Private Hearing Care Market Growth Insights
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Internal:
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EVP – we know we’re a great
company to work for, how do we let
others know!
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ATS – required significant
improvement to make it more user-
friendly
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Unable to run trainee programme
(Covid) reduced home-grown talent.
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Significant
increase in retirement of
skilled employees
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High levels of absence (Covid)
External:
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War for talent
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Large financial incentives offered by
competitors (counter offers)
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Key employees left the business and
went to competitors
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Rapid growth in the private hearing care market has led to a 23% increase in employees since 2019. Challenges include turnover of skilled employees and the war for talent. Recruitment initiatives focus on video job descriptions, graduate programs, and analyzing effective channels.
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Presentation Transcript
Context Context Period of rapid growth in Private Hearing care market generally Specifically, 23% increase in Hidden Hearing employee no.s since 2019 Q3/Q4 2021 increased turnover of skilled employees due to aggressive recruitment marketing and incentives offered by competitors Big players in the retail sector increasing their market share Q1/Q2 2022 steady improvement in recruitment of skilled employees Q1/Q2 2022 increased turnover of support staff
Turnover of skilled employees (2021) Turnover of skilled employees (2021) Area 2021 2020 2019 Scotland 32% 0% 11.1% South & West 24.7% 14.3% 15.6% North East 27.6% 10.3% 14.3% Anglia 17% 10.2% 3.9% South East 45.9% 8.5% 12.9% North West 30.8% 7.4% 4.2%
Challenges Challenges Internal: EVP we know we re a great company to work for, how do we let others know! ATS required significant improvement to make it more user- friendly Unable to run trainee programme (Covid) reduced home-grown talent. Significant increase in retirement of skilled employees High levels of absence (Covid) External: War for talent Large financial incentives offered by competitors (counter offers) Key employees left the business and went to competitors
Recruitment initiatives Recruitment initiatives Increased use of video job descriptions, testimonials etc Graduate programme attending careers fairs Home grown talent Reviewed online spend analyse metrics to determine most effective channels Influenced Hiring Managers to respond more quickly and to offer more flexible interview slots. Improved ATS online interview booking, easy apply. Persuaded managers to be more creative in terms of flexible working Work shadowing opportunities what s it like to work for us?
Recruitment initiatives (continued) Recruitment initiatives (continued) Approaching companies from SA and NZ where there is a surplus of skilled employees to arrange internal transfers Sponsoring skilled workers from overseas Analysed exit interviews to find out why people were leaving Developed our relationships with recruitment agencies Training for managers on the use of Linked In Reviewing pay and benefits
Recruitment initiatives (continued) Recruitment initiatives (continued) Increased focus on Glassdoor utilising existing employee feedback Increased use of virtual platforms to speed up recruitment process Teams, Cammio etc. Incentivised employee referrals Trust pilot reviews used to support recruitment Designated Recruitment Coordinator position designed and successfully filled
Reduced Turnover in 2022 to date Reduced Turnover in 2022 to date Area 2022 2021 2020 2019 Scotland 3.4% 32% 0% 11.1% South & West 5.9% 24.7% 14.3% 15.6% North East 10.9% 27.6% 10.3% 14.3% Anglia 3.4% 17% 10.2% 3.9% South East 3.9% 45.9% 8.5% 12.9% North West 9.8% 30.8% 7.4% 4.2%
Review Trainee programme delivery So what s next ? So what s next ? Integrate external platforms with internal ATS Indeed to Recruiting Central etc. Increased use of Quick Apply tools Flexible/Hybrid working policy review Employee benefits review addition of benefits portal and recognition incentives Aiming for IiP Gold accreditation Continue to work on EVP Remain agile
