Power Hour Optometry
Episode: Evidence-Based Hiring in Optometry: How to Fix Staffing at the Root
Guests: Kati Lechner (Wonderlic), Eugene Shotsman (Host)
Date: February 27, 2026
Episode Overview
This episode of Power Hour Optometry tackles one of the most persistent challenges in eye care practices: staffing. Host Eugene Shotsman is joined by Kati Lechner, Senior Director of Learning at Wonderlic – a company with nearly 90 years of experience in talent assessment. Together, they explore evidence-based hiring and team development, moving beyond the standard interview “gut feeling” to a scientific, research-backed approach. The episode covers how combining personality, cognitive ability, and occupational interests can transform hiring, optimize team performance, and dramatically reduce turnover – all using Wonderlic’s tools. The discussion is practical, engaging, and directly aimed at helping optometry practice owners and managers overhaul their staffing—from recruitment to ongoing team management.
Key Discussion Points & Insights
1. The Staffing Challenge in Optometry (00:00–04:16)
-
Staffing is an industry-wide pain point. For years, optometry practices cite staffing as their top operational issue (03:33).
- "Every single time I’m on stage and do one of those polls… the number one thing people say is always related to staffing." – Eugene (03:33)
-
Good hires gone wrong: Practices often hire candidates who interview well but don’t fit, leading to costly turnover.
-
The root solution isn't posting more jobs or relying on intuition—it’s improving your method for knowing and selecting the right candidates.
2. Evidence-Based Hiring: What Is It? (04:16–08:53)
-
Wonderlic’s approach synthesizes 100+ years of research (04:16), leveraging three primary dimensions:
- Personality: How someone naturally shows up at work.
- Cognitive Ability: Can they learn, solve, and adapt?
- Occupational Interests: What genuinely motivates them.
-
These factors are measured independently for holistic insight into a candidate’s raw potential, not just how they present in an interview.
“We base our tools on the body of research that demonstrates what is going to actually predict performance for somebody in a job.”
— Kati Lechner (07:24)
- Schmidt & Hunter meta-analyses: Structured interviews and scientific assessments outperform “gut feeling” hiring.
- Job simulation is best but rarely feasible; these assessments are the next best predictive tools (08:59).
3. What Sets Wonderlic Apart? (05:42–07:05, 12:24–14:33)
-
Wonderlic combines all three dimensions in one assessment, whereas most competitors focus solely on personality.
-
Every applicant, for every job, takes the same test. Questions aren’t obviously “gameable.”
- Occupational interest is measured with “force rank” methods, making it much harder to fake than agree/disagree questions (12:24).
-
Continuous scientific refinement: Wonderlic’s in-house psychometricians (a real word!) continually validate and update tests.
“This type of test is actually really tough to fake because there isn’t a clear right answer for most of the questions on the assessment.”
— Kati Lechner (13:42)
4. Implementing Evidence-Based Hiring in Practices (15:02–23:16)
Ideal Process (according to Kati):
-
Every applicant takes Wonderlic Select.
- Results are viewed through a job-specific lens – optician vs. office manager, for instance.
-
Prioritize candidates with above-average predicted success.
-
Review resumes, conduct interviews, then use the extended Wonderlic results for a short-list comparison.
- Seek “compensatory effects”—no one’s great at everything, but strengths can balance weaknesses.
-
Assessment details (18:27):
- Takes ~35-40 minutes (12 minutes cognitive, remainder personality/interests).
- Some pushback from candidates, but data shows those who opt out are less committed or would score lower on dependability.
Candidate Experience & Positioning
- Position the test as a chance to demonstrate potential – not as a hurdle.
- Customizable messaging allows practices to reflect their culture in communications (21:33).
5. What Do You Learn About Candidates? (22:49–32:38)
Components Evaluated:
- Cognitive Ability: Is there enough mental horsepower for the job’s complexity? Thresholds vary by role (22:49).
- Personality (Five Factor Model):
- Dependability, stress tolerance, sociability, cooperation, open-mindedness.
- Occupational Interests (Holland’s RIASEC Model):
- Social, enterprising, administrative, hands-on, creative.
“It’s about what drives you. What are you actually doing? What are you most excited to do?”
