How Blue Cross built a more inclusive, connected and efficient hiring experience

The challenge

Blue Cross needed a better way to stay connected with people who had already shown interest in working for the charity. The graduate vet program was temporarily on hold, but applications and enquiries continued to come in. Without a way to organize or nurture that interest, the team risked losing touch with qualified candidates. Retail hiring brought similar challenges, with high turnover and constant demand across shops, making it difficult to keep up with new openings.

The solution

Using Pinpoint’s Talent Pools, the team began tagging and grouping candidates by role type and level of interest. They created a dedicated pool for graduate vets and another for retail, alongside a general speculative pool for anyone who wanted to work at Blue Cross in the future. Conditions within the system automatically sort candidates into the right pool, so the team can quickly identify and contact people when roles reopen. Though still a new process, it’s already helping the team think more proactively about future hiring and how to use Pinpoint’s functionality more effectively.

Results

• Built graduate vet and retail pipelines to accelerate future hiring
• Strengthened engagement with candidates already connected to the charity
• Reduced reliance on paid advertising by re-engaging existing talent pools

The challenge

Blue Cross wanted every candidate to have a fair and supportive experience, including those who might need additional assistance during the hiring process. The team had always been open to discussing reasonable adjustments, but those conversations often took place later in the process, or were not raised at all by the candidate. As part of the charity’s commitment to creating equal opportunities, the resourcing team set out to make inclusion a visible and proactive part of recruitment. They wanted every candidate to feel that the process reflected Blue Cross’s values of care, empathy, and equality.

The solution

The team used Pinpoint to add a question to every application form, giving candidates the option to share whether they would like to discuss reasonable adjustments before an interview. When a candidate chooses to do so, Pinpoint automatically alerts both the hiring manager and the resourcing team. This makes it easy to reach out quickly, arrange any adjustments, and make sure the candidate feels fully supported. The team also added informal conversation stages to the hiring pipeline, creating space for open discussions about accessibility and the role itself. Together, these changes help Blue Cross make inclusion a natural part of the process, not an exception.

Results

• Increased proactive communication about accessibility needs across all hiring teams
• Strengthened candidate trust through early and consistent support
• Reduced risk of delays or missed adjustments in the recruitment process

The challenge

Before moving to Pinpoint, Blue Cross managed candidate scoring through Excel spreadsheets. Each hiring manager used their own version, and feedback was often shared by email. It was difficult to track progress, compare evaluations, or make sure everyone was working from the same criteria. With dozens of open roles at a time, the process was time-consuming and inconsistent, creating extra work for both the resourcing team and hiring managers.

The solution

Pinpoint’s scorecards gave Blue Cross a simple way to centralize and standardize evaluations. The team built clear scoring criteria for each role, and feedback is now recorded directly within the candidate profile. Hiring managers can collaborate in real time, compare notes, and make decisions faster. 

With Pinpoint, the team also customized pipelines to reflect how different roles move through the process and added videos to job ads to help candidates understand the charity’s mission and culture. These updates made hiring more structured, consistent, and engaging for everyone involved.

The results

• Centralized candidate evaluation across all roles
• Increased consistency and fairness in hiring decisions
• Reduced administrative work for recruiters and hiring managers