Saving recruiters seven hours per week with Workday Paradox.

As a full-service provider that specializes in developmental disabilities, Autism Learning Partners (ALP) offers Applied Behavior Analysis treatment to individuals across the United States. With behavior technicians making up 90% of the organization, it’s critical that ALP maintains a recruiting system that ensures they’re consistently staffed with the right people.

An issue attracting the right candidates.

In this industry, staffing is the limiting factor of your business growth. There’s much more demand than supply — if you’re able to staff your business, you can increase your financial value while also helping more families. Thus the problem: Hiring is extremely competitive, and retention is tough. 

“Being a behavior technician is such a hard job,” said VP of Talent Acquisition Steffanie Chaviano. “People see the job posting and think, ‘I’m going to make a big impact.’ So they apply without realizing that this position is so difficult, even before getting to meet the kids.”

While this would be a significant problem on its own, ALP was also seeing large amounts of churn due to their hiring process being slow and vague. Recruiters manually handled most touchpoints, so qualified candidates were constantly dropping off  — and candidates that did make it through were uneducated about the complexity of the roles. Eighty percent of new hires didn’t make it 6 months before they were employed at a different company. 

Removing barriers to build a significant, informed candidate pipeline. 

ALP needed an answer that covered a range of issues. So they sought a sophisticated solution that handled administrative hiring work and created premium experiences: Workday Paradox Conversational ATS. This AI-powered platform functions at premium touchpoints in the application process, engaging with candidates and scheduling qualified applicants for interviews, all while reducing the amount of manual work for recruiters. And importantly, it serves as an educator for candidates throughout the hiring process.

When candidates apply for a role, they are now greeted by Olivia, ALP’s conversational AI agent that screens candidates via chat or text message. Olivia also answers candidate questions, ensuring an educated applicant base. When candidates are deemed qualified, Olivia matches applicants with available interview times without the need for manual phone tag. 

Improved staffing results. 

Since implementation, ALP has been able to completely transform their hiring process and scale their business — they’re hiring more applicants while doing less manual work. Without adding additional TA headcount, ALP was able to increase yearly hires by 2,400. And in an industry where turnover will always be a factor, ALP has been able to combat that by creating a larger more informed candidate pipeline.