Trilogy Health Services, LLC prides itself on providing exceptional, comprehensive care to residents in every community they serve. This requires hiring exceptional health care professionals, which is no small feat in a labor market where the demand for health care professionals outweighs supply. For years, Trilogy has relied on CareerBuilder’s solutions to hire quality professionals and help keep up with the demands of a growing organization.
CareerBuilder recently spoke with John Turner, HR Tech Analyst at Trilogy, to discuss Trilogy’s partnership with CareerBuilder, and how they’re using Talent Discovery to find the right people ahead of the competition.
CareerBuilder: Tell me a little bit about Trilogy Health Services’ relationship with CareerBuilder and how you’ve worked with us.
John Turner: We’ve had an ongoing relationship with CareerBuilder for years. Prior to our first applicant tracking system, everything we did was through CareerBuilder. One thing that sets CareerBuilder apart is the client relationship and customer service. Our reps are always following up after a product purchase, providing training and answering all of our questions. Recruiting is constantly changing. Any time we have questions, we know we can reach out to our CareerBuilder rep, who will either do some digging or already has the answers to share with us. It has definitely been a beneficial relationship – we truly feel like we have a support team.
CB: Regarding some of the solutions you’ve been using, how are you utilizing Talent Discovery?
JT: The first feature I want to highlight is the actual search itself. We like the fact that it combines multiple databases in one – including CareerBuilder, our ATS, and information from aggregated social sites. Historically, we have used several different platforms and databases and now enjoy the simplicity of CareerBuilder’s Talent Discovery. This platform combines all of the different results from those various sites into a single search.
Another benefit is Talent Discovery includes our applicant tracking system's past applicants, so now we know if we are contacting people who’ve already applied to our positions. There have been times when we would find someone who is a good fit, but when we contacted them they would say, “I already applied for a job.” That doesn’t look good for us. Now we see that they’ve already applied and adjust our approach. We say, “I see you’ve applied to our company in the past. Would you be interested in interviewing for this new opportunity?” Having that information available directly within the search has been helpful to our recruiters.
Our recruiters find the saved searches feature very beneficial. Rather than having to go into the system and search for people every day, our recruiters set the search criteria, save it and receive email notifications every time there’s a new person who meets the criteria. This has been a useful tool because as new contacts are sent to us, we can immediately reach out and beat the competition to that potential candidate.
CB: Having all these features in one place, are you seeing any time-saving benefits for your recruiters?
JT: We receive a lot of positive feedback from our recruiters. There are so many different sourcing and recruiting tools out there. Everyone has their own database that works a little differently, which can be frustrating and cost us a lot of time. We like that Talent Discovery pulls information from so many different sources. This consolidation of features and candidate sources cuts down on the amount of time spent sourcing and messaging potential candidates.
CB: Have you utilized the semantic search technology of Talent Discovery?
JT: Yes, our recruiters have been using this technology, which helps to expand the search. For example, in Ohio, a certified nursing assistant (CNA) is known as a “state-tested nursing assistant;" our recruiters in Ohio would typically search using the term “state-tested nursing assistant,” which would only bring in those results. With semantic search, if someone in Ohio calls themselves a CNA or a nurse assistant, it would bring in those alternatives as well, making our search as comprehensive as possible.
CB: Do you use any of the data features, such as Supply & Demand?
TJ: Yes…we’re able to use Supply & Demand to educate our leaders, sharing data to show why it may be challenging to find qualified people for certain positions. We can show them how the demand for nurses in a particular area is higher than what the actual market has in terms of supply. There are certain markets where there are thousands of jobs open and just a couple hundred actively seeking applicants. Having this type of data helps hiring managers understand the market, and we are able to set realistic expectations.