iCIMS Hacks: Reduce Drop-Off and Boost Form Efficiency (5/16/25)

Save time and reduce drop-off with smart iCIMS form strategies. Learn how to enable “save and return later,” use pre-population, and align compliance with a proactive good faith statement. Insights from real admins tackling real system issues.

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Transcript

00:00 Hey everybody, 00:02 Alex: good to see you Jessica, Amanda, Amy, Cordell, Sarah, Tonya, good to see everybody, Cherie. Welcome, welcome, Amy Williams in the house. 00:15 Alex: Welcome everybody. All right, let's go ahead and get started. Welcome everybody. Welcome everybody to System Admin Insights. So glad to see you here this Friday afternoon. 00:25 Alex: We'll kick it off with a little bit of gratitude, so drop something in chat. I bet that you are grateful for today. 00:33 Alex: I am grateful for the conversations that are happening around the evolution of L&D and what it means to incorporate L&D into learning. 00:44 Alex: Uhm, I was a teacher myself once upon a time earlier in my career, and I remember just pushing against, pushing up against, uh, limitations that were both personal and also structural in the teaching profession, and I just think there's so many opportunities for AI when used for learning. 00:59 Alex: Thoughtfully, I can really move the needle for, for learners and learners of many different styles as well. I just posted something on, on LinkedIn about this, you know, my, my tendency is to just love teaching, teaching myself with AI. 01:14 Alex: And, but I'm also wired to, to, to do that sort of thing. And it gives me pleasure. Not everybody works that way. 01:19 Alex: And some folks need additional support, uh, to use AI thoughtfully and in a way that makes sense. So I'm just glad this conversation is happening because I was, it's long overdue. 01:29 Alex: And I think the technology is enabling growth in that area that would have been impossible. Otherwise, let's see what else we have in chat. 01:36 Alex: Let's see. Amy Williams, grateful for beautiful weather in Casey today. Awesome. Awesome. My mom grew up in Kansas. I don't think I ever told you that. 01:43 Alex: Townsend, I'm grateful for having this amazing weather and having the time to lay in the hammocks with the wife to enjoy it. 01:49 Alex: Townsend, I almost got arrested for laying in a hammock during COVID because, uh, the cops were cr- So people, everybody flocked to the parks and were- setting up hammocks in the parks, in the trees, and New York City, uh, police came by and, like, uh, got very aggressive with making sure that people 02:04 Alex: don't enjoy themselves in that way, so glad you have that luxury. Vivian says, grateful for good weather. Neighbors, yeah, yeah, that always helps. 02:13 Alex: Cool. Thank you, everybody. All right, next slide. Okay, a couple reminders. So we are recording this session, and we will post the recording in Circle. 02:23 Alex: The transcript is incorporated into the chat. The chatbot to enrich its responses and the audio of the full episode will be shared via our podcast. 02:30 Alex: And I added dates to the podcast episode. So if there is a particular date that you missed, you can go back and listen to the whole thing in the car, in the subway, whatever the case may be. 02:39 Alex: Next slide. All right, today, super excited to process Devereux's secret candidate results. So thank you to everybody. 02:51 Alex: Thank you, first of all, to Julie Sheffer-Chase for being open to do this experiment. Sometimes it can be a little nerve-wracking, I understand, but hopefully the feedback was useful. 03:02 Alex: And thank you to everybody who participated by applying to that test job and giving Julie some really useful feedback. Thanks to Caitlin for aggregating the results and putting it into a really nice executive summary that we sent over to Julie yesterday. 03:15 Alex: She's reviewed it, and she has some questions for the group. I'm really looking forward to diving in on. Then we will go to our midterms. 03:22 Alex: We'll meeting announcements, unless I forget again, and then we'll do general questions with our members going first, and then our free attendees participating, asking questions after that. 03:31 Alex: We will then do our networking breakout. So if you're not into doing small group Zoom, you're doing other things. That's fine, you can drop at that point, but if you want to hang out and connect with some other professionals on the call, that's an opportunity to do that. 03:42 Alex: And then we will do our What We Learned video, where we, uh, do a quick recording of takeaways from the call. 03:48 Alex: Unfortunately, we had a technical difficulty last week. And we did not capture it. So, sorry about that, because a lot of you stayed on and shared some really great stuff. 03:57 Alex: Uh, but we'll make sure to nail it this time. Next. Alright, upcoming Free Friday topics. Topics 523 is, that's next Friday. 04:08 Alex: So, 523, I'm going to give an update on the SAI website and talk about, uh, talk about it as a use case for using, uh, AI and offshore technology. 04:18 Alex: So, I'm and internal talent, uh, to, uh, uh, create something that reduces the time between concept and execution dramatically. It's a website, so I'll, I'll share some of that with you and give you a challenge to see if you can figure it out. 04:37 Alex: 530, we will be doing a Now You Know with Vivian. She's going to talk about agency access. I love agency access. 04:45 Alex: I know Paul loves agency access. Like, agency access is one of those areas that gets overlooked by a lot of ISIMs customers and agencies. 04:53 Alex: Uh, that's a cause for celebration for them, right? Because if you're not on top of your spend— By the way, can you hear me? 04:59 Alex: Because my audio just clipped. Am I good? Great. So, if you're not on top of your agency spend, you are just bleeding money, right? 05:07 Alex: So, agency access, the proper implementation of it, that requires not just setting it up, but also creating some reporting that represents that. 05:15 Alex: References it in a way that's easy to access, it can really be a huge, huge, huge cost saver. So, I'm really looking forward to that talk. 05:24 Alex: And then on June 6th, we're going to do, and now you know, Vivian, on merger gotchas. Watch that. Wow. Merger gotchas. 05:31 Alex: Yeah. So, I know a lot of us have been through the situation where a company acquires another company and then that is just a tech stack conundrum. 