Name: AI-Powered Talent: Boosting Healthcare Recruiting
Uploaded: 2025-08-26T18:16:45.552Z
Duration: 51 min 24 s
Description: AI-Powered Talent: Boosting Healthcare Recruiting

Transcript for "AI-Powered Talent: Boosting Healthcare Recruiting": Hey, everybody. Welcome to our session today. We're gonna wait a few more minutes just to, make sure we can get everybody. Hey, everybody. We're gonna wait just a few more minutes, maybe till about five after, and we'll get started. Alright. Let's kick things off. Hey, everybody. Welcome to today's session. We are going to focus primarily on, talent acquisition specifically for the health care industry. Alright. Real briefly, a product statement. You know, please make your purchasing decisions based off of current functionality. We will discuss a little bit of road map items and future state things, but, feel, be sure to focus primarily on what's available today. Just a couple of housekeeping things. Note that we are recording this session. Q and A is available. So if you folks have any questions, feel free to submit them in the q and a box. And do note that not just this session, but all of our Workday live sessions are recorded and housed on community. So if you like what you see in the session and want to know more about other product areas of Workday, feel free to investigate that page first. Alright. So welcome to our Workday live. Really, these sessions are held specifically for, you know, our current Workday customers who are, curious about new SKUs or maybe you already have Workday recruiting and some of the SKUs available today, but you just wanna learn more. Both are are totally valid and, you know, we hold these to, strengthen our partnerships going forward with all of our customers. So, again, this time is yours. Feel free to ask questions, get everything that you need out of this session. A little bit of an agenda. Again, today, we are gonna focus on talent acquisition, and we're gonna cover a couple of different product areas. One being candidate engagement, that is our, CRM like functionality where we can start to reach out proactively to candidates. We're all go also gonna look at HiredScore, where we can see how artificial intelligence is being used proactively to, make your recruiters' lives a little bit easier, doing a little bit of that heavy lift at the top of the funnel for us. And then we're gonna round out today's presentation with the discussion around Workday messaging, how we can utilize text messaging, not only recruiting, but, in other areas of Workday, to make that communication streamline and a little bit easier. My name is Scott Endo. I'm an HCM solution consultant with Workday. I'll be, the one going through the presentation today. With me, I have, my colleague and good friend, Blake Nichols. He will be monitoring the chat and answering any of those questions. Like I said, ask ask away. Make sure you get what you need out of the session. Always happy to help. Now let's talk briefly about the health care industry. Everyone knows that, you know, health care specifically, during the pandemic, you know, the workforce went through a lot of different changes, you know, staffing shortages, longer work hours, and, some of those effects are still felt today. You know, in fact, as we grow and as the health care industry becomes larger and demands more and more workers, Mercer actually projects that there'll be about a 100,000, employee shortage by 2028, specifically in those clinical positions. I think nursing, those frontline workers. So, you know, how do we not only attract our our talent here, but make that whole process of recruiting them seamless, frictionless, easy on both the recruiters, and the applicants themselves, so we can hire those people more efficiently. You know? And on that same note, we're demanding more out of our recruiters. Those talent acquisition folks are being asked to become more and more efficient all the time, as we look for more talent, as we scale up different areas of our health systems. Usually, those recruiting teams don't grow that much. So how can we fill more requisitions, with, eliminating the growth of our headcount is something that we get asked by, our prospective clients all the time. And here's some metrics specifically, brought over from our hiring or or our hired score area of the business, through their value based studies and pulling their, customers. You know, here are the some of the things that we tend to see. Right? And I think, the the common theme across all of these bullet points is that, you know, hey. We have nurses out there, but it's just takes us a long time to uptake these folks. Right? It takes us too long to identify them, hire them, and, you know, put them on on the hospital floor. Now a quick reminder, we are talking about talent acquisition today and how we can utilize artificial intelligence to streamline this process, but Workday is working hard on infusing artificial intelligence, not just in talent acquisition, but throughout the product. Everything from streamlining simple routine tasks to augmenting more complex tasks, really transforming our prospects' business, by streamlining all of these processes and leveraging artificial