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Hire for Growth

Recruiting is neither easy nor fun (at Eyetastic Services, it is super fun😃). There is a science behind the human resource component of finding phenomenal staff. If it were as easy as posting a job advertisement, there would not be a need for outsourced recruiting agents to assist your business goals. I decided to make a step-by-step guide to make it easier to manage the hiring cycle.

I will make a mini-blog series to go more in-depth with these steps, as this is just a synopsis to familiarize you with the process. Keep in mind to always follow state and federal laws when hiring new candidates!

Business Analysis

Take a "deep dive" into your business and see what is working and what is not. I would recommend reaching out to a separate party to review your business as an unbiased set of eyes (also, your business is your baby, but do not take offense to any feedback).

Consider your current and future needs when seeking candidates based on your analysis. What are you lacking, and what can you improve in your business? Make a list and seek those characteristics in your new hire. Do not forget to set a reasonable budget for payroll, bonuses, relocation, and recruiting based on the year you are hiring to grow your business.

Job Description

The job description sets the outline of what duties the candidate will do. It should be reviewed during the interview, and you should have the candidate sign a copy as part of the job offer. Make your job description based on your analysis of business needs. There's a chance you may need more than one new hire, depending on your needs.

The "Job Title" sets the tone for the applicants you receive, ensures it fits the pay scale, and attracts suitable applicants; Office Manager, Practice Administrator & Director of Operations are all titles for someone who could manage your practice and lead your team, but these titles would attract different levels of candidates with very different pay expectations.

Job Ads

Job Advertisements, or job postings, promote your opportunity, so they should be created with a "sales" mentality. You are promoting the opportunity to work for your company, but why should the candidates choose you; what is your mission, what is the culture in your practice, and what do you value?

Are candidates more likely to consider a posting that advertises a position with a friendly atmosphere at a company that values their staff & patients or a posting that states the job title and lists every bullet point on the job description? The goal is to receive a vast pool of applicants; you should also have a few different job ads to attract diverse candidates. Post on all the job boards, such as 😊, and social media sites to expand your reach.


Applicants can be classified as either active (seeking a change in position or career) or passive (not desperately looking for a change but could apply if something seems like a good prospect); however, any applicant who applies is interested in your opportunity in some way. If you posted an ad, you might receive 100s of resumes, so narrow it down to the best contenders, reach out to them immediately (within 24 hours), and speak with them on their time if possible.

One thing to note; if they applied to you, they probably applied to multiple locations (especially if they are an "active" candidate), so any good application should be dealt with a sense of calm urgency. Ensure their strengths align with your needs and goals. Remember to "Hire for Growth!"


Interviews are for the employer and applicant to get to know each other better to see if they can equally benefit from working together. Prepare for the interview by reviewing and directing your questions towards your business goals to ensure a good fit to see if they can perform the service.

The discussion should be natural and fun while reflecting the business's culture and expectations rather than cold and sterile. This will allow you to see their personality, but make sure to stay unbiased, and all questions will be geared in the same manner. Now is an excellent time to go over the job duties and ensure the candidates have a chance to ask questions about any of them.

Research some questions online to find out what you should and shouldn't ask in an interview; some seemingly innocent questions could be problematic when considering EEOC laws!


Employment offers should not be taken lightly as it is considered a verbal/written contract. The terms, pay, and job title should be on the offer letter or contract. Remember, if they applied with you, they applied to other opportunities, so make the verbal and written offer as soon as possible.

Be prepared to negotiate without getting defensive or upset. If you cannot come to terms with the counter, let them know and see how you can work it out. Sometimes, it may not work out, and you should move on. I believe in trusting your gut, so never make any offer out of haste. And do not lose great people based on pay. They will become your brand. Invest, be creative, and grow.


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