iCIMS Hacks: Filters, APIs & a Theme Song

From dynamic filtering hacks to API tricks, this post-show is packed with takeaways from our iCIMS power users. Hear how one call sparked three new reporting ideas, revealed a hidden permissions tip, and even debuted a theme song! 

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Transcript

Alex: I'm very excited to, uh, introduce Natalie and Vivian who will be hosting the meeting today for the first time. Really, really grateful for that. Alex: So thank you both. Natalie Duncan: Fun to have the opportunity to do it. Vivian Larsen: All right, so let's get started with some gratitude, everybody. Today, I want to say I'm grateful for beautiful weather. It's in the 70s outside and I've got my window open and it's absolutely beautiful. Vivian Larsen: It's absolutely gorgeous. So what else? Natalie Duncan: Yes, it is. It's the same in New Braunfels, Texas. I want to hear it from everybody else. What's the day like? Natalie Duncan: Drop Cam Cowell: y'all's Natalie Duncan: gratitude. Yeah, Cam Cowell: Cam. Three inches of snow today here in Natalie Duncan: Colorado. Cam Cowell: Looks like a snow globe outside. Was 70 yesterday, though, so Alex: can't Cam Cowell: complain. Natalie Duncan: Crazy. With polar opposite weather, yeah. Cold and then 77. Gets us sick in Texas that way. All right, and gosh, going through the chat, Paul's grateful for snow. Natalie Duncan: We've got beautiful weather in sunny Georgia. Yeah, love the trees out there in Georgia, too. The pine trees are nice, beautiful. Natalie Duncan: Tall and they sway in the wind. Love that. Zyrtec. I feel that I'm a daily Zyrtec taker as well. Thank goodness for it. Natalie Duncan: And when I don't take it on time, my body reminds me of it. Yeah, Christine, warm in Chicago. Is it warm and sunny or cold and sunny? Natalie Duncan: Sunny in Chicago and Cordell 85 at Easter Sunday in DC. Awesome. I'm glad to hear it. Everyone's got something to be grateful for. Natalie Duncan: There always, always is something to and again, just a moment of pause and recognition for Alex to make this a practice of what we do at IRD and with us today. Natalie Duncan: SAI because it grounds us in gratitude, just as, just as it's called and lets us pause with all the crazy stuff going on in the world. Natalie Duncan: There's always, always something to be grateful for. So with that said, right, as Alex does a grand welcome, welcome to SAI. Natalie Duncan: I'm glad to have you guys here. some reminders for the call is this session is being recorded and it will be posted in circle and the transcript itself is always incorporated into the chatbot to really enrich the responses that we get and we will have audio of this full episode today shared with in our Natalie Duncan: new in Alex, maybe a relaunched podcast. We had, I think we had it back in the day and here it comes. Natalie Duncan: Thanks for the reminders. All right. And on agenda today, we will be getting kicked off following gratitude. Now is, uh, now, you know, session with the Vivian Larson. Natalie Duncan: We'll pause for mid meeting announcements, just a bit down the line. And as always, we'll go to what the call is heavily famous for our questions from both our paid SAI members, and then open the line for everybody else joining the call to ask your questions and put those in chat as well. Natalie Duncan: And towards the very end of the call, we always like to pause to just take a moment to connect with each other in some smaller breakout rooms to just say hi, put a face behind the name of those that are joining. Natalie Duncan: Engage in your questions in SAI, and it's probably a lot of everyone's favorite part in getting to do that, and right once we're done doing that, at the very end of the call, we also enjoy taking a moment to share a recap of one learning nugget each of what we learned today. Natalie Duncan: So if there's something that really resonates with you today that made you go, aha, or I heard about this and I never knew about that, we invite you, if you'd like, to join us for a post-show, what we learned video, that we will be able to push out and share to our network. Natalie Duncan: Not only in SAI, but on LinkedIn for the world to see all the great work that y'all are doing as part of the SAI community. Natalie Duncan: And with that, I believe we're going to go ahead and Vivian, kick it your way for Now You Know. Vivian Larsen: All right. So, um, I'm going to start this Now You Know, a little differently than some of the ones that I've done in the past. Vivian Larsen: Um, and the reason I'm going to do that is, um, we have a smaller group here today, and I want to make sure that I'm speaking to our audience that's on the call. Vivian Larsen: Um, so my topic for today is dynamic filtering, um, and so I want to go over dynamic filtering and how you can use it in dashboards, and since we always have all kinds of different levels of skill on the call, and different folks use the system differently, I'm going to start by kind of showing you what Vivian Larsen: dynamic filtering is for those of you that aren't aware, um, talk about some of its various uses in the system, um, and kind of speak to build upon some of the last now you knows that I've done around profile link fields and how they can be very useful. Vivian Larsen: Um, so first and foremost, dynamic filtering, um, is a way to cross-reference user information across profiles. Um, so let's just say I've got a requisite position, um, file. Vivian Larsen: And where are we? Oh, there we go. We'll call it job in a sec. Um, so job, and I have a profile. Vivian Larsen: Let's just say I have hiring manager, for instance. I'm going to say that my filter that I'm building is a filter of the hiring manager where the hiring managers let's just say in this case I'm going to say the associated department of the hiring manager is my associated department or let's just use Vivian Larsen: cost center since I've got a cost center one in here. So I'm going to say name because name is that first field in the record. Vivian Larsen: Um, so I'm going to say we're related cost center name. This little fun icon is your dynamic filtering icon. So what that allows me to do. Vivian Larsen: Is if I'm building a report, let's just imagine that I'm building this report for job or I'm building this report for recruiting workflow. Vivian Larsen: I'm giving you the ability to compare let's say the job in this case to because that was a requisition drop down to my own personal record. Vivian Larsen: So, I'm going to say that I'm going to go into cost center, where are you, here, related cost center, detail, name, and now if I were to run this report, it would give me the ability to reflexively search where this data on the job matches this data on my personal profile. Vivian Larsen: So, if we go over to a dashboard and