> This is the markdown version of https://www.classet.ai/use-cases/healthcare > Learn more at https://www.classet.ai Hiring for Healthcare # Give your care team more time with the right candidates. Screen for experience, shift availability, and location before the next human interview. Joy follows up and captures the answers, while your team owns clinical judgment and credential verification. [Book a demo](/demo?ref=use-case-healthcare-hero)[Hear an interview](/interviews) Keep your ATS. Put Joy to work in your hiring process. ![Illustration of a healthcare recruiting team reviewing candidate information](/_next/image?url=%2Fimages%2Findustries%2Fhealthcare-hiring-team.webp&w=3840&q=75) Illustrated hiring team ยท fictional people For home-health, senior-care, outpatient, and virtual-care hiring teams - Understand experience, availability, and location early - Reduce repeated first-round screening - Help facility managers act on completed interviews Updated October 9, 2026 ## What is AI interviewing for healthcare hiring? Healthcare staffing software with AI interviews is a tool for interviewing a CNA, caregiver, medical assistant or nurse by phone the moment they apply, so a recruiter's first contact is with someone who has already answered the credential and availability questions. Classet's AI recruiter is Joy. On a CNA application, Joy calls or web-calls the applicant, asks for certification and state, registry status, shift availability, transfers and dementia experience, transportation and start date, then delivers a structured summary, the transcript and the recording. A recruiter, scheduler or director of nursing reads the summary and decides. Home care agencies, skilled nursing operators, outpatient clinics, virtual care companies and healthcare staffing firms are the usual buyers. The 2026 NSI report puts the time to recruit an experienced RN at 78 days, and BLS projects 203,300 nursing assistant openings a year through 2035 at a May 2025 median of $20.13 an hour. On Classet's platform, 55% of applicants apply outside business hours and hear back from whoever calls first. ## Results healthcare employers can expect 2 to 3 weeks time-to-hire at Chronic Care Staffing, down from 6 to 8 weeks [Classet: Case study: How Chronic Care Staffing cut time-to-hire from 8 weeks to 3 with AI screening](https://www.classet.ai/blog/case-study-chronic-care-staffing) 88% of applicants who start the phone screen finish it within 20 minutes of applying Classet: Classet platform data, completed interviews across customer accounts 55% of applicants apply outside business hours Classet: Classet platform data, completed interviews across customer accounts 88% of 10,167 candidates rated the interview positively on a 4-point scale [Classet: Classet post-interview candidate ratings, 10,167 responses on a 4-point scale, January to August 2026](https://www.classet.ai/land/candidate-experience) For a home care agency refilling a caseload at 75% caregiver turnover, the practical result is a scheduler who opens Monday with completed interviews from the weekend and meets only caregivers who have already confirmed certification, vehicle and shift availability. ## Trusted by healthcare staffing teams [![MAU](/_next/image?url=%2Fcustomer-logos%2Fmau-blue.webp&w=256&q=100)](/case-studies)[![Cross Country Healthcare](/_next/image?url=%2Fcustomer-logos%2Fcross-country.png&w=256&q=100)](/case-studies)[![Tailored Management](/_next/image?url=%2Fcustomer-logos%2Ftailored-management.png&w=256&q=100)](/case-studies) ## Why healthcare hiring is hard right now Turnover sets the pace. NSI's 2026 survey of acute care hospitals recorded 18.5% overall turnover and 17.6% turnover among staff RNs, an 8.6% RN vacancy rate and an average cost of $60,090 for each bedside RN who leaves. In home care, Activated Insights' 2025 benchmarking report put caregiver turnover at 75% for 2024, and that was the best year of the last five. The openings keep coming regardless. BLS projects 760,500 openings a year for home health and personal care aides through 2035, with employment growing 18%, plus 203,300 a year for nursing assistants and 180,800 for registered nurses. Median pay in May 2025 was $17.21 an hour for aides, $20.13 for nursing assistants and $97,550 a year for RNs, which means a CNA weighing two offers takes the one that calls back first. On Classet's platform, 55% of applicants apply outside business hours, when a recruiting office is closed. ## What Joy asks a caregiver applicant The caregiver interview is a phone or web call Joy starts the moment the applicant applies on Indeed, your careers page, a syndicated job board or a Classet interview link. A caregiver finishing a shift at 7pm can tap the texted link and start the web call from the car. Joy says up front that it is an AI, and a candidate who would rather speak to a person can opt out and is routed to your team. For a home care aide role, Joy first asks about HHA or CNA certification and the issuing state, current registry status and CPR or BLS status. Joy