Talent Acquisition

Lance Foo (00:12):
We have 12,000 people across Asia Pacific. Typically, we do hire system engineers, desktop engineers, data scientists. Tele acquisition is currently in the seat of driving revenue for the organization. For every day that we are behind the schedule of finding a talent for our client. We are behind the schedule of supporting them and bringing solution to them in times. We want to make sure that we are first to market to win the top talents in a highly competitive technology landscape. Before we started Paradox, due to the manual interview scheduling, we dedicated three headcounts to scheduling full-time. They were dealing with about 500 interview scheduling per month.

(01:15):
Francis is able to relieve our recruiter from a lot of back and forth questions that the candidates might have with Francis. The rescheduling is also being managed very quickly for the integration with SuccessFactor. I think it has been definitely a huge time saver for rest ever since we've gone live. With Paradox, the time to schedule have dramatically improved from 24 hours to four hours. Our candidate cancellation has been brought down from 30% to 4%, and we are able to advance the candidate all the way from screening shortlisting and to interview process much smoother. We are able to feature Francis at the career fairs on the spot itself. The recruiters are not able to interact with so many interested candidates. At the same time, we do direct them to scan the QR code and from there Francis is able to take them across all the questions and it saves the time of the recruiter. The end results was definitely rewarding for all of us. With Paradox, the talent acquisition team are able to invest more time into candidate engagement and also stakeholders engagement internally. Paradox have been a game changer for NCS group. I will definitely recommend it to any human resources professionals and talent acquisition team leaders.

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.

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 (00:04):
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.