05:40 Alex: I'm not going to say nightmare, could be a nightmare, right? But it's complicated no matter how you slice it. So, I'm really looking forward to hearing Vivian's insights on that. 05:47 Alex: Next. Alright, our seven-day leaderboard. Who gets the Dancing Parrot? The Dancing Parrot Award, FYI, is if you were not on the leaderboard the previous week and you are on the leaderboard this week, you get a Dancing Parrot. 05:59 Alex: So, Cherie, you've climbed up to number two in the last seven days. Thank you for your engagement. Angela, as well, thank you for engaging with the platform. 06:06 Alex: And, Amanda, crushing it in the number one spot this week. Next. And, here are some upcoming events. So, we have a couple of new things here. 06:16 Alex: Of course, we have our wonderful office hours that are small groups. It gives you the ability to meet with an IRD consultant who knows not only ISIMs, but knows TA because they've sat in your seat as ISIM system administrators, as recruiters, as TA managers. 06:30 Alex: Those are a really, really valuable way to get some great guidance on what you're doing. Really thoughtful conversations happening there. 06:38 Alex: Then, we're doing a new thing. So, this is Paul's initiative. It's called Speak Up Integration Headaches. So, at some point, Paul, I would love to share what you're working on, in terms of creating tools to help you. 06:50 Alex: Help ISIM's customers make smarter decisions about their integrations. I'm just going to say, like, Paul just completely exploded my brain yesterday. 06:58 Alex: When he dropped something in Slack, and he's like, hey, this is cool. And I'm like, oh, gosh, it's amazing, right? 07:04 Alex: So, I'm really, really excited to share that out soon. But this is an opportunity to get together in a small group and just talk about integrations. 07:12 Alex: I feel like, I know integrations give me anxiety. And Paul has just been doing a really deep dive on that and facilitating conversations with integrations. 07:19 Alex: Internally with SAI members. Paul, you want to say something about 07:21 Paul Day: that? Oh yeah. No, I was just going to say, so the, the idea behind this is the project I'm working on, I'll be recording some of these, uh, podcasts, um, about integrations with integrations. 07:34 Paul Day: Um, integration experts, and so the idea behind this event is that, um, a bunch of you will show up and let me know what you've struggled with what you're struggling with now, um, all in all, so that I can then use that information to put together There's some. 07:48 Paul Day: Really good questions for these experts to then bring the value back, uh, in the podcast or video. So, 07:57 Alex: sounds great. 07:58 Paul Day: And then our last one joined me. Sorry. No problem. 08:02 Alex: All right. And our last one there is. It's also a new thing that we're doing. It's called Isim's contract review. 08:06 Alex: So we recently onboarded Jenny Fair, who used to work at Isim's as an account executive. And she knows Isim's contracts backwards and forwards. 08:16 Alex: So if there is any thing in your contract you're looking at, I'm not sure I'm actually getting that or, you know, often, often the person who signed the original contract is transitioned away from the organization and now you're left with something and a conversation that you never looked in on. 08:29 Alex: So it's a great opportunity to bring your contract. You can read. We'll see that if you don't want to share pricing or anything or just come with your questions. 08:35 Alex: You don't have to show anybody your contract. That's not the point of this. The point of this is just to have a conversation with Jenny. 08:40 Alex: She's extremely savvy and extremely experienced and looking at some contracts. So hope to see you there for that one. Next please. 08:47 Alex: All right. And that leads us into secret candidate. We do one of these a month. So if you're interested in secret candidate, we have a way to express your interest and someone from the RD team, please drop that link in chat. 09:01 Alex: Uh, we're gonna. Do one a month. We did NYU last month. Are we doing dev road this month? And this is a, this is a service that we deliver for, for $5,000 and we do it for free and engage community this way. 09:13 Alex: It's a ton of fun, right? Uh, and it's a great. It's a to get feedback about your process from people who really get it, right? 09:20 Alex: Not from folks who sort of like people who really understand not just the, the, the impact on the end user, but also the technical challenges behind that and Julie has provided some great questions to, to, to bring the group today. 09:31 Alex: Next slide. Okay. Great. Thank you. Caitlin, and with that, you can stop sharing and I'm going to share, actually, Julie, I forgot to check in with you. 09:41 Alex: On this, Julie, hey, can I share the executive summary or maybe we should just start with your, yeah, it's kind of long and it's a lot of reading. 09:49 Alex: Um, I'll share, I'll just share it real quick. Uh, without. Uh, forcing people to read through this, but just, you get an idea of how we structure this. 10:00 Alex: So, we've got an executive summary with some rankings and areas for development here in your process. Right? We break it down. 10:08 Alex: We give you again, uh, uuuh, uuuh, uuuh, uuuh, uuuh, uuuh, uuuh, uuuh, uuuh, uuuh, uuuh, uuuh, uuuh, uuuh, uuuh, uuuh, uuuh, uuuh, uuuh, uuuh, uuuh, uuuh, uuuh Wanna start the conversation, like feedback. 10:27 Alex: Take it 10:27 Julie Sheffer Chase: away. Sure. Um, I, well, first off, I want to thank everybody that participated. I me, we got some great feedback, some actionable items that- we're looking to take action on. 10:38 Julie Sheffer Chase: Um, after looking at the document, I did put together a list of questions that I had. Um, some of these things I'm not familiar with. 10:46 Julie Sheffer Chase: So, um, hopefully, you know, you can shed some light on it. Um, I do have to say one thing that I was surprised about was the resume parsing. 10:55 Julie Sheffer Chase: That's something I had a pretty high score with that. And that's something we've kind of seen people complain about quite honestly. 11:03 Julie Sheffer Chase: So it was nice to see that the resume parsing worked for the people that, um, participated. So, um, that was a nice positive. 11:12 Julie Sheffer Chase: Uh, one of the questions I had was, um. one of the actual actionable items was an ADA friendly link implementation. 