we take a look at these beautiful dashboards. That we've got built on our, our personal site, uhm, a lot of these are built using dynamic filtering. Vivian Larsen: So, if I've got a recruiter user and I look at a recruiter user's background, uhm, I'm going to only want to display 24 jobs that where the recruiter matches myself on the requisition. Vivian Larsen: That's a dynamic filter, right there. Uhm, you can get a little deeper if you want to, and in searching, in dynamic filtering, let's just say that I want to look at, oh, I clicked on the wrong one, hold on a second, back, this one, so let's just say I want to, not just look at jobs where their jobs are Vivian Larsen: in the approval status, I want to look at jobs where the jobs are in the, oh, that's a job approval search, eh, still the wrong one, sorry. Vivian Larsen: Let's look at that one. So let's just say I want to look at, not just everything that I've already built in a filter here, I want to look at job information, oh, this is still the wrong, I'm just going to build on it. Vivian Larsen: Sorry, everybody. I want to look at data where it not just looks at the recruiter's profile, where you can look at your standard recruiting information. Vivian Larsen: So like if I would do where recruiter is myself, or recruiter is at user ID. I also want to look at where hiring manager. Vivian Larsen: Let's just say cost center, in this case, since we're using cost center in this site, matches my cost center. So in this report, I want this report to show me jobs where I'm the recruiter. Vivian Larsen: And if I'm not the recruiter on the job, jobs where the cost center matches my cost center. And so this is the place where dynamic filtering of the profiles can be incredibly helpful, because across the board, they give you the ability to look at more than just a one-to-one, my name, recruiter is myself Vivian Larsen: . They give me the ability to look at any information that links on a profile. So when we talked about last week, where we were building profiles in the location org table, uhm, and filtering those by folder, and the information that can be housed in cost center, for example, if I wanted to build a report Vivian Larsen: where associated leader is my associated leader, if that associated leader profile Is built onto my employee tab as well, I can reflexively hide a report, build a report where I'm dynamically filtering the cost center on the job. Vivian Larsen: When the user only selected, let's just say name cost center 1 on the job. They don't need any of the rest of the data that's associated with the profile. Vivian Larsen: Because it lives in the background, I can cross-reference the two. So I'm going to shut up here for a second. Vivian Larsen: Any questions on how dynamic filtering works? Milena Mareva: Hi, Vivian. It's Milena from Analysis Group. Milena Mareva: Uhm, is it correct that in order to utilize dynamic filtering, the fields need to be profiling fields? Vivian Larsen: No, uhm, you can actually dynamically filter text fields as long as the data is consistent. The reason profiling fields are the most common place that you see this kind of filtering done is because it's the way, it's the way that you can ensure that the data is consistent across the two different profiles Vivian Larsen: , that there's never an extra space. So, this is, this system is built on a SQL database, and it is very sensitive to whether or not even the slightest piece of information is different. Vivian Larsen: So, if this record, if it were a text field, had an extra space, or one record had a comma it might not return a return accurate results. Vivian Larsen: So that's one of the reasons you, you see it most commonly where profiles match, because in that, the profile itself has a system ID, and the system knows I'm comparing system ID 163 to system ID 163, and there's less chance for any issues that way. Vivian Larsen: But yes, the, the answer is you can absolutely dynamically profile any information where the data will be consistent across two different profiles, and any profile will be profiles. Vivian Larsen: So if it's person, recruiting workflow, location, job, as long as there's a chance the data matches between the two systems. Milena Mareva: Wonderful. Thank you so much. Vivian Larsen: Welcome. Any other questions? Jessica Smith: Hi, Vivian. This is Jessica. I had a question. Could you go back and show us that filter that you added real quick? Jessica Smith: I didn't quite catch what very, like, which thing it shows. Vivian Larsen: In this case, this is a test site, so it's not going to match your system exactly, but I was on the job file, and I was looking at, I looking on the detail tab, and in our case, I was looking at cost center, which is a record, so I can do where related cost center on the requisition, name. Vivian Larsen: This is the place that gets people a lot. Name is the name of the profile, so it's that first field that names that. Vivian Larsen: So, if this were a true cost center set up, it would be cost center. 1, 2, 3, 4, 5 would be the data that would be in that field. Vivian Larsen: Um, I can do any other piece of data. I can do the external ID. I can do postal code, et cetera, but this is the data that you're typically looking for in this kind of of search. Vivian Larsen: So I would do where related cost center name from the general data and then matches related cost center name from my employee tab. Vivian Larsen: So this is on my employee tab. I have a profiling field already set up. You can always tell it's a profiling field by having this drop down and this additional information. Vivian Larsen: And then we're going to related cost center detail tab name. And then in this case, if I would break it from this search where related cost center name is my related cost center name, it might return a result because I think my record has one. Vivian Larsen: Yeah, no, it doesn't. Jessica Smith: Ah, okay. That makes sense. Yeah, I think I didn't realize how you're showing us is sort of the opposite as I think like the most simplistic way that people do it where they say like, recruiter or blank is and then at user ID, but instead it's kind of like the reverse, like, okay, Vivian Larsen: thank you. Jessica Smith: Yeah, Vivian Larsen: well, so the recruiter at user ID is one way, so let me just show everybody what we're talking about. So if you would use this field right here where it says recruiter, and is myself, um, or sometimes I can get it to show me recruiter. Jessica Smith: Right, or it would be like associated contact is blank, but it's kind of just the reverse and it's a little bit, yeah, more possibilities. Vivian Larsen: Yeah, and so, again, you're only going to use this when you're sure that there's isn't in both profiles that is going to match exactly. Vivian Larsen: Or so there I have in a very wildcard case