How to choose your clinic for a hair transplant in Turkey?

With its almost endless coastlines and rich in history, Turkey has always been become one of the most fascinating touristic destinations.

According to the Ministry of Culture and Tourism website, the number of foreigners visiting Turkey has increased by 9.35% year-on-year to 4 million in May 2019.

Now, there is another booming sector that directly boostsaffects these numbers. Medical tourism services in Turkey have been bloominged really wellin numbers in recent years. The volume of medical tourism in Turkey is $2.5 billion in which hair transplant industry plays an important role..

There are around 350 hair transplant clinics and medical assistance travel companies in Istanbul only.

The Turkish hair transplant industry is worth over $1 billion, and 5000 hair transplant candidates visit the country each month. Each month, oOver 1500 hair transplant operations are performedconducted in Turkey monthly. 1200 of this numberwhich are done only in Istanbul only.

But, how are you going to choose the right and the best clinic for your hair transplant in Turkey?

Along with other reasons, the cost of hair transplant is one of the key determinants for hair transplant candidates to choose Turkey. The cost of hair transplant in Turkey is cheaper than those of the other top destinations. In Turkey, hair transplant prices differ from as low as £€1500 1300 to £€3000 2500 in total.

Hair transplant costs in the UK, for example, areis around as high as £€15000 13000 to £€20000. This huge difference between the prices should not worry you. Cheaper does not always mean poorworse service at all times. The hair transplant costs in Turkey are determined by the economic factors in a country as well as alongside the local labour costs. In short, you can have the same or even better quality hair transplant in Turkey for much lower price compared to the UK.
Right Clinic for a Hair Transplant in Turkey

For a hair transplant candidate, Turkey also offers a variety of hair transplant clinics. Only in Istanbul, there are around 350 hair transplant clinics.

Lots of options, right? So, how are you going to choose the right and the best clinic for your hair transplant in Turkey? For a hair transplant candidate, Turkey also offers a variety of hair transplant clinics.

Cost of a hair transplant is important but iIn addition to the financing optionsthat, a hair loss patient needs to think about some credentials, too, before deciding on a clinic.

A top-notch clinic should be able to provide patients with the utmost quality service.

All-Inclusive Hair Transplant Packages In Turkey

In Turkey, hair transplant procedures are offered as different packages. These packages usually include individualised advice, pre-operative consultation with blood tests as in the UK.

Furthermore, there are accommodation services at 4 to 5-star hotels, VIP transfers as in round way airport-to-hotel and hotel-to-hospital, hosting personnel staff whothat support the patient during the entire procedure, translator services, and post-operative follow-up procedure up to a year with warranty.

If the clinic where you think of having a hair transplant operation provides such packages, you should also consider the following factors before you make your final decision. decide on it.

• It is always important to choose the best surgeon. Although hair loss patients usually do their research online and from community platforms, the procedure is different for each candidate.

• Your own research and friendly advice may only give you a rough idea about the whole procedure.

• ToFor that end, you may visit a clinic website for a free consultation. Here, experienced case managers will comfortingly guide you for the best-personalised treatment plan. You will be asked for photographs of your balding, receding or thinning hair areas on the scalp.

• Here, a good case manager should be able to stress that it is not the price but the suggestions by the medical expert review that does really count in.

• A piece of good medical advice comes from the surgeon. The surgeon should be able to determine your hair loss pattern along with the future redistribution of your hair loss, and restoration at the same time.

• The number of grafts should accordingly be accounted for. A good surgeon here should be able to offer you the right procedure.

• Hair transplant procedures are not limited to only a few options. In Turkey, right clinics are those thatwho offer FUE hair loss transplant, Unshaven DHI hair transplant, Sapphire FUE Percutaneous among others.

• But, not everyone may need a hair transplant operation directly. According to the type of hair loss, and other factors such as general health and age, the right clinic for a hair transplant in Turkey should be able to advise you the best option.

In summary, the right clinic for a hair transplant in Turkey is the one that provides both the travel assistance services and the most experienced surgeons and their medical teams. The clinic should be able to put patient satisfaction above anything else. In this regard, clinics that offer a 365-day follow-up aftercare protocols do a good job. For instance, MCAN Health, a medical travel assistance company based in Istanbul, recently created a comprehensive guide to hair transplant in Turkey. You can read the guide here to learn more about clinics for hair transplant in Turkey.

How to reduce the costs of recruitment

Recruitment is all about gaining an innovative and competitive edge by having the best people working for your company.

In most companies around the world, recruitment therefore takes a huge chunk of the overall operational costs.

Our new research has found that up to a third of new employees aren’t passing their six-month probationary reviews, costing companies thousands of pounds and creating long-lasting negative effects on businesses. In fact, on average, businesses spend £6459 a year on recruitment and hiring. If a candidate doesn’t work out, not only are these fees lost, but the salary for the probationary period is also wasted – not to mention the time you and your team has spent interviewing and on-boarding. With the average advertised UK salary being £35k (according to Adzuna), this equates to at least £17k lost over a six month probation period.