11:24 Julie Sheffer Chase: What exact, I, I am not familiar with that. I may, I believe I've seen it like on other sites, but I. 11:30 Julie Sheffer Chase: I don't know that it's for sure a requirement. How are others doing that? 11:39 Jessica Smith: Speak to that, Julie. Um, I didn't have a chance to participate, but. We utilize something called excess. It be, uhm, I'll put the name in the chat and it's something that it's overlays your career site and RIT team has it on all of our. 11:57 Jessica Smith: different sites. Uh, but I can even share my screen super fast and just show you what it looks like. 12:03 Julie Sheffer Chase: Sure. 12:04 Jessica Smith: Okay. So if you click on it, so it's just down. Here in the corner, but if you click on any page, there's a whole lot of different adjustments you can make. 12:14 Jessica Smith: Uh, so you can do Cesar Cesar safe profile ADHD friendly profile readable font. It does a whole lot of different cool things regarding excess. 12:25 Jessica Smith: So that's one option. 12:28 Julie Sheffer Chase: Awesome. I appreciate that. Yeah, if you could put drop the name in the chat. That would be great. 12:41 Jenny Fair: It looks like Jenny might have a question. It was applauding. That's the 12:43 Julie Sheffer Chase: worst I've 12:44 Alex: ever thought. Very good. 12:45 Jenny Fair: Thank 12:46 Alex: you. Thank you. Caitlin, I think we were talking about ADA the other day, right? 12:52 Kaitlyn Faile: What were your 12:52 Alex: thoughts on that? 12:54 Kaitlyn Faile: So primarily, I also have an educator background. So all of our lesson plans, anything that we put anywhere had to be ADA compliant. 13:02 Kaitlyn Faile: by it. For any student, for any reason. And so that's something that pops out to me every time I see a link is I'm like, oh, that should be like this. 13:10 Kaitlyn Faile: So it's just something that's really ingrained in my brain as something to watch out for. Um, but it's. Really about accessibility for everyone. 13:17 Kaitlyn Faile: And even though it's not a requirement, it's one of those things that if someone needs it and you have it on there, you get bonus points for having that on there. 13:25 Kaitlyn Faile: And if you don't, you might lose them. So it's a good thing to have. Even if it's not necessarily a requirement. 13:31 Julie Sheffer Chase: That's it. Okay. Another question I had, 13:36 Alex: um. Well, real quick with anybody else have thoughts on that? Yeah. Okay. 13:45 Julie Sheffer Chase: Um, a comment which made the form, the form loading speed to reduce abandonment. Banditment. So I guess the form loaded slowly. 13:59 Julie Sheffer Chase: It sounds like I've not experienced that in my testing. So I thought that was interesting that others did. Um, how would I address that on my end? 14:09 Alex: Slow, I form loading speeds. Is that the question? Yeah. Interesting. 14:17 Kaitlyn Faile: I think that was me. Uh, because I used parsing from a hefty f- test resume. It had a lot of thinking that it was doing. 14:27 Julie Sheffer Chase: And 14:27 Kaitlyn Faile: it gave me a message that said, like, this is taking a long time to load. So I was like, oh, if I were experiencing that as a candidate, I know that I'd be I would hesitate. 14:37 Kaitlyn Faile: So I think if we address the parsing also, like, not having the five years of history, there were some other comments in there that I think elude two things that will alleviate some of that. 14:48 Kaitlyn Faile: But That was my experience. 14:51 Alex: Kaylin Townsend said it's pretty reliant on the user's PC by why Townsend is a hyper expert on the iForms. Uh, it's pretty reliant on the user's PC and internet as well. 14:59 Alex: Do you have issues with other things that are similar to that? Kay, it's not a hardware issue or connection issue. 15:05 Alex: Yeah, 15:06 Julie Sheffer Chase: interesting. I mean, unfortunately, we are a behavioral health organization, so we do require five years of history. Um, primarily. And I'm nearly... especially for direct care candidates. 15:18 Julie Sheffer Chase: Um, they're going to work closely with our residents and provide direct care to them, so we just, We use that to help us identify any red flags that may exist. 15:28 Julie Sheffer Chase: Um. So that's, unfortunately, not something that's going to change. That's pretty much, you know, coming higher up that we need to have five years of history. 15:39 Alex: Vivian, have you encountered any load speed issues? larger clients with iForms? Have, um, are there a lot of dependencies on your 15:44 Vivian Larsen: form? Ooh. Yeah, that can sometimes, I didn't 15:48 Alex: personally look at your particular 15:49 Vivian Larsen: form. So that's why I'm saying quite here. But if there's a lot of dependencies and a lot of fields that create multiple potential endpoints, that can sometimes cause load time issues. 16:06 Vivian Larsen: If it's graphics heavy, like, if you have a logo on there and that. A logo is huge and it isn't optimized for mobile or forms. 16:13 Vivian Larsen: Um, that could potentially be part of your issue. Um, so, uh, I mean, overall, there, there are ways in the background. 16:22 Vivian Larsen: In the actual code in the CSS for you to have someone who understands CSS, take a look and see if there are ways that they can refine it. 16:32 Vivian Larsen: I sense isn't going to do that for you. Um, so you're going to need. You're going out to some towns and smiling. 16:38 Vivian Larsen: You're going to need to reach out to support and see if you can get them to give you a CSS of, like, the extract of the form. 16:45 Vivian Larsen: They may or may not. Do it. Um, cuz it can't- potentially create just some pain, uhm, create- them some pain. 16:52 Vivian Larsen: But bottom line, um, has someone review the code or create a har file while you're trying to load the form and then send that to support as part of your- your conversation about why you think it's loading really slow and see if, um, they can find anything troubleshooting on their end in the back end. 17:10 Vivian Larsen: Like, it's a logo or a particular file field or an upload field or something. Actually, they're not- upload fields on forms, sorry. 17:17 Vivian Larsen: Um, or- or something along those lines where it's- it's just taking a little extra time and it's in the code that there's some spaghetti code causing some circular logic. 17:26 Vivian Larsen: Um, that's the only other thing that I could potentially see that they would- run into. 17:30 Julie Sheffer Chase: Okay. 17:31 Alex: That's great. And, you know, it reminds me conversational I have with Townsend about using iForms for offer letters, which is now what we're looking at right now, but I remember it's very proud of myself because I used all sorts of dependencies and conventional field logic. 