Read more about Arena on our blog and explore how we've helped hospitals in case studies and videos.


Arena applies data and algorithms in an effort to find the best people. If you’d like to write about Arena, reach out to

Managing human resources is about to become easier

March 31st, 2018

HUMAN RESOURCES (HR) is a poorly named department. It usually has few resources other than overworked staff, clunky technology and piles of employee handbooks. Hassled recruiters have to sort through reams of applications that vastly outnumber the jobs available. For example, Johnson & Johnson (J&J), a consumer-goods company, receives 1.2m applications for 25,000 positions every year. AI-enabled systems can scan applications far more quickly than humans and work out whether candidates are a good fit.

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How MultiCare Health System pre-screens candidates for likelihood of turnover

March 28th, 2018

When new hires leave in their first year, it’s often because they weren’t right for the role or the organization in the first place. Pre-hire screens are a well-known strategy for evaluating a candidate’s “fit” for the organization, but some organizations are starting to use pre-hire screens to predict a candidate’s risk of turning over in a given role.

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Providers Using Same Tech as Amazon, Netflix to Lower Staff Turnover

March 1st, 2018

What do Netflix (Nasdaq: NFLX), (Nasdaq: AMZN) and senior housing providers like Benchmark Senior Living have in common? They’re all using predictive analytics to meet their respective goals. In the case of Netflix, the goal is to correctly guess consumers’ viewing preferences. For Amazon, it’s to drive sales by suggesting appealing products for specific people to purchase. At Benchmark Senior Living, the goal is to increase staff retention, and consequently reduce turnover.

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Software Helps Predict Employee Retention

October 19th, 2017

Turnover among healthcare and social assistance workers is on the rise, with the rate inching toward one-third annually. Not only is turnover disruptive, it's also resource-intensive, with providers spending tens of thousands on job searches and new employee training. Every time a nurse leaves and is replaced, for instance, a healthcare organization spends $37,700 to $58,400. Part of the solution, according to data and analytics company Arena, comes upfront during the hiring process.

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