As a business owner, it is crucial to understand how much recruitment is actually costing your company – and to identify the biggest hitters – before you start searching for smarter ways to recruit and reduce these costs. Some of the direct costs to recruitment include turnover, HR Administration, job board fees, agency fees and advertising budgets, onboarding budget and processing costs. Once you have identified which areas of the recruitment process you are spending the majority of your money on, you can then hone in on those areas to save money.

Gone are the days when money was well spent on traditional advertising – you could get an advert on Monster or Indeed and feel pretty confident that the best and brightest candidates would fill your inbox with CVs. But not today, because the top talent is already at Google, Facebook or one of the sexy, leading startups such as Onfido, Revolut or Pleo.

There’s no quick fix like a traditional advert anymore, and cracking the code to building world-class teams is not done overnight. To embark on a future-proofing journey that will help you create a modern, flexible and highly skilled workforce, there’s a few questions that should be front of mind before you start out:

1. Do you hire the right people in the first place?
2. Do you incentivize them to stay for long enough (but not for too long!)?
3. Do you measure how motivated your workforce is so you can increase their performance?
4. Do you work with a blended workforce of both freelancers and permanent employees?
5. Do you embrace the latest in recruitment technology?

Not sure how to find the answers? Here’s my top tips for you…

1. Do you hire the right people in the first place?

If you hire the right person in the first place, you can save a lot of time in finding a replacement in the future and just focus on how you can grow and retain them. It might sound like I’m stating the obvious, but our research demonstrates that the traditional recruiter method of securing talent is simply no longer working – companies aren’t getting the right person, first time around. Organisations clearly feel that traditional recruiters lack knowledge in terms of what their business involves and what they need in a candidate. In a fast-moving world, where getting the right skills at the right times could mean the difference between success and failure, any lack of understanding can cause real and expensive damage. Worryingly, the research also found that only 8% of businesses feel new hires have all the skills needed for the job.  It’s clear, therefore, that businesses really need to spend more time looking at what talent they need, and using an approach that looks into the biggest talent pool available if they are to have the best chance of getting the right person first time around.

2. Do you incentivise them to stay for long enough (but not for too long!)?

Our research has found that over a quarter of businesses prioritise cost over quality when it comes to recruitment, but 21% say they later come to regret that decision. It’s good to offer a competitive salary package right away so you don’t waste man hours by forcing recruiters to negotiate and re-negotiate with potential candidates. Also by giving staff slightly above-average salaries, you are basically saying that you expect above-average effort! The larger salaries will generally incentivise a culture of better work output – plus they are less likely to want to leave – saving you money on recruiting again.

Paying people what they deserve will cut your recruitment costs overall as you have a higher skilled and more dedicated workforce. Whether you hire freelancers or permanent employees, remember that quality work costs money, so be prepared to pay. If you want to save money, you should seek to cut out or negotiate lower fees to your recruitment partner (saving you 15-25% of the yearly salary).

Taking it a step further, more companies – in my opinion – should grant shares or warrants to employees so everybody truly has an incentive to give it all they’ve got.

3. Do you measure how motivated your workforce is so you can increase their performance?

When you have managed to attract the right people and pay them enough, you’re only halfway there. The reason is that for the skilled labor force, money can only motivate up to a certain point – and most people with skills in high demand have no worries over money and would happily go for a lower paying job if it brings them unique learning and development opportunities, as well as great culture and lots of flexibility.

To start working proactively with motivating your workforce you need to know how motivated they are in the first place. Use tools such as Peakon (known for providing one of the best digital platforms for measuring employee engagement) and Thrive Global (solutions for enhancing employees’ health and performance) to know how your culture and work environment impacts your employees. If they’re not happy, you’ll want to know why. If they’re happy, you’ll also want to know why. Not knowing if they’re happy or not, and not knowing why will kill your company.

4. Do you work with a blended workforce of both freelancers and permanent employees?

Most companies in the UK severely struggle to find the competencies they need to keep their businesses running – especially in across the Tech and IT landscape. To gain a competitive edge, businesses must tap into the flexible labour market to future-proof themselves against any upcoming skills shortage. According to the 2018 Talent Shortage Survey, large companies in the UK with 250+ employees have the most difficulty filling job vacancies, with 50% of employers experiencing skills shortages. Large companies account for 0.1% of businesses, but they employ 40% of the total workforce. This demonstrates the significant impact this skills shortage has on the wider labour market. SMBs are feeling the pinch too, with 45% struggling to find the competencies they need to keep their businesses running.

Leading companies not only use freelancers to put out fires and cover the gaps, but proactively work to find the best and most skilled freelancers to work in sync with their permanent workforce. They understand that it doesn’t matter so much what the contract says (perm or freelance), but that going for the right skillset is far more important.

Having a +30% share of the workforce on freelance contracts is not uncommon amongst fast growing tech, creative and IT companies. This share will likely grow in the coming years, so it’s better to get on top of finding, hiring and managing freelancers efficiently sooner rather than later.

