5 min read

Saving $150,000 annually with hiring automation.

How UnitingCare Queensland streamlined their recruiting process with conversational AI.

2 day

time to contact

3,300

hours saved annually

65,000

questions answered annually

About

UnitingCare Queensland

Annual hires

5,000+

Employees

15,500+

Volunteers

8,000+

UnitingCare Queensland is a nonprofit that provides aged care, disability support, health care and crisis response services throughout Australia. One of the nonprofit’s arms, BlueCare, specializes in aged, disability, and community care. Trusted since 1983, BlueCare employees and volunteers help create better living environments for senior citizens, ensuring that as people grow into their older years, they still live life in all its fullness.

About

Amanda Dyson

Head of Talent Acquisition

UnitingCare Queensland

Amanda leads a team of 30+ TA professionals supporting the 4 sectors of the business — with 70% of the TA workforce spending time on BlueCare. With annual requisition numbers above 5,000, Amanda knew that headcount alone wouldn’t make this function the most efficient that it could be.

What problems were they encountering?

Excess administrative work.

Recruiters should spend more time focusing on high-value recruiting tasks.

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Slow hiring process.

Candidates often had to wait days to hear back from recruiters.

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Limited accountability.

Give candidates more points of contact to reduce the chance of drop-off.

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Low-touch experience.

Candidates were left in the dark about their hiring process and application status.

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Meet Olive, BlueCare’s conversational AI assistant.

Olive engages candidates via mobile and handles administrative hiring tasks like screening and candidate Q&A. Olive’s ability to provide a high-touch experience for candidates, while lifting the burden of monotonous work for the BlueCare team, has improved the hiring experience.

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In order to help BlueCare’s team make 300+ hires every month, Olive speeds up the hiring process and free’s up recruiters to spend more time on high-value recruiting activities.

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Time back for high-value work.

Helping recruiters focus on vulnerable areas.

With specific locations having more trouble on requisitions than others, time savings allow recruiters to shift efforts into regions that are harder to fill.

Being able to meet clients in person.

Olive allows recruiters to actually go out on-site and go visit leaders or clients — allowing them to get a really good understanding of what it is like to actually work on the front line.