and a very rare instance of this. A long time ago, I had a customer trying to hack this, uhm, who essentially used it, uhm, to search for different, the system IDs of the profiles. Vivian Larsen: And she did, like, the first three system IDs, comma, the next three system IDs, so it basically, if the system ID was ten characters long, it would search for those first three identifiers and get her close, uhm, I really like I don't recommend doing that, because it's not designed to do that. Vivian Larsen: It worked great in testing, and then as soon as we went live, it broke. Uhm, so, just use dynamic filtering consistently, uhm, looking at two records from one to one, especially when they're going to match. Vivian Larsen: So, any other questions on dynamic filtering? I'm not going to go too deep into the topic today. I just wanted to give a high level for everybody. Vivian Larsen: No? Anything in the chat? Natalie Duncan: No questions in the chat for it. Vivian Larsen: All right, so we will go back to our presentation for the day. Natalie Duncan: Oh, we'll pick up. Let's jump into our topics that are here. Coming up is per usual jumped a gun on sharing a couple of things too. Natalie Duncan: So today you've already been delivered with the now, you know, with Vivian about dynamic filtering, um, and for next week, we're going to be going over a secret candidate, which if you haven't been part of that or haven't heard that before, it's a really cool opportunity for you to have the chance to Natalie Duncan: request, um, the community to experience what your application experience is like and provide some really insightful and actionable feedback so that will be coming next week. Natalie Duncan: And then the following week, when we get into May, we'll be going into another Now You Know with Vivian and that one will be around scheduled reporting. Vivian Larsen: So I've been trying to build on a theme here, if you haven't, can't get it, where I'm, if you understand, um, where I'm trying to basically build on each one of our previous sessions. Vivian Larsen: And then that's one of the reasons why the recordings are so great to go back to, because you can always reference some of the things that we've previously talked about. Vivian Larsen: So we're going to show how to build a scheduled report using some dynamic filtering to give your users some information. Vivian Larsen: Alright, so our next one that we're going to talk about is our seven-day leaderboard. So, Katie, you are, Kate, you are our leader for this week. Thank you so much for your participation. Amanda, thank you as well. Vivian Larsen: And Cheryl, as always, we greatly appreciate all of your contributions to the community. You've always been a great resource for everyone here, and you will make the community a better place. Vivian Larsen: So thank you once again for joining. Um, Natalie, gonna turn it over to you. Natalie Duncan: Yeah, and if you've never had the Dancing Parrot Award, enjoy it. And it might be called, I wonder if it just, we need a pause, and we just need like a super moment dancing parrots. Natalie Duncan: So we, we probably all have a different perception, other than the icon that we saw, as to what how does a parrot dance? Natalie Duncan: Is it just the way that we're seeing? Or is there something, like, are you known to do a certain move that, like, it's your go-to move? Natalie Duncan: It was a fun game we used to play at a previous job of, hi, my name is Natalie, and I dance like this. Natalie Duncan: And you would do your move. And then you pause, and it goes to the next person, so I feel like on one upcoming essay call, we might really need to give that a try so that we really continue to inject as much fun as we can in this beautiful ISIMS community. Natalie Duncan: So, that said, enjoy the Dancing Parrot Award. And we'll take a peek here at the upcoming SAI events, uh, starting with this, uh, yeah, we've got our free Friday call happening now, and going through next week, we have, um, a handful of office hours with all of the members here with the IRD team, Vivian Natalie Duncan: , myself, Kaitlin, uh, and Paul, and we do have a special live event, SAI Live, happening in New York City on April 25th, and if there's any more that, Alex, we might want to share about that SAI Live, what do we want to let everyone Alex: know? Bagels, bagels on IRD, 9am to 11am Friday morning, all are welcome, if you're in the NYC area, come on down. Natalie Duncan: If that's not a reason to show up, and if y'all would, drop it in the chat, if you have a favorite bagel flavor, or a favorite bagel spread flavor, let me know, cause I'm always on the hunt for a good new flavor, cause I'm a sucker for one of the cinnamon honey butters that Einstein Bros offers, but Natalie Duncan: it might not be the same as a New York bagel, I don't know. You might have to ship one down, Alex. Natalie Duncan: Ooh, Alex: pumpkin. You know, you know, Natalie, I hate to interrupt, uh, the flow of events here, but, um, Amanda keeps, uh, uh, Integrity shaming me over here for not singing the song, so I think I think, I think maybe I should just sing the song right now. Alex: Yes, please. Get this out of the way. Okay. So if you go Go to the IRD homepage. And you click on the, uh, System Admin Insights in the menu bar, you will see it's IntegralRecruiting.com and System Admin Insights. Alex: Uh, in fact, I'm going to briefly take over the share here because you're going to want to know where to find this song because it's so rockin'. By the way, we have Adam Treitler. Alex: It's down here at the bottom of the page, System Admin Insights. We have Adam Treitler, uh, who I met on LinkedIn. Alex: He used to do ISIMS at Twitter and now he works for Pandora. He is their HR systems person there. And I love his content. Alex: He is really, uh, super sharp and he, he, he, he's a whole person, you know, he, he, he's a poet. Alex: He talks about his whole life, you know. And I feel like the combination of creativity and IT skills is something that this group really embodies really well. Alex: It's our superpower, right? We get people, we want to create systems that people actually enjoy using. And so, um, I created, uh, the lyrics for the song and then Adam introduced me to something called Suno, suno.com. AI, I believe, which is just, Cam's seen it, right? Alex: It's just shockingly good. You can create music in like 10 seconds. You just drop the lyrics in there. And a fun hack for Suno is that you can't, when you're asking it to do the style, you can't put in a name of a band, because it won't do that. Alex: But what you could do is you can ask chat GPT, what is such and such band sound like? Characterize that band sound in like 100 words or less. Alex: And so that, that's what we've been doing. And so this is the theme song. I'm not gonna sing the whole thing, just the