Better pay? Some kind of joint state-private health framework? More flexible working formulas? Better awareness of hearing health and the profession?

These and other solutions have reached this publication in respones to our questioning hearing market players on how they think more workers might be found for audiology. Read their thoughts below.

But we asked other things too: Where are companies hiring? What are they offering that sets them apart from rivals? What specific appeals does each firm have?

^{Editor’s note: Back in January 2023, in issue 152 of Audio Infos UK, we featured the views of the hearing profession on the recruitment crisis. You can access this and other back issues here.}

 

HOW CAN THE HIRING PRACTICE IN AUDIOLOGY BE SOLVED?

 

LEIGHTONS :

As a group we need to continue to evolve and prioritise exceptional patient care, whilst offering professionals the resources and opportunities for a fulfilling and rewarding career.

At Leightons and The Hearing Care Partnership (THCP) we provide a unique, person-centred care model that integrates hearing care with optometry. We provide state-of-the-art diagnostic equipment, comprehensive assessments and a robust aftercare programme, appealing to those seeking impactful careers with competitive earning potential, continuous training, and clear pathways for growth.

People are at the heart of everything we do, and we believe a people-centred approach is key to solving recruitment challenges. Our DNA and ethos is LEED (Listen, Educate, Empathise and Delight) and we apply it to our colleagues as well as our patients.

 

 

BOOTS HEARINGCARE (Steve Rudd, Talent Acquisition Manager) :

 

A Comprehensive Approach. Tackling recruitment challenges in audiology requires a strategic and multifaceted approach. At Boots Hearingcare, we are committed to overcoming these obstacles through several key initiatives:

 

Enhanced Education and Training. By collaborating with universities and audiology programmes, we are expanding internship and hands-on training opportunities. Our commitment to scholarships and sponsorships is designed to attract more students to the field, ensuring a pipeline of skilled professionals. The Boots Hearingcare Training Academy plays a pivotal role in this, offering unparalleled training that equips new audiologists with the practical skills they need to excel.

Flexible Work Options: Recognising the diverse needs of today’s workforce, we offer part-time roles, remote work, and adjustable schedules. This flexibility not only attracts a wider range of candidates, including those with personal commitments, but also aligns with the evolving expectations of the modern job market.

Competitive Pay and Benefits: At Boots Hearingcare, we know that attracting and retaining top talent requires more than just a competitive salary. We provide comprehensive benefits, clear career growth opportunities, ongoing education, and mentorship through our Training Academy, ensuring our employees feel valued and supported.

Positive Workplace Culture: A strong, inclusive, and supportive work environment is at the heart of our employee experience. We are committed to fostering a culture where audiologists feel valued, engaged, and motivated—one that not only boosts retention but also attracts new talent. The collaborative spirit at Boots Hearingcare is a key driver of our success.

Raising Public Awareness: We actively promote audiology as a rewarding and impactful career through targeted public awareness campaigns. By highlighting the increasing demand for hearing care professionals and the profound difference they make in people’s lives, we aim to inspire the next generation of audiologists.

 

SPECSAVERS (Gordon Harrison, Director of Professional Advancement):

 

Great question! And to answer this I think we need to understand the current position. The UK has an ageing population and there are fewer people entering the workforce. This means that generally more people will require audiology services and fewer people will enter the workforce. This can be seen in data in England where, in 2017, 117,528 were waiting for services and by 2020 this had risen to 120,140. And despite the best efforts of hospital based services, average waiting time was 18 weeks. In 2023, the British Academy of Audiology (BAA) wrote an open letter to NHS England (see editor’s note¹ for BAA comment) regarding concern of staffing levels and warning that without immediate action, NHS Audiology services will grind to a halt. This is before you add in the recent introduction of wax removal and the increase in demand due to GPs not providing the service in many places.

 

With this background, our profession needs to work together to find appropriate evidence based solutions that look at patient outcomes and deliver a high quality, easy to access service for all. In England, there are 42 Integrated Care Boards which commission services, yet only 15 of them have any AQP (any qualified provider) provision across their geographical area, with 12 having no AQP services. And in Scotland, Wales and Northern Ireland, there are no AQP services.

 

Utilising the full profession to make services easy to access and take pressure off the hospital services will go part of the way in easing the workforce burden. However, the profession may need to go further and consider the use of associate positions, where suitably trained colleges can deliver part of the service under delegated function and allow those with a wider scope of practice to focus their skills where they are most needed to meet demand.

We must also think about what the motivators are for our clinicians of the future and how introducing flexibility in our recruitment may help, not just flexible working hours but even shared resource across public and private sectors.