5. Do you embrace the latest in recruitment technology?
   Using technology alongside or instead of the traditional recruitment methods is the best way for hiring managers to access the talent they need in a smarter and more sustainable way. The right recruitment-tech can help businesses validate and hire talent more quickly and more affordably than traditional recruiters or job boards. Depending on your location, industry and the roles you’re hiring for, you should check out the latest in:
   a) crowdsourced recruitment (where you ask a big network of people to recommend people and give referrers a referral bonus if you hire who they recommended);
   b) freelance marketplaces (that uses AI to match your specific role with thousands of available freelancers in your city to speed up hiring and get access to a new labor-pool);
   and c) tools like The Dots (big network of creatives) and skill-specific Slack and Reddit groups where people gather to get geeky.

And here’s one final extra tip… take advantage of social media

The ability and willingness to communicate socially allows an employer to provide an insight into their day-to-day operations, their vision and values, and the type of people who work there. This transparency and authenticity will help to increase the volume of applications you receive from individuals who are already confident that they’ll fit your culture and share your vision and values.

Best of all, social media can be (almost) free – all you need to invest is a little time in putting together the right messages and campaigns, and interacting with your followers. You can of course opt to pay for advertising campaigns to target specific audience groups if you want to take it a step further.

When you’re just starting out, the trick is to choose to focus on the most appropriate channels for your audience, rather than every possible platform. You’ll probably find that LinkedIn is the most relevant to your recruitment strategy. If you’re not sure what techniques are most effective on social media, turn to the countless blogs that cover the subject, or ask your marketing colleagues for support and advice.

Mathias Linnemann

Mathias Linnemann is the Co-founder of Worksome, an online platform that matches companies with on site freelancers and contractors using new technology. Before founding Worksome, Linnemann worked as Industry Manager at Google for 6 years with the responsibility of handling Google's clients' digital transformations. He has a Master of Science in Innovation & Business Development from Tsinghua University in Beijing and from Copenhagen Business School.

5 ways to get CGI influencer marketing right

CGI influencer marketing is a great alternative to traditional influencer marketing. As it can cost you a lot less and you don’t have to deal with the problems associated with ‘real’ influencers. But you won’t automatically begin generating great results. For this, you need to follow a process that works.

Therefore, to help you get this right I have shared my top tips below…

Learn about your audience:

To get CGI influencer marketing right, you need to first understand your audience. This will help you devise a better strategy and pick the right CGI influencers.

So, spend an ample amount of time gathering as much information as you can about your target audience through surveys, interviews and publicly available data.

Create your strategy:

The next thing you must do is create your strategy. Here, you need to think about what you want to achieve and how you can achieve it by reaching your audience with the right influencers.

You should also consider your budget. This will help you decide which influencers (micro or macro) you can afford and how many posts you can pay for.

You will need to plan the time frame too. It is better to spread the posts over several weeks and months instead of getting them all to go live at once. This will help you easily figure out which influencer got the best results.

Find the influencers:

After you have a strategy in place you can begin looking for the influencers. With CGI influencers you have two options…

Working with existing agencies: If you have a short-term goal, you can simply go to an agency and work with the CGI influencers they have already built.

Create your own influencers:If your goals are more long term i.e. you want influencers who will promote your products and company for years, it would be better to create your own influencers. This will take a while as you need to grow the accounts before you begin promoting the products, but it is worth the investment as you will get more sales for cheaper in the long run.

The effort you put in now will pay in the future. But be careful with this approach as you need to get this right the first time.

You need to remember that you are creating a personality that your audience can associate with, and not just a robot. As Tal Melenboim says here, “Zoe Dvir is our first CGI influencer, she is a young, trendy, and inspirational figure whose message to her followers encourages them to be themselves – “You’re amazing just the way you are”

As you can see he didn’t create Zoe, his CGI influencer, arbitrarily. She has a personality and he developed her to fit into this after conducting plenty of research. She is also very young which makes her perfect for Instagram (the network she has an account on) as it is frequented by younger users.

Get the agencies to post:

If you have decided to work with influencers owned by an agency, you can begin creating the posts. Make sure you place emphasis on the photos here. You need to publish a photo of the CGI influencer using the product. If it is a piece of clothing, the influencer needs to be wearing it. While if it is food you need to show the influencer eating it and so on.

Also ensure that they write some good copy that really sells the product. It should also include a call to action and instructions on how to find the product. But don’t sound too salesy as it needs to be in the influencers’ own words. And don’t forget to add some hashtags as they can increase engagement.

Track post performance:

The final step that will be left for you to do is to track the performance. This will help you filter the influencers that bring results from the ones that don’t. So, you will know who to work with in future campaigns. Also, if you ever decide to create a CGI influencer in the future (or more of them if you already have one) you will have a better idea on the influencer you need to model it around.

Conclusion:

This is the step by step process you need to follow to get CGI influencer marketing right. It will ensure that you get the exact results you are looking for both in the short term and long term.