How to hire an ocular care technician

How to hire an ocular care technician, step by step

Here's a step-by-step ocular care technician hiring guide:

• Step 1: Identify your hiring needs
• Step 2: Create an ideal candidate profile
• Step 3: Make a budget
• Step 4: Write an ocular care technician job description
• Step 5: Post your job
• Step 6: Interview candidates
• Step 7: Send a job offer and onboard your new ocular care technician
• Step 8: Go through the hiring process checklist

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1. Identify your hiring needs

   Before you post your ocular care technician job, you should take the time to determine what type of worker your business needs. While certain jobs definitely require a full-time employee, it's sometimes better to find an ocular care technician for hire on a part-time basis or as a contractor.

   Determine employee vs contractor status

   Is the person you're thinking of hiring a US citizen or green card holder?

   Yes

   No

   An ocular care technician's background is also an important factor in determining whether they'll be a good fit for the position. For example, ocular care technicians from different industries or fields will have radically different experiences and will bring different viewpoints to the role. You also need to consider the candidate's previous level of experience to make sure they'll be comfortable with the job's level of seniority.

   Here's a comparison of ocular care technician salaries for various roles:

   Type of Ocular Care Technician	Description	Hourly rate
   Ocular Care Technician		$12-21
   Optometric Technician	An optometric technician is responsible for performing administrative and clerical tasks to assist patients with their vision problems and needs. Optometric technicians work in the laboratory, constructing glasses and lenses according to the ophthalmologist's advice... Show more	$11-18
   Ophthalmic Technician	An ophthalmic technician specializes in providing eye care services to patients under the supervision of an ophthalmologist. Among their responsibilities include conducting interviews, taking notes of the patients' symptoms, conducting eye examinations and tests, administering medication, and performing support tasks for ophthalmologists during procedures... Show more	$14-29

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Medical History

   Responsibilities:

   • Reduce patient wait time and obtain medical histories, vision acuity and intraocular measurements (tonopen).
   • Perform clinic work-ups/manifest refraction utilizing EMR, program and maintain laser equipment, clinical photography, and assist physicians during surgeries.
   • Greet patients and ensure accurate demographic and insurance information into their electronic chart following HiPPA compliance in a paperless practice.

3. Make a budget

   Including a salary range in your ocular care technician job description is a great way to entice the best and brightest candidates. An ocular care technician salary can vary based on several factors:

   • Location. For example, ocular care technicians' average salary in alabama is 50% less than in minnesota.
   • Seniority. Entry-level ocular care technicians earn 40% less than senior-level ocular care technicians.
   • Certifications. An ocular care technician with a few certifications under their belt will likely demand a higher salary.
   • Company. Working for a prestigious company or an exciting start-up can make a huge difference in an ocular care technician's salary.

   Average ocular care technician salary

   $16.82hourly

   $34,992 yearly

   ---

   Entry-level ocular care technician salary

   $27,000 yearly salary

   Updated December 14, 2025

4. Writing an ocular care technician job description

   An ocular care technician job description should include a summary of the role, required skills, and a list of responsibilities. It's also good to include a salary range and the first name of the hiring manager. Below, you can find an example of an ocular care technician job description:

   Ocular care technician job description example

   Primary Location: Connecticut-Norwich-Backus Hospital (10309) Job: Critical Care / ICUOrganization: Backus HospitalJob Posting: Oct 7, 2022 Critical Care Tech - CCU - (22163681) Description Work where every moment matters. Every day, over 30,000 Hartford HealthCare colleagues come to work with one thing in common: Pride in what we do, knowing every moment matters here. We invite you to become part of Connecticut's most comprehensive healthcare network. For more than 118 years, Backus Hospital has been the primary source of healthcare services for much of Eastern Connecticut. We are home to the only trauma center in New London and Windham counties, and are the only area hospital with LIFE STAR helicopter services. We deliver and coordinate a continuum of high-quality healthcare with the goal of improving the health of our communities.
   
   The Florence H. Busby Critical Care Unit at Backus Hospital is a 12 bed unit which coordinates and delivers a high degree of critical cares services by caring for patients as a multidisciplinary team with competence, compassion and humility. Our patients have a wide variety of medical and surgical ailments, and include referrals from Windham Hospital and the Plainfield Emergency Department. Our staff consists of Registered Nurses, Techs, a group of engaged Interventionists, and 24/7 Respiratory Therapy coverage. Through living our values of trust, integrity and excellence, we work together to provide the highest levels of personalized, compassionate care to our patients at the times they need it most.
   
