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Ascot Optical staff with optometrist Bernie McGrane


By Rhiannon Riches
Communications Manager


ProVision is interviewing on average 20-25 job candidates per week on behalf of its members as part of its recruitment service.

It is helping members recruit practice staff, as varied as receptionists to practice managers, from start to finish.

Optometrist Bernie McGrane from Ascot Optical, in the outer Brisbane suburb of Ascot, has been a ProVision member for more than 20 years.

‘I was a member of Australia’s Independent Optometrists before it morphed into ProVision,’ Mr McGrane said.

He said the practice recruited a receptionist through ProVision.

‘I use ProVision to streamline the process and “short-list” the candidates. ProVision handed me a list of suitable candidates with required experience without me having to sift through, literally, hundreds of applicants,’ he said.

Mr McGrane said expediency was the main benefit of using ProVision’s recruitment service.

‘ProVision eliminated the selection process by supplying candidates who were the most suitable.’

Shanelle Spence and Reny Frighetto are the faces of ProVision’s recruitment service, supported by Expr3ss!, an algorithm-based recruitment software founded in the mid-2000s.

The software measures candidates according to common characteristics and qualities found in someone well-suited to the role in the particular organisation or business.

Once a benchmark has been created, the software helps prospective employers, or an intermediary like ProVision, select potential candidates by finding someone close to it, in other words, matching like with like.

The software allegedly works for companies of all sizes, even smaller companies with fewer staff with which to create benchmarks.

Since ProVision began using Expr3ss! in February 2014 it has placed more than 350 job ads, and 80 per cent of vacancies have been filled within four weeks from job ad placement to making an offer.

Shanelle and Reny discuss with a ProVision member their vacancy requirement, draft the job ad for approval, submit the ad to Expr3ss! for placement on Seek and other job search sites, then thoroughly screen applicants.

‘Expr3ss! helps us to identify at a glance those applicants with the right skills, attitudes and cultural fit, and reduces the huge amount of time normally taken in the selection process, using features such as integrated attitudinal benchmarks,’ Reny said.

‘It has now provided process and rigour into the staff selection solution. All applicants apply using the same Expr3ss! methodology, whether it is from paid job boards, job aggregators such as Indeed and Jobseeker, our website, Facebook, and so on.’ 

Shanelle and Reny interview candidates by telephone to assess their attitude, personality and manner, and if they are a good fit for the job and practice culture.

Following telephone interviews, Shanelle and Reny provide the member with a short list of candidates to interview face to face, along with a detailed report on each.

Visit ProVision’s website for more information.


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