— Kati Lechner (30:29)
Matching Process
- Aggregated scores factor in all three areas.
- “Minimum” cognitive threshold, then a nuanced match for personality and interests.
- For example, a high “enterprising” score signals drive for sales; high “administrative” ensures joy in repeatable tasks.
Reducing the “Great Interview, Bad Fit” Problem
- More than a checklist: Results are weighted and integrated.
- Aggregation allows candidates to compensate (e.g., lower cognitive ability but high dependability).
“As my principal psychometrician likes to say, life is compensatory. None of us is great at everything, sadly.”
— Kati Lechner (15:50)
6. Moving Beyond Hiring: Team Development & Coaching (38:08–62:04)
Testing and Developing Your Existing Team
-
Wonderlic Develop: Tailored for current staff, dives deeper into 30 workplace attributes (38:08).
- Individual “developmental” reports highlight strengths and blind spots.
- Scores are percentile-based (not school grades).
-
Actionable Self-Improvement:
- Employees receive development suggestions, calibrate with real-world feedback, set if–then goals, and track progress.
- Reflection and iteration are emphasized.
“Just as a doctor would never make a prescription without doing some diagnosis, if I go into my eye doctor...and say, hey, doc, I need glasses, if he just hands me glasses, that’s not solving anything.”
— Kati Lechner (41:31)
Coaching & Review Cycles
- Managers get specific tips for employee coaching.
- Recommend quarterly check-ins and development plans (47:18).
- Not all practice owners are natural people leaders; these tools help diagnose root causes of performance issues rather than assuming everyone fits the leader’s mold (48:47).
Team Dynamics
- Aggregate and visualize team composition:
- Identify risks (e.g., too many direct communicators/low courtesy) and missing strengths.
- “Team Dynamics” workshops help teams leverage differences, set group norms, and distribute work to natural fits.
Example: A team discovered one administrative-minded, highly diligent member loved scheduling work all others hated and reallocated responsibility for greater satisfaction and efficiency (57:25).
“It had never occurred to her that everybody doesn’t love making schedules!”
— Kati Lechner (57:31)
7. Concrete Outcomes and Case Studies (60:21–62:04)
- Practices see:
- Resume review time cut in half.
- Substantial reduction in turnover (up to 50% in some case studies).
- Increased hiring confidence and “fit” longevity.
- Improved engagement and retention after investing in employee development with Wonderlic Develop.
“A lot of that [lower turnover] was driven by voluntary turnover reducing as well—people are better fit for their job, and when we invest in people’s development… people tend to stick around.”
— Kati Lechner (60:36)
- Key for retention: Employees appreciate being invested in, not just as workers but as people with growth potential.
Memorable Quotes & Moments
- “[Staffing] is not another job post. It’s better knowing who you’re interviewing and hiring and how to work with them.” – Eugene (00:20)
- “This type of test is actually really tough to fake because there isn’t a clear right answer…” – Kati (13:42)
- “Life is compensatory. None of us is great at everything, sadly.” – Kati quoting her principal psychometrician (15:50)
- “Just as a doctor would never make a prescription without doing some diagnosis…” – Kati (41:31)
- “People don’t leave jobs; they leave bosses.” – Kati (60:31)
Noteworthy Timestamps
- Introducing evidence-based hiring & Wonderlic’s difference: 04:16–07:05
- How Wonderlic Select works for hiring: 15:02–23:16
- What the assessment measures: 22:49–26:43
- Compensatory approach in talent evaluation: 15:50, 35:55
- Team development and Wonderlic Develop: 38:08–53:31
- Team dynamics workshops and examples: 53:31–59:40
- Case study and outcome highlights: 60:21–62:04
Final Thoughts
Eugene and Kati deliver a thorough, candid exploration of evidence-based hiring and team development, busting myths about “test faking,” and emphasizing the value of practical, research-driven tools in real practice settings. Using Wonderlic, optometry practices can optimize hiring, reduce costly misfits, coach individuals, and harmonize teams—ultimately building a workplace where people thrive and stay.
For optometry practice owners tired of staffing headaches or high turnover, this episode offers a blueprint for transforming how you hire and lead your teams.