intelligence to make the end users' lives that much easier. So just a quick look at, our total talent acquisition suite as it stands today. You know, we have we've always had that core recruiting, where that is the basis of, you know, identifying and hiring, moving candidates through the process. But recently, about a little over a year ago, we did acquire HiredScore, which, is our artificial intelligence, AI agent that helps us really find and focus the folks that we're looking for. We're also gonna talk a little bit today about candidate engagement, which is our marketing side of Workday, and then, of course, Workday messaging, enabling us to reach out, communicate, keep that communication going through the application process. And I'm sure everyone's heard, the new exciting news here that Workday does intend to also, acquire Paradox. You know, Paradox does a great job at, interacting with the candidates both on the front end through AI chatbots, interview scheduling. We don't have all the details today, but do know that, myself, Blake, we're both very, very excited on this new acquisition and looking for more features and functions to come as we, start to build those Paradox features directly within the Workday interface. Alright. So let's start off with candidate engagement. And as I switch over to my product environment, I am logged in as Carmen Cortez. She is our recruiter. And as the recruiter, we're going to take a look at all the features and functionality that candidate engagement offers her. We'll take a look at, the three main areas of candidate engagement. But before we get into candidate engagement itself, I thought I'd review very quickly, this concept of candidate pools. So if I navigate to my find candidates report, which is a stock report that comes standard in every single Workday environment, here is where I can take a look and search my whole, ATS record of different It's not in the process. Yes. I am seeing your fetch screen right now, not your candidate engagement. Okay. Thank you. Let's see here. Let me try and do window. Find candidates. Perfect. Thank you. You're okay. Thanks, Blake. I appreciate that. So navigating to our find candidates report, this is where I can use different facets to filter my current candidate database, everything from distance, candidate type. Note that I can search both internal and external workers here, and I can even specify things like years of experience, any types of degrees or certifications. Now, once I make these selections here, let's say that I want someone with one to three years experience with the BS. I can do a couple of different things here. I can either save this search and run this search later if it's something that I'm continuously looking for, or what I can do is just select a couple of these folks and add them to a candidate pool. And this is where that candidate pool functionality comes in. So we can certainly come back to the find candidates report, continue to review that, and manually search, you continuously, find the folks that I want, and put them directly into one of these pools. Now another thing that we can set up is this dynamic pool. Right? And what that dynamic pool is going to do is it's going to take those preselected filters. And every time that I get an applicant that meets that criteria, they'll automatically be put into that pool. And that's important because as we start to talk about candidate engagement, candidate pools are one of the primary drivers of, those lists of candidates as we start to reach out through our marketing efforts. So let's dive into candidate engagement here. There's three main areas of candidate engagement. One is the summary and, these, campaigns here. The campaigns are really a way where we can automate that outreach. We can standardize the process of what messaging we wanna send, the cadence around that, and what to do if, certain, individuals either, you know, don't open it, open it, etcetera. And we'll look at the details around that in a minute. We also have landing pages. You can think of landing pages as curated pages that really target specific, positions that you're trying to recruit. So maybe there's, a nurse specialty that's exceptionally difficult to find, or maybe we wanna target some of those physician specialists that are are hard to get to. We can set up individual landing pages that are custom built for those individuals. And then lastly, we have events. Events are a way where we can organize both in person or virtual events, collect information, and automatically put them into, Workday where we can search on them later. Let's start with campaigns. So as I click into my campaign work area here, note that I have several different campaigns set up. Some can be for internship opportunities. Others can be for, those registered nurses that I'm looking for. And as I click in, here are some metrics right across the top. Opened, clicked, how many applied. These are metrics that are continuously collected and calculated as we get more interactions with our campaign. Here is the pool that is tied directly to this campaign. So, again, we just reviewed the functionality around candidate pools. They can be static or dynamic. Right? So