Another of the barriers is need for supervision of trainee clinicians – how can the profession work with our higher education institutes to meet the demand for supervision and support?

 

GN :

As in many specialised healthcare fields, the hiring crisis in audiology stems from a combination of factors, including a shortage of qualified professionals, high demand for services, and challenges in training and retaining staff. To help solve this, there needs to be increased awareness of the profession itself, not only among potential recruits but also among allied healthcare professionals who frequently encounter people with hearing loss. Raising awareness about the significance of hearing health and available solutions is also crucial to drawing more interest in the field.

 

 

DEMANT (Hidden Hearing Managing Director Richard Boyd)

Audiology in the UK is seen as a low priority by many UK authorities; consequently little is invested nationally to ensure an adequate supply of audiologists and many national bodies interested in audiology have long been flagwaving that commissioning such training is necessary to ensure public need is met. But providers such as Hidden Hearing has a national training academy accredited to offer an HCPC-accredited apprenticeship to train new professionals. We therefore do our best to educate skilled audiologists to help more people hear better.

 

 

SONOVA:

 

The hiring crisis in audiology is a global challenge, affecting our network of audiological care brands across multiple countries. One of the core issues is that we simply don’t see enough people entering training to become hearing care professionals. The shortage is driven by lots of factors, including awareness of the profession, a lack of quality training programmes, and regional barriers that differ from one market to the next.

At Sonova, we’re tackling this challenge head-on through our pioneering blended learning programme for aspiring hearing care professionals. Sonova’s Hearing Care Academy brings to life our vision of creating a global network of academies to connect, educate, and train HCPs to meet the growing demand for high quality, holistic care that differentiates us in the market. In the UK, the programme is accredited by The Health and Care Professions Council (HCPC).

Our integrated approach combines the benefits of face-to-face tuition and hands-on practical training at the Academy facilities with the flexibility of self-paced learning, which allows us to reach more students while maintaining high educational standards. The programme not only makes training more accessible but also adapts to the diverse needs of learners, whether they are fresh out of school or transitioning from other careers.

To further address the crisis, we need to look at how we enhance the visibility of audiology as a rewarding career choice. Some of the things we’ve looked at are running awareness campaigns and attending events to highlight the impact audiologists have on people’s lives.

Overall it’s about creating a holistic ecosystem that nurtures the next generation of audiologists while ensuring they feel valued and equipped to thrive in their roles. It will take a collective effort to come anywhere close to solving the crisis, from education providers, to employers and policymakers, we’ve all got to work together to create more accessible pathways, raise awareness and show what a life changing career you can have in audiology.

 

WS AUDIOLOGY

 

Nicolai Jensen, Chief Human Resource Officer at WSA

We are facing a growing shortage of audiologists due to increasing global demand from an ageing population and the retirement of older audiologists. To help build the future generation of audiologists, WSA invests in education and training programmes for audiologists, and engages in strategic partnerships with educational institutions for internships, mentoring, etc.

WSA continues to attract talent because we are a growing, leading company in a resilient industry and our culture is diverse and global. New talent also finds it important that we have an ecosystem of brands and channels with global R&D and manufacturing functions that provide multiple career opportunities for personal growth and development.

 

 

 

 

 

WHERE ARE YOU HIRING (roles and locations)?

 

GN :

As a global company, GN is hiring across various geographies and capacities. Positions for audiologists include roles in sales, technical support, training, product management, research, product development, marketing, remote audiology services, and manufacturing. These roles are available at both local and global sites. To explore current opportunities, potential candidates can visit GN’s careers page, where they can also read employee stories and gain more insight into working at GN.

 

SONOVA

 

We’re looking for audiologists and hearing care professionals across all brands in our network of global stores, sonova.com/careers has details of all our latest vacancies.

 

SPECSAVERS (Gordon Harrison) :

 

With over 400 currently in training, we are the largest trainer of clinicians in the sector. We are always looking to recruit for roles across the UK and Ireland in degree level or associate roles and trainee positions. In many cases, our practices will look to bring in colleagues in associate roles and then, through continual training, develop them into clinical roles such as audiology practitioners, hearing aid dispensers, Supervisors or clinical lead positions.

 

Although training and development is our passion, it is our belief that continual training can start from any position, so we are always interested in qualified clinicians who can fill those senior clinical roles, become partners or more in the support office team, helping our partners day to day.

 

 

 

 

 

LEIGHTONS :

We are hiring across the board for a variety of levels and positions. We are particularly keen to hear from individuals interested in a career with The Hearing Care Partnership, a subsidiary of Leightons, which serves over 300 optical practices across England, Northern Ireland and Wales and is the fastest growing audiology business in the UK.