17:42 Alex: take all the offer letters at my previous company and put them to one iForm and, and, and Townsend made the call out that in fact that that impacts load speed significantly. 17:52 Alex: So we may be onto something here and maybe something to look at. And Julie, if you'd like to connect. Townsend, just, just let me know. 17:57 Alex: And, uh, Townsend's available for targeted consulting on that issue. 18:00 Julie Sheffer Chase: Okay. Great. Yeah. Um, another question was location city. I need to, detection algorithm, um, to reduce manual correction. 18:16 Julie Sheffer Chase: So, it sounds like there were some issues with the location and city- really. When it imported, that's what it sounds like to me. 18:25 Julie Sheffer Chase: I, again, I don't know if that's something I sense can address, or is that another back-end thing I would have to have them look 18:34 Vivian Larsen: at? I definitely need a hard file for them to see that. I'm, I guess I say that a lot. Um, but for this particular issue, anytime it's a web-based loading problem, where it's something that can't be reproduced on- the user who's testing its computer, it's always best to give them a video recording of 18:54 Vivian Larsen: the problem in live action and a hard file. Because then they can go back and see it in, in process, what's going on and- they can also go back and see, like, in the code that you give them, the hard file where it might be showing some load time issues. 19:09 Alex: Okay. And for those who don't know, can you define our file for us, Vivian? 19:12 Vivian Larsen: Um, so a hard file is basically a w- way that you can get your browser to pull what activity is happening on your screen. 19:22 Vivian Larsen: Uh, I think we posted instructions on pulling the hard file in the community a couple months ago. 19:27 Alex: I'm going 19:27 Vivian Larsen: to come up previously. 19:28 Alex: Yeah. 19:29 Vivian Larsen: So yeah, um, but it's basically just a way, mainly in Chrome, Chrome is probably one of the easiest ways to get to some of the developer pieces, um, to just have it generate the backend code of what is actually happening as you're going. 19:42 Vivian Larsen: I know I've submitted some 19:46 Julie Sheffer Chase: tickets in the past, and they best need to provide a hard file. That's the only reason I know what it is, but. 19:54 Julie Sheffer Chase: Um, the next suggestion was to implement a save return later feature for candidates who need more time to complete the application. 20:05 Julie Sheffer Chase: So I didn't know this was an option. Is this something that I can. Turn on via this config. 20:10 Vivian Larsen: It's a config option and legacy portals. 20:15 Julie Sheffer Chase: Ah, okay. 20:16 Vivian Larsen: So if you're using ISIM standard legacy portals, you're it's a config option for them. 20:20 Alex: I didn't know that. 20:21 Vivian Larsen: Yeah. 20:22 Alex: That's really good. 20:24 Vivian Larsen: So it's a form option. 20:26 Julie Sheffer Chase: So 20:27 Vivian Larsen: it's not an option for the profile. So when they're filling out their profile, but on the forms themselves, there is a save and return later. 20:34 Vivian Larsen: The only reason it- is usually turned off by best practice, especially on web-based applications, umm, is because the number of incomplete forms that you're going to get will go up exponentially if you create a- a save-and-return-later option. 20:51 Vivian Larsen: Umm, so if you have a really long application and there's a lot of information that they need to go run and find, it's a good thing to give them an option to do, but just know that your incomplete application- Or will go up because people will not finish it and wander off and squirrel and not do it. 21:08 Julie Sheffer Chase: Yeah. 21:09 Vivian Larsen: So. 21:10 Julie Sheffer Chase: Okay. Uh, another suggestion was to correct the fault leading- forearm warning upon submission. I tried to recreate that and I could not get that to work. 21:22 Julie Sheffer Chase: I, or pop up, which I guess is a good thing, but I'm not quite sure what that is. I've never seen that. 21:28 Julie Sheffer Chase: A leading. Form warning. Anyone else heard of that? 21:35 Kaitlyn Faile: Me too. 21:36 Julie Sheffer Chase: So, 21:37 Kaitlyn Faile: so when I clicked, I tried to click away from the form just because I. I have seen sometimes there are the errors and things like that. 21:45 Kaitlyn Faile: I wanted to see what tripped. And so I clicked away from it and I got red text that said like error leaving form will cause something. 21:54 Kaitlyn Faile: I don't remember what exactly the. Words were, but it was very alarming and it had it looked very standard. Um, it was not custom. 22:04 Kaitlyn Faile: It was like, it looked. I don't know. I. I'm gonna embarrass myself. I was 22:10 Julie Sheffer Chase: asking those 22:11 Vivian Larsen: before it wasn't informative, was it? Like, it didn't give them any clear direction about what they needed to do. 22:16 Kaitlyn Faile: And it said, like, um, it was the brackets and the colons and the, like, not. but please. I'm 22:23 Alex: not 22:24 Julie Sheffer Chase: too 22:25 Alex: sure on 22:27 Townsend Wilkinson: that one. It almost just sounds like the, um, the message that would pop up when, like, you try to- like, a required answer isn't finished. 22:40 Townsend Wilkinson: Because the brackets are probably a variable in the form, or, like, where a field would appear. Um, and, uh, I know, uh, in more recent time. 22:49 Townsend Wilkinson: They are less, um, well-named. So you don't know exactly what it's pointing to. Um, but that's the only thing I could think it would be. 22:59 Alex: Amanda, you have your hand up? 23:02 Amanda Trammel: I actually got, I got the same thing and, um, I recorded the experience just so I could reference it later. 23:08 Amanda Trammel: Um, so when I clicked on submit on the form, I got a, like, a chrome, um, leave site changes. Because you made, might not be 23:17 Alex: saved, kind of, prompt. 23:19 Amanda Trammel: Um, so I just wanted to kind of second that, that it is an experience that's happening. 23:27 Alex: Weird. Very 23:28 Julie Sheffer Chase: interesting. Okay. 23:29 Alex: We'll save the fee, but we'll, uh, we'll, uh, we'll share that feedback with, with ISIMS. It's what they have to say about it. 23:35 Alex: It's very interesting and problematic. And Caitlin, so how did you resolve that? 23:40 Kaitlyn Faile: I just had to do it again. 23:41 Alex: Okay. Oh. You had to fill the same stuff out again. And then the second time around, it was, ooh, interesting. 