When an optical practice needs to recruit, it’s natural to begin with the candidate’s experience.
How long have they worked in optics? Which practices have they worked for? Do they have the relevant qualifications? Have they worked in an independent practice, a large multiple or a similar environment to the one you’re recruiting for?
Those are all reasonable questions.
An Optometrist needs the appropriate professional qualifications and clinical competence. A Dispensing Optician may need specific qualifications and experience depending on the responsibilities of the role. Even for positions without the same professional registration requirements, relevant optical experience can make a considerable difference.
But there’s a risk in assuming that the person with the longest employment history or the most impressive-looking CV must automatically be the strongest candidate.
At Inspired Selections, we understand that successful optical recruitment involves much more than matching qualifications and previous job titles with a vacancy.
The best candidate is the person who can do the job well, work effectively within the practice and contribute positively to the team and patient experience.
Sometimes that person has an outstanding CV.
Sometimes they don’t.
Experience Matters, but So Does What Somebody Has Done With It
Two Optical Assistants might each have five years’ experience, yet have developed very different skills.
One may have worked in a busy multiple, becoming highly confident with systems, pre-screening and supporting a large team. Another might have worked in an independent practice where they’ve gained broad experience across customer service, dispensing support and the day-to-day running of the business.
Both could be excellent candidates.
But they may be suited to different working environments and responsibilities.
The same principle applies to Dispensing Opticians and Optometrists.
An Optometrist with extensive experience in one type of practice may have different strengths from somebody who’s worked across several environments. A Dispensing Optician may have developed valuable management skills that aren’t immediately obvious from the job titles on their CV.
The number of years somebody has worked in optics is useful information, but it doesn’t tell you everything about the quality or relevance of their experience.
That’s why we believe employers should look carefully at what candidates have actually been doing, the responsibilities they’ve handled and the type of practice where they’re likely to perform well.
The Candidate Who Doesn’t Interview Brilliantly
Optical recruitment often involves people whose strengths are most obvious when they’re doing their jobs rather than talking about themselves.
An experienced Optical Assistant may be excellent at putting patients at ease, handling difficult conversations and supporting colleagues, but feel uncomfortable being asked to describe their achievements in an interview.
A Dispensing Optician might have excellent technical knowledge and sound professional judgement without being particularly confident at presenting themselves.
Even a highly capable Optometrist may find formal interviews less natural than clinical work.
That doesn’t mean communication skills are unimportant.
Optical professionals need to communicate clearly with patients and colleagues, and employers should assess those abilities carefully.
But there’s a difference between being good at your job and being good at explaining why you’re good at your job.
A candidate who appears nervous in an interview may still be calm, confident and professional in the familiar environment of a practice.
At Inspired Selections, we encourage employers to look beyond the surface of an interview and consider the evidence of how somebody actually works.
Relevant examples, thoughtful questions and an understanding of the candidate’s experience can often reveal more than a perfectly rehearsed answer.
A Great Optometrist for One Practice Might Not Suit Another
Optical practices can operate very differently.
Some have a strong focus on particular clinical services. Others work with high patient volumes or offer a broader range of dispensing and retail responsibilities.
Management styles, team structures, equipment and appointment arrangements can also vary.
A candidate who has been successful in one environment may not automatically enjoy another.
For example, an Optometrist who values a particular approach to clinical work may be less suited to a position where the daily structure is very different.
A Dispensing Optician who enjoys mentoring colleagues and taking on wider responsibilities may become frustrated in a role where those opportunities are limited.
An Optical Assistant who’s used to working as part of a large team may need time and support to adjust to a smaller independent practice, while somebody from a small practice might need to adapt to more formal systems.
None of those differences makes one candidate better than another.
They simply mean the working environment matters.
At Inspired Selections, understanding the practice is just as important as understanding the candidate.
A successful appointment should make sense for both sides.
Don’t Overlook Potential When Recruiting Optical Assistants
One area where employers can sometimes become too focused on previous experience is Optical Assistant recruitment.
Optical experience can be extremely useful, particularly when a practice needs somebody who can become productive quickly.
But not every strong Optical Assistant begins their career in optics.
Some people develop excellent customer service, communication and organisational skills in other industries.