first verse. Alex: In the world of human resources, where people in tech collide, there's a podcast shining bright with stories from the inside. Alex: System Admin Insights is the name of our show, where the unsung heroes of HRD, technology go. We make software work for companies all around. Alex: System Admin Insights is where our, we can be found. HR Technologists, masters of our trade. With automation and analytics, we've got it made. Alex: There you go, Amanda. Amanda Trammel: Thank you so Alex: much. Amanda Trammel: Thank you. I appreciate that. I don't know if that came through, but I was clapping for you. Awesome. Thank Alex: you. Natalie Duncan: So great, Alex, you've got the chat blowing up with Alex: the Natalie Duncan: fire icons and oh my goshes and hearts and wondering if you've given thought on whether or not you're anticipating being on an upcoming season of American Idol. Alex: Who needs American Idol when you have SAI, right? Natalie Duncan: Wow! Alex: Ha ha ha ha ha ha! Coachella. Yeah, Coachella next stop. Ha Vivian Larsen: ha! Alex: Yeah. Thank you for indulging me, everybody. Natalie Duncan: Absolutely outstanding. I don't know, and with that, how. How can this show go on? But thank you for sharing bagels and sharing your vocals. Natalie Duncan: Bagels and vocals, yeah. Alright. So a little bit about Secret Candidate. Uhm, let's see. If you ever again have the interest, I've probably alluded to it before. Natalie Duncan: Probably moments ago, and I apologize for the repeat, but Secret Candidate, again, is an opportunity for you to submit a request to the SAI community here to have your application experience analyzed by members here in SAI, again, where you would have the ability to take away Thank your time. Natalie Duncan: Insightful and actionable feedback that you could get that, you know, will package up for you and give you the chance to bring that back to your organization and make those improvements, um, all thanks to the engaged community here that would be willing to raise their hand and take part in that fun event Natalie Duncan: . And the one that's left what's going to be coming up here is Julie Schaefer Chase from Devereux, Devereux, what a fun last name to say. Natalie Duncan: If you haven't said that out loud with me again, just Devereux, such a cool name. And it reminds me of a movie back in the day with Ashley Judd. Natalie Duncan: I think that was what a name that they went off of, but that'll be happening May 15th. Just less than a month away. Vivian Larsen: May 16th, but yeah. Natalie Duncan: 16th, yeah. Well, I could read numbers. All right. And with all of that, we should be coming up to our live call questions. Natalie Duncan: So if we want to pop open SAI and grab a chance to grab our live call question section. Go ahead and get started with the SAI member questions first, and once we go through those, we will be able to open up the floor to others joining today's call to have your questions answered. Natalie Duncan: Thanks for the screen share coming up here. Beautiful, so we've got a few that came in through last week, and one beginning there, yeah, with Happy Monday, so. Natalie Duncan: Let's see what we've got. All right, so from Christine Hill, I'm going to reopen the participants section. I definitely saw it, yes, because you were talking about sunny Chicago and not windy Chicago too, but you dropped in a question just earlier. Natalie Duncan: I'm asking around offer letter templates, you know what to do when they are no longer needed, so it looks like you got a few different responses, but is there other, you know, additional questions you'd like to bring up and see what else we've everybody would like to add into this? Christine Hill: Yes, thank you. I haven't deleted them yet. I did categorize them like one suggestion and did do the Z in front like Paul suggested. Christine Hill: But he did bring up a good point about connecting them during the job creation. So I suggested that to my team. Christine Hill: We were just trying to clean up the list a little bit, but I'm always nervous to delete anything, even when somebody tells me that it's going to be fine. Christine Hill: But yeah, so that really helped. I appreciate that. Vivian Larsen: I've also seen DNU, so do not use. Is Michelle on the call? She had a great answer for this too. mhale: Yeah, I'm here. Vivian Larsen: Any other thoughts to add to this? mhale: Yeah, I just made the Christine Hill: student use categories what I did. Uhm, uh, based on, uh, Michelle's suggestion. mhale: And then I went ahead and even changed the security on it so nobody could then use it by accident. So they won't see it when they go into the offer templates. Christine Hill: That's Vivian Larsen: great. I left it for the sysadmins to be able to mhale: go in and, you know, reactivate it if needed. Oh, that's a Christine Hill: great idea. Okay, I don't know if I know how to do that, but I'm sure I can figure it out. mhale: Yeah, it's Natalie Duncan: pretty easy. Yeah, I was going to just ask, could you kind of just paint a simple picture of context on what it would look like to go in and change those settings for only the user admins? mhale: Uh, do we walk you through how to do it? Natalie Duncan: It's probably in there. It's in the manage access function, mhale: right? It, yes, it is. There's a manage access button and And then you go ahead and you select the user. mhale: User roles that you would want to be able to see that template. Christine Hill: I mhale: just selected the sysadmins and it's working. Seemed to do the job and now I don't have to worry. Awesome. Thank you. mhale: That's Christine Hill: a good last step. I'm going to do that. Vivian Larsen: Our next question is from Alyssa. Is Alyssa on the call? Natalie Duncan: Scrolling through. I do not see Alyssa's name unless she came in under a different name, which might be happened at times, but Alyssa, I don't believe she's on the call. Vivian Larsen: So, I mean, just for the sake of conversation here, anyone using interview feedback know of a way to see when feedback was request was completed using the feedback tab. Vivian Larsen: I'm betting that she's probably using the Microsoft Teams interview feedback. So, that's one place where I'm not 100% sure which portion of the system you're, she's, she's asking about. Vivian Larsen: So, we can definitely reply to her. Anybody have any questions? Any thoughts on this before we close out of it? Vivian Larsen: No? All right. So, moving on. Uhm, so, we're going to skip over pause. Vivian Larsen: I'll just real quick and go to this particular question from Liz Carroll. Is Liz Carroll on the call? Natalie Duncan: Not seeing Liz's name here today either. No. It was an interesting one. She joined in office hours this week. And she's in a bit of a unique role. Natalie Duncan: She is not in the role of ISIM system