23:49 Alex: Huh. 23:49 Amanda Trammel: Okay. Yeah, I just clicked on okay. And then I was like, okay, well, you're now submitted to the job. So it was weird. 23:55 Alex: Mmm. 23:56 Kaitlyn Faile: Yeah. 23:56 Alex: I had 23:56 Kaitlyn Faile: to do the whole thing again. 23:58 Alex: Wow. Okay. Great call out. Amy, thanks for dropping that link to how to produce a horror file. Very helpful. Alright, Julie, what's your next question? 24:03 Alex: Um, another suggestion was to implement. S 24:16 Julie Sheffer Chase: I mean, do you mean require fields? Is that what that statement means or? I don't know if anybody. I'm able to expand on that. 24:28 Alex: Hey, can you give context there? 24:29 Townsend Wilkinson: Yeah, so me again. Go ahead, Townsend. 24:32 Kaitlyn Faile: You go 24:33 Townsend Wilkinson: first. I was gonna say it sounds like, um. Probably there are, like, recruiting workflow fields that need to be filled out multiple times that are the same across jobs, uhm, rather than storing that information on the person profile. 24:46 Townsend Wilkinson: Mm, sorry. Mm 24:46 Alex: hmm. We're talking about synced fields then, or can you give me example 24:53 Townsend Wilkinson: of 24:53 Alex: what that might look like? 24:54 Townsend Wilkinson: Uhm, I guess, uhm, I don't know, like, your address would be on your person profile versus, uhm, I don't know, uh, job specific, uhm, fields, just, you know, whatever you need for that particular job. 25:14 Alex: Yeah, that makes sense. Yeah, 25:15 Townsend Wilkinson: that sounds right. 25:16 Alex: So it's like taking as much as possible and putting it on the profile creation page so that it can then trickle down and pre-populate those same areas later on the application. 25:27 Alex: That's what we're talking about, right? 25:28 Kaitlyn Faile: Okay, 25:28 Julie Sheffer Chase: gotcha. 25:29 Alex: Got it. Can't let you remember any specific ones? 25:32 Kaitlyn Faile: Umm, I want to save this address, um, for sure. And I think there was another one that I noticed I had to do. 25:39 Kaitlyn Faile: There were a couple that I had to do several times. Yeah. And. I didn't know which one specifically. 25:44 Alex: Sorry. 25:45 Julie Sheffer Chase: Okay. Yeah. I can definitely take a look at that and make sure that those are feeding over like they should. 25:51 Julie Sheffer Chase: Um, I've got two more questions. So the next one is. Uh, comments you create smarter form logic that skips already completed sections. 26:04 Julie Sheffer Chase: How in the world would I do that? I have no idea. 26:12 Alex: So, so what do you mean by logic specifically as opposed to pre-populating fields? So in. 26:16 Kaitlyn Faile: See. It was the same thing just worded slightly differently to approach it from the eye form side rather than the profile field 26:29 Alex: side. Got it. 26:31 Townsend Wilkinson: So yeah, it sounds like sinking and pre population might be helpful there. Cause then you can take it. That was entered during profile creation and just put it directly on the form. 26:40 Townsend Wilkinson: Could, could save candidates a lot of time. 26:43 Julie Sheffer Chase: Yeah, definitely. Especially if 26:45 Kaitlyn Faile: the five year is non negotiable, like save them wherever you can. 26:49 Julie Sheffer Chase: Yeah. Um, last question, uhm, create AB testing for different application flows. What exactly do you mean by those? Like test two different applications. 27:02 Julie Sheffer Chase: And like on a regular basis, like apply it to different people to see like the process of life or what exactly do you mean. 27:10 Julie Sheffer Chase: By that. 27:12 Kaitlyn Faile: So I typically recommend doing this every six months. Especially if you makes any changes to anything in your workflow. To have at least two tests 27:20 Julie Sheffer Chase: of 27:21 Kaitlyn Faile: different candidates, different portals, different jobs, different recruiters, like change things on the fields. Or change fields on the job to whip. 27:29 Kaitlyn Faile: And make it act differently and just be on top of it so that you can be proactive with those. 27:35 Julie Sheffer Chase: Got it. Alright, well, those are all. Other questions I had written down. 27:45 Alex: Great. Any other thoughts from folks who did the application they'd like to share? Okay, and if not, Julie. Really? Thank you so much for participating. 27:57 Alex: Really, really appreciate it. And if you want to have your application process evaluated by system admin insights members, um, I believe somebody dropped a link. 28:08 Alex: Somebody drop a link. Okay, Caitlin dropped a link and you can submit your interest and we will connect with you and schedule time to do that. 28:17 Alex: Now let's move to our mid meeting announcements and then we'll go to questions. All right. 28:32 Alex: System evidence sites is brought to you by integral recruiting design. Same company, different approaches, complementary approaches, but we are really, really focused on maximizing ROI, making sure that your company is not just getting your money's worth, but far beyond that. 28:47 Alex: Yeah, we have a number of services that could be useful to our members. We do dashboard customization, dashboard customization. I got my start in HR tech turning the ADP home screen into a jeep. 29:08 Alex: And I just, and ever since that day, I have just loved customizing dashboards and figuring out like the psychology. In that case, there was no intranet. And I was like, well, people have to See that, right? 29:16 Alex: Um, so from that day, I've always been passionate about that user experience. And isomes has this huge degree of configurability. 29:24 Alex: But, you know, after you've done this across multiple clients, you start to notice patterns and how people use things. And so we have a series of best practices and a turnkey approach that could really help you get the most value out of your Isomes dashboard. 29:36 Alex: If that's an area for you. We also do one-on-one consulting so you can meet on a weekly or biweekly basis with our consulting team. 29:43 Alex: We do system. Optimization projects. We implement modules. We can assist from an advisory perspective so you could be implementing the module and we can help you see around corners of that. 29:52 Alex: We do temporary managed services. So if you're taking a leaf of absence, you can leave your system in good hands and we also. 29:57 Alex: We do something called strategic ROI advisory that leans very heavily on Vivian's expertise, having worked with Isim's global and strategic customers, uh, getting a lot like, for example, Vivian helped one client reduce their agency spend by 25. So, being able to get that level of depth and breadth of 30:15 Alex: expertise is another service that we can offer you to help enhance your practice. And if you're interested in any of those services, you can contact Jenny at jfair at integral recruiting dot com. 30:24 Alex: Hi Jenny. Okay, let's move over to our questions. And, uh, to do, actually, okay, let's go be easier if I share this because I have my little heart so I know what I thought I did. 30:40 Alex: Let's see. Uh. Umm, Angela, are you on the call? Angela, did we talk about this already? No. It's just not a nice question. 