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How Aspen Healthcare reduced their time to hire by 50%

Aspen Healthcare, a senior care company, faced significant hiring challenges, exacerbated by the aftermath of COVID-19 and strict qualification requirements. Yoseli Arrelano, the Recruiting Director, struggled with time-consuming processes, no-show interviews, and a limited applicant pool. However, by implementing Workstream's automation technology, they experienced a 50% reduction in time to hire and a 200% increase in new hires per month, revolutionizing their recruitment process and ensuring top-quality care for patients.

“We are in this world to make a difference. I believe people remember you not for what you say but how you make them feel. A lot of people that we hire have that impact on our patients.”

Yoseli Arrelano

Recruiting Director at Aspen Healthcare
The problem

Challenges of hiring in the healthcare sector

About Aspen Healthcare

Aspen Healthcare is a senior care facility and parent company of over 30 other facilities. Their team of highly qualified staff members is passionate about serving and committed to promoting an individual's ability to thrive.

Locations: 30+
Industry: Healthcare

Since joining the organization last year, Yoseli has been managing all the recruiting for an industry barely recovering from the aftermath of COVID-19.

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Being in a nursing home with COVID, a lot of people are scared and a lot of people have left the industry. It's been a challenge now more than ever to find quality candidates to provide care for our patients.

Yoseli Arrelano

Recruiting Director at Aspen Healthcare

In the healthcare industry, there’s an added layer of complexity since most applicants need to meet strict qualifications like having certain certifications or meeting a required level of education.

Yoseli singlehandedly manages recruiting and hires for several positions across Aspen Health’s 30+ facilities. She’s responsible for everything from setting interview questions to managing the onboarding process—and everything in between—leaving her little time to follow up with applicants and keep them engaged. With every five interviews scheduled, four would no show, losing the organization, especially Yoseli, hours each week.

With challenging positions to fill, a time consuming hiring process, and no shows leaving her with a limited applicant pool to hire from, Yoseli knew she needed help.

the solution

Recruiting automation saves time and cost

When Yoseli discovered Workstream’s HR, Payroll, and Hiring platform, she quickly began reaping the benefits of a faster, more streamlined hiring process.

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Hiring insights

Workstream’s built-in applicant tracking capabilities made it easy for Yoseli to manage active job postings across all Apsen Health locations. And with customizable reports, she can regularly check in on how the locations are doing, allowing her to provide added support to those that need it.

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Smart screening

The smart screening feature allows Yoseli to include mandatory questions on licenses and certifications in the application so when unqualified candidates apply, they’re instantly rejected without any action from Yoseli or her hiring managers. Qualified applicants are automatically pushed to the interview stage, saving time by allowing the team to only focus on applicants who meet the position’s requirements.

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Automated self-scheduling

Once an applicant moves to the interview stage, they can schedule their own interviews via text based on the hiring manager’s preset availability. Yoseli’s team saves hours on back-and-froth when applicants schedule their own interviews.

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Reminders

Before Workstream, no shows had always been a problem for Aspen Health. But with automated interview reminders and the ability for applicants to reschedule interviews via text, Yoseli and the team are seeing an improvement in their interview show rate. These reminders also have the added benefit of keeping applicants engaged during the hiring process, and increasing the chances they continue to pursue the opportunity.

200%

increase in new hires per month

50%

reduction in time to hire

built for the hourly workforce

How to hire and retain healthcare workers

"Sometimes, what we think is important to our employees is not important to them,” Yoseli says. She advises her recruiters to ask for feedback from applicants and new hires. By following up after the interview, or when the new hire is onboarded, you can learn a lot about your applicant experience and where you could possibly improve. This is how Aspen Healthcare discovered their staff prioritizes insurance benefits (for themselves and their family) over getting a raise.

When it comes to retaining employees, Yoseli believes that great management is key. “Employees don’t quit companies, they quit management,” Yoseli says. That is why Aspen Health prioritizes management training and education to create a positive work environment and good relationships.

Yoseli takes pride in her work as a recruiter in the healthcare sector. She sees the difference she can make by keeping facilities staffed with qualified professionals who provide top notch healthcare to their patients.

Learn more about how Workstream helps healthcare organizations hire, retain, and pay their teams.

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Personal Information and Sensitive Personal Information

Before we discuss the right to limit and the right to opt-out, we must first define personal information and how it relates to sensitive personal information.

Personal information is any data that identifies, relates to, or could reasonably be linked to you or your household. A few examples of personal information include:

  • Name or nickname
  • Email address
  • Purchase history
  • Browsing history
  • Location data
  • Employment data
  • IP address
  • Profiles businesses create about you, including pseudonymous profiles (“user1234”)
  • Sensitive personal information

Sensitive personal information or “SPI” is a subset of personal information, defined as:

  • Identifying information (e.g. social security number, driver’s license)
  • Financial data (e.g. debit or credit card numbers)
  • Precise geolocation (within a radius of 1,850 feet)
  • Demographic or protected-class information (e.g. race/ethnicity, religion, union membership)
  • Biometric and genetic data (e.g. fingerprints, palm scans, facial recognition)
  • Communications and content (e.g. mail, email, text messages)
  • Health and sexual orientation (e.g. vaccine records, health history)

Right to Opt-Out

Californians have the right to opt-out of the sale and sharing of their personal information. That means you have the right to opt-out of the sale of your personal information to third parties (e.g. data brokers, advertisers). You also have the right to opt-out of the sharing of your personal information to prevent the targeting of ads across different businesses, websites, apps, or services.

CCPA-covered businesses must provide a link to allow you to exercise this right. It is usually found at the bottom of a webpage and will say “do not sell or share my personal information” or “your privacy choices.” Sometimes businesses offer privacy choices through a pop-up window or form

To opt-out of the sale and sharing of your personal information, click on the link or use the toggle provided by the business and follow the directions. Doing this on every website you visit can feel burdensome, but to ease the burden you can automatically select your privacy preferences for every website by using an opt-out preference signal, or OOPS for short.

An OOPS is a user-friendly and straightforward way for consumers to automatically exercise their right to opt-out of the sale and sharing of their personal information with the businesses they interact with online. An OOPS, such as the Global Privacy Control. It can either be a setting on your internet browser or a browser extension. With an OOPS, consumers do not have to submit individual requests to opt-out of sale or sharing with each business.

Right to Limit

Californians also have the right to direct businesses to limit the use and disclosure of their sensitive personal information.

Businesses covered under the CCPA must provide a link on their website that allows you to request the limiting of your SPI, if they plan on using it in certain ways. That link will also typically be at the bottom of a webpage and will say: “limit the use of my sensitive personal information” or “your privacy choices.” Once you send this request, the business must stop using your SPI for anything other than to:

  • Provide requested goods or services
  • Ensure security and integrity
  • Prevent fraud
  • Maintain system functionality
  • Comply with legal obligations

Bringing it Together

In summary, the CCPA gives you the right to opt-out of the sale and sharing of your personal information and gives you additional rights to further limit the use and disclosure of your sensitive personal information.

When you exercise these rights together, you exert greater control in protecting your personal data which is important for your identity, safety, and financial health.

If you are on a business’s website and you can’t find the links to exercise your rights, remember to check their privacy policy. The privacy policy should tell you how you can exercise your rights under the law.

If you find your rights being violated, you can submit a complaint to CalPrivacy.

Next in the LOCKED series, we will explore the right to correct and right to know. Follow us on social media to get live updates or check back in one week for the next post.

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Personalization

Allow the website to remember choices you make (such as your username, language, or the region you are in) and provide enhanced, more personal features. For example, a website may provide you with local weather reports or traffic news by storing data about your general location.

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