The business would suit practitioners looking for a role locally or who have a desire to relocate to a new area.

 

 

BOOTS HEARING CARE (Steve Rudd) :

 

Boots Hearingcare is expanding its team across the UK, offering a range of exciting opportunities:

We are recruiting for audiologists, hearing wellness advisors, and team members for our Customer Excellence Centre. Additionally, we have openings for leadership positions, including customer marketing manager, property acquisition manager, regional Hearingcare Manager, among other strategic roles.

We are hiring UK nationwide and ROI, with opportunities available in both urban centres and underserved rural areas. Specific locations, including- London, Nottingham, West Midlands, Scotland and ROI have all been identified as high-growth areas with a strong demand for our services.

 

WHAT DO YOU BELIEVE DIFFERENTIATES YOUR OFFER FOR YOUNG RECRUITS FROM THAT OF COMPETITORS?

 

DEMANT – HIDDEN HEARING (Richard Boyd) :

We are offering a funded residential course to study in great surroundings which is a significant attraction. This allows trainees to learn the basics quickly. Students get paid to learn, rather than building up tuition loans, with a guaranteed job on successful completion of the course. Students find the personal development opportunities, both short and long term, extremely attractive.

 

 

 

 

LEIGHTONS :

 

From the start of joining the company employees are provided with a comprehensive induction with dedicated support for each new starter and an ongoing programme over a six-month period including competency checks to identify training needs.

This is then continued with ongoing clinical development and in-branch support from both senior clinicians and a wider support team. As a business we look to support clinicians in excelling in their day-to-day work to help provide patients with the best patient centred care.

We also provide learning opportunities both in house and from external organisations. This gives younger recruits the ability to not only develop their own career and personal development, but it also leads to better outcomes for patients.

 

SPECSAVERS (Gordon Harrison) :

 

Quite simply, not a job but a career. We have so many examples of people starting in Saturday roles or even in our Optics teams who progress to owning their own business, who fill those support office roles or who diversify into our audiology home visits/domiciliary teams. In fact, our Managing Director for Audiology in the UK and Ireland, Carina Hummel, started her career in a practice and now not only runs the Audiology business but is a member of our Executive Board.

 

GN :

 

Diversity of opportunities: Audiologists at GN can explore a wide range of roles beyond clinical settings, including research, product development, and global collaboration.

Comprehensive industry insight: Working at GN offers a deep dive into every aspect of hearing aids and the hearing industry, exposing employees to areas they might not encounter in other settings.

Global networking: GN provides the opportunity to build professional and personal relationships with colleagues both locally and internationally.

 

BOOTS HEARING CARE (Steve Rudd) :

 

For young professionals, Boots Hearingcare offers a compelling value
proposition:

Career Growth: We provide clear, structured paths for career progression, underpinned by robust mentorship programmes and access to extensive professional development resources. Our commitment to nurturing talent means that young professionals can build a long and successful career with us, supported by the renowned Boots Hearingcare Training Academy.

Work-Life Balance: Understanding the importance of work-life balance, we offer flexible working conditions, including part-time and remote options, which are particularly attractive to young recruits seeking to balance their careers with personal life.

Innovative and Inclusive Culture: Our workplace is characterised by collaboration and inclusivity. We encourage young recruits to innovate, share their ideas, and contribute to our ongoing success. With accessible leadership and a culture of continuous improvement, Boots Hearingcare is a place where young professionals can thrive.

Brand Stability: Joining Boots Hearingcare means becoming part of a respected brand with a long-standing history of trust and stability. This association with Boots and Sonova offers young professionals the security of working for a well-established and reputable company.

 

SONOVA

 

At Sonova, we offer young recruits something truly unique – a global organisation with a broad range of audiological roles, from research and development to clinical practice and innovation. This provides ample opportunity for young professionals to take control of their own growth journey and carve out a path that suits their interests and skills.

We pride ourselves on offering an environment where diverse perspectives are not only welcomed but are seen as essential to our success. Young recruits will find themselves in a supportive atmosphere where complementary skills and experiences are celebrated, and voicing new ideas is encouraged. This open culture fosters creativity and innovation, allowing employees to push boundaries and explore new solutions in hearing care.

We also offer what we believe to be unparalleled personal and professional development opportunities. This includes tailored learning opportunities, mentorship programmes, and inspiring projects that push our recruits to develop rapidly. The benefits to our Hearing Care Academy participants are far-reaching and lifelong. Hearing Care Professionals (HCPs) will be able to access personalised learning when they need it, engage in best-practice exchange, and have direct access to internal and external experts. For those HCPs who are doing outstanding work in the field, they will have opportunities to be recognised as experts and support their peers around the world. Our global reach also means that employees can gain exposure to international best practices and even explore opportunities for overseas roles and projects. Through the Hearing Care Academy’s dynamic platform, students can become HCPs and HCPs can become experts, allowing us to ensure everyone can enjoy the delight of hearing.