then covers years of hands-on care, experience with transfers, dementia and hospice clients, a reliable vehicle and driver's license, how far the applicant will travel between clients, days and shifts available including overnights and weekends, and a start date. Questions about pay, mileage reimbursement or training are answered from the FAQ you wrote for the job. Interviews run in 25 or more languages. ## What your team receives after the interview Joy hands back one summary per caregiver or nurse applicant, laid out question by question, either on your Hiring Hub dashboard or on the candidate record in your ATS through ATS Sync. Knockout results sit at the top: meets or does not meet each must-have you set, for example an active CNA certification in your state, a reliable vehicle or overnight availability. Below the knockouts are the applicant's answers to each question, the full transcript and the audio recording. In Workday, iCIMS or UKG the results land on the candidate profile your recruiters already open, with the recording attached. Your scheduler or recruiter reads the summary, listens to the parts worth a second listen, and books the in-person interview or the skills check. Each must-have comes back Met or Not met, and Fast-track, if you turn it on, flags the strongest fits for a first call; nobody is moved or turned away by software, and your recruiter can disagree with any result. Candidates who clear your must-haves can get a text with your open times and book on their phone through [Scheduling](/scheduling), available by request. [Candidate insights](/candidate-insights) turns the structured answers from your interviews into data your team can act on, such as the pay candidates expect and which requirements they miss most. On Classet's platform, 88% of candidates who start the phone screen finish within 20 minutes of applying and 55% apply outside business hours, so the summary from a 9pm application is waiting at 8am. ## How healthcare employers hire with Joy Chronic Care Staffing hires 20 to 30 clinical staff every two weeks for remote patient monitoring and chronic care management. Its recruiters were reading about a hundred resumes a day and fitting in 3 or 4 live interviews. After moving the first screen and a clinical mock call to Joy, each recruiter runs 10 interviews a day with candidates who already passed the screen, and time-to-hire fell from 6 to 8 weeks to 2 to 3. The [Chronic Care Staffing case study](/blog/case-study-chronic-care-staffing) covers the mock call setup. Mood Health, an online mental health company with more than 150 providers, uses Joy so a therapist applying to 50 jobs gets a call from Mood right away instead of a form email; over 90 days the team completed 1,095 Joy interviews and saved 300.5 recruiter hours. The [Mood Health case study](/blog/case-study-how-mood-health-gained-a-competitive-advantage-with-ai-powered-recruiting) has the detail. ## Roles Joy screens in healthcare A CNA opening and an RN opening never share a script: in Hiring Hub or your ATS, each healthcare role below is built as its own interview, with knockout questions and an FAQ written for that job. CNAs and nursing assistants are asked for certification and state, registry status, long-term care or acute experience, shift and weekend availability, and experience with transfers and lift equipment. Home health aides and caregivers cover HHA or CNA certification, CPR status, dementia and hospice experience, vehicle and license, travel radius between clients and overnight availability. Medical assistants answer for CMA or RMA certification, phlebotomy and EKG experience, EHR systems used and front-desk versus clinical preference. LPNs and RNs cover license number and state, compact license status, specialty and unit experience, BLS or ACLS, shift preference, float willingness and agency or travel contract history. Dietary, environmental services and patient transport roles ask for food handler or sanitation certification, shift availability, physical requirements and prior facility experience. BLS projects 760,500 openings a year for home health and personal care aides and 180,800 for registered nurses through 2035. See Joy interview a healthcare applicant Your first 20 completed interviews are free. Card required at signup, nothing charged until the trial ends. [Book a demo](/demo?ref=use-case-healthcare-mid)[Get Started Free](https://app.classet.ai/signup/) ## Joy vs. manual phone screens vs. a general ATS How the first step of healthcare hiring compares across the three ways teams usually run it. Joy (Classet) Manual phone screens General ATS When the first interview happens The moment they apply, 24/7 When a recruiter gets to the list, during business hours Not at all: the application waits in a queue until someone reviews it Applicants who apply after hours (55% across Classet accounts) Interviewed the same night Called back the next business day, often later Seen whenever someone next logs in What your team receives Structured summary, transcript, recording