admin. But instead, uhm, a role where she is still crafting reports in ISIMS and able to get them set up as a scheduled report. Natalie Duncan: And it's feeding over to, uh, an email address, a distribution list that she is using. And as we all know, that file does not come over as a CVS nor Excel. Natalie Duncan: And she's in a predicament where, what's, she's curious what the best way is to take that file that does come from ISIMS, to then, easily and quickly, on a daily basis, get it into their Power BI. Natalie Duncan: Yeah, Vivian Larsen: so we, we were doing a little bit of research ourselves, because this is a little, Alex has written an article on embedding Power BI, but the question she has is more how. Vivian Larsen: Extracting Power BI, uhm, information from ISINs once it's there, and so, uhm, we just did a little bit of quick research and found that there's a couple of different ways that you can do it, uhm, so if anybody wants to read the post and do a little bit of a deeper dive of this, but this was what we Vivian Larsen: found. When we did some research, I'll say I personally have run into the issue where the formatting of files being consumed by other systems, whether it's Power BI or any other system, uhm, I've run into that issue before, uhm, And the answer that ISIMS has pretty consistently provided is that we will Vivian Larsen: drop it on an SFTP, and then you're welcome to pick it up and convert it, uhm, so if there is, uhm, a way for you to extract it from the SFTP, which there is, uhm, there are ways to automate the extraction from an SFTP, and then you can take that, consume it, and convert it into another type of file. Vivian Larsen: That's usually going to be your easiest bet, uhm, as far as getting this, uhm, solution fixed in order in a way that the helpdesk might be able to support you if you have any questions on it. Vivian Larsen: So that's just another little caveat. Uhm, if you do any of the other ways, like the Azure function with parsing, uhm, this ISIMS is really not going to be able to support you on in any way, shape, or form. Vivian Larsen: Uhm, this is something completely outside of the system without any recommendation. So any reference points back to anything ISIMS Uhm, and the same thing with power automating with cloud flow. Vivian Larsen: Those so if your end goal is for ISIMS to be able to answer a question, if you have a problem and your users reach out to them, go the consuming it from an SFTP route, because at least they know they'll be familiar with what you're doing there, but the rest of these suggestions are a little off the cuff Vivian Larsen: , with the exception of writing an API to consume the information that is something that that ISIMS could definitely support you with. Vivian Larsen: And I've given you the link to the developer community in here. Alex: You know, I was thinking about. You know, it's been a few years since I set that up the first time, uhm, I, uh, you mentioned something about the exports coming over as some kind of HTML file. Alex: I remember there being something in the header of the Excel file. That, uh, we were able to strip with Power Query and I'm, I'm doing some more research to see if, because this, it's, it's why when you try, whenever you try to download an Excel export from reporting in ISIMs, you're always getting a Alex: warning message. Right? Some kind of, and, and, you know, I remember talking to ISIMs about this and making sure the file was safe and it wasn't unique to how I was using it. Alex: And it's just because there was something injected into the header of the Excel file that said, it's not visible on the surface that we may have been able to, to program into Power Query to strip out of it. Alex: So that's another avenue of exploration. And I'll update folks when I learn more about that. Okay. Vivian Larsen: So any questions about this or does this resonate with anybody else? Natalie Duncan: Yeah, nothing coming in through the chat on this one. All right, so Vivian Larsen: we're going to like that and then go to Paul's question. Paul Day: Yes, I was just curious if there was any. Automation to, um, send an email to the recruiter after an offer letter has been signed because they get they get the PDF during the approval chain, but they want a signed version. Paul Day: And, um, the client, so yeah, they were just looking to, yeah, uhm, just make the process a little smoother for recruiters by, by doing that. Paul Day: I wasn't sure if that's possible. mhale: Yeah. Can't, Paul, why does the, why do they need to email the letter to the recruiter? Like, my recruiters, once they've made the offer, they go in and download it and put it in a folder for the next team that takes the onboarding piece. mhale: I'm just curious why they have to email it. Like, if they're just going to ISIMs to get it. Paul Day: Um, I don't know. Vivian Larsen: My recommendation here would be to do an event notification on offer, except that the offer is accepted. So if they want an email. Vivian Larsen: Letting them know, Paul Day: yeah, but then they still Natalie Duncan: have Paul Day: to go into the system and download it. Yeah, Vivian Larsen: I mean, this is one of those, just because you can't doesn't mean you should kind of situations, emailing that signed offer letter. Vivian Larsen: That's a contract. And depending on where you're doing this in the world, especially overseas, the way they treat those contracts is with a lot of confidentiality. Vivian Larsen: Whenever you're putting it in an open email server in a public server, you're exposing it. So it's a contract that could potentially go potentially be taken and used in some negative way. Vivian Larsen: I'm always InfoSec minded, because I've seen some horror stories. So I don't see the value in sending the actual document. Vivian Larsen: I see a lot of risk in sending the actual document, but if you give them a notification that the Thank you. Vivian Larsen: Documents ready for them to go get and create a dashboard panel that gives them quick access to it. So they don't have to hunt through the profile Paul Day: by yeah, exactly Vivian Larsen: variables. I think that would probably be a good workaround. Natalie Duncan: Yeah, and I'm curious, too, because isn't in the. In sysconfig, there's, I believe, a configuration to where not only during the approval process, a recruiter could get notified, but they would get a email notification of, hey, they have accepted. Natalie Duncan: Here's just an email address. So, FYI, then it could be a sign for them to take action, Paul Day: Got it. Natalie Duncan: But I welcome, yeah, I welcome a challenge if someone says, no, no, you're not thinking right today. Does anybody else get modifications when offers are signed? Amanda Trammel: We do. And you're right, Natalie, there is an area and system can take under the offer