30:49 Alex: Let me go up here, but I do want to show it because I don't know if you responded. Umm, ahh, there we go. 30:58 Angela Biehl: Wow. It's so fun, right? 31:00 Alex: I just came, I 31:02 Angela Biehl: it online and 31:03 Alex: it's- Made by like a nine year old that loved Isim's 10 years ago and she's- I actually looked to see if I could find her on LinkedIn because she'd be the perfect age to be like, what are you doing now? 31:15 Alex: Oh my gosh, that's so cute. And Amanda, I think you shared some text recruits swag. I'm not sure where it is in the bla- Yeah, it's in personogenic, uh, text recruits swag. 31:24 Alex: It was 31:27 Amanda Trammel: at a USB 31:30 Alex: dongle, or what was that? It was, uh, um, like a laptop camera cover. That's what it was, and it's fully carcinogenic. That's great. 31:34 Alex: Cool. Alright, let me click the actual tag here to get to where we need to go live question calls. Alright, so let's see. 31:43 Alex: Let's start with, Julie, are you here? Gaps in a work history? Yes, this, this, Julie. Got it. I was looking for JS for Julie, Chef for Chase, JC. 31:54 Alex: Julie, so, go ahead, you get another one. 31:57 Julie Sheffer Chase: Okay, so we've had some issues where another one of our requirements is, um, we have to identify gaps in- a work history, so if someone applies and there is a gap in the work history, we address them with- we address that with the applicant. 32:14 Julie Sheffer Chase: Um, I was just wondering if- how other companies are doing this, if- if any of your other recruiters are doing this, how they're doing it? 32:23 Julie Sheffer Chase: I mean, right now it's a pretty manual process where the- a recruiter, um, just addresses it during an interview. I was just curious if anybody has any other way. 32:35 Alex: I mean, this is- this is a big one, particularly this day and age when it's just such a tight market it out there, right? 32:41 Alex: And folks. Don't want to get dinged for this, but, yeah, I'm curious to hear what people have to say about that. 32:48 Shuree Sockel: Years ago on our employment application form we had just a text box at the bottom of the section for. or a putter. 32:57 Shuree Sockel: And it said something to the effect of are there any gaps in your employment history that you would like to explain and it was just a text box. 33:09 Shuree Sockel: But, um, when we made our really passionate uh, climate application shorter several years ago. That was one of the questions that we got rid of. 33:18 Shuree Sockel: I think are some of our legal team weighed and that it could be viewed as discriminatory for woman taking time and I'm not for children or other reasons. 33:30 Shuree Sockel: So we chose to take it off and we haven't collected it or like specifically asked about it since then. 33:39 Julie Sheffer Chase: Got it. 33:39 Alex: No other thoughts on that? 33:47 Jessica Smith: I can only share what doesn't work because we used to have an issue with that for DOT drivers when we had it as our initial, um, I form application process. 33:57 Jessica Smith: And it really wasn't, we don't send our I form applications during the very initial apply process. We only send applications once they've reached a certain stage in the process, which we've found just significantly reduces drop off for us. 34:12 Jessica Smith: So I don't know if that's an option, and I was going to even suggest that in the chat earlier when you were talking about having to ask for the five years of work history. 34:19 Jessica Smith: Like, do you really need that right away? Or could you get that from them at a later time? Just so that you don't have as much drop off. 34:26 Jessica Smith: But. We had it on the I form where we would try to say, you know, go ahead and, like, add a section almost if you have a gap that's more than, I think it was, like, more than a month per DOT regulations. 34:38 Jessica Smith: And honestly, we have so many problems with people not under s- standing the instructions and having to follow up with them that we actually just completely moved the process to after they've even accepted the offer. 34:50 Jessica Smith: Uh, so just here to say that, like, you can put it on your application but we looked at, like, All of the different ways and we really couldn't find any way to get people to, to consistently do it correctly. 35:05 Julie Sheffer Chase: I really appreciate that Jessica. Uh, we are actually looking at our application process. We're trying to shorten it and make it. 35:11 Julie Sheffer Chase: We've been working on this for a couple of months. Um, would you be willing to connect later just so we can like kind of talk one on one? 35:19 Julie Sheffer Chase: I would like to see what you're doing because that sounds like something that may work for us. In order to stop our drop off because we do have a lot of. 35:26 Julie Sheffer Chase: Drop off. 35:28 Jessica Smith: Absolutely. And I think for us, like, our sort of motto is thinking about what do we really need and when you really need it? 35:37 Jessica Smith: Of course, it depends on what sort of compliance things you need to take into consideration. But when we got a little bit more creative and said, we don't really need this information until this stage, um, we saw significant improvement and it significantly cut down on just the time recruiters were spending 35:54 Jessica Smith: back and forth with candidates. 35:56 Julie Sheffer Chase: That would be amazing. 35:57 Vivian Larsen: I've personally never done this, but I have heard conversations of other colleagues doing this. Um, you could potentially set up a form, um, as we're discussing with the specific information to a fair f- by their resume, um, in health care. 36:15 Vivian Larsen: Um, a couple of different times I had a, like a job description confirmation form where the person would have to sign that they were being interviewed for the right job description. 