AAA Mountain West Group’s (MWG) success is contingent on always being staffed with courteous employees across multiple roles. But their recruiting process wasn’t optimally set up to hire either frontline or corporate talent. For starters, they were outsourcing a significant amount of work to vendors, spreading their process across multiple systems and creating a hassle for their own recruiters. And what work AAA MWG’s team did own was highly monotonous and administrative.
AAA MWG desired an upgrade to their hiring process, but didn’t want to lose the personal touch that their recruiters lent to candidate outreach. Being a company built on friendly service, they wanted to offer the same hospitality to their candidates that they do their customers.
So the company began searching for ways to incorporate automation while still letting their recruiters add the human element that sets them apart.
Watching my recruiters go up and down on a roller coaster trying to manage their day-to-day mindset, we realized we had to find a better support system for them. We had to take the manual tasks away.
VP of Talent Acquisition
An automated solution, starting with Conversational Career Sites.
AAA MWG partnered with Workday Paradox to solve their hiring challenges. Step one was their career site, which the organization revitalized into a dynamic candidate attraction platform that converts frontline and professional talent. By leveraging Workday Paradox Candidate Experience Agent on top of Workday Recruiting, AAA MWG has consolidated their biggest candidate touchpoint, offering streamlined experiences to candidates and automating the hiring work that once burdened recruiters.
That automation is performed by AAA MWG’s AI agent Riley, who personally guides each candidate through the hiring process. Riley answers questions, serves up relevant content, matches candidates with best-fit jobs, and helps them apply for open roles in minutes.
The things our old career site vendor couldn’t do, Paradox can do.
VP of Talent Acquisition
Automated hiring to make screening and interview scheduling simple.
Riley will communicate with candidates in the way that’s best for them, whether that be on the career site, in email, or via SMS. When they’re ready to apply for an open position, Riley sends a few basic screening questions, and if candidates are qualified, Riley is synced with recruiters' calendars and sends open time slots for interviews. Once a candidate selects a time, she’ll notify the recruiter and place a calendar hold. And if someone needs to reschedule, they just shoot Riley a text and it’s done in minutes.
“The candidate having the ability to self-schedule is huge because it creates a better experience,” said Hill. “They're aligning their lives with timeframes that we already have available. We're not forcing them to do anything outside of the box.”
The best part? Without the administrative workload of screening and scheduling, AAA MWG's recruiters have more time to spend on valuable work, like connecting with their candidates.
Introducing Paradox has allowed us to cut our overall cost and create a better candidate experience.
VP of Talent Acquisition
Finding balance between humans and AI leads to better hires.
Since implementation, AAA MWG has curated a hiring process that leverages AI to move quicker without sacrificing the human element that sets them apart. In fact, the human impact is even more magnified. Relieved from their scheduling and screening duties, recruiters are able to focus on parts of the hiring process that AI could never replace: connecting deeply with candidates. And that deeper connection is helping AAA MWG not just stay staffed, but staff themselves with top tier talent.
“Automation has allowed recruiters to pick up the phone more and talk to candidates that may be on the second or third phase of the interview process,” said Hill. “Top candidates are interviewing for multiple roles—if you want to steer them your way, it has to feel more personal.”
By finding a balance between AI and human touchpoints, AAA MWG is able to capture top talent effectively. And since recruiters are taking the time to identify top talent and be selective with who they're hiring, AAA MWG is bringing on people who are good fits for roles. And those new hires are staying onboard longer.
“We really dialed in on our overall team member experience,” said Hill. “For our attrition to collectively be under 25%—that’s just great.”
What AI does from an automation perspective is gives you the ability to reach out from a personal perspective and create a better journey for the candidate.
VP of Talent Acquisition