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Case Study – Healthcare

NHS Trust Southampton

Industry

Healthcare

Company size

10,000+ employees

Job profiles

Doctors (m/f/d)

Practical use

Social media and career portal

The intelligent, automatic pre-qualification has helped us to increase quality and efficiency in the recruitment process with “Young Doctors”.

This solution allowed us to keep the application window open for longer, which meant that not only the fastest applicants were able to apply.

The intelligent pre-selection reduced the time needed to create the relevant shortlist from 1,300 to 106 applications to just one hour. This allowed us to focus our time on the most suitable applications.

Isabelle Rodriguez

Talent Acquisition Manager & Employer Branding Lead, University Hospital Southampton NHS FT

Applications in 1.5 days

Shortlist in 1 hour

Initial situation

Twice a year, all hospitals in the UK face the challenge of recruiting “young doctors”.

This is because the entire recruiting process for this target group must be completed within two weeks exactly twice a year.

Due to the naturally high number of applicants, the institutions have so far been forced to close the application portals after a very short time in order to be able to cope with the workload. One of the disadvantages of this is that it was not always the most suitable applicants who were selected, but the fastest.

Aim of the introduction of PreQ

The main aim of the NHS was to make the entire process more efficient, focusing primarily on the non-value-adding initial screening of applications and thus identifying qualified candidates more quickly.

The time “gained” should then be invested in a qualitative upgrade of the selected applicants.

How is Talk’n’Job used?

NHS Trust Southampton used Talk’n’Job’s already successfully introduced voice application as an application channel. A new feature was the integrated use of the new
PreQ (intelligent pre-qualification) technology in the chats.

Knock-out questions were defined as well as different blocks of questions that interacted with each other and either led to the termination of the application or a scoring for a quick individual preselection
.

What has changed positively through the use of Talk’n’Job?

What has changed positively through the use of Talk’n’Job?

Increased efficiency thanks to significantly reduced screening effort with PreQ (>90%)

Higher quality in the processing of relevant candidates

    • more time available to the individual
      recruiters
    • qualitatively improved answers through specifically queried use cases from everyday life.

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