management product that allows you to set up the email for when an offer is acknowledged. Natalie Duncan: Awesome. And in that there's should be likely a link that would direct the recruiter back to that specific profile for them to have easy access. Amanda Trammel: I don't mhale: know if Amanda Trammel: the default out of the box, you know, has that, but you can Natalie Duncan: certainly Amanda Trammel: add an- Paul Day: Yeah, and mhale: my recruiter's getting email notification when it offers accepted and their little bell goes off on top of the isom screen. mhale: Got it. Yeah, that's a Paul Day: good call out too with, uh, with, uh, notification, then you know, uhh, uhh, notifications. Vivian Larsen: Alright, I think that's everything for today. Um, as far as life question calls. Um, do we want to go back over some of our older questions or are there some new questions from folks that are joining the call Natalie Duncan: today? Yeah, I think it's a great time to open up the floor for others who have a question on their mind. mhale: I don't have a call. Well, it can be quick. I don't have a question, but I just got an email from Isense and I'm super happy that they are taking the. mhale: the new Isense interview scheduling module and now allowing us to do ad hoc interviews instead of relying on what calendar availability is. mhale: That's going to be huge for us. Natalie Duncan: Yeah, and could, and since you're, it sounds like you're looking into that, Michelle, is there a little extra context that might be a pro or a reason why someone would want to explore that in addition to just doing. Natalie Duncan: In the version that syncs with their outlook calendar, right? Because there's a, there's another way that they're going about it where they're using a calendar with an isms. mhale: Right. Um, there are times where the recruiter is on the phone and they're saying, Hey, I can talk in the next 30 minutes, but the way the calendar availability works, it won't allow you to do that. mhale: So then they go have to do it manually. Whereas in the old isms, the legacy. Interview schedule, it did allow you to do ad hoc. mhale: So, and a lot of times hiring managers working with everyone to make sure their calendars are appropriate, you know, available and they're not putting, you know, a task on there that really you can schedule. mhale: Or so it will help working through some of that. Yeah. Natalie Duncan: So, thank you for sharing. Amanda Trammel: For like it hiring events and things that might be like an all day or a specific window that might be a good tool. Amanda Trammel: For that too. mhale: And you can only use the co-pilot. Those interview questions that it, uh, it, you know, if there's anyone's due in the co-pilot, you can only use that in the new interview scheduling module. mhale: So, it'll just allow us to use more of the system. Vivian Larsen: Greg, did you have something to add to that? Greg Mendez: I know, I know. I have a totally different Vivian Larsen: topic. Oh. So, I think there was one question before you. Alex: What's Christine? Christine Hill: Hello, it's Christine from- I'm to entertain you. Okay. So, I have a question about, I guess you call it a notification when an eyeform is completed. Christine Hill: A recruiting workflow, eyeform is completed by the candidate. Currently today. The primary recruiter gets that notification to their inbox. And I'm sure probably, um, on the dashboard here as well. Christine Hill: There is a field within the build of the job that has a secondary recruiter. Because sometimes we're sharing responsibilities, people are traveling, whatever the case may be. Christine Hill: I can't figure out a way that the secondary recruiter gets that notification when that same I form is com- So, I want both recruiters if there are recruiters on a- on a rack, I want them both to get that email notification, that the iForm has been completed. Is that possible? Yes? Christine Hill: Anybody know? It is possible Vivian Larsen: to- Yes. I need two separate event notifications in order to make it happen. Okay. If you want it to dynamically look at the person on the job, you're gonna need two separate event notifications. Vivian Larsen: I've tried- To configure them in the past where it uses multiple recipients, um, and consistently had issues with it. But consistently, it works fine when you use two separate emails. Vivian Larsen: Um, and in this case, since they're different. from. Roles, you're the secondary recruiter on the job. You're not the primary recruiter on the job. Vivian Larsen: You have a reason to differentiate between the two of them. So my recommendation would be to go with two separate recruiting workflow event notifications off of the trigger status and, Christine Hill: okay, Vivian Larsen: recipient. Because if of it, set them up separately. That way it's also going to be easier for you from a tracking perspective. Vivian Larsen: If you have issues with the event notification because there's a difference between the two of them. So you're going to know where the origin of the problem is if something It does happen on the line. Vivian Larsen: And then notifications can be a little finicky. Um, so there will be a look for some office hours with you. Vivian Larsen: Yeah, sure. Okay. You can't set them up, but I give it help. This has to help you set them up, but I can show. Vivian Larsen: Oh, okay. Ooh, in order to get there where you can just give it to them and they can run with it. Christine Hill: Okay. Sounds got a look for some time. Vivian Larsen: Awesome. Christine Hill: Thank you. All Vivian Larsen: right. Any other questions before we go Natalie Duncan: to Greg? Yes, I think coming in right at the same time as Christine's Jessica Smith also threw in the chat. Natalie Duncan: There's, I believe there's a question. It's hard to tell on who came in first, but based on the time, it might have just been. Jessica Smith: I can ask a. Quick one. And if we need to table this for somebody's more direct question, I'm okay with that. Jessica Smith: Um, so my company uses co-pilot for AI and, and we had a call and we were talking over different possibilities. Jessica Smith: And I was just curious if. Anybody has been doing this, um, so leveraging sending scheduled reports and then using AI. Jessica Smith: So like ours is, um, enterprise. So it's all kind of okay and approved by our company only if we use that particular. Jessica Smith: Peace, co-pilot. Um, to basically read your email, look at the reports and draw insights. Um, so saving a little bit of time on some reporting analytics. Jessica Smith: Like I was thinking about playing around with it. Um, to look at like recruiter cap. Um, as far as, well, a lot of different things, but I was just curious if anybody has done that. Jessica Smith: I can dump a lot of information in those scheduled reports and