and knockout results The recruiter's notes, if they took any A resume and the application answers Recruiter time per applicant Reading a summary; playing the recording when needed Dialing, voicemail, phone tag and the call itself Reading resumes, then a phone screen anyway Who decides who gets hired Your team Your team Your team Cost Standalone from $249/month (annual), ATS-integrated from $1,995/month Recruiter hours ATS subscription, plus recruiter hours to screen ## Frequently asked questions ### What is healthcare staffing software with AI interviews? Healthcare staffing software with AI interviews is a tool for screening applicants for CNA, caregiver, medical assistant and nursing roles by phone the moment they apply, then handing the recruiter the answers. Joy, Classet's AI recruiter, asks about certification, license number and state, shift availability, travel radius and hands-on experience, records the call and writes a structured summary with knockout results against your must-haves. Hiring Hub tracks candidates with a direct Indeed connection, applicant import and a Kanban pipeline, or ATS Sync writes the results into 95+ systems including Workday, iCIMS and UKG. Chronic Care Staffing used the setup to cut time-to-hire from 6 to 8 weeks to 2 to 3. Standalone plans start at $249 a month billed annually with 50 completed interviews. Joy records what each applicant says, and the hiring decision stays with your recruiter or director of nursing. ### How does caregiver hiring software help a home care agency with 75% turnover? The help is a shorter gap between application and first conversation, which is where home care agencies lose applicants. Activated Insights put caregiver turnover at 75% in 2024, the lowest in five years, so an agency is always refilling. Joy calls each caregiver applicant the moment they apply, confirms HHA or CNA certification, vehicle, travel radius and shift availability, and posts the summary to Hiring Hub or your ATS the same hour. An applicant who applies at 9pm after a shift is interviewed at 9pm instead of waiting for Monday, and on Classet's platform 55% of applicants apply outside business hours. Your scheduler then calls only caregivers who already meet the must-haves, for example an active certification and a car. BLS projects 760,500 openings a year for home health and personal care aides through 2035 at a May 2025 median of $17.21 an hour, so the agency calling back first keeps the caregiver. ### Which nursing applicant screening tools capture license and specialty details? Joy is a nursing applicant screening tool asking for license number, issuing state, compact status and expiration date, plus specialty, unit experience, BLS or ACLS status and shift preference, and recording each answer in the transcript and summary. Joy does not query a state board of nursing or Nursys. Your credentialing team verifies the license through Nursys or the board, as happens today. You set which credentials are must-haves when you build the RN or LPN interview in Hiring Hub or your ATS, and Joy marks whether each applicant meets or does not meet each one at the top of the summary. For an ICU contract, for example, the knockout list might read active compact license, ACLS and 2 years of ICU experience. NSI's 2026 report puts the time to recruit an experienced RN at 78 days, so the license details need to be in the summary on day one rather than week three. ### How does screening automation work for a healthcare staffing agency filling CNA shifts? Screening automation for a staffing agency is a 4-step setup. 1. Connect Joy to your ATS through ATS Sync (Bullhorn, Avionte, JobDiva and 90+ others) or use Hiring Hub. 2. Write one interview per role (CNA, LPN, RN, med tech) with the client's must-haves as knockouts. 3. Share the interview links or connect Indeed so applicants are interviewed the moment they apply, 24 hours a day. 4. The recruiter opens the day with a list of screened candidates, each with a summary, knockout results, transcript and recording, and submits the ones who fit the shift. Chronic Care Staffing's recruiters went from 3 or 4 interviews a day to 10 this way, and time-to-hire fell from 6 to 8 weeks to 2 to 3. On Classet's platform, 88% of candidates who start the phone screen finish within 20 minutes of applying. ### Does Joy collect protected health information? No. The interview is an employment screen: certification, license, experience, availability, transportation and start date. Joy does not ask candidates for patient information, and your team writes the questions, so nothing outside the job's requirements is asked. Recordings and transcripts are stored in Classet, which is SOC 2 Type II certified, and in the candidate record of the ATS you connect, for example Workday or UKG. Candidates can opt out of the AI interview and speak to a person, and interviews run in 25 or more languages. Classet runs a monthly third-party bias audit with Warden AI, and a compliance reviewer can request the audit summary before rollout. Talk to