A Case Study Interview with Tanisha Harris, Recruiting & HR Specialist at Be Home Care
Maddie Bell (00:03):
Tanisha, can you introduce yourself and tell us about Be Home Care?
Tanesha Harris:
Hello! My name is Tanesha Harris, and I am the Recruiting and HR Specialist for Be Home Care.
We recruit caregivers who help clients with their daily living activities—things like bathing, dressing, and general home care. We work with clients across multiple states, including Alabama, Florida, and Tennessee, and also handle staffing in New Jersey.
One of my biggest challenges was balancing recruitment with all the other responsibilities I had. I was constantly in the hustle—reaching out, texting, calling—always hammering away at bringing people in. But recruitment wasn’t my only responsibility. I also had to handle compliance and HR-related tasks.
I needed more time to focus on the compliance side of things while still maintaining a strong pipeline of qualified caregivers.
Maddie Bell (01:10):
How did AI impact your recruitment process?
Tanesha Harris:
The AI made a huge difference. With its help, we booked 350 meetings—which allowed us to continuously build our caregiver roster.
Before AI, I had to manually reach out to candidates, schedule interviews, and manage all the back-and-forth. Once we integrated AI, it started handling outreach and scheduling conversations for me. I didn’t have to do as much hands-on work, and candidates were automatically booking meetings based on my availability.
The best part? It actually worked! AI freed up so much of my time that I could focus on compliance and other HR responsibilities while still keeping our hiring pipeline full.
Maddie Bell (02:20):
How did AI help ensure you were recruiting the right caregivers?
Tanesha Harris:
Qualification is everything in home care. We’re not just looking for someone who wants a job—we need people who truly care about our clients and are compassionate about providing care.
AI helped us filter out unqualified candidates in several ways:
✅ Rejecting candidates who didn’t meet key criteria (e.g., only willing to work in specific areas, looking for short-term jobs).
✅ Ensuring candidates had the necessary skills and mindset to thrive in home care.
✅ Eliminating “warm bodies”—before AI, we sometimes hired people just because we needed staff, even if they weren’t the right fit.
Now, instead of spending time on unqualified candidates, we focus only on caregivers who meet our standards and genuinely want to grow in this field.
Maddie Bell (03:15):
How did candidates respond to AI-driven conversations? Did they realize they weren’t talking to a human?
Tanesha Harris:
Not one single person knew they were talking to AI.
We had over 840 conversations, and every single candidate thought they were interacting with a real person. The AI introduced itself as me—“Hi, this is Tanisha from Be Home Care”—and the conversation flowed naturally.
It created a personal touch, which is something I always emphasize in our hiring process. Candidates felt engaged and comfortable without realizing they were speaking to AI.
Maddie Bell (04:05):
Beyond improving efficiency, how did AI impact Be Home Care’s overall business operations?
Tanesha Harris:
Having AI handle scheduling and qualification saved me countless hours. Instead of spending all my time coordinating interviews, I could focus on ensuring compliance, managing HR tasks, and making strategic hiring decisions.
Additionally, AI significantly cut costs by:
✅ Reducing manual labor—we didn’t need additional staff to manage outreach and scheduling.
✅ Improving hiring efficiency—only the best candidates made it through the funnel, reducing turnover.
✅ Eliminating wasted time—I no longer had to sort through unqualified applicants manually.
Maddie Bell (05:00):
Would you recommend AI-driven recruitment to other home care and assisted living businesses?
Tanesha Harris:
Without a doubt!
I’ve worked in home care and healthcare for over 15 years, and this is one of the most valuable tools I’ve ever used. AI helps home care agencies, assisted living facilities, and independent living communities find and hire compassionate caregivers faster and more efficiently than ever before.
For any organization that needs qualified, dedicated caregivers without the stress of manual recruitment—AI is the way to go.
✅ AI booked 350 meetings, keeping the hiring pipeline full.
✅ AI filtered out unqualified applicants, ensuring only the best caregivers made it through.
✅ AI saved time, allowing HR to focus on compliance and higher-level tasks.
✅ Candidates never realized they were talking to AI, ensuring a smooth, human-like experience.
✅ AI significantly reduced costs by eliminating manual outreach and improving hiring efficiency.
For home care agencies struggling with recruitment, AI isn’t just an advantage—it’s a necessity.
