Bidias Health – Recruiter Surge System

Hire Smarter. Fill Faster.

Recruiter Surge, an advanced recruitment automation tool within Bidias Health, empowers healthcare agencies to accelerate hiring and reduce bottlenecks. With AI-driven candidate matching, referral source analytics, and credential verification, agencies can target the right candidates faster. The system streamlines communication with applicants, provides real-time pipeline visualization, and auto-triggers onboarding when a hire is confirmed. Designed for staffing agencies and healthcare providers, Recruiter Surge ensures roles are filled quickly, efficiently, and in full compliance.

AI CANDIDATE MATCHING

The Right Candidate in Seconds.

Artificial intelligence filters applicants by role, license, location, and availability. Recruiters instantly see the best-fit candidates without manual searching. This drastically reduces screening time.

Case Study: A staffing coordinator needs a weekend CNA in Minneapolis. The AI matching tool instantly presents three credentialed CNAs available for weekend shifts, allowing the role to be filled within hours.

REFERRAL SOURCE TRACKING

Know Where Great Hires Come From.

The system tracks every applicant back to the recruiter, ad, or campaign that generated the lead. Agencies can double down on high-performing sources and cut ineffective ones. This maximizes recruiting ROI.

Case Study: A director reviews analytics and discovers that job board A produces more hires than job board B. She reallocates budget to the stronger source, cutting costs while boosting hires.

PIPELINE VISUALIZATION

See Progress. Spot Bottlenecks.

Real-time dashboards show candidates at every stage—applied, interviewed, credentialed, or hired. Managers can identify delays and intervene before offers stall. This keeps the hiring pipeline moving smoothly.

Case Study: The pipeline shows ten RNs stuck at the interview stage. The HR manager realizes interview scheduling is delayed, fixes the bottleneck, and gets all candidates processed within the week.

CREDENTIAL SYNC

Hire Only Who Qualifies.

Credentials like licenses, background checks, and insurance requirements are verified before advancing candidates. This ensures only compliant staff move forward. Agencies avoid costly hiring mistakes.

Case Study: A promising LPN candidate uploads her license. The system detects it expired last month and flags her profile, saving the agency from hiring someone out of compliance.

BULK COMMUNICATION TOOLS

Reach Candidates in One Click.

Send interview invites, reminders, or job offers via email or SMS in bulk. Recruiters save hours while keeping candidates engaged and informed. This reduces no-shows and delays.

Case Study: The HR recruiter sends 20 SMS reminders for interviews scheduled tomorrow. Attendance doubles compared to previous weeks, and candidates appreciate the real-time communication.

ONBOARDING TRIGGERS

From Hire to Day One, Automatically.

Once a candidate is approved, onboarding starts automatically with digital forms, credential checks, and training assignments. This eliminates gaps between hiring and readiness. Agencies fill shifts faster.

Case Study: An RN accepts an offer on Monday. By Tuesday, she has completed onboarding paperwork and compliance modules online, making her available for patient visits by Wednesday.

Bidias Health – Intelligent Employee Match

The Intelligent Employee Match module in Bidias Health revolutionizes staff assignment by aligning caregivers with patients through smart, data-driven matching. Using algorithms that factor in skills, specialties, language, culture, travel distance, and availability, the system ensures patients are cared for by the most compatible staff. This reduces scheduling friction, strengthens caregiver-patient relationships, and improves care outcomes. Agencies benefit from higher patient satisfaction, fewer missed visits, and lower staff turnover. With intelligent matching, every shift becomes a better experience for both caregivers and clients.

NEEDS-BASED MATCHING ALGORITHM

Matches patients to staff based on clinical needs, conditions, and caregiver skills. Ensures that assignments align with both medical requirements and caregiver capabilities. This creates safer and more effective care delivery.

Case Study: A post-surgical patient requires wound care support. The system assigns a nurse certified in wound management, reducing complications and preventing a costly hospital readmission.

LANGUAGE AND CULTURE FILTER

Matches patients with staff fluent in their language or familiar with their cultural background. Improves communication, comfort, and patient trust. This enhances satisfaction while reducing care misunderstandings.
Case Study: A Spanish-speaking family requests a caregiver who understands their cultural needs. The system assigns a bilingual CNA, resulting in smoother communication and higher family satisfaction scores.

TRAVEL RADIUS OPTIMIZATION

Staff are assigned within configurable distance ranges, reducing travel time and mileage costs. This improves scheduling efficiency and caregiver satisfaction. Agencies save money while ensuring timely care.
Case Study: Instead of assigning a caregiver 40 miles away, the system finds one just 8 miles from the patient. The agency saves hundreds in travel reimbursements each month while staff enjoy shorter commutes.

AVAILABILITY SCORECARD

Caregivers are ranked by availability against schedule urgency and role compatibility. This helps schedulers fill shifts faster with the right staff. Staff utilization improves without overloading individuals.
Case Study: A patient needs a same-day home visit. The system ranks three nearby LPNs based on availability, and the scheduler assigns the top candidate immediately, avoiding costly delays.

CONTINUITY OF CARE SCORING

Prioritizes keeping the same caregiver assigned to the same patient whenever possible. This builds rapport, reduces turnover, and improves patient adherence to care plans. Agencies save costs tied to rehiring and retraining.
Case Study: An elderly patient with dementia is consistently paired with the same caregiver. The patient becomes more cooperative, reducing stress for staff and avoiding unnecessary hospitalizations.

AUTOMATIC MATCH ALERTS

Alerts schedulers when an ideal caregiver-patient match is found or when a mismatch arises. This enables quick action to optimize assignments. Scheduling becomes proactive instead of reactive. Case Study Scenario: A caregiver’s certification lapses, making her ineligible for a specific patient. The system alerts the scheduler, who reassigns the shift to a credentialed staff member—avoiding compliance risks and billing denials.