36:24 Vivian Larsen: It was like a J. Co requirement. Um, saw that one a lot and in the same. Um, a packet. They would send out a form that said please give an elaborate description of your job history and it auto populated all of the information that had parsed from the resume in the resume field. 36:42 Vivian Larsen: So it was basically like. like. It gave all the detailed job information and the person could go back and like edit information around it and on that form there were per job fields because they were set up as groupings that gave them the ability to individually like at each job. 36:58 Vivian Larsen: Please explain any gaps in your history in between this job and the last job. So there was a. So I can imagine, I have not personally done this, but I can imagine you could have a field at the top of the form that said, are there any significant. 37:13 Vivian Larsen: Gaps in your employment history. If so, yeah, if yes, and then show a field where you give them the option to describe those significant gaps. 37:22 Vivian Larsen: So, 37:24 Julie Sheffer Chase: we've explored that option. Um, that's one thing that we're thinking about is adding. Another field to the application, uhm, to get that information. 37:34 Julie Sheffer Chase: But again, I- 37:34 Vivian Larsen: You're about to go up 37:36 Julie Sheffer Chase: if you do that. 37:36 Vivian Larsen: Yeah. What I'm talking about is, like, Jessica suggested instead of doing it at the initial application. When you're further down the line and you're in the phone screen conversation, have it be another separate form that you send out. 37:50 Vivian Larsen: Now you've got them in the hook and they've got a little incentive to actually give you the information that you need. 37:55 Vivian Larsen: Um, and it isn't decreasing the number of applicants. That you ultimately get. So if you do it later in your process, I think it would be helpful. 38:04 Vivian Larsen: Um, but in the beginning, it would increase your candidate drop off if you tried to add it to your application. 38:10 Julie Sheffer Chase: Gotcha. Yeah, we did a lot of. Drop off from Indeed, like Indeed, easy apply. I mean, we have a lot of. 38:16 Julie Sheffer Chase: They don't come back in to complete the full application that we require. So I like the idea that. I like the process that it sounds like Jessica has. 38:24 Julie Sheffer Chase: And I'm definitely interested in connecting to see how that works. Thank you. You 38:33 Alex: know, are there certain industries we're collecting in an application upfront is a non-negotiable thing? Cause I remember. At my last place of employment, we had a long conversation about this and the GC did a deep dive and she determined this is this is at a nonprofit. 38:47 Alex: And she determined that she that it was absolutely necessary. I have that application as part of the initial apply process as opposed to collecting it later in the, in the off CCP. 38:58 Alex: And I just said AP. Okay. Yeah. Right. So there's going to be customers where this is not an option. Yeah, I just want to pull it 39:04 Julie Sheffer Chase: out. We're also enough. I'm not So I think that, um, you know, like in the past, that's definitely been what, you know, we've. 39:13 Julie Sheffer Chase: That's how we set up our process, but we're just trying to think out of the box and. More modern with this. 39:20 Alex: Got it. 39:21 Paul Day: Great. So I've, I've kind of wondered about that myself. I just wanted to bring that up and maybe it's a question, but like, is it. 39:31 Paul Day: Cause I always thought it was like the language and maybe people not understanding, right? Because applications have transpired over time, whereas like an Isons, right? 39:39 Paul Day: Like, we set paper applications than I forms, but then you go to profile creation. And then in my mind, that's an application, right? 39:47 Paul Day: Because the profile creation was the application. It's just presented differently, right? So it's a, it's like a weird, weird topic to me 39:57 Julie Sheffer Chase: always. It is like coming from a nonprofit. We also get audited. And like when the auditors come in and they're looking at employee files, they want to see things a certain way. 40:08 Julie Sheffer Chase: So we need to present that information. And in a certain way, for them to be satisfied, if that makes sense. 40:16 Julie Sheffer Chase: That's, that's part of our issue. 40:21 Paul Day: Interesting. 40:22 Alex: Yeah. 40:23 Shuree Sockel: I just want to add more. Bye. One more thing to this conversation, and it's really defining what your company considers an applicant. 40:35 Shuree Sockel: So defining the applicant has to come be. For all of these other things. 40:40 Alex: And 40:42 Shuree Sockel: it needs to be clearly defined. Who is a prospect? What is an expression of interest? And what does it mean when. 40:51 Shuree Sockel: You are an applicant being considered for the job. So having those well defined. In the beginning helps determine the process that you're going to move forward with. 41:05 Shuree Sockel: So we consider, like Paul said, that profile creation. That is an expression of interest. And we only asked the screening questions at that time. 41:16 Shuree Sockel: Um. So we don't consider them to be applicants until they've moved forward and provided us that employment application form, the long form. 41:28 Shuree Sockel: Um, and that has helped. When we're looking at the AAP, the OFCCP, all of our legal requests, um, to be consistent with that process and it is confusing when you're talking about an application. 41:45 Shuree Sockel: Um, you know, what do you mean by application date? The date that they submitted their profile or the date they completed the form. 41:53 Shuree Sockel: Um, so we try to keep that really clear and separated that they're not. An applicant until a certain point in our process. 42:01 Shuree Sockel: And we do not allow an interview to occur until that employment application form has been completed. 42:10 Alex: That's so great. And it's so. Uh, consultative, right? So so often I, uh, I experience conversations where folks are trying to work out the technical execution of something where there's a deeper question that hasn't been answered. 42:24 Alex: or a deeper thing that hasn't been defined. So having that conversation first then makes every other conversation after that so much simpler. 42:32 Alex: Thank you for sharing that. 42:33 Julie Sheffer Chase: Great advice. Thank 42:34 Alex: you. 42:35 Kaitlyn Faile: Also go ahead. 