How Capio Hemsjukvård used structured AI interviews to make the initial screening of assistant nurse candidates more efficient and more accurate, while maintaining a good candidate experience and keeping patient safety top priority.
Hubert is so different, and it’s a lot nicer for our candidates and hiring managers.
About Capio
Capio is one of Sweden’s largest private healthcare providers, with around 15,000 employees. The organization conducts thousands of recruitments each year and has more than 100 recruitment processes running at any given time. A central recruitment team supports selected parts of the organization with recruitment, including Capio Hemsjukvård, where this pilot took place.
Capio Hemsjukvård provides healthcare to patients in their own homes in the Stockholm region. Many of its patients are elderly or have complex care needs and cannot easily visit a clinic. Assistant nurses in home healthcare work largely independently: they visit patients on their own, make assessments on site and coordinate with doctors and other care providers.
The challenge: an accurate first assessment, at volume
Recruiting assistant nurses is an ongoing need for Capio Hemsjukvård. More than a thousand applications are received each year, but candidates vary significantly in terms of formal training and relevant healthcare experience. This makes it important to efficiently identify candidates who have the specific education and experience required for the role.
The early screening stages asked a lot of every candidate: two take-home tests, a short phone screen and a two-hour supervised test that had to be booked a week in advance. It was time-consuming for recruiters and candidates alike, and strong applicants could drop out along the way. Time-to-hire averaged 32 days, with some processes stretching to 90.
The key question was how to make an accurate initial assessment more efficiently, while maintaining a good candidate experience, getting the best candidates to the assessment parts of the process efficiently, and keeping patient safety in mind throughout.
The solution: a structured, consistent first screen
During the pilot, Capio Hemsjukvård replaced and streamlined parts of the early screening with a Hubert interview. Every applicant completes the same structured, competency-based interview, combining situational questions with questions relevant to the role. Because every candidate is assessed against the same criteria, recruiters get a consistent and explainable basis for the initial selection, delivered as a shortlist directly in their ATS, Teamtailor.
Hubert supports the initial screening,to support better accuracy in the initial selection and identifying relevant candidates more efficiently. Interviews with hiring managers, the assessment of clinical competence, reference checks and credential verification all critically remain part of the wider process.
Shaped by the team’s feedback
The setup was run as a pilot. The recruitment team tested the interview, gathered feedback from recruiters and hiring managers, and adjusted it along the way. The interview structure was refined twice during the pilot, including strengthening the competency-based questions so that the initial screening better reflected what the role requires.
The impact
• Shorter time-to-hire. Average time-to-hire fell from 32 to15 days during the pilot, and the longest processes from 90 to 30 days.
• Better accuracy in the initial selection. Shortlists were better matched to the requirements of the role, giving hiring managers a stronger starting point for the next steps of the process.
• Relevant candidates, identified more efficiently. During one campaign, the team was able to present 15-20 relevant candidates per week, enough that hiring managers asked them to slow the pace.
• Candidate experience at 9/10. Confirmed both in Hubert’s reporting and in Capio’s own post-hire survey in Teamtailor: two independent measurements, same result.
Why it worked
The Capio Hemsjukvård team ran the pilot as a structured project: measuring before and during, listening to hiring managers, and adjusting the interview as they learned. Hubert brought consistency and efficiency to the first screening step, while the recruitment team and hiring managers kept ownership of the assessments and hiring decisions that followed.
That is the role Hubert is built for: structured, competency-based interviews that give every candidate the same opportunity, explainable scoring that recruiters can stand behind, and a candidate experience that assistant nurse candidates are willing to complete.
What’s next?
Capio confirmed the pilot as asuccess and is exploring other relevant use cases within the organization where Hubert could be a good fit. The experience from Capio Hemsjukvård gives a clear reference proof point for where a structured initial AI interview adds the most value for screening at scale.
