2022 wrapped up
To top off 2022, we've put together this short video highlighting some of our best bits. We're super excited this year to have added members to the internal and external teams and have continued growing our presence globally in the eyecare recruitment sector. Most of all, we're hugely grateful to our clients and candidates for putting their trust, commitment and sharing their growth ideas with us. We've worked with a large number of clients to find the best talent to join their teams, and found candidates some incredible new roles. Hearing the success stories makes the long days, sometimes painful evenings and weekend worthwhile. We appreciate your support along the way and can't wait to see what 2023 brings for us!
21ST CENTURY RECRUITMENT JUST GOT BETTER!
Our Eye-Intro method ensures that you're hiring the most suitable individuals into your team, looking beyond the skills and experience listed on their CV's. If you're keen to transport your recruitment process into the next generation, this is what you'll benefit from:
Our industry-leading retention rates of 96% include a free 12 month replacement period as our overwhelming success rates speak for themselves.
DM me to find out more!
December 16th, 2022
HOW EYE-INTRO BENEFITS OUR CANDIDATES
Finding the right individual to fill vacancies is just as important as finding the best company fit for the individual. Using Eye-Intro we ensure that both happen coincidentally.
Eye-Intro is a state-of-the-art technology that allows us to integrate our internal recruitment process in one advanced platform, giving you access to the most eligible candidates and giving candidates the best perception of the organisation.
Our industry leading 96% retention rates proves that through rigorous screening, interviews and online assessments, we’re finding the most suitable people to fill roles and the best company fit for candidates too.
How does our Retained Search (Eye-Intro) help candidates?
Use of our campaign management system – upload your documents, video introductions and complete assessments & key competency questions. Your interviews will also be scheduled here.
Vision Executives expert qualification – there are several steps for our qualification process before putting your profile in front of the client. We take our time to ensure the best company-candidate fit so as to not waste anyone’s time.
Key Competency Assessment & Video Introduction – these are a great way of introducing yourself on a more personal one-to-one basis, completing questions ensure you’re a good fit for the organisation as much as they’re a good fit for what you’re seeking.
Feedback Collection – find the feedback from your interviews all in one place.
Our industry leading 96% retention rates give us confidence that we’re going to fit you with the right organisation, that’s aligned with what you’re looking for as you’re next career move. We always listen to the expectations and desires of our candidates and are entirely transparent during the recruitment process.
If you’re seeking a new role and this sounds good, drop me a DM!
EYE INTRO - THE VIDEO
People are at the core of your organisation, so our integrated approach combines science and simplicity through a state-of-the-art technologically advanced platform to give you access to the most advanced recruitment process available globally. Our industry leading 96% retention rate provides your organisation with the opportunity to use technology to build sustainable teams, taking your team to the next level.
Our latest approach to recruitment provides our clients with the confidence and ability to take control of their hiring process, 24/7, from anywhere in the world with internet access, without demanding any more time and effort from them. We mange the process and it's displayed in a simple, cohesive format to ensure your reaping the rewards of our dedicated efforts to finding the most suitable candidates to join your organisation.
If you're looking for the newest approach to adding to your team, and are keen to find out why we offer a FREE 12 month replacement period, drop me a DM or email!
More info coming next Monday, turn your notifications on!
People are at the heart of all organisations and hiring them is essential to the continuation and success of any business. Through our in-depth knowledge and expertise in the eyecare space, we understand the trials and tribulations our clients go through daily when it comes to seeking out individuals to join their teams. As a result, we have implemented science and simplicity in one integrated platform which is now the core of our retained search recruitment process.
This article will explain the features and benefits of using Eye-Intro, helping us to do a better job in bringing our clients the best talent on the market. Disagreements and uncertainty within the hiring team often leads to being back at the previously mentioned starting block or worse, hiring a compromised candidate.
Eye-Intro provides a robust 21st-century recruitment process, that reduces your wasted time interviewing unsuitable candidates, ensures that they stay long term and significantly reduced your overall cost of hire.
Most recruitment consultants are still using 20th-century methodology, which has time again been proven to be flawed. There’s no doubt that most companies might be able to find you a great candidate (on paper) but if said candidate leaves within the first 3 months, you’re back to the starting block and the whole process was a waste of time.
