Edmonds & Slatter
Business development manager at Edmonds & Slatter, Jess Slatter, on what the independent looks for in its staff
23 July 2017
EDMONDS & SLATTER opticians
Number of practices in the UK & Ireland: 3
Number of employees: 26, including 4 optometrists
Recruitment process: Submission of CV and covering letter, followed by two in-store interviews.
How can prospective employees apply for a position at Edmonds & Slatter Opticians?
They should email us a copy of their CV and covering letter, explaining the position they’re applying for and why. Alternatively, they can pop in to any of our practices, bringing their CV and covering letter with them.
What is the internal process after an application is made?
We’ll review an application and if we like what we see, we’ll invite them to a first stage interview. Sometimes we may not have a position available immediately, but we’re always on the lookout for star candidates. If this is the case, we will let the applicant know. However, we still like to meet them to get an idea of their ambitions, and will then keep them in mind for future vacancies.
What is the interview process?
On arrival, candidates will be asked to complete a questionnaire, which only takes five minutes. The interview is largely competency based; we’ll want to know about their experience, strengths and weakness, and previous career history. We’ll also try to get an understanding of what motivates them and what they’re looking for in their career. They’ll usually be asked to attend a second interview before being offered a position, and if they’re lucky they might get a tour of the practice.
"Smile from the moment you enter the practice Even our reception staff comment on the candidates who come across well at the desk"
What makes a CV standout?
It’s great to see evidence of good clinical care, but I also like to see evidence of commercial awareness, which demonstrates a well-rounded clinician.
What are you looking for in a cover letter and why?
I like cover letters to convey a passion for the industry, and to give an indication of what the person would like to get out of the position. I would encourage applicants to be honest about what motivates them – it doesn’t have to be ground-breaking, it could be as simple as working with a friendly and reliable team.
How should a candidate best prepare for an interview?
Applicants should make sure that they are aware of the history and ethos of the practice because this will give them a good idea of what we are looking for in a candidate. This will also help applicants make sure that their priorities are aligned with ours, and that they can tailor their responses accordingly in the interview. I would also say dress to impress, turn up on time and smile.
What three interview tips would you give a candidate?
- Be true to yourself and don’t exaggerate your abilities. If we can’t see through it at the interview it will soon become evident once you start the job
- Smile from the moment you enter the practice. Even our reception staff comment on the candidates who come across well at the desk
- Don’t be afraid to pause and give yourself time to think before answering a question.
What are your interview ‘pet peeves’?
One word answers. It’s much better if candidates can elaborate a little, as this gives us more information and it lets their personality shine through.
Sum up your ideal candidate
Enthusiastic, diligent, team-player.
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