Recruitment in Optometry
Tips to Attract
Recruiting skilled and experienced optometrists hasn’t always been easy, but for many, the ongoing skills shortage has made the process vastly more difficult. From optometrists to optical dispensers, candidates with the right qualifications and experience can be hard to find. Location is also a growing factor, with many regional practices struggling to entice qualified applicants.
Today, we’re looking at strategies to bring top talent into your optometry practice.
Sell the Location, Not Just the Role
When it comes to recruiting, practices will do well to consider influencing factors outside of the role. Optical workers, like everyone else, want to live in a place where they can enjoy their time outside the workplace. Consider the lifestyle advantages that come with living and working in your region, and ensure they are highlighted in the job ad. This approach can make your vacancy attractive to candidates open to a sea (or tree) change.
Offer a Competitive Salary
Salary is always a key factor when it comes to attracting and retaining top talent, and this is especially true in outer suburbs or regional areas where applicants may need additional motivation to relocate. Post-COVID, the job market remains applicant-friendly, and there is plenty of competition for optical job seekers. If you find yourself in outer regions, be prepared to offer a competitive salary to attract and retain quality staff.
Be transparent throughout the interview process and consider whether the candidate will find fulfilment in the role and fit in with and grow your workplace culture. This will help to avoid attrition issues and create a more positive environment. -Samantha McEvoy, ProVision Recruitment Specialist
Be Transparent
It’s important to be open and honest with candidates about the location and culture of your practice. Recruitment cannot be approached in the same way as it has in the past, with attrition now a major focus area for small business. Losing your new hire due to unmet expectations can be a painful setback.
Get Creative with Recruitment
In addition to traditional recruitment channels like Seek and Indeed, practices should consider emerging opportunities. For example, the Optical Dispensers Association (ODA) is the industry body for Optical Dispensers and practices can advertise roles directly on the ODA website for a small fee. This a fantastic way to gain an audience with qualified candidates. Practices should also consider similar industry bodies and advocacy or community groups when promoting optometry vacancies.
It’s important to be open and honest with candidates about the location and culture of your practice. Recruitment cannot be approached in the same way as it has in the past, with attrition now a major focus area for small business. Losing your new hire due to unmet expectations can be a painful setback.
Get Expert Help
Recruitment can be overwhelming, and you may find relief in outsourcing to a recruiting partner like ProVision. ProVision members are entitled to access our professional recruitment service, which helps practices at every stage of the journey – from crafting a compelling position description and employer value proposition, to advertising the role across a broad network of jobs boards and screening applicants against strict criteria.
In 2023, ProVision launched a candidate noticeboard where both graduates and seasoned professionals can register their interest in optometry employment. If you’re looking for a great candidate, you may find they’re already in our talent list waiting for the right opportunity!
To learn more about recruiting with ProVision and accessing our candidate pool, reach out to us at employment@provision.com.au or register your interest below or visit the careers page below.
ProVision Recruitment Services