Organisations tend to hire candidates on their knowledge and skills, yet more often or not let them go based on their behaviours. So, if you’re not assessing behaviour and organisational fit prior to making the hire, you’re setting yourself up for failure. In today’s everchanging world, the eyecare industry and organisations within have changed, but when was the last time you reviewed and updated your recruitment process?
Recruitment has made significant technological advancements, however, all too often recruiters are happy just to send over CV’s via email and hope for the best. It’s easy to see how this can cause problems.
Candidates can themselves, or by other means create great CV’s, but often fall down during an interview. Even if they interview well, they often fail to deliver when they start the job or end up being a poor company fit.
How does Eye-Intro address this?
Our shortlist, delivery and assessment process is accessible 24/7, from anywhere in the world with internet connectivity, so you’re able to review and assess candidates from wherever you are and at a time that suits you. The process allows us to align your hiring team, so you all have shared expectations of what your “ideal” candidate is.
Our process isn’t just based on skills, knowledge and experience, but it takes into account other critical “softer” factors, such as behavioural traits, temperament, attitude, maturity, and judgement. It’s been proven important to not only hire people on past history and gut feel, but with greater insight into how they will work and act in their new role.
We also set key competency questions, which combats hiring them and realising they don’t do the job your way. We ask you to set a few relevant questions that you can delve deeper into during the interview.
Have you ever begun an interview, and found as soon as the candidate starts discussing their experience and background, you already know the next 30-45 mins are wasted?
To counter this, we ask all candidates in the process to record a 1-2 minute introductory video which gives you, the hiring manager an insight into their personality to ascertain if the time meeting with them is time well spent.
As a team, deciding which candidate to take through to interview stage can be challenging, so we have implemented a candidate suitability index. This allows each member of your team to score each candidate on pre-determined attributes and compare overall scores. Upon completion of shortlist review, you can simply set your availability and allow us to schedule the interviews.
And employee retention rates?
When it comes to research on retention rates through recruitment processes, typically 70% of individuals hired make it to their 1st year work anniversary, meaning 30% leave within just 12 months. If you had a business process that failed 30% of the time, wouldn’t you fix it?
Compared with this, Eye-Intro holds the industry leading position of a 96% one-year retention rate. We’re so confident in our process that we provide a free, no quibble 12-month replacement period to all clients.
Have you accessed our bad hire calculator? It’s a real eye opener which demonstrates the true cost of a bad hire.
We’re not looking to just send clients a bunch of irrelevant, non-properly screened CV’s. We aim to become your long-term recruitment partner which we believe is done through using advanced methodology and technology that works time and time again. Eye-Intro is the next step for recruitment globally and we’re pleased to be leading the way into fully integrating this platform as our standard way of working.
For more information or to partner with us, please feel free to reach out.
When it comes to navigating the world of recruitment, clients often like to visualise a comparison between working on a success-only basis and conducting a retained search. Understanding the differences and essentially, the benefits of working in a retained, up-front payment manner could make all the difference to your hiring process.
We’re all aware of the changes ongoing in the employment market now, which could impact your approach to seeking new team members. To assist in your hiring process, you could consider working with a recruiter so you can focus on what’s important. Most recruiters and the companies that they work within are not the same, meaning that their recruitment process also differs greatly. However, there is a commonality that they share when it comes to the payment side of things.
Success Only (Contingent) vs Retained Search (Eye-Intro Assignments)
Let’s digest it further to explain what they mean and the pro’s and con’s behind both approaches to recruitment.
A contingent search involves payment on success, meaning that your recruitment partner will only get paid for their time and efforts if the candidate joins the organisation. This is a common form of recruitment, however, does have its limitations and allows us to dedicate only a small amount of time to finding someone to fit the role.
Retained Search (Eye-Intro Assignments)
A retained search means that an exclusive partnership is formed between the client and the recruiter, conditioned by an upfront payment/deposit to secure their exclusivity and commitment to the search.
Working on a retained basis allows us to designate our time, energy, and resources into finding the best candidates for the role and to suit the organisation – we essentially act as an extension of your brand. This dedicated way of working allows us to comprehensively map out the market, provide rigorous screening and interviewing prior to presenting our shortlist of best candidates to clients. Our retained search differs hugely from other recruitment companies (we all say this – but it genuinely does) – scroll down to find out why.
