Members of the Specsavers Audiology recruitment team for Australia and New Zealand discuss the most common questions they are asked by audiology professionals interested in joining the network.
Recruitment specialists for Specsavers Audiology, Ms Amanda La Ferla and Ms Paysh Wijesinghe, often face highly-considered questions and even misconceptions about the organisation when meeting potential recruits.
But they are happy to address every query, and in so doing, put potential joint venture partners and employees at ease with their answers, demonstrating how Specsavers can allow them to often have the best of both worlds.
“When they join, many partners ask, ‘What’s the catch?’ but there is no catch; we’re transparent in every instance,” Wijesinghe says.
La Ferla, Specsavers professional recruitment manager Audiology ANZ, adds: “They often say, ‘It sounds too good to be true’, but it isn’t. In fact, we encourage candidates to speak with existing partners and employees before committing, so they can hear firsthand what the experience is like.
“Being a partner with skin in the game is a strong motivator for audiologists or audiometrists to develop and grow their business. “They have a vested interest and autonomy to manage their business, which keeps them motivated and invested in its success.”
Wijesinghe, Specsavers Audiology professional recruitment consultant, says: “Clinicians get into audiology because they want to focus on health care and provide quality service. Audiology is an inspiring career because it is life-changing for customers and the right hearing solution can positively impact every aspect of their lives.”
Base wage and bonuses
Another misconception is that partners don’t receive a salary. “All our partners are paid a salary out of their business; a guaranteed base of $110,000 for audiologists and $100,000 for audiometrists plus superannuation as well as quarterly dividends based on business performance. Audiology professionals who aren’t partners will also receive a competitive salary,” La Ferla says.
People also often mistakenly believe it will “cost an arm and a leg” to buy into the business, she adds. “The great thing is we can support a successful candidate through the purchase of a business at Specsavers, so it’s not like they have to pay the full cost upfront. Specsavers will support them with a loan.
“They also receive all the usual entitlements plus five weeks annual leave for partners.”
A percentage of turnover goes to the optical business to pay for store rent and utilities, along with the marketing team and finance team in supporting partners as required. The recruitment team also assists with hiring their staff.
When audiology partners move on from Specsavers , they sell their shares in the business they have built.
Another drawcard is the local business owner-driven nature of the opportunity along with Specsavers offering the best value due to our global buying power, La Ferla adds.
“There’s no other business that provides quality, affordable hearing aids at the prices we do which makes it easier for each business to grow,” she says.
Wijesinghe agrees the technology is a selling point. “Audiology professionals ask why our products are so much more affordable and we’re always happy to confirm that we don’t compromise on technology or quality,” she says.
“We source our Advance hearing aids from three of the main manufacturers – WS Audiology, Sonova and GN – so we’re able to offer the same high-quality technology at a more affordable, market-leading price, ensuring excellent value for money for our customers.”
Specsavers also sells three branded ranges, Phonak, GN ReSound and Signia.
Partnership is the big one
Partnership is the number one topic candidates ask about while others want to know how they can be an employee, says La Ferla.
“One of the key things people want to understand are the career paths available at Specsavers,” she says. “Many are interested in learning more about the audiology partnership model, while others prefer to work as employees.”
Before starting at Specsavers, La Ferla worked in retail and recruitment while Wijesinghe worked in retail and HR. They both started recruiting for its optical team before swapping to audiology.
“Whether in optometry or audiology, we look for people who are friendly, passionate about delivering high-quality hearing care, and committed to making it simple, clear, and accessible for everyone. Our ideal team members are customer-focused, align with our values, and strive to
exceed expectations while contributing to Specsavers’ strong culture,” Wijesinghe says.
“When audiology professionals ask what it’s like working with optics team members, I can give them an understanding of their responsibilities, how they work together cohesively and what it looks like in store.”
She describes a scenario of a customer coming to have their eyes tested, and while they wait, the optical assistant offers a hearing screening. This simple step initiates the audiology customer journey.
“When explaining to an audiologist or audiometrist that they’re coming into a business within a business, it can be daunting,” Wijesinghe adds. “It helps to give a picture of what that means, the conversations, lay of the store, the fact their room is next to the optometrist’s.
“They’re drawn to partnership because it’s a unique opportunity. Many are ready for a new career challenge but aren’t sure where to start, or they want to start their own business but lack the financial resources or expertise.
“All they need do is show us they’re willing to learn and grow, and we can guide them through the rest. Our audiology relationship managers act as business coaches and mentors, supporting partners in developing their business management skills.”
Wijesinghe explains that Specsavers entered the hearing care industry due to the lack of education, stigma surrounding hearing aids, and the high prices that often deterred people from seeking help.
“Our customer journey allows audiology professionals to vet whether the customer is ready and committed to a hearing aid,” she says. “They advance from a hearing screen to a hearing check, and if needed, an assessment. They take away information about products, benefits and prices to discuss with their loved ones, and return for a fitting another day.”
A 90-day money back guarantee means customers can return devices within three months if not satisfied.
The Specsavers audiology recruitment team regularly engages in confidential discussions with audiology professionals through roadshows, conferences, and chapter events. “These conversations are all about building trust, and ensuring they feel comfortable reaching out when they’re interested in exploring new career opportunities,” says La Ferla.
As part of this ongoing dialogue, the team also speaks with graduates looking to advance their careers.
“One graduate who started three years ago recently completed our partner assessment program and is on track to become a partner soon,” La Ferla says. “It shows the evolution and how quickly you can achieve your career goals at Specsavers.”
In addition to these discussions, the team also meets with potential candidates on a one-on-one basis, helping them explore the Specsavers business model and available opportunities. “We take the time to understand what they are looking for and stay in touch, reaching out when a suitable opportunity aligns with their career goals,” she says.
To become an approved candidate for partnership, they undergo a Partner Assessment, completing a clinical standards assessment and a business case study. When a suitable opportunity transpires, they’re first in line, La Ferla says.
A two-and-a-half-week induction course introduces new staff to financials, operations, marketing support, recruitment services and products. “We have a new partner support program that helps and guides all new partners through their first 12 months, providing support in every aspect of business ownership,” La Ferla says.
Word of mouth from Specsavers partners and employees is what gets most candidates over the line, she adds. “It’s important to speak with someone who has experienced it. If they don’t know anyone, we can put them in touch with someone.
“Don’t shy away from an initial conversation. Reach out to the recruitment team, even if it’s just out of curiosity, if you’d like to know more as there’s no obligation.”
For more information contact Specsavers recruitment officers on anz.audiologyrecruitment@specsavers.com
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