding a new associate position can be a daunting process for both new and experienced optometrists.  While making a good impression on an interview is important, it is equally important to learn as much as possible about the practice. Here is a compilation of questions from job seekers who I have worked with over the years. I hope that this list will make the decision process less intimidating.

Relationship
-Employee or Independent Contractor?
-Employee at will?
-Is the doctor open to restrictive covenant in case of future ownership?
-Is the doctor open to a transition period, if needed? (After purchase)

 Type of Practice 
-What type of practice is it (full scope, pediatric, etc.)?
-Age of the practice?
-When/what do you refer out?
-How many treatment lanes?
-How many opticians?
-How many technicians?
-How much is the practice overhead?
-How long has each employee been there?
-What does the practice do to market itself?
-How many FT and PT staff?

Patients
-What is the patient pool like?
-Have the number of active patient records been reviewed?
-Is the practice growing or declining in number of patients seen, new patients attracted, and young patients?
-Average number of cancellations per week?
-Average number of patients seen by associate per day?
-How far ahead is the doctor book filled?
-How far ahead is the associate book filled?
-Discounts/Bartering/payment plans?
-PPO type of insurance? Insurances: accept all kinds or just selected ones?
-How much is the discounted price of the PPO compared to the fee schedule?
-Medicare or Medicaid acceptance?
-What percent is FFS, cash and discounted PPO?
-When was the last fee increase?
-Are the fees low, high or average for the immediate area?
-Do you offer patients credit?

Schedule 
-Days, hours, on call, etc.
-How many office hours and days per week is the office open?

Duties
-Job description (separate document) or general description

-Is the doctor responsible for pre-testing?
-What were the most of the cases being done by the associate?

Facilities
-Supplies, equipment, support, etc.?
-Is the practice EMR compliant? If so, what system is being used?
-What is the square footage of the office? Can it be expanded?
-Average age of equipment?
-Do you have a confirmation system for appointments?
-How do you deal with NO Show?

Term of contract
-How long?
-What is the required notice period should either party wish to terminate the relationship?

Compensation
-Is there a guaranteed salary, draw, daily rate or hourly rate?
-Is commission determined from collections or production?
-If collections, what is the collections rate in the practice?
-What percentage of production/collections is used to calculate income?
-Is there a chance to increase compensation in the future?
-Taxes withheld?
-How will the associate be paid? (Weekly/bi-weekly/monthly)
-How much on average was the last associate making?
-What was the average associate production per day?
-Can I get a fee schedule of the practice?

Benefits
-Medical Insurance: health and dental?
-Malpractice insurance?
-Disabilities insurance?
-Required CE courses? How much and for how many hours a year? Are they paid for/reimbursed? Is there a stipend?
-Retirement?
-Sick days…….. # allow per yr…..
-Personal days/vacations…..# per yr allow……
-Holidays?
-What benefits are given to the staff?

Expenses
-Define, list, when paid, etc…..
-Will the practice support the acquisition loan (in case of future ownership), pay the overhead expenses and afford a reasonable income?

Other Questions and Notes
-What is your practice Philosophy and Goals? For the Practice and with new patients?
-Have you had associate before? How many? How long did they stay? What was the reason for the associate resignation?
-How do you advertise?
-Who determines how long I have to spend with new patients/initial exam and record?
-Is there a particular doctor in the area who is your main competitor?
-Who sees the patient first (technician or optometrist)?
-Why was the partnership offer turned down by an associate (if applicable)?
-Will I be able to visit the office during regular working hours?

Partnership/Buy-in/Sale
-Discussion/Formula/Price
-What will be the time frame for an associate position before we can talk about partnership/buy-in/buy-out?
-Is there an option for future ownership? Are you considering a move out of state?

Restrictive Covenant
-Define

Chante Smith is the Western U.S. Account Executive and Recruiter for ETS Vision. She can be reached at csmith@etsvision.com or 540-491-9105. ETS Vision is a Vision Recruiting firm specializing in finding and placing Optometrists, Ophthalmologists, and Vision Staff throughout the United States. www.etsvision.com