Working Contingently – the benefits
Success only payment
One of the key benefits of working contingently is that no upfront payment is involved, which can be attractive to a few organisations. This method means you’re only paying for the service once the candidate begins their first day.
Access to great candidates
It’s not the case that contingent searches only bring in mediocre candidates, some can be exceptional. Our eyecare market expertise and the core values of our recruitment process still allows us to seek out high quality candidates and present them to your organisation. Again, however, it reverts back to timing and commitment from both sides to seek out candidates not available directly on the job market.
Working contingently – the drawbacks
There’s no guarantee
Unlike working retained, there’s nothing to guarantee that the role will be filled. We’re often working on several assignments and without a guarantee on your side, it’s difficult to dedicate the time and effort into finding the best individuals.
Lack of exclusivity
Working retained guarantees exclusivity on both parts, meaning you’re the only client who will receive the profile of our selected candidates. Although the contingent method means that profiles can also be shared with other organisations who are seeking similar candidates, much like you could use other recruitment agencies to find your ideal candidate.
Not as rigorous
Although we do our very best to approach every assignment in the most dedicated manner, when we have several retained projects ongoing, our service only goes so far when it comes to contingent searches. Potentially controversial, but you wouldn’t try something in a shop, without paying for it and just give it back without any money exchanged?
Working Retained (Eye-Intro) – the benefits
As a consultancy, we would never agree to work on a retained assignment that we are unable to fulfil, our expertise in the eyecare market means that we can commit to projects we know we will complete.
Proven 96% retention rates
Our industry leading retention rates are a huge benefit to working on a retained basis, we’re so confident in that we will find the right candidate to suit the role and organisation that we offer a 12-month FREE replacement period. This is huge compared with most recruitment companies offering 3 months. Our overwhelming success rates are based on our thorough searching and assessment criteria. (More details coming on this in our next article)
When working retained, we can almost 100% guarantee to our clients that the role will be filled. Our in-depth market analysis and ophthalmology expertise allows us to understand the intricacies of the roles, organisation and skills required from the candidates. Working closely with your organisation means we can promote your brand in an appropriate (and exciting!) manner to candidates.
Save upwards of £100K per hire
With our industry-leading retention rates, you won’t have the hassle of individuals leaving your organisation after joining, leaving you back in the same boat as before we came on board. Our guarantees mean that you’ll have significantly reduced commercial downtime. There’s huge time and money cost-savings here since we’re finding you the best possible talent in a timely manner. (More details coming on this in our next article)
Reduced time to hire
We only seek out the most suitable talent, steering away from wasting our own time and yours sending over “maybe” candidates. Our through candidate assessment and interview process means we’re only presenting you with candidates who are genuinely seeking out a new position. This is bound to significantly improve your interview-to-hire ratio and speeds up your recruitment process.
Your commitment to us is shown through your payment of a deposit, so our commitment in returned is our dedicated management of your hiring process, taking the weight off your teams. We’ll organise interviews for well-matched candidates and allow you to conduct post-interview scoring and we’ll even feedback to the candidates on your behalf. Letting you focus on what’s important is our main priority.
Why do we take an upfront payment?
We request a deposit/up-front payment for the search prior to it going ahead. Think of it this way – working contingently would be like taking something from a shop to try it without paying for it first – is that normal?
When it comes to the recruitment process, finding the way that works best for your organisation is paramount. However, explaining the benefits behind working retained in a thorough manner can help to instil confidence in the commitment from our side when it comes to filling roles.
We’re working on a series of articles, with our next one being shared in the coming weeks “Introducing Eye-Intro” which we hope shed’s light on even further benefits of our recruitment process. Follow and turn on your notifications for the next article in this series!
For more information on our recruitment process, please drop me a DM or email!
James Pickering is our Managing Director and an eye care recruitment expert who has developed an extensive client base and candidate network. He regularly writes articles about industry developments and has received numerous recommendations from industry leaders. You can also connect with James on LinkedIn to stay up to date on the latest eye care news.