Healthcare

Carlos Fernandez (00:04):
One of the data points that jumps out when we think about paradox and how it's addressed our need and our solution to our need is the conversion rate at evening shifts. Because our recruiters are home with families, they're getting re-energized for their next day, and in return evenings, weekends, our nurses are not stopping. And so as that clock continues to turn, to be able to meet, exceed those conversion rates at that level is really a necessity in this market.

Steffanie Chaviano (00:10):
In our space, we get so nervous about ai, get scared that you're losing that people element. What I have learned and what I'm so excited about is that if you utilize it in the right way, it actually is an incredible partner.

Carlos Fernandez (00:25):
So working together with paradox, we put our emphasis to capture, to really drive that forward.

Speaker 3 (00:32):
And so we've been able to really increase, not just show rates for interviews, but really our conversion of applicants to interviews.

Shay Johnson (00:39):
Being able to look at a candidate's profile and see not just an application, but having an offer and an onboarding experience, all going through the same sort of virtual assistant that's keeping everything consistent, that's keeping everything moving.

Rebecca Volpano (00:51):
So if I'm a prospective candidate, I can engage with Olivia and get my questions answered. I can also use the quick apply process to get myself in front of a recruiter. So if I think about what

Steffanie Chaviano (01:04):
The right way to hire is, it's utilizing tech in the right way so that recruiters and others have the bandwidth to have the right conversations with candidates and really bring in quality and present quality to your hiring managers.

John Higgins (00:05):
Historically, we scheduled about a hundred interviews a week manually through both our team of recruiters as well as a couple of dedicated interview specialists. There is suspicion in terms of leveraging technology to take on activities that humans used to do, and when you're in the healthcare industry, there's anything but regular business hours. It's a 24 by seven by 365 operation on the backend. What it's achieving in scale has far surpassed any of the doubter's concerns. The light bulb moment for me has been the opportunity for candidates to be able to work 24 by seven by 365 with our career site and with Olivia, and ensure that they've got a delightful, consistent experience in considering a career at Essentia Health. A tool like paradox really is demonstrating to our team that we want to make sure that they're spending their time on the activities they want to spend their time on rather than the administrative tasks that are required. All of that work has now been moved to Olivia, which ultimately leads to greater efficiency in terms of our ability to get jobs filled. And more importantly, we're in the healthcare business, so we're impacting patient lives at the end of the day, getting more people into our system, into our interview process, and hired means we're getting better patient outcomes.

Steffanie Chaviano (00:05):
Before we partnered with Paradox, we were hiring on average about 400 behavior technicians a month. Pretty quickly, I would say maybe three months post implementing Paradox. We were able to get to 600 hires a month, and that maintained pretty steady. Within recruiting, we were dealing with just inability to figure out how to hit higher than 400 hires a month. We desperately needed to figure out how to bring in a higher volume of hires. It was a really manual, inefficient process when it came to the volume that we were kind of dealing with on a day in, day out basis.

(01:32):
Our retention has improved pretty dramatically since we rolled Paradox out. We saw more than seven hours of time saved per recruiter per week. We've been able to move coordinators into recruiter roles because it really reduced the need for coordinators to go and do the paper chasing. By implementing conversational a TS, we were able to double our hires and our recruiters were able to focus on the work that they really love to do, and it's just been a game changer for the team. It's allowed us to increase our hiring without increasing headcount and just provide a better overall experience for our candidates.

Steffanie Chaviano (00:04):
Our biggest need really is being able to have a solution that answers a lot of different problems. We aren't just looking for warm bodies, we are looking for individuals who maybe have a bachelor's who have experience within this specific skillset, which is providing behavior therapy to kids that are on the spectrum. If it is the right position, my recruiters can really focus on having those meaningful conversations, and Olivia will be able to provide that for us. We'll give the recruiters that time to do that.

Carlos Fernandez (00:04):
One of the challenges that we saw was our recruiters being able to connect with nurse candidates at all hours of the day. There's generally day mid and night shift physicians, and so in some cases nurses are coming off assignment at 7:00 PM going into work at 7:00 AM or vice versa. And so one of the areas that we partnered with Paradox on is addressing that issue. Our recruiters are at home with their families In return. We needed a chatbot and intelligent automation to be able to connect with candidates at all hours of the day.