Employment for audiologists is expected to grow 10% from 2021 to 2031, which is faster than the average for all occupations. There will likely be an average of 800 job openings for audiologists each year between now and 2031. Some of these openings will be to replace clinicians who leave or retire, and others will be to fill positions at expanding (or new) practices. 

The number of people with hearing loss is also increasing. It’s estimated that nearly 2.5 billion people will have some degree of hearing loss by 2050. However, there is a huge lack of audiologists worldwide. 

As hearing clinics hire new audiologists and part-time/temporary staff, don’t underestimate the importance of proper training and onboarding, as 69% of employees are more likely to stay with a company for three years if they were onboarded properly. Additionally, organizations with an official onboarding process experience 50% greater new-hire productivity. 

Training new audiologists and part-time staff benefits both the clinic and the individuals themselves. Done properly, training helps new team members get up-to-speed on all the clinic’s systems and equipment, which boosts efficiency and accuracy and allows new employees to provide exceptional customer care.  At the same time, training helps each employee learn important new skills and proficiencies that will serve them well in their current and future positions. 

A good first step is to introduce the new audiologist and other staff members to all the clinic’s employees and provide a comprehensive tour of the clinic. Show them where things are located, including the exam rooms, printers, equipment, and other resources, including the kitchen. Explain who does what, and who they can go to with questions. If they’re new to the area, offer tips on the best nearby coffee shops, lunch places, fitness centers, and happy hour hangouts. Plan walk and talks for them with clinic colleagues.

It’s wise to give the newcomer a chance to observe clinic operations so they can see the flow and experience the culture. If possible, let them shadow another audiologist for a day or two to get a sense of how things run. While there are likely similarities between your clinic’s processes and the testing protocols they followed at their former hearing clinic, there are probably also some differences, so give them some time to observe and adjust. 

Talk about expectations right away. How many customers are audiologists expected to see per day? What are the sales goals for each clinician – and for the clinic overall? Explain the goals that clinic leaders have set for each month, quarter, and year, as well as any types of rewards or incentives for clinicians that hit these pre-determined targets. Discuss the Key Performance Indicators (KPIs) that your leaders are tracking, as well as the metrics that employees are expected to meet (or exceed). Will the staff have a certain “grace period” to get up-to-speed before they’re expected to hit certain sales targets? While it’s important to explain what you expect from your new audiologist, it’s also wise to outline what you don’t want them to do, like being too “jargon-y” with customers or pushing hearing aids that are outside of the customers’ comfort zones. Be clear about your expectations from the start to prevent miscommunications or misunderstandings in the future. Be sure that all employees are aware of – and aligned on – expectations. 

The Practice Management Software (PMS) is the backbone of your organization, so all new employees must understand how it works. Demonstrate the various features in the PMS and explain how to get started with the software. Explain that the PMS integrates a variety of functions – including scheduling, invoicing, marketing, and more – to optimize operations throughout the practice. Auditdata recently added a guided workflow feature to their PMS, Manage, which helps improve appointment workflows, streamlines clinic operations, standardizes activities during appointments, and optimizes both clinical and commercial outcomes. This fully functioned PMS was designed specifically for audiology practices, and it helps streamline all the tasks that audiology clinics do regularly, including scheduling, invoicing, purchasing, marketing, and more. As a result, audiology clinics experience increased efficiency, productivity, customer satisfaction, and revenue. Furthermore, this PMS captures data and provides valuable insights in easy-to-understand reports, allowing your clinic’s leaders to make more informed, data-driven decisions to maximize your clinic's successes. 

Even if your new audiologist worked with similar equipment in their previous clinic, be sure to train them about the specific audiological equipment and workflows that your practice uses. Be certain that they understand how the equipment functions, the tools that your practice uses, as well as the tests they’re expected to do in different types of exams. Also, introduce them to Auditdata’s free online help center, which offers a variety of valuable resources about our equipment and software.

Talk to your new audiologist about how you’ve implemented automated clinical workflows to provide a simple step-by-step process designed to guide them along a specific (and consistent) workflow during exams. Highlighted audiometric nudging guides clinicians during examinations, ensuring they follow best practice testing protocols and don’t forget any steps in the process. Describe how the workflows (and nudging) help improve efficiency, consistency, safety, and quality for all clinicians in your practice, and provide the best outcomes for your customers. Regardless of what type of exam your audiologists are conducting, the pre-determined clinical workflows within Measure, a portfolio of audiological equipment run by advanced software, ensures that nothing gets lost, and nothing gets forgotten. 

Use a software solution like Measure that offers reminders/nudging to help clinicians follow best practice workflows, optimize processes, increase efficiency, and improve quality of care. Tell them that the nudging is meant to guide them through exam workflows, allowing them to focus on each customer without having to worry about the work processes or what comes next. Highlight the benefits of nudging, which ensures that audiologists don’t skip any steps in the exam, forget to ask key questions, or neglect to do necessary testing. Let them know that this feature is meant to make their jobs easier and more streamlined.

It’s essential to teach your new audiologist about the types of hearing aids and accessories that you carry. Be sure they’re familiar with the benefits and price points of each option. Provide background information and resources – such as manufacturers’ websites – to help them get knowledgeable about your product line. Before they meet with customers, they should have a clear understanding about the solutions that your clinic offers. They should also know where the products are stored, your internal inventory processes, as well as your hearing aid trial and return policies so they can communicate these policies to customers. Staff should be familiar with the various features within your Practice Management Software, which make it easy to track inventory, streamline product ordering, and complete other related tasks.

It’s possible that your fitting software systems and equipment will be different from what the new clinician is accustomed to. Set aside time to train your new audiologist on your software, equipment, and fitting best practices. For instance, tell them that your audiologists are expected to use Real Ear Measurement, widely considered to be the industry gold standard, to improve hearing aid fittings, boost customers’ comfort, increase hearing aid usage, and reduce returns.

Communication is crucial during (and after!) the onboarding process to ensure the new audiologist is happy and fitting in well at your clinic. It’s also important to establish an ongoing, honest, constructive dialogue with each clinician during their entire tenure with your organization to be sure they don’t have any questions or concerns, to hear their ideas, and to provide feedback. Regular communication is the best way to build trust – and ensure a successful long-term professional relationship.

Consider making a sweet gesture, like leaving a welcome bag or basket on your new audiologist’s desk. The gift could include items like office supplies, a water bottle, snacks, a gift card to a local coffee shop or café, and company-branded items, like a coffee mug or t-shirt. Include a welcome card signed by the team. This “seemingly small” effort will be a great way to make your new audiologist feel appreciated – and like they’re part of the team.