as we start collecting individuals in these pools, we can also automatically add them to that campaign outreach list as well. Here as we scroll to the middle, this is where we can control the cadence and the interaction with the campaigns themselves. So we have a start date for our campaign and initial email, and then we have conditional logic depending on that interaction. So if the particular campaign is opened, then what do we do? If it's not opened, what do we do? Right? And directly from this view, I can come in and also, preview the message both, how it will appear on desktop, or a mobile device. Alright. So, Workday is leveraging those messaging templates. We can control the layout, the verbiage here, the icons, and even target specific job postings within our organization for this campaign. Right. Okay. Just a quick look on what it's like to edit these. So if I make a copy and start to edit this, the ability to add additional messages, control what job postings I'm also including in this particular campaign, and then setting the delay. Both days, weeks, and months are all within my control. So pretty straightforward. I don't need any coding. I don't need, to know Python or anything like that to configure these. That's why, you know, candid engagement in particular is one of those SKUs that is self deployable by Workday customers. Okay. Just gonna back out there. The last feature we'll call out as it pertains to our campaigns is the analytics. So just like the rest of Workday, we have a pretty strong built in analytics tool. And this same analytics tool is also able to support our campaigns. So as I come into the reporting area for candidate engagement, note that I have all of the traditional metrics that I would expect out of a CRM, such as how many messages were opened, what's the open rate, how are different campaigns comparing to each other, which ones are my most successful campaigns as it relates to click rates, view rates, which campaigns have the most churn, which tends to get, bounced the most in terms of our messaging or caught in spam filters. Now here's where Workday differs from other CRMs. If I come into my job applications area, not only are we able to do analytics on that first initial interaction, but we're also able to measure the success of the campaign by the applicant flow through the process. How many applicants did we get to apply? How far in the process did they make it? Which campaigns produced the most offer letters? And then further on down the road, as we onboard employees and give them their performance reviews, we can even tie those performance reviews back to the campaigns. Right? So from our top performers, are they coming through these campaigns? Which campaigns do they come through? This is just another way where Workday allows our customers to really hone in on, not only the audit trail and, you know, tracking all that relevant information, but also honing in on what are we doing that's the most effective. Okay. Let's investigate the landing pages. Again, these landing pages are curated pages really designed to attract specific types of workers. This could be new, nursing grads. This could be experienced folks with, you know, very specialized certifications or really any, you know, job type that you wanna focus on as an organization. Note that I have the ability to control the images. I can embed video and, again, curate those individual job postings. I can also view this on the desktop or get a preview of the mobile, And I can also take, established landing pages and automatically convert them to different languages if I need to. Here, as I come in to edit these, again, very, very simple, straightforward, and easy to use. All I have to do is click on one of these pluses, and here I can decide, hey. Do I want to add another image, a text box, a button? Do I also want to put a prospect form or enter, additional job postings here? So what we've tried to do here at Workday is really make the interface of this easy to use. That way, your recruiters or people in marketing, people who are not technical can come in, edit this information, and, they're not relying on IT or even the business analyst to do this. Okay. So so far, we've seen how we can automate that outreach by sending out those campaigns. We also saw how we can curate some of those landing pages. Now let's take a look at event management within Workday. So, again, this is a way where we can organize, collect information around in person, virtual, or even hybrid events. Here's an example of the landing page that is managing this particular event. Again, we can hit put all of the relevant information here, who, what, when, where. Workday will all also automatically generate a QR code, where people can scan this and register. Once they hit that QR code, it'll immediately take them to this events registration page. Here, we're collecting first name, last name, email, but, this page is configurable. The user can also control what information is required and what isn't, just to make sure that we're making this process as easy and seamless as possible. We also have the option to drop off a CV or resume, directly here, highlight any skills, and then also consent