They may have experience dealing with the public, supporting colleagues, working with detailed processes or managing busy customer-facing environments.
With suitable training and support, those abilities can provide a useful foundation for an optical career.
Of course, employers need to be realistic about the time required to train somebody and the responsibilities they can undertake safely and competently.
But insisting on previous optical experience for every position may unnecessarily reduce the range of people worth considering.
Sometimes the candidate who’s enthusiastic, willing to learn and genuinely interested in patient care can develop into a valuable member of the team.
The key is assessing their potential alongside the practical requirements of the role.
The Most Experienced Candidate Isn’t Always the Most Motivated
Somebody may have an impressive career history but be looking for a position that doesn’t really match what they want.
Perhaps they’re applying because the salary is attractive, the location is convenient or they feel it’s time for a change.
Those are legitimate considerations, but employers should also understand whether the person will enjoy the actual responsibilities.
A highly experienced Dispensing Optician who wants to move into management may not be satisfied with a position that offers little opportunity to take on leadership responsibilities.
An Optometrist with particular clinical ambitions may not be suited to a practice that cannot support those interests.
Meanwhile, a candidate with less extensive experience may be genuinely excited about the role, understand what it involves and be keen to develop within the practice.
Motivation isn’t a substitute for professional competence, but it matters when considering whether somebody is likely to be happy and successful over time.
A candidate who wants the opportunity you’re offering may ultimately be a better appointment than somebody whose CV is impressive but whose ambitions lie elsewhere.
Recruitment Shouldn’t Be About Finding a Copy of the Person Who Left
When an experienced employee leaves an optical practice, it’s tempting to recruit somebody with an almost identical background.
The previous Optometrist had a particular level of experience, so the replacement should have the same. The former Dispensing Optician handled certain responsibilities, so the new candidate must have done all of them before.
Sometimes that approach is necessary.
But it can also prevent employers from considering how the role could develop.
Perhaps the practice has changed since the previous employee joined. Maybe the team now has different strengths, or some responsibilities could be shared differently.
Recruitment provides an opportunity to consider what the business actually needs today rather than automatically reproducing the previous arrangement.
At Inspired Selections, we believe it’s important to understand the essential requirements of the vacancy while remaining open to candidates who could bring different strengths.
That doesn’t mean lowering professional standards.
It means being clear about which skills are essential and which can be developed with appropriate support.
Candidates Shouldn’t Underestimate What They Bring
This subject matters to optical professionals as much as it does to employers.
You might look at a vacancy and decide not to apply because another candidate could have more experience or a more impressive career history.
Perhaps you’ve worked in one practice for several years and worry that your experience is too narrow.
Or you may have developed responsibilities that aren’t reflected in your current job title.
Before dismissing an opportunity, consider what you can genuinely offer.
An experienced Optical Assistant may have valuable skills in patient communication, organisation and supporting colleagues. A Dispensing Optician may have developed leadership abilities without holding a formal management title.
An Optometrist may have experience or professional interests that are particularly relevant to a practice, even if their career history doesn’t look exactly like the employer’s original description.
The important thing is being honest about your abilities and the requirements of the role.
If you’re unsure whether your experience is suitable, speaking with a specialist optical recruiter can help you understand how it compares with what employers are looking for.
Finding the Right Optical Job Is About More Than Your CV
A strong CV is useful, and taking the time to present your experience clearly can make a real difference when applying for jobs.
But your career history is only one part of what you bring to a practice.
Your professional judgement, communication skills, approach to patients, ability to work with colleagues and willingness to develop all contribute to how successful you may be in a role.
At Inspired Selections, we work with optical professionals and employers to understand those wider considerations.
For candidates, that means looking at opportunities that suit their experience and ambitions rather than simply matching job titles.
For employers, it means considering who will genuinely work well in the practice rather than assuming the most impressive CV must be the best choice.
If you’re an Optometrist, Dispensing Optician, Optical Assistant or Practice Manager considering your next optical job, visit www.inspiredselections.co.uk to explore current opportunities and speak with the Inspired Selections team. We can help you understand where your skills and experience may be a good fit, even if your CV doesn’t look exactly like the traditional route into a particular role.
Because the best optical candidate isn’t always the person with the longest CV.
It’s the person whose abilities, ambitions and approach make them right for the practice.
