Results you can bank on
University Medical System: Case Study
A teaching hospital with 2 urban campuses and 10,000+ full-time employees wished to reduce nursing and frontline staff turnover. By achieving this, they cut costs related to overtime and contract labor, improving staff morale and increasing quality of care.
Senior Living: Case Study
11 communities that provide independent and assisted living were experiencing costly turnover, losing 37% of new hires every 6 months. Arena’s predictive insights have enabled hiring managers to identify committed job candidates and decrease turnover rates.
Skilled Nursing Facility (SNF) Operator: Case Study
One of the nation’s largest post-acute care providers, reduced ‘new hire turnover’ by 28% by leveraging Arena Analytics. Operating 350+ centers and communities in 25 states, they needed to improve quality of care and reduce new hire turnover. Applying predictive analytics and machine learning to the hiring process, they achieved both goals.
Since beginning to scale in 2016, Arena Analytics has rapidly expanded across the country into over 1,200 healthcare facilities, ranging from acute care hospitals to long-term care facilities and academic medical centers.
Arena annually processes millions of job applications, with clients including Mount Sinai Health System, Sunrise Senior Living, University of Maryland Medical System, HCR ManorCare, RWJ Barnabas Health, and Benchmark Senior Living.
Whenever Arena Analytic’s deployments have been tested for EEOC and OFCCP purposes, Arena’s clients have never failed the 80% (4/5) threshold for any protected class. With Arena’s bias-mitigating algorithms, clients can achieve 92%-99% mirroring of the applicant pool while optimizing for performance outcomes.
This fact is important for more than compliance — it is evidence that Arena Analytics is removing bias from the talent management process. As a result, you can build a high performing, diverse, fully-engaged team who are committed to your mission and supportive of each other.