to the terms such as, any type of marketing follow-up or contact, or even text messaging, which we'll see, in a bit here. Okay. So, as as people start to register for this particular event here, if we come into the event page itself, here's where we'll start recording, the list of registered folks. Note we have the name, their status, as well as email, phone number. So if we want to reach out them to them proactively, we can. I can highlight these folks in both. I can invite them to apply. I can also check them in if, we're meeting people at a booth or in person. As I meet the the individuals, I can mark them as checked in and also, type in any notes directly on their profile so later on, I can remember who I talked to. Now as I set up these events, note one thing that Workday can do is really start to set up associated candidate pools and candidate tags with this event. So every single person that registers for this particular event can either be put in a candidate pool for tracking later, or we can associate a candidate tag. That way we can figure out who we talked to, what event they came from. And when I go back to that find candidates report, it's very, very easy and straightforward for me to find the people that I wanna follow-up with. And that's really a key difference between Workday, candidate engagement, and other CRMs. Usually, there is typically a step where we have to download the records from our event management software and then reupload them into our current ATS or our CRM. Workday eliminates that step by providing tools so these candidates flow seamlessly directly into our Workday recruiting environment. Alright. Okay. So that is, in a nutshell, very quickly, our candidate engagement product. And let's see if I can go back to my I'm sorry. Folks, let me get back to my PowerPoint here. Just to tie off on a couple of the metrics. Okay. So, you know, broad scope here, some of the, customer success stories that we've seen with candidate engagement. Hey, Scott. Yep. We're still seeing the diversity and inclusion networking. Okay. I apologize, everybody. This is I guess, I have to get back to this window. Sure. You know, since we are talking about health care thanks, Blake. You know, really with our our acute care customers, like I said, it really helps them hone in on those difficult to fill positions. With that, let's start talking about HiredScore. Now, HiredScore is a relatively new acquisition for us. We acquired them a little bit over a year ago, and, like I said, it's a way for us to utilize artificial intelligence to really help our, recruiters on the front end. Some of the, metrics that we've seen across, HiredScore customers, you know, is really just, enabling recruiters to be more efficient. Right? So one that really pops out is, you know, 70% of reqs covered by existing talent. We all know that the typical recruiting motion is to go out, advertise the job, take in a whole pipeline full of candidates, wheel them down to maybe a handful, hire one person, start all over. What HiredScore really allows, you know, recruiters to do is mine that talent that we've already talked to. You know, we already know that they're interested in working for us in our organization. So how do we optimize, make the most out of the folks that we've already talked to? Right. Okay. And that's where HiredScore comes in. So really quickly to note, with our latest release, 2025 r one, we've started to take a few of those HiredScore features and build them directly within to Workday. So here, I'm looking at my candidate grid, and this fetch functionality is embedded directly within this candidate view. So as I'm making decisions on which candidates to forward in the process, I have the option to come over and view some of this HiredScore information here. Now if I come over to the candidates grid, I can also put that HiredScore grade directly within this view to get a quick look at, hey. You know, how is HiredScore ranking these individual candidates? Alright. Alright. I I know we're throwing a lot of terms at at everybody, so let's go ahead and dive directly into HiredScore. And, we'll explain a lot of these terms that that I'm using here. And we're gonna start off with the fetch feature. So what is fetch? Fetch is a way where HiredScore can scan your existing, ATS records and proactively match, people that we've talked to in the past with this current job requisition, this registered nurse ICU that I'm trying to fill. Now with Workday's acquisition, Workday also maintains the integration to and from HiredScore, meaning that, it's very, very tight. It runs seamlessly in the background. And what this particular fetch feature is able to do is as we start creating new requisitions within Workday, HiredScore can automatically scan those requisitions, distill them down into its core elements, and then combine that with, the, candidate record to find the best match. Right? So, typically, in terms of attach rates, meaning, you know, if we post a job out on LinkedIn or a job aggregator, how many people apply? Typically, those attach rates hover between 13% for the industry, you know, depending on how effective your marketing is. The attach rate for the fetch feature