How Workday integration and automation saved CHOP $667K

A commitment to excellent care

The Children’s Hospital of Philadelphia (CHOP) is consistently recognized as one of the top pediatric hospitals in the world, offering life-changing research and clinical expertise as they advocate for children around the globe. They are guided by the core belief that their patients and families deserve the best care—which means they need to provide a staff rooted in excellence.

“Our values and mission are to provide the best pediatric care possible to our patients and families. In order to do that we need to be able to hire and retain the best talent possible,” said Bryce Moser, Talent Acquisition Operations Specialist at CHOP.

Their total number of employees has continued to grow, and now with over 20,000 employed, the TA team is tasked with filling thousands of roles for medical staff and administration.

Problem

The hiring processes at CHOP were historically rooted in manual efforts with limited integration or automation—which heavily slowed the process, making it hard to find qualified candidates.

“We had no standardization in our hiring, so it was hard to qualify candidates. Manual efforts slowed us down, and candidates were also dissatisfied with the process,” said Aimee DiMichele, Senior Talent Acquisition Operations Manager at CHOP.

The CHOP team used asynchronous video interviews for some roles, but they needed to manually choose the questions for candidates to answer on each individual requisition. They also had to manually share an interview link with candidates, which posed its own problems.

• Candidates shared the link with others, so the team received interviews from people who didn’t apply.
• Teams had to manually type candidate names and copy/paste emails, inviting room for error in high-volume scenarios.
• Even with no phone screen, the process was time-consuming and inefficient.

Solution

The team looked for a multi-dimensional solution—an automated option that would integrate with their ATS.

“We were undergoing a Workday recruiting implementation at the same time we were looking for a new video interview platform, so we needed a vendor that integrated with Workday, because our previous vendor didn’t have the capability. We also needed an option with automated texting and engagement pieces to strengthen both our candidate and recruiter experiences,” said DiMichele. The team turned to HireVue’s conversational AI for prescreening, OnDemand and live interviewing, and self-scheduling.

“When we searched for a solution, we wanted a way to work differently, automate tasks, change processes, and save money along the way for stronger, faster, more efficient hiring—and with HireVue we’ve been able to do all of that,” said DiMichele.

The Result

• 85 NPS
• 92 CSAT
• 1695 hours in annual time saving due to automation
• $667,000 saved year-to-date in efficiency
• 6,743 hours saved per year replacing phone screens

The new automated hiring process is powered by the strong integration between Workday and HireVue. The team is able to launch HireVue Assessments without having to leave their ATS—offering back time to recruiters who no longer have to manually screen and interview candidates. They’re now able to spend time on the more strategic parts of their job—sourcing, consulting with hiring managers, and making offers.

HireVue offers a positive experience for recruiters, making their day as easy as possible. In addition, the team now has enhanced data integrity, because the TA team isn’t spending time bouncing between screens, running the risk of typos. And for an organization hiring at scale, the efficiency adds up in time and bottom line savings,” said DiMichele.

“In one word, HireVue has been ‘transformative.’ It has helped us really change our process. When we didn’t have a lot of standardization or efficiency, that’s what it provided,” said Moser.

“I’ve been part of several system implementations, and almost everything comes back with some sort of gripe. The HireVue implementation had no major negative feedback with only positive reinforcement. After only a couple weeks in, one recruiter who was originally skeptical of the process, told me how awesome the tool was because it got him to candidates quicker.”

And ultimately, the team at CHOP recognizes the importance of the fact that their employees also frequently have personal connections to the hospital, so establishing hiring processes that treat candidates as humans first is of utmost importance.

“CHOP is a leader in pediatric care, and we want our candidates to feel that same way when we’re going through the recruitment process. We want them to feel that they are coming into an innovative situation where tech is at the forefront, and we are pushing the envelope in many different ways—for patients and employees,” said DiMichele.