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88 | EYEWORLD | FALL 2024 P RACTICE MANAGEMENT About the author William Rabourn Jr. Managing Principal Medical Consulting Group Springfield, Missouri by William Rabourn Jr. (Ophthjobs.aao.org) are good places to post job openings. Most professional trade associations have their own job boards where openings can be posted. Don't assume that one job board is best for everything. Cast a wide net and consider the type of position needed. Then search the appropriate online resources that support those professions. Also, don't forget to post job openings to the practice website and social media, especially LinkedIn and Facebook. This ensures the local community and other professionals know what job openings are available at your clinic and allows sharing among individual networks. Screening applications In today's working environment, changing jobs is common, and there may be many applications for non-professional positions. However, there is a shortage of qualified healthcare professionals, making the field highly competitive. Reviewing each resume and picking the best candidates can be time consuming. If your practice uses a human resources information system (HRIS) such as Paycom or ADP, a better alternative is to add an applicant tracking system (ATS) module to the existing suite of services. These are software programs that collect and screen resumes according to pre-defined criteria, then sort and rank those that remain. If there isn't a HRIS in use, time will need to be set aside to manually screen Taking the sting out of hiring continued on page 90 H iring the right people to work at your practice or ASC is the most important aspect of the care you provide. From doctors and nurses to the front office, your staff shapes patients' experience and the quality of care they receive. Choosing the right candidate for the job takes time and careful consideration. For prac- tices without a professional HR department, the hiring process can be challenging. Here are some tips on how to make it easier and more structured. Crafting a compelling job description Words matter, and writing a good job descrip- tion is critical to attracting top talent. It should include job duties and benefits as well as a brief description of the work culture at your practice. This is important for both you and the potential candidate because it describes the type of work style expected and weeds out candidates who may not be a good fit. It should be well written, as poorly written job descriptions are not just hard to understand but also a reflection of the practice. Search for similar jobs online and tailor a well-written post to fit your needs. You could also use an AI en- gine to write a draft and edit as necessary. Some professional trade associations offer templates for various positions, so check with the trade associations you belong to for help in this area. Spreading the net: where to post your job listing Once you have a good job description, the next step is to post it in the appropriate place. Most people are familiar with Indeed, Glassdoor, and other online job boards. These are good starting points and should be used, but there are other sources to consider. If you are willing to train newly licensed registered nurses, posting at the local college or university may be a good option. If more experience is required, stick with Indeed. For certified registered nurse anesthetists, GasWork. com is a good resource. The American Society of Ophthalmic Administrators (careers.asoa.org) and the American Academy of Ophthalmology Source: iStock.com/Cecilie_Arcurs Contact Rabourn: brabourn@medcgroup.com

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