is actually about 35% for highest score customers, you know, industry wide regardless of the type of industry. Health care specifically actually, is above 40%, and there's a couple of different reasons for that. Like I said, number one, we know that this list is already very interested in working with us. And number two, HiredScore is already scanning their application and deeming them pretty qualified for this particular role. So the two biggest hurdles that we typically have to overcome early in the process, we've already eliminated, and we're creating this short list of candidates to reach out and contact for our recruiters. Alright. So this fetch feature really helps those recruiters, you know, optimize their day, really save a lot of time. Now once we set up, you know, that job requisition, maybe we go ahead and post it to a job board, a job aggregator. As we start getting applicants applying to our job, this is where Higher Score will start to incorporate that letter grade. So here we can see a, b, c, d is kind of the, this the ranking of our candidates. So what does that mean? Well, if I click into Britney here, this is where, we can have a little bit more detail on why HiredScore thinks Britney is an a candidate. Few of the things highlighted in green on the left hand side. One, she meets, the relevant years of experience, has the right degrees, and then also has the correct certifications for this particular job. And that's why HiredScore is deeming Britney an a candidate here. Right? So this is one of the core differences within HiredScore. You know, other AI technologies, they'll give you results, but it's a little bit of a black box. HiredScore is very, very transparent in the results that it gives. And anytime I see one of these highlights in green, I can even click on it, and HiredScore will highlight directly within the application itself where it's found that information. This is a key difference with HiredScore and also one of the primary reasons that Workday decided to acquire them. They really fit our ethos of being transparent, with with our results here. So let's dive a little bit deeper into the grades themselves. So when we start comparing these candidates to the job requisition itself, an a candidate will have all of the required, attributes for the job requisition plus maybe a little bit more. So if the requirement is three years of experience, maybe Britney has five. Maybe she also has additional degrees or certifications. A b candidate would have all of the requirements, but just barely. A c candidate would be maybe missing one or two key requirements, and a d candidate would, have not many matches across the requirements, so not not really qualified for the job. Right? But just because we have individuals that are ranked as a c for this particular registered nurse ICU position, it doesn't mean that they wouldn't be a great fit somewhere else in our organization. So as I click into Isabella here, again, we can see a lot less green, hence the reason that she is labeled as he. But if I click on this recommendations area, this is where HiredScore can scan the list of open job requisitions, that are currently open and highlight other positions that Isabella might be a better fit for. And directly from here, I can recommend Isabella to my recruiters, my hiring managers, etcetera. I can also reach out to Isabella proactively and invite her to apply. You know, send her a message to say, you know, hey. We reviewed your application. We think you've got some great, strong, experience, but we think you'd be a much better fit for this other role. Again, this is just another way where HiredScore is enabling our customers to really optimize that candidate flow and not waste any of those contacts that we've spent precious marketing dollars attaining. Alright. So that is hired score. Let's talk about, messaging. So messaging, is a way where we can utilize text messaging to reach out to current candidates, within our pipeline. But keep in mind that Workday messaging can be used not only for recruiters but also any business process, within Workday. Since we are talking talent management, talent acquisition, let's start with the recruiting part first. So if I come into, you know, my, Workday where I'm logged in as my recruiter, Carmen Cortez, here, again, we can go to our find candidates report, highlight a lot of, candidates within our database here, and go ahead and send them a message. Now note that we have a couple of different contact options. So we can certainly send them an email, a push notification, or if they are an internal Workday employee and they have that mobile app directly on their phone, or I can select SMS text messaging. Here, we're also utilizing, templates where we're automatically bringing in the first name, job posting, as well as the recruiter name directly. And once I hit okay, that text message will automatically be sent to all of the candidates that I've selected. Now within Workday recruiting, we also have that bidirectional communication through text messaging. So if I come over to, oops, my two way messaging area, again, this is our recruiting dashboard. We can get a summary of all of the text message, conversations