How Regis achieved a 56% drop in turnover with Sapia.ai, saving 7300 hours in screening time

Data-driven recruiting dramatically improves hiring accuracy & efficiency

When Regis Aged Care adopted Sapia.ai’s AI Interviews to find carers with the empathy and resilience they need, the impact was felt immediately. The TA team improved the quality of who was walking through their doors – while simultaneously automating core parts of the hiring process.

Lower turnover, better quality hires

Regis introduced AI Interviews for 3 core role types in August 2025: AIN-PCA, Food Services Assistant and Registered Nurses. 

Every candidate is given an inclusive interview over chat and gets personalised feedback, while hiring managers receive a ranked shortlist of best-fit candidates.  

High-quality talent: Zero performance-related terminations since rollout.

Turnover reduction: Turnover for all 3 roles has reduced, and turnover for candidates not recommended by Sapia.ai is higher, indicating the validity of the AI’s recommendations

Recruiter relief: 7300 hours in screening time, the equivalent of 4 full-time recruiters freed up to focus on candidate care & workforce planning. 

Trusted by Hiring Managers: 96% of all hires followed the AI’s recommendation.

“Data wins over gut feel every time, and now we can prove it. We experienced Sapia.ai’s impact so quickly during the pilot that we rolled it out nationally to all 74 homes within just four weeks.”

Jen O’Callaghan, 
GM Talent and Reward,
Regis Aged Care

From scepticism to trust

When Regis first introduced an AI-driven chat interview, they didn’t know if their frontline candidate pool – a workforce with diverse backgrounds and varying levels of digital literacy – would truly engage. 

The common fear was that automation would feel cold or exclusionary. The data has proven the exact opposite.

1. Breaking the “digital literacy” myth

Far from being a barrier, the chat format has proven to be an equaliser. They  have achieved a 94% completion rate for the Chat Interview. 

By giving candidates the space to respond in their own time and words, Regis has  removed the performance anxiety that often plagues traditional, high-pressure interviews.

2. Radical transparency and trust

Perhaps the most significant indicator of trust is the willingness of candidates to be vulnerable. In an industry where people often fear being filtered out, we saw a staggering 97% of 20.8K candidates voluntarily disclose their diversity data.

This level of transparency is possible when candidates are being assessed on a level playing field.

 Their workforce reflects this inclusivity:

• 71.4% female representation in the candidate pool.
• High sentiment across all groups: Satisfaction scores remained consistently high across diverse backgrounds, including Latin American (9.3/10), Asian (9.1/10), and First Nations (8.9/10) candidates.

3. Dignity in every interaction

One of the most surprising outcomes was the impact on Regis’s employer brand. Candidates gave the chat interview a 9.0/10 satisfaction score, with feedback on the experience overwhelmingly positive.

4. Restoring candidate care with feedback

In traditional high-volume hiring, the majority of candidates never hear back. At Regis, 100% of candidates now receive personalised feedback.

• 96% found this feedback useful.
• 86% reported increased self-awareness.
• 50% felt more confident after applying, regardless of whether they got the job.

Addressing the ‘walk-in’ challenge

As in many industries, Regis often faced the challenge where local home managers want to hire walk-ins based on a gut-feel interview. Sapia.ai has introduced a scientific signal that aligns with human judgment: 96% of our hires were recommended by Sapia.ai. 

By trusting the data over gut feel, Jen and the team are ensuring that they don’t overlook quiet talent or diverse candidates who might not fit the traditional “corporate” mould but are exceptional at care.

Regis are now removing CVs for roles where attributes and soft skills matter more than experience – instead, giving every candidate the opportunity to interview for the role with Sapia.ai.

Predicting performance & talent mobility

Jen and the team are just getting started. Their next phase with AI involves moving beyond efficiency metrics like time-to-hire to time-to-care”. By integrating their hiring data with Humanforce and safety incident metrics, they aim to predict which candidates will be their future leaders and who will be their safest practitioners.

Regis has solved the volume problem. Now, they’re using data to ensure that every person they hire is truly the right fit for the families who trust them with their loved ones.