RECRUITING ASSOCIATE ODS is vital to practice growth. But with a shortage of ODs in many regions, strategic hiring is essential to attract top talent. Here are some strategies:
Cast a wide net: Tap into your network, post on social media platforms (especially LinkedIn), and utilize job boards. Please update your website. Owners shouldn’t tout having a state-of-the-art facility with a 1980s website design.
Construct a great offer: There is no single compensation structure that works best across the board. Some owners offer a flat base rate, others use a percentage-of-production model; neither of which I prefer. Pay should compensate ODs appropriately and be competitive for the region. Bonuses should incentivize them to generate revenue.
Pro Tip: Consider structuring a compensation package with a hybrid model (base + bonus) OR an either/or model (base salary or % of production, whichever is higher).
What sets your practice apart? Emphasize office culture, work/life balance, professional development, advanced tech, and a supportive environment. All are increasingly important to younger ODs. Offer mentorship and opportunities to learn about “real world” optometry issues that young ODs don’t cover in school, like billing and coding, leadership, practice financials, etc.
NOTE: In addition to patient care, Dr. Lopez is also a highly sought-after eyecare recruiter and is available to discuss his services for anyone interested; email careerconsulting@odsonfinance.com.
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