{"id":2299,"date":"2014-02-14T18:27:24","date_gmt":"2014-02-14T18:27:24","guid":{"rendered":"http:\/\/reviewob.dev\/2014\/02\/14\/optician-job-applicants-falling-short-youre-not-alone\/"},"modified":"2014-02-14T18:27:24","modified_gmt":"2014-02-14T18:27:24","slug":"optician-job-applicants-falling-short-youre-not-alone","status":"publish","type":"post","link":"https:\/\/reviewob.com\/optician-job-applicants-falling-short-youre-not-alone\/","title":{"rendered":"Optician Job Applicants Falling Short? You&#8217;re Not Alone."},"content":{"rendered":"<h3 style=\"display:inline\">By Brian <span><span><span>Chou<\/span><\/span><\/span>, OD, <img decoding=\"async\" alt=\"\" src=\"\/wp-content\/uploads\/2016\/11\/8-2-11chouphoto2cropped.jpg\" style=\"margin: 5px 10px 10px 0px; padding: 5px; border: 1px solid rgb(207, 208, 208); width: 137px; height: 137px; float: right;\" \/><span><span><span><span>FAAO<\/span><\/span><\/span><\/span><\/h3>\n<p >Think about some of your applicants for optician: Are they less than what you had in mind? Given a relatively low quality applicant pool in the San Diego area, where my practice is located, sometimes I wonder if the responders saw the following job listing.<\/p>\n<p >\u201cFull-time position available for immediate hire in private optometric practice! <\/p>\n<p >Please apply if you have these characteristics:<br \/>\u2022 Feel it\u2019s OK to surf the internet during work hours, using Facebook and YouTube<br \/>\u2022 Have sleeve tattoos on both of your arms \u2013 bonus points for a pierced tongue!<br \/>\u2022 Have a suspended driver\u2019s license due to DUI. Even better, you wear a GPS ankle bracelet<br \/>\u2022 Can agree that your number of years in the field is more important than good performance<br \/>\u2022 Somehow only get sick on Fridays and call in at the last moment<br \/>\u2022 Love to throw your co-workers under the bus<br \/>\u2022 Have mastered the art of passive-aggressive insubordination<br \/>\u2022 Fail to acknowledge patients walking in the door because they might go away<br \/>\u2022 Enjoy turning off the lights on patients that remain one minute past office closing<br \/>\u2022 Assume that patients can\u2019t afford lens enhancements<br \/>\u2022 Forget to place orders or follow-up on what you say you will<br \/>\u2022 Instigate drama in the office because everyone needs entertainment<br \/>\u2022 Need extra pay to do stuff you should be doing anyway<br \/>\u2022 View each patient interaction as an obstacle to getting through your day<br \/>\u2022 Have wild mood swings with unpredictable behavior<br \/>\u2022 Come to the office unprepared, drunk and ready to gossip<br \/>\u2022 Won\u2019t share how you complete tasks with your co-workers since that\u2019ll improve job security<br \/>\u2022 Secretly accept gifts and free product from frame and lens reps for selling their product<\/p>\n<p >To apply for this incredible opportunity, please e-mail your resume. If you get an interview, reschedule repeatedly and then show up at least 15 minutes late without knowing anything about the practice. Hurry, this position will not last!\u201d<\/p>\n<p >You can see from the above \u201cad\u201d how I feel about some of the staff I\u2019ve had over the years. Here in California, like in several other states, anyone can call themselves an \u201coptician\u201d since certification is not required. I believe, as a consequence, that there is a relatively poor applicant pool for para-optometric ancillary staff. Instead of seeking to develop a career in the optical field, it\u2019s become a field where people end up because their initial aspirations did not work out. The reality is that there is a scarcity of qualified staffing for opticianry, aside from the quality character needed to create a desirable work ecosystem.