then out. Inside of, like, going in and doing all my own pivot tables in Excel, I'm just wondering, like, can co-pilot draw some insights for me? Jessica Smith: Obviously, I would validate the data, but. Greg Mendez: Um, yeah, this is great for me. And why you. We've been doing something. We've like, we've been toying with it. Greg Mendez: Uh, at NYU, they gave us, uh, the enterprise edition of Gemini. And I'll just say that it's definitely work in progress. Greg Mendez: But, um, one of the things. That we did get access to is notebook LM. And what we've done, I, I've done is definitely upload the information into notebook LMM. Greg Mendez: They might be like, uh, a series of documents or a series of spreadsheets. Put it in there. And then, of course, as a byproduct of notebook LM, that's, that is powered by, um, uh, Gemini, it, what it can be done, what it could do is, if you can actually interact with it, um, either as a d chat, but it Greg Mendez: has this almost, like, podcast-like feature, and you can actually interrupt it and ask a question about your, about your documentation or data. Greg Mendez: And it can actually pull from that and, you know, give your analysis. You can also ask it to do stuff like, can you, you know, and you can experiment with it with, with different problems. Greg Mendez: Oh, can you develop an infographic based on this? Can you, can you do this? Can you create an FAQ based on the day, the most common, what are the m- most common trends are you seeing? Greg Mendez: So I've been playing with it. I kind of like the interrupt part where the, the, you're just kind of listening to the, the bot actually have a conversation about your data as if it's a real podcast and you interrupt it. Greg Mendez: And then it actually gives that response, which. I thought it was actually quite, it's actually quite entertaining actually to do. Jessica Smith: Thanks Greg. Yeah, I, I see a lot of possibility. I'm sure also some of it sounds. It probably in practice isn't. Jessica Smith: and everything. It's going to be as smooth as what I think it could be in theory. But I was just curious if anybody was doing that because it seems like it could be a time saver. Greg Mendez: I am using it to do like, if I, if you know exactly the count of calculation you're doing, I've axed like chat chippy to our- actually to specifically ask that. Greg Mendez: So, like, if I'm trying to do forecasting, I'll take, you know, can, you know, take the data, go ahead and use this specific tool, uh, calculation to do this, saving me 30, 45 minutes of work. Greg Mendez: Or I would ask it, hey, would you suggest- I'm looking at using this kind of formula for my forecasting or for this type of review. Greg Mendez: What do you- what would you suggest? And actually, that's been nice to just kind of bounce off. Definitely it's a time saver in terms of doing calculations and cleaning up your data. Jessica Smith: Thank you. Greg Mendez: Sure. Vivian Larsen: Awesome. Alright. Natalie Duncan: Might be a segway, Greg, to go ahead and go into your question and then we'll do uhh. We'll do quarter meeting announcements today based on what time we're at. Natalie Duncan: But, Greg, over to you. Greg Mendez: Sure. I have question. Actually, I also could report back. I just had, uh, I some is doing, um, an AI demo soup to not so went from like, you know, seeing the search, the search capabilities on the site all the way back to. Greg Mendez: You know, discoverability and talent cloud. But one interesting nugget information they told me was they've been hearing for people who are still on legacy UI. Greg Mendez: And they said that in the coming months, they're going to start announcing that. Some of the AI stuff that's only available on new UI is going to be available. Greg Mendez: Of course, that additional cost for some, for some of the products for the legacy products because they're hearing that people aren't ready to do the jump, but they've really want to take advantage of the AI. Greg Mendez: And that's what's holding them back from the spend. Uh, so you're going to hear more about that coming in the coming months. Greg Mendez: So I'm really excited to hear about that. Um, my question is about, uh, formulas. So I. I know we can, uh, we can work with, with, with ISIMs to develop a formula. Greg Mendez: Um, but my question is why I know that formula could be used on a report or a widget. Uh, is there any way to im- embed the result of a w- of a formula onto a field. Greg Mendez: Like to actually show it up, like to actually show up the value under a space, under the, under a job or under an I for m- under a profile. Vivian Larsen: I wish it's only available in the reporting engine or as a variable. Um, so there's no way to, there's no way that I'm aware of other than extracting it and importing it back into the system using an API. Vivian Larsen: It can be done, um, to embed it in any meaningful way that your users could interact with it in a field. Vivian Larsen: Um, I have, so the latter is the only solution I've ever found. Um, is that someone consumed it. I have, uh, a VIA, an API and basically sent it back into a different field than the formula field. Vivian Larsen: So it also affected your form at your field count cause you're using two fields for the same information. So, Greg Mendez: okay. Alright, I'll think about that then. Thanks. Natalie Duncan: So the question, Vivina, I think we'll jump over to our three-quarter meeting announcements today. Vivian Larsen: Alright. Alright about that. Just throw it with me a second. Natalie Duncan: Always helpful to unshare and reshare when needed. Yep. Well, we're pulling that up, too. Natalie Duncan: If you want to drop in the chat what you are looking forward to this weekend, give a extra little smile on it if everyone's face. Natalie Duncan: So, all right. So Vivian Larsen: just so everybody knows the SAI podcast. This is our quarter meeting announcement here today. We, this is actually a little bit of, we were listening to some of this. Vivian Larsen: Um, this is actually a really fun conversation where some of the different interviews and variable pieces, various pieces of information that we have on the SAI website have been converted into a consumer. Vivian Larsen: Some of the whole podcast format so that you, if you aren't able to sit down and watch a video for a period of time, if you're like me, if you listen to podcasts while you're walking around doing your household tours, um, you can have it in your ears and, and just listen to some of the various conversations Vivian Larsen: that we've had. And we've got a variety of them up and running here. Um, so, there are a couple of new courses on SAI, um, and those include the database hygiene courses that we've been working on. Vivian Larsen: Um, our iForms mastery with Townsend, Townsend, and I saw you on the call. Um, so