Recruitment Process

Healthline Optical is an equal opportunities employer. We understand that recruitment consultancies have a responsibility as suppliers of job applicants to avoid unlawful discrimination in providing services to clients and it is our policy to practice equal opportunities in recruitment and selection for all candidates.

Candidate sourcing – methods include referrals, job boards, print advertising, direct mail, GOC research / headhunting, strategic alliances, networking and sponsorship. We measure our candidate source streams in order to identify the most effective methods and ensure that we control our candidate generation. For more details on how we source candidates visit the targeting your audience section of this site.

Candidate screening

The mandatory requirements within our screening process are as follows:

Permanent candidates - submitted to client on a contingency database basis:

• Initial telephone interview to ascertain suitability, clarify career history and explanation of any gaps in employment.
• Completion of registration form, data protection, criminal convictions and equal opportunities.
• Verification of right to work in the UK and proof of identity.
• Loading of information on to Profile database: internal interview appraisal, CV and candidate categorisation details. 

Contract and temporary candidates placed with clients:

• At least two references from previous employers and covering at least the last five years.
• Initial telephone interview to ascertain suitability and to confirm and clarify career history and explanation of any gaps in employment.
• Completion of registration form, data protection, criminal convictions and equal opportunities.
• Independent confirmation of professional qualifications.
• Verification of right to work in the UK and proof of identity.
• Loading of information on to Profile database: internal interview appraisal, CV and candidate categorisation details.
• Presentation of candidate to market .

Healthline Optical is an equal opportunities employer and as such, all candidates complete an equal opportunities monitoring and data protection questionnaire on registration. This information is held on a separate database in order to comply with equal opportunities legislation. This enables us to provide detailed statistical monitoring information, which helps our clients achieve diversity targets and demonstrate that their diversity programmes are working as effectively as they should.

Candidate references

We take up references on all contractors and temporary workers when the first register with Healthline to cover all periods of work during the last five years, as a minimum.

We generally take up verbal references, which are then documented. However, in the case of contractors and temporaries arriving from overseas we have to rely on written references. We believe verbal references to be more considered, fair and comprehensive than written references.

References gathered will aim to confirm the following details:

• Employers name
• Dates employed
• Attendance record
• Honest and integrity
• Quality of work
• Relationship with colleagues and management
• Reason for leaving
• Whether the employer would re-employ if the opportunity arose

With regards to permanent candidates, Healthline's registration process requires immediately available candidates to provide referees dating back five years.

Healthline employs dedicated resources to ensure references are verified to the best of our ability. All references are retained on our secure computerised database and can be provided to clients on request.

Candidate checks

• All candidates are asked about their criminal convictions and we can verify this with the criminal records bureau if requested.
• Eligibility to work in the UK (including the holding of valid visas) and proof of identity are verified on candidate registration. All relevant documents are stored electronically for use by consultants and clients.
• We also ascertain whether any workplace adjustments are required for those with disabilities.
• Optical qualification certificates are scanned and retained on Healthline Optical’s confidential database.

Matching candidates to employers

Healthline Optical's best practice is to meet or speak with appropriate client hiring personnel before each assignment commences to acquire a full briefing of the role, its responsibilities and its position within the organisation. We advise and agree the correct candidate selection criteria.

An effective job description and assignment brief is then used to search for suitable candidates who match the agreed criteria and competencies necessary to perform well in the role. All candidates are screened, where the consultant will probe extensively and use criteria based interviewing techniques against the agreed assignment brief. This thorough process involves the matching of both hard skills (i.e. whether the candidate can perform in the role effectively) and soft skills (e.g. whether the candidate is motivated to perform well and whether they will fit into the company culture).

Candidate briefing

When preparing a shortlist of suitable candidates for an employer, part of our screening and selection process is devoted to briefing the candidate on the employer, its culture and ethos, the organisation structure, the role and responsibilities and criteria for success. This helps us identify and address any areas for concern that the candidate may have, ensure that the candidate shortlist matches their requirements as closely as possible and verify that we are supplying the most competent and correctly suited candidates.

Candidates put forward will be briefed as appropriate, for example this may include coverage of a potential employer policies, procedures and business etiquette or details on working conditions, hours, premises. We are also happy to provide client corporate packs to successful candidates; these may include location maps, first day reporting procedures, contracts or regulatory declarations.

Candidate introduction to the employer

Prior to submitting a candidate to a potential employer, Healthline Optical commits to:

• Gaining the candidate’s full permission in writing before submitting details.
• Ensuring that a candidate’s details will only be introduced for specific roles and not introduced on a speculative basis unless invited to do so.
• Candidate CV's and details are up-to-date and accurate (as verified by the best of our ability).
• The CV details the following information:
  • Location
  • Education and professional qualifications
  • Languages
  • Current employer & position
  • Optical experience

Candidate feedback

Healthline firmly believes in constant communication channels with both our candidates and clients. We also aim to give constructive and comprehensive post interview feedback to all candidates. This ensures that:

• Candidates regard the client positive despite being rejected.
• Candidates improve their subsequent interview performance.
• Candidates have a better understanding of the role(s) for which they are most appropriate.

We firmly believe that constructive feedback is vital as it ensures compliance with equal opportunities “best practice” and is an important factor in improving and maintaining both our clients and Healthline Optical's professional reputation.