<\/p>\n<p >On a big-picture level, I don\u2019t see much improvement in this situation as long as organized optometry remains divided and unwilling to direct attention toward cultivating a strong pool of para-optometric staffing. In the meantime, owners can do best by carefully screening their candidates. For those I interview, I have a set of favorite questions I ask such as: \u201cWhat do you do when you have an interpersonal issue with another co-worker?\u201d A truthful responder acknowledges that conflict happens, and if the applicant can describe a pragmatic resolution, this can bode well for staff compatibility. A comprehensive background check is a must, including calling past employer references. Speaking with former employers has saved me from hiring a nightmare employee on more than one occasion. Finally, I recommend owners train existing lower-level staff with the right aptitude and character, into opticians.<\/p>\n<p ><strong>How do you ensure the less-than-stellar crop of applicants for optician yields the best possible employee?<\/strong><\/p>\n<p ><b>Brian <span><span><span><span><span><span><span>Chou<\/span><\/span><\/span><\/span><\/span><\/span><\/span>, OD, <span><span><span><span><span><span><span>FAAO<\/span><\/span><\/span><\/span><\/span><\/span><\/span>, <\/b>is a partner with<a href=\"http:\/\/www.eyeluxoptometry.com\/\" target=\"_blank\"> <span><span><span><span><span><span><span>EyeLux<\/span><\/span><\/span><\/span><\/span><\/span><\/span> Optometry<\/a> in San Diego, Calif. To contact him: <a href=\"mailto:chou@refractivesource.com\"><span><span><span><span><span><span><span>chou@refractivesource.com<\/span><\/span><\/span><\/span><\/span><\/span><\/span><\/a>.<\/p>\n","protected":false},"excerpt":{"rendered":"<p >By Brian Chou, OD, FAAO<\/p>\n<p ><strong><strong><\/strong><\/strong>Applicants for optician often are disappointing. How are you ensuring a sufficient screening process to weed out those who will fall short after they are hired?<\/p>\n","protected":false},"author":3,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":[],"categories":[90,1],"tags":[164,228,165],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v20.0 - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>Optician Job Applicants Falling Short? 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How are you ensuring a sufficient screening process to weed out those who will fall short after they are hired?\" \/>\n<meta property=\"og:url\" content=\"https:\/\/reviewob.com\/optician-job-applicants-falling-short-youre-not-alone\/\" \/>\n<meta property=\"og:site_name\" content=\"Review of Optometric Business\" \/>\n<meta property=\"article:publisher\" content=\"https:\/\/www.facebook.com\/reviewob\/\" \/>\n<meta property=\"article:published_time\" content=\"2014-02-14T18:27:24+00:00\" \/>\n<meta property=\"og:image\" content=\"https:\/\/reviewob.com\/wp-content\/uploads\/2024\/01\/243070111_251276950339761_6709466794271584798_n.jpg\" \/>\n\t<meta property=\"og:image:width\" content=\"960\" \/>\n\t<meta property=\"og:image:height\" content=\"365\" \/>\n\t<meta property=\"og:image:type\" content=\"image\/jpeg\" \/>\n<meta name=\"author\" content=\"Mark Gulledge\" \/>\n<meta name=\"twitter:card\" content=\"summary_large_image\" \/>\n<meta name=\"twitter:creator\" content=\"@ReviewOB\" \/>\n<meta name=\"twitter:site\" content=\"@ReviewOB\" \/>\n<meta name=\"twitter:label1\" content=\"Written by\" \/>\n\t<meta name=\"twitter:data1\" content=\"Mark Gulledge\" \/>\n\t<meta name=\"twitter:label2\" content=\"Est. reading time\" \/>\n\t<meta name=\"twitter:data2\" content=\"3 minutes\" \/>\n<script type=\"application\/ld+json\" class=\"yoast-schema-graph\">{\"@context\":\"https:\/\/schema.org\",\"@graph\":[{\"@type\":\"Article\",\"@id\":\"https:\/\/reviewob.com\/optician-job-applicants-falling-short-youre-not-alone\/#article\",\"isPartOf\":{\"@id\":\"https:\/\/reviewob.com\/optician-job-applicants-falling-short-youre-not-alone\/\"},\"author\":{\"name\":\"Mark Gulledge\",\"@id\":\"https:\/\/reviewob.com\/#\/schema\/person\/4e6e9be41eb4bc933296d2e8494ee152\"},\"headline\":\"Optician Job Applicants Falling Short? 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