your counsel about rules such as NYC Local Law 144 in your jurisdiction. ### Can CNAs and caregivers interview after a night shift or on weekends? Yes. Joy is available around the clock, including weekends and holidays, by phone or web call with nothing to download. A CNA coming off a 7pm to 7am shift can complete the interview at 7:30am, and a caregiver between clients can start the call from the car. On Classet's platform, 88% of candidates who start the phone screen finish within 20 minutes of applying, and 55% of applications arrive outside business hours. Across 10,167 post-interview ratings on a 4-point scale, 88% of candidates rated the interview positively. A CNA who would rather talk to a scheduler than to an AI can opt out and is routed to a person on your team. The summary, transcript and recording are in Hiring Hub or your ATS when the scheduler logs in. ### Does Joy work with our ATS? Yes. ATS Sync is the Classet integration connecting Joy to 95+ applicant tracking systems, including Workday, iCIMS, Greenhouse, Bullhorn, UKG, Paycor, Paylocity and ADP Workforce Now. Joy starts the interview as soon as a new nursing or caregiver applicant reaches the ATS, then writes the knockout results, summary, transcript and recording onto the candidate record your recruiters already open. A home care agency without an ATS uses Hiring Hub, Classet's built-in applicant tracking, which includes a direct Indeed connection, applicant import and a Kanban pipeline and can start the same day. ATS-integrated deployments start at $1,995 a month and are scoped in a discovery call; standalone Hiring Hub plans start at $249 a month billed annually with 50 completed interviews. ### What does AI phone screening cost for a healthcare employer? Standalone pricing is $249 a month billed annually, or $349 month-to-month, with 50 completed interviews included; you bring the candidates through Indeed, your careers page or an interview link. Scale is $999 a month billed annually, or $1,399 month-to-month, with 250 completed interviews. ATS-integrated deployments start at $1,995 a month and are scoped in a discovery call based on hiring volume and the systems involved, for example Workday or UKG through ATS Sync. An unanswered call to a caregiver applicant does not use up an interview, because the monthly number counts completed interviews only. A single clinic hiring a few medical assistants a year fits inside the Starter plan; a home care agency refilling caregivers at 75% turnover or a staffing firm hiring 20 to 30 clinicians every two weeks needs Scale or an ATS-integrated plan. ## Sources 1. NSI Nursing Solutions: [2026 NSI National Health Care Retention & RN Staffing Report](https://www.nsinursingsolutions.com/Documents/Library/NSI_National_Health_Care_Retention_Report.pdf) (accessed 2026-10-06) 2. U.S. Bureau of Labor Statistics: [Occupational Outlook Handbook: Nursing Assistants and Orderlies (May 2025 wages, 2025 to 2035 projections)](https://www.bls.gov/ooh/healthcare/nursing-assistants.htm) (accessed 2026-10-06) 3. U.S. Bureau of Labor Statistics: [Occupational Outlook Handbook: Home Health and Personal Care Aides](https://www.bls.gov/ooh/healthcare/home-health-aides-and-personal-care-aides.htm) (accessed 2026-10-06) 4. U.S. Bureau of Labor Statistics: [Occupational Outlook Handbook: Registered Nurses](https://www.bls.gov/ooh/healthcare/registered-nurses.htm) (accessed 2026-10-06) 5. Activated Insights / HomeCare Magazine: [Activated Insights 2025 Home Care Benchmarking Report (caregiver turnover), reported by HomeCare Magazine](https://www.homecaremag.com/news/activated-insights-releases-2025-benchmarking-report) (accessed 2026-10-06) 6. Classet: [Case study: How Chronic Care Staffing cut time-to-hire from 8 weeks to 3 with AI screening](https://www.classet.ai/blog/case-study-chronic-care-staffing) (accessed 2026-10-06) 7. Classet: [Case study: How Mood Health gained a competitive advantage with AI-powered recruiting](https://www.classet.ai/blog/case-study-how-mood-health-gained-a-competitive-advantage-with-ai-powered-recruiting) (accessed 2026-10-06) 8. Classet: Classet platform data, completed interviews across customer accounts (accessed 2026-10-06) 9. Classet: [Classet post-interview candidate ratings, 10,167 responses on a 4-point scale, January to August 2026](https://www.classet.ai/land/candidate-experience) (accessed 2026-10-06) 10. Classet: [Joy product overview: interview languages, opt-out and bias audit](https://www.classet.ai/product) (accessed 2026-10-06) 11. Classet: [Classet pricing](https://www.classet.ai/pricing) (accessed 2026-10-06) 12. Classet: [ATS Sync integrations directory](https://www.classet.ai/integrations) (accessed 2026-10-06) ## Healthcare Recruiting by City [Chicago, Illinois](/use-cases/healthcare/chicago)[Phoenix, Arizona](/use-cases/healthcare/phoenix) Your best healthcare candidates are applying right now. Joy can interview them the moment they do. [Book a demo](/demo?ref=use-case-healthcare-bottom)[Get Started Free](https://app.classet.ai/signup/)