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What are Specsavers recruitment goals for the next 5-10 years?
Chris Howarth To continue to build a flexible, committed and highly trained professional workforce to meet the eye care needs of a changing population. We all know that an ageing population will bring increased eye care needs and we believe that the role of the professional will change as well, as more and more of the younger professional population seek a better work/life balance.
Within this context, our aim is to continue our huge investment in partnering with educational institutions and professional bodies to help to develop a new paradigm that will be a ‘win-win’ for patients and professionals alike.
The challenges of providing eye care for all is still acute, with the usual geographic issues not yet resolved and so we will be exploring how to provide flexible working and re-location opportunities for all.
What are Specsavers’ future plans for education and training?
CH One of the real attractions for optometry professionals joining Specsavers is our world-class professional development programme. This year we have launched detailed career paths for our optoms, DOs and contact lens opticians which help them plan their development to achieve their aspirations.
Whether they wish to gain further qualifications, become an assessor, or access in-depth training in a particular aspect of practice, there is an engaging range of options on offer including conferences, networking and interactive learning and the most extensive programme of CET in the UK.
Have you encouraged your staff to undertake IP training?
CH Independent prescribing is one of the options available in the career path for optometrists as part of the clinical excellence section and we already have a considerable number of optoms who are IP qualified. It is of course particularly desirable in Scotland where they already have the infrastructure for prescribing in place
What will happen to recruitment around the UK if nobody changes the way they work?
CH The workforce is undoubtedly changing shape and the requirements of young professionals are different now than they were 10 years ago. Millennials see the world in a different way. They want flexibility, the ability to dip in and out of work and to adapt their work pattern around their life style. This should not be a challenge for employers, especially in a world where retail hours are long and patients demand convenience.
Traditional work patterns no longer dominate the environment and employers must adapt. As business owners, our partners are particularly well placed to do this and we are advising them on how to approach these issues in the best way for all parties.
What effect are the developing technologies having on the way Specsavers approaches its future?
CH Our primary concern is always our patients and new technology will inevitably lead to a new and better experience for them, as it always has in the past. The key however to the roll out of new technology is the human interface and how the professional applies the new approach. The perfect outcome for the patient is a warm, supporting environment partnered with the very best technology and that’s what we will aim for.
What are the main issues whilst recruiting for Specsavers?
CH Undoubtedly the main issue is location, as I think we all know. The last few years have seen increased numbers of students and therefore increased numbers of newly qualified optometrists, but this hasn’t necessarily resulted in a substantive change in supply into the usual problem areas.
I think this is a widely recognised challenge. We are working hard through our partnership to offer the best support we can to encourage re-location but it would be foolish of me to say that there are easy solutions.
The answer lies in working better, collectively, as a profession [and we have been notoriously slow in this regard] to ensure that full eye care provision is available to all.