I have going front and center here. So as I click into that area, and take a look at an individual candidate within my pool, here's where Workday is going to record all of the back and forth conversation I'm having with Piper, through text messaging. Note that this is date, time stamped, audited, and it'll also, stay with Piper as a candidate regardless of, you know, if she comes back and applies to another job in the future. We also have opt in built directly within the application itself. So, you know, everybody is signed up for one of those reward programs either through Target or Kohl's. And, you know, whenever we sign up, we always have that checkbox that we're consenting to receiving text messages. Right? So Workday has that built in directly to the application itself. So here's that checkbox. I consent to receiving text messages or marketing. And as I come in, put in my experience, submit that as a candidate, here's where we can see the results of that show up again on my mobile phone. Congratulations. You've signed up. Here is a link to an active application. Alright. I mentioned earlier that we can also, put text messaging directly into custom business process notifications as well. So here is an example of that. Really, any business process within Workday can have text messaging as a standard step within the process. This is an example of, an employee requesting a shift swap, and we're just sending Marcus here verification that his, request has been approved. So lots of different use cases, ways that I can utilize messaging directly within Workday. Here are just a couple of examples. Alright. For a more in-depth, presentation, you know, feel free to reach out to our recruiting team, our our sales team. We can get you in touch with, someone like myself, to do a more in-depth, you know, presentation around any of the product areas that we've covered here today. Alright. And lastly, I am going to attempt to get back to my PowerPoint here again, and we'll tie off with just some things around our road map that are coming up. Okay. Again, double safe harbor applies for these road map items. Mhmm. So, one thing that is coming, this fall is the ability to apply using, social media logins. Right? So coming in, applying directly with, your Google account, Apple, LinkedIn, Facebook, things like that. We're also going to add a feature where candidates can select, the shifts that they're able to work upfront in the application itself just so recruiters can really focus on, the people that are able to work those shifts that they're looking for. We're also embedding fetch into those recruiting campaigns. So under that candidate engagement, those targeted messages that we're sending out, as people start to come in and apply through that, we can also utilize that fetch technology. We're also launching a mobile friendly, onboarding experience to really streamline and make user friendly that initial preboarding and onboarding process. Alright. Also, talent routing. What talent routing does is it automatically routes, applicants matching up their skills, experience, and redirecting them to specific stages within the process. Right? So, again, really using artificial intelligence to scan their application, figure out what types of jobs they'd be fit for. If they're a fit for this particular, job requisition, maybe we can fast forward them in the process, taking some of the clicks out of that, recruiter experience. Oh, and also orchestrating that process, entirely through, places where hiring managers, you know, even recruiters tend to spend most of their time. Here's an example of, you know, doing everything directly through Microsoft Teams, just as a way to, again, shorten that time to fill. Same thing, hiring navigator, really guiding our hiring managers through the process. We're also embedding AI into Finley, so being able to leverage HiredScore's AI capabilities when staffing projects, connecting it directly into our BINly product coming out in '26, so release one of next year, and then really, improving that applicant experience by, creating those interactions directly through mobile. And depending on the information that we collect upfront, being able to leapfrog them through the process, you know, for those specific job requisitions where maybe it's purely based off of certifications or licenses. We can really take the people that, you know, have those licenses and fast forward them into the process. And, really, all of this adds up into trying to automate that front end of the process for the recruiters as much as possible, freeing up their time so they can focus on other value add activities. Okay. Let's see here. Alright. That is everything that I had planned to cover today. Again, if you have any questions on anything that we've covered, please please feel free to reach out to, your customer base account executive or, your customer success person. We're always happy to answer any questions, show show you more product, dive deeper into any of the talent acquisition SKUs, and answer those questions more in-depth. Alright. Thanks, everybody, for staying with us for for this long. Have a great day. And, again, don't be shy. Go ahead and and reach out to us.