In short, we don’t just offer a job – we offer a chance to maximise potential in hearing care, backed by a team that values and invests in our employees’ future. With us, young recruits can build a meaningful career while making a genuine impact on people’s lives.

 

CAN YOU LIST THE DETAILS THAT MIGHT ATTRACT RECRUITS TO…?

 

SPECSAVERS (Gordon Harrison) :

 

Specsavers’ mission is to change lives through better sight and hearing. Providing great clinical care, professional expertise, value and choice for our patients and customers is what motivates us all. We nurture our colleagues so they feel valued, cared for and supported to achieve their full potential. Our work requires many roles with different skill sets, so if it sounds like something you would like to know more about then why not visit Specsavers Jobs – Specsavers Careers – Join Specsavers UK & Ireland where there is information about how you can discover a career at Specsavers.

 

SONOVA

 

As a global leader in hearing care solutions, we’re in the business of transforming lives. From innovative personal audio devices to advanced hearing aids and audiological care, we’re a company that pushes boundaries every day to help more people experience the joy of hearing.

We have a diverse team of over 100 nationalities and our inclusive culture values every individual’s contribution, celebrating diverse skills and backgrounds so everyone feels connected – to each other and to the difference they make.

Our high-performing culture demands adaptability and tenacity, but in return, our employees have access to learning opportunities and inspiring projects, helping to hone the skills needed for a successful career in audiology.

Our unique blend of purpose, innovation, global reach, and a supportive
environment, make Sonova a place where you can grow, feel like you belong, all whilst doing the greatest good – changing lives.

 

DEMANT – HIDDEN HEARING (Richard Boyd) :

Students quickly realise that our gold Investor in People qualification is not just a badge, but that staff engagement and development really is at the heart of all we do. They find we really do care for our people. One of the highlights of my year is spending half a day with each new cohort to get to know the new trainees, I am always surprised that the new team tell me how unusual this is that they actually get to see and talk to the senior management team.

 

 

 

 

 

GN :

 

GN stands out for its commitment to integrity, fairness, and respect in business operations and employee treatment – this ethos permeates the company. Additionally, audiologists at GN find a strong sense of purpose in their work, knowing that they contribute to meaningful outcomes in hearing health. GN’s focus on people as a core part of its company strategy also makes it an attractive place to work, offering a supportive environment for professional growth.

 

BOOTS HEARINGCARE (Steve Rudd) :

 

Competitive salaries and benefits: We offer competitive pay, increasing annual leave with service, car allowances, monthly and annual bonuses, plus a robust pension scheme, ensuring our employees are well-compensated and secure in their roles.

Employee discounts: Our employees benefit from significant discounts at Boots stores, which extend to their families, adding additional value to their employment with us.

Ongoing Professional Development: We are committed to continuous learning, offering access to the latest audiology technology and training programmes to keep our staff at the forefront of the industry. Our Training Academy is a testament to this commitment, providing ongoing opportunities for professional growth.

Meaningful Work: Working at Boots Hearingcare means making a real difference in people’s lives by improving their hearing health. This sense of purpose resonates deeply with many of our recruits.

Strong Brand Affiliation: As part of Boots UK and Sonova, both trusted household names across the globe, recruits can be confident in the stability and reputation of their employer.

Supportive Workplace: We are dedicated to creating a workplace that values diversity, inclusion, and employee well-being. Through wellness initiatives and mental health support, we ensure that our employees have the resources they need to thrive.

Boots Hearingcare offers a unique and fulfilling career experience, supported by a strong brand, a commitment to professional development, and a culture that values innovation and inclusion. Join us and be part of a team that is making a meaningful impact on people’s lives every day.

 

LEIGHTONS :

 

There are a host of benefits that we feel make Leightons and THCP a best-in-class employer:

Tailored support with ongoing personal and clinical development.

Unlimited learning potentials.

The ability to provide customers with a comprehensive hearing assessment – appointments are 90 minutes so they don’t have to be rushed and customer care can be prioritised.

The freedom to freely fit hearing aids in a way that is suitable for each patient.

Competitive salary .

Latest innovative technology and equipment.

Friendly and inclusive working environment with a support programme throughout their time with the company and a network of mentors, clinical service and wider support teams.

External insight from organisations such as the IDA Institute.

LEIGHTONS: Contact The Talent Acquisition Team.