any, any follow-up questions for Townsend, you're welcome to reach out to us in regards to those. Vivian Larsen: Um, we also have our original getting started with SAI and we are working on a- a couple more potential topics here, um, upcoming. Vivian Larsen: So, and then, um, we do want to just speak to you upgrading to a full SAI membership. Um, we've got LiveSmoke Group Office Hours, which is only available to paid members. Vivian Larsen: Those LiveSmoke Group Office Hours are with my team, as we said at the very beginning of the call. Myself, Natalie, Paul, and Caitlin. Vivian Larsen: Um, it's so you can get one-on-one conversations in regards to your specific questions, and you can screen share, and we can walk through, um, and solve any individual problems that you may have. Vivian Larsen: Usually, the groups for my office hours are less than five people. So, it's usually a pretty good group, and we have some good interaction with everybody where we count crowdsource answers. Vivian Larsen: If I don't know exactly the way to do it, or there are a variety- All We have of different potential ways to solve it. Vivian Larsen: We can get a lot of good feedback there. Um, and then, um, just so you know, there are some, we'd love your feedback on our weekly meetings. Vivian Larsen: There are some places on here that you can, uh, have feedback, give us feedback in regards to this platform and how we did- on this weekly call so that we can make things better and continue to grow the community with your support because this, this, um, S.A.I. Vivian Larsen: is, um, a community with lots of different feedback from our members and we're always looking for ways to make it better. Vivian Larsen: Um, you can also get a shurm credit for participating- and we will drop the link into the chat for shurm credit for today, if you would like us to. Vivian Larsen: And Natalie, do you want to take this one? Natalie Duncan: Networking breaks? Yeah, we're just coming up on just shy of about 11 minutes left of our time together today. Uh, this is one of the last things that we'll jump in, but we will always want to make sure- and point out- I think we just got- Paul, thanks so much for getting that dropped in the chat as Natalie Duncan: well- at R-O-D or R-O-D. Mixing acronyms today too, but all of the different things that we do at Isums, or four Isums at I-R-D, words are blending. Natalie Duncan: Clearly I need to eat another- a round of a small lunch, uhm, but I-R-D, right, known as the R-O-I-Isums experts, they're all the different services that we do offer, and the mixture of folks that are on this team bring together a unique collaboration of TA process experience and experience being in Natalie Duncan: roles- that are similar and identical to yourselves and a little bit on the Isums' first-hand experience as well, too. So, y'all are ever in a point to where you may not yet be engaging with I-R-D from, uh, standpoint of having the opportunity to connect with us in more, um, intentional. Natalie Duncan: In other ways, there's a few different services that, uh, could very likely be super fitting to your business needs. Um, S-A-I membership is just one big piece of that puzzle. Natalie Duncan: So, all right. Diving in the network breakouts, too. Yes, so we're just at nine minutes now, too. So, we'll get rid of- ready to go ahead and create a couple of small breakout rooms here just to have a couple minutes at most to say hi to your fellow S-A-I members. Natalie Duncan: Those that engage in your posts that you could say hi, give a thanks, and so on and so forth and share some fun things that might be going on on the weekend, or share- a takeaway that you had for today. Natalie Duncan: So, uh, Vivian, how- has it look on your end with the little breakout room button here? I'm taking a look at what we have. Vivian Larsen: We want to take that. I don't have the breakout room button, but let's just pause the second because we do have a little bit of time. Vivian Larsen: Are there any other Natalie Duncan: butts? Is Vivian Larsen: there any one before we go to network breakouts? We're running a little head of schedule today. Amanda Trammel: I have a question, but I have something to share that I noticed. Vivian Larsen: Awesome. Amanda Trammel: Can I share my screen? Vivian Larsen: I will stop sharing. Natalie Duncan: Awesome. Oh, it's amazing to have a- and then schedule. Thanks, Amanda Trammel: Amanda. Of course. Um, it would be kind of hard to talk through without sharing because I was actually within the community that I noticed, but in the general space. Amanda Trammel: Apparently there's these like. Thank you. A.I. generated conversation summaries. So I wanted to just kind of bring it to your attention. Amanda Trammel: Um, and I shared it with Alex too earlier today. So I don't even know if he was aware. Alex: Yeah, no, I just saw Amanda Trammel: your. Alex: I just saw your message. Um, that's amazing. And so I was a. Thank video. I'm aware of there's a little AI sparkle to the left of latest, um, which will give you access to some stuff, but this inline conversational thing I didn't even know about. Alex: So thank you so much for sharing this. Paul Day: I was answering comments this morning and I didn't see any of Alex: this. So it's only a general discussion for some reason, Paul. So, let's look into it. And I was looking at the, um, the back end and I didn't see a setting for this, but we'll figure it out. Alex: We'll get back to you because we'll find a way to put this in the isome space too. This is. This is just incredible. Alex: Thank you so much for, for bringing this up. Amanda Trammel: Absolutely. Alex: Yeah, it's one thing I really like about circles are constantly shipping new features and functionality. Natalie Duncan: Thanks for showing the new assistant in there. Something to play with, something to have fun with. And we do, we've got our breakout room button that's made its appearance. Natalie Duncan: Uh, so we're going to go ahead and just transition to those real small breakouts. So again, just say hi to folks. Natalie Duncan: And when we come back from those breakouts, just, they're going to just be a few minutes max. If you're up for staying in our. Natalie Duncan: Post show, um, what you learned recording. We invite you to do that. If there was a takeaway that you had today so that we could share it with the world through LinkedIn and other system admins to invite them to be able to join and add value. Natalie Duncan: To the community that y'all already are adding and engaging in two. So, I've got numbers in here. I will kick this off right now too. Natalie Duncan: If y'all aren't joining, please have a beautiful and as Alex always says. Restful and restorative weekend on this good Friday Easter weekend. Natalie Duncan: And we will catch y'all next Friday. If you're hanging out, here we go.