Tag: workplace culture

Summary:Amir Hadar, CEO of MLM Hearing, shares strategies for recruiting and retaining audiologists and hearing instrument specialists amid a national shortage, emphasizing a patient-first and employee-first culture, career development, and clear organizational purpose as key to long-term success. Key Takeaways: Rising Demand: Demographic shifts, growing awareness of hearing health, and advanced technology have created soaring demand for skilled hearing care professionals that outpaces current supply. Retention Through Culture: Building a supportive, transparent, and mission-driven culture—where leadership serves clinicians and clinicians feel valued and heard—is essential to retaining top talent. Strategic Recruitment: Clear communication of purpose, career growth opportunities, and strong compensation packages make hearing care organizations more attractive and competitive in a tight labor market. Right now, audiologists and hearing instrument specialists are in high demand. For hearing care businesses, recruiting and then retaining such highly desirable employees can be a challenge. Based on his experience as CEO of MLM Hearing LLC, Amir Hadar discussed with The Hearing Review the reasons for the current situation and how he advises that businesses best position themselves to attract and keep hearing care professionals (HCPs). The Hearing Review: What do you think are the biggest reasons jobs for audiologists and hearing instrument specialists are so vastly in demand across the country? Amir Hadar: The demand is generally driven by a perfect storm of demographic, technological, and healthcare shifts. First, hearing loss is considered to be one of the most common chronic conditions in the U.S. today, yet it remains largely underdiagnosed and undertreated. As awareness grows and the stigma of hearing aids (“they’re big and bulky,” “they will make me look old,” “they don’t really work,” “they are too expensive,” etc.) gradually diminishes, more patients than ever are actively seeking care. Second, the sophistication of today’s hearing technology (we have certainly evolved, haven’t we?) requires skilled professionals who can not only fit devices but also counsel patients on lifestyle, wellness, and the benefits associated with long-term hearing healthcare. Finally, the broader healthcare system increasingly (and finally) recognizes hearing loss as a public health issue tied to cognitive decline, depression, and social isolation. This is pushing more people into our clinics, creating demand that outpaces the current supply of licensed professionals. HR: It’s no secret that the large Baby Boomer generation is now approaching the age of 80. How big of an impact do you see this having on the number of Americans needing treatment for hearing loss? And how do you see this impacting hearing care professionals? Hadar: The impact will be enormous. The Baby Boomers represent the largest generation in U.S. history, and as they approach 80, they are entering the age bracket most affected by hearing loss. We’re looking at tens of millions of Americans in need of intervention. This will not only expand the patient base but will also elevate the standard of care expected, since this is a generation that clearly values staying active, connected, and independent. For hearing care professionals, this means tremendous opportunity (but also a responsibility) to scale services, adopt new and innovative care models, and ensure we’re meeting the needs of an older but highly engaged population. A speedometer of employment marking stages from Hire to Retain. Image: ID 83316049 © Boygointer | Dreamstime.com HR: What have you learned about weathering the storm with staffing needs for audiologists and hearing instrument specialists? Hadar: Staffing has been one of the biggest challenges across the healthcare landscape, but we’ve weathered it by being proactive rather than reactive. At MLM Hearing, we focus on creating pathways for career growth, offering competitive compensation, and building a strong support infrastructure for our clinicians. We’ve also invested heavily in management software, training programs, constant mentorship, and cross-functional support so that providers feel valued and never isolated in their work. My advice is to invest in professional development, communicate career pathways clearly, and build a culture of recognition. What truly anchors us is our patient-first, employee-first philosophy, built on an inverted-triangle methodology. In our model, the patient sits at the very top, supported directly by our providers, while leadership’s role is to serve those providers, removing obstacles and typical corporate “red tape” whenever possible – providing ample resources, and ensuring they have everything they need to succeed. By flipping the traditional hierarchy, we make it clear that the most important voices in the organization are those closest to the patient. Our approach is to treat recruitment as relationship-building, not a mere transaction. That mindset, coupled with a culture that prioritizes both patients and employees, has helped us maintain stability even through turbulent periods. HR: Based on your experience, what’s your advice to hearing businesses to better retain employees and lengthen tenure? Hadar: Retention comes down to two things: culture and clarity. Professionals want to know they’re an integral part of something bigger than themselves, and they want to see a future with the company. My advice is to invest in professional development, communicate career pathways clearly, and build a culture of recognition. Equally important is continued monitoring of the compensation landscape in our industry. If people feel appreciated on all levels, including compensation, and a company “puts its money where its mouth is,” it goes a long way in reinforcing loyalty. Otherwise, organizations risk becoming a parking spot where employees bide their time until a better-paying opportunity comes along. At MLM Hearing, we tie retention directly to our employee-first philosophy. When clinicians feel heard, supported, respected, and fairly compensated, they stay – and when they stay, patients benefit and employers benefit. We all know how negatively impactful employee turnover is for any business or practice. It’s a simple equation, but it requires consistent commitment from leadership to put employees’ success on equal footing with patients’ outcomes – and company financials. Your employees should serve as your best ambassadors in the field. When they are happy, supported, and engaged, they spread the word – making recruitment authentic and organic. HR: Why is a hearing business’ home office culture pivotal? Hadar: The home office culture is the heartbeat of a hearing care organization. It sets the tone for how clinicians feel supported, how decisions are made, and ultimately – how patients experience care. If the home office is disconnected, bureaucratic, or transactional, that trickles down to the field and patients feel it. If the home office is collaborative, mission-driven, and service-oriented, that energy empowers clinicians and inspires trust from patients. At MLM Hearing, our inverted-triangle methodology is built into our home office culture. The purpose of every individual at the home office (including and particularly leadership) is to serve the providers, not the other way around. Every decision we make, whether it’s operational, financial, or strategic – runs through the filter of, “How will this help our providers serve their patients better?” That cultural commitment is what keeps the organization aligned and effective, no matter how much we grow. HR: What can set a hearing business team apart in hiring? Hadar: In today’s competitive market, what sets a hearing business apart in hiring is clarity of mission and strength of culture. Candidates want to know they’re joining a team with purpose, that they’ll be respected, supported, and that they’ll have opportunities to grow. Job seekers, especially in healthcare, aren’t just looking for a paycheck; they’re searching for meaning! Equally important is that the hiring process itself must be easy, transparent, and collaborative. Recruitment should reflect the company’s culture and give every candidate a real insight into who we are as people, professionals, and as an organization. When done right, the process itself becomes a reason why people want to join. At MLM, our message to prospective hires is quite simple in nature: we are a patient-first, employee-first organization. We care and we listen. That means if you join us, you’ll be supported with mentorship, professional development, and resources that allow you to focus on what matters most – serving your patients. Our leadership exists to serve you, not to sit above you. Just as importantly, your employees should serve as your best ambassadors in the field. When they are happy, supported, and engaged, they spread the word – making recruitment authentic and organic. MLM Hearing holds itself out as the place for growth, great financial incentives, strong health benefits, and a fun, inclusive culture. That sense of purpose, combined with tangible support and a transparent process, is what will make a candidate choose you over others and hopefully stay with you for years to come. Featured image: ID 83316049 © Boygointer | Dreamstime.com

Tag: workplace culture

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