   JOB SUMMARY Under the direction of the clinical director, clinical coordinator, Registered Nurse (RN), the Critical Care Technician (CCT) will assist in the delivery of care to patients and their family. The CCT fulfills these duties to contribute to the continuity and quality of care that fosters the best interest and well-being of the patient and family. Qualifications MINIMUM REQUIREMENTS Education: High school graduate or equivalent. Must successfully complete the competency in basic dysrhythmia recognition within first 90 days of employment. Must successfully complete the Critical Care Technician Exam provided by the organization within the first 90 days of hire.
   Experience: One (1) year of experience in health care or other comparable field required.
   License and Certification: CNA; Completion of the PCT Core Curriculum exam from a certificate program required; Or presently enrolled in Registered Nurse Preparation Program having completed one semester of a Medical/Surgical clinical rotation.
   PREFERRED REQUIREMENTS Education: Advanced education in medical terminology, completion of a two (2) year program in a health related field.
   Experience: Two (2) years in an acute care setting.
   License and Certification: Health Unit Coordinator Certified; Licensed Practical Nurse.
   KNOWLEDGE, SKILLS AND ABILITIES Ability to read and understand oral and written instructions, and effectively communicate information. Basic computer skills (including opening/reading email, basic internet use). Working knowledge of medical terminology. Excellent interpersonal skills to enhance effective communication with hospital personnel, patients and the public. Ability to read and understand oral and written instructions, and communicate effectively in order to provide information and instruction. Ability to manage time and meet deadlines in a stressful work environment. Ability to handle multiple priorities. Must be organized, flexible and a team player. Demonstrates initiative in all job related activities. Working knowledge of windows based software.
   PROBLEM SOLVING AND DECISION MAKING Requires the ability to exercise discretion and use good judgment to perform duties promptly and consistently with little direction. Work is subject to general review only and requires considerable accuracy and responsibility. Ability to maintain confidentiality at all times.
   
   We take great care of careers. With locations around the state, Hartford HealthCare offers exciting opportunities for career development and growth. Here, you are part of an organization on the cutting edge - helping to bring new technologies, breakthrough treatments and community education to countless men, women and children. We know that a thriving organization starts with thriving employees-- we provide a competitive benefits program designed to ensure work/life balance. Every moment matters. And this is your moment. RegularStandard Hours Per Week: 36Schedule: Part-time (2 - 39 hours) Shift Details: 7a - 730p; every 3rd weekend; rotating holidays.

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5. Post your job

   To find ocular care technicians for your business, try out a few different recruiting strategies:

   • Consider internal talent. One of the most important talent pools for any company is its current employees.
   • Ask for referrals. Reach out to friends, family members, and your current work to ask if they know any ocular care technicians they would recommend.
   • Recruit at local colleges. Attend job fairs at local colleges to recruit entry-level ocular care technicians with the right educational background.
   • Social media platforms. LinkedIn, Facebook, and Twitter have more than 3.5 billion users, and they're a great place for company branding and reaching potential job candidates.

   Post your job online:

   • Post your ocular care technician job on Zippia to find and recruit ocular care technician candidates who meet your exact specifications.
   • Use field-specific websites such as healthcarejobsite, health jobs nationwide, hospitalcareers, medreps.com.
   • Post a job on free websites.

6. Interview candidates

   Your first interview with ocular care technician candidates should focus on their interest in the role and background experience. As the hiring process goes on, you can learn more about how they'd fit into the company culture in later rounds of interviews.

   It's also good to ask about candidates' unique skills and talents. You can move on to the technical interview if a candidate is good enough for the next step.

   The right interview questions can help you assess a candidate's hard skills, behavioral intelligence, and soft skills.

7. Send a job offer and onboard your new ocular care technician

   Once you've selected the best ocular care technician candidate for the job, it's time to write an offer letter. In addition to salary, this letter should include details about the benefits and perks you offer the candidate. Ensuring that your offer is competitive is essential, as qualified candidates may be considering other job opportunities. The candidate may wish to negotiate the terms of the offer, and you should be open to discussion. After you reach an agreement, the final step is formalizing the agreement with a contract.

   You should also follow up with applicants who don't get the job with an email letting them know that you've filled the position.

   Once that's done, you can draft an onboarding schedule for the new ocular care technician. Human Resources should complete Employee Action Forms and ensure that onboarding paperwork is completed, including I-9s, benefits enrollment, federal and state tax forms, etc. They should also ensure that new employee files are created for internal recordkeeping.

8. Go through the hiring process checklist

   • Determine employee type (full-time, part-time, contractor, etc.)
   • Submit a job requisition form to the HR department
   • Define job responsibilities and requirements
   • Establish budget and timeline
   • Determine hiring decision makers for the role
   • Write job description
   • Post job on job boards, company website, etc.
   • Promote the job internally
   • Process applications through applicant tracking system
   • Review resumes and cover letters
   • Shortlist candidates for screening
   • Hold phone/virtual interview screening with first round of candidates
   • Conduct in-person interviews with top candidates from first round
   • Score candidates based on weighted criteria (e.g., experience, education, background, cultural fit, skill set, etc.)
   • Conduct background checks on top candidates
   • Check references of top candidates
   • Consult with HR and hiring decision makers on job offer specifics
   • Extend offer to top candidate(s)
   • Receive formal job offer acceptance and signed employment contract
   • Inform other candidates that the position has been filled
   • Set and communicate onboarding schedule to new hire(s)
   • Complete new hire paperwork (i9, benefits enrollment, tax forms, etc.)

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