Unison Behavioral Health Reduces Candidate No-Show Rates by 60% with Jobma

Overview

Unison Behavioral Health is a leading provider of mental health, substance abuse, and developmental disability services in Southeast Georgia. Serving residents across Atkinson, Bacon, Brantley, Charlton, Clinch, Coffee, Pierce, and Ware Counties. Their mission is to create healthy, vibrant, caring communities where all individuals have the opportunity to live productive, meaningful lives.

The Challenge: Finding the Right Fit in Behavioral Healthcare

The behavioral healthcare industry faced a growing workforce crisis, marked by rising service demand, persistent provider shortages, and increased expectations around pay transparency. Recruiting skilled professionals like social workers, nurse practitioners, and psychiatrists has become increasingly difficult. At the same time, candidates are demanding greater pay transparency and flexibility in the hiring process. As demand for mental health services surged, so did the urgency to find the right people, qualified professionals who weren’t just applying to apply, but who were genuinely invested in the mission of behavioral healthcare.

For Unison Behavioral Health, the challenge was threefold: they needed a way to gauge genuine candidate interest early on, minimize the no-show rate, and reduce the time spent engaging with applicants who weren’t aligned with the organization's mission. Without a screening tool in place, identifying motivated, mission-driven candidates before the interview stage was nearly impossible.

The stakes were high. In a sector already strained by provider shortages and increasing compensation expectations, every hour wasted on misaligned candidates meant one less hour spent helping the communities that needed support the most.

Their biggest challenges:

• Candidate Commitment: Too many applicants, too little clarity on who actually wanted the job.
• No-Show Interviews: Recruiters were coordinating interviews with candidates who often didn’t show.
• No Pre-Screening Process: Without a way to screen for interest and alignment, finding mission-driven talent was hit or miss.

Unison knew they needed a smarter, more efficient way to identify candidates who were not only qualified but also committed to their cause.

Goals

To overcome these challenges, Unison Behavioral Health needed a better way to screen applicants, one that went beyond resumes and revealed a candidate’s true intent and alignment with their mission. With rising caseloads and limited recruiter capacity, it became critical to prioritize quality over quantity and identify professionals who were genuinely committed to serving vulnerable communities.

They weren’t just looking to fill roles, they were looking for the right people to carry out their vision of healthy and caring communities.

With these priorities in mind, Unison set out to:

• Identify Mission-Aligned Candidates: Find applicants who were not only qualified but genuinely passionate about mental health and community service.
• Reduce No-Show Rates: Eliminate wasted recruiter hours spent on candidates who never showed up to interviews.
• Improve Referral Quality: Ensure that only the most interested and qualified candidates are passed along to hiring managers.
• Optimize Recruiter Time: Streamline the hiring process to give the recruiting team more time to focus on strategic, people-first hiring decisions.

By addressing these goals, Unison hoped to build a more efficient hiring pipeline, one that reflects their person-centered values and commitment to creating meaningful impact through every hire.

The Solution

Unison partnered with Jobma to introduce video interviews as a part of their hiring strategy. For the first time, their recruiters could see beyond resumes and job titles, getting a real sense of the person behind the application.

This approach was especially powerful in behavioral health, where soft skills like empathy, communication, and emotional resilience are critical. Candidates who were truly interested in the role powered through and used the platform to express their commitment and enthusiasm.

For Unison, it meant getting to know candidates ahead of time and wasting far less time on applicants who weren’t a strong match.

End Results

Since adopting Jobma, Unison Behavioral Health has experienced key improvements in its hiring process:

Quick Stats

60%

Decrease in candidate no-shows

3x

Increase in qualified candidates reaching final interviews

Rated 4+ stars

Candidates rated the platform at least 4 stars