42:37 Vivian Larsen: I was gonna say to kind of. I'm gonna tag on to what Cheri said. I see a lot of have seen a lot of instances where an event notification is actually tied to a workflow status and that event notification has the form in it. 42:51 Vivian Larsen: So essentially you're sending an email to the candidate. Hey, we've looked at you for potential phone screen. We need more data to move forward. 42:59 Vivian Larsen: Please fill this format. And that greatly impacts the candidate drop off on the initial. And you're only capturing that information to Sharee's point on people that are truly applicants by your definition because they've been initially vetted and are moving forward. 43:15 Vivian Larsen: So. 43:18 Kaitlyn Faile: I was also going to add in terms of indeed easy apply at my previous company, we always considered the easy apply candidates expression of interest candidates until they got into the ATS and completed that full application. 43:30 Kaitlyn Faile: Um, and then another call. That's lot I wanted to make on what Shari was sharing. Um, is that a good faith statement is one of those ways that as an OFCCP contractor who needs to provide an AAP report. 43:42 Kaitlyn Faile: Having a good faith statement ready. And written ahead of time is one of the best things I think you can do because you clearly define all of those things in writing for yourselves, for anyone else, and you have it on hand for when, when you are selected for an audit. 43:57 Kaitlyn Faile: So that. Clearly states lists out all of the different aspects of why, how every piece of your process is philosophically tailored to your organization, your specific things that you need. 44:11 Kaitlyn Faile: To do, but also. 44:12 Alex: Wow. 44:13 Kaitlyn Faile: Listed out for you. 44:14 Alex: That good faith statement just lived in my head. As do 44:19 Kaitlyn Faile: most things. 44:21 Alex: I knew all the things and then I moved on, right? And where did that information go? Oh, I love that. 44:25 Julie Sheffer Chase: Yep. 44:26 Jenny Fair: I have one quick comment on that too in terms of defining when they are actually an applicant. I love that. 44:32 Jenny Fair: Let's make sure that we operationally have the same definition of when that occurs. Not only. Finally. For this, this simplicity here, but as you are tracking time to hire as you're tracking drop offs, it really, you know what you're looking at and being hone in more on what part of the application. 44:51 Jenny Fair: And when it's universally defined and understood, okay, what causes this person to be a candidate versus applicant and those different gates. 45:00 Jenny Fair: So I love that personally. I'm, um, as it's just an overall talk track. With everyone. 45:08 Alex: Alright, thank you everybody. Alright, Cordell, you're next. Cordell, you had a question here and you provided a screen shot or two here. 45:19 Alex: So Cordell, you want to walk us through this? 45:21 Cordell Ratner: I don't know, me because I was thinking, oh wait, I got a post back to Romanda. I was gonna give her a brief for, like, probably liking every single thing that appears on our site so she could be number one on the, uh, on the charts, literally. 45:34 Cordell Ratner: But, but she gave me 45:35 Alex: some Don't 45:35 Cordell Ratner: hate! 45:36 Alex: Don't hate! Appreciate! 45:37 Cordell Ratner: She gave me some good- wouldn't, I know, but I really want to see where I fell this week because I think- I gave more than I've ever given 45:45 Alex: before 45:46 Cordell Ratner: and I fell short. 45:48 Alex: Anybody? Yeah, we're cutting over to 45:52 Cordell Ratner: new items. I have two recruiters who are going to be my SMEs and I'm trying to take them through all the different differences between- uh, legacy and new. 46:06 Cordell Ratner: And we're letting them play around with, uh, new items in there like, oh, okay, well, we have this functionality, which is spring shot number one that you're seeing here, which is legacy. 46:15 Cordell Ratner: And they wanted to see if there's a way to replicate that. And new items, which is kind of screenshot number two. 46:23 Cordell Ratner: So in legacy, you can have what I'll call multiple two tabs open at the same time on the 46:29 Alex: window. Right panel. Oh, yeah. 46:32 Cordell Ratner: And, uh, new items, they give you. Some ability to see a second window. If you want to click on one of those four icons at the top, but we have a couple of other ones that we'd like to see up there. 46:49 Cordell Ratner: And I think I'm stuck in the, uh, the. Hard coded world of, of new items and the flexibility is not there yet. 46:58 Cordell Ratner: Um, and when you try and like, the on thing that's been described to us from tech supported items is, well, you could create, like, duplicate. 47:08 Cordell Ratner: Your screen and get another tab and try and create something that way. And of course, every time you duplicate a screen and do items, you get from to the overview screen. 47:18 Cordell Ratner: So you're not really on the screen that you were on before. So you stop to click on another link to get to that. 47:24 Cordell Ratner: That second 47:25 Alex: screen. I would say props to that person for trying, but yeah, no. So, 47:29 Cordell Ratner: uh, uh, Tarnod says something mentioned this to my, uh, uh, uh, um, this, uh, yeah. 47:40 Cordell Ratner: Uh, the best they, they did for me at the time was just to say, hey, well, uh, put this in for, uh, feature enhancement. 47:47 Cordell Ratner: Um, uh, uh, Charles put something, you know, to give us, you know, to give us, you guys are too fast for my reading. 47:57 Alex: Obviously there's some- 47:58 Cordell Ratner: Uh, 47:59 Alex: some feelings here about this issue, yeah. I'll, I'll, I'll, I'll share this back with Isim's because, yeah, I agree with you wholeheartedly. 48:05 Alex: I love that. And it was one of those things, whenever we're working with people using the legacy system, it's like, did you, did you know there's quick links? 48:12 Alex: A lot of people always- How quickly did you know there's a right panel? Wow. People loved it. So that's a, that's a big one, Cordell. 48:19 Cordell Ratner: Yeah. Yeah. I, I, this, you know, my recruiters came back to me and said, Hey, you know, we really like to see one of the- I would call it tabs or, or links and, um, it's called, uh, intake session where we meet with the hiring manager and get a whole bunch of information. 48:39 Cordell Ratner: And they'd love to have that as one of their shortcuts at the top. But, um, we, we can't quite get Fair yet. 48:45 Cordell Ratner: And so I didn't know if anybody else was, um, you know, finally will work around for this, but it sounds like there's a lot of, uh, a lot of what's, let's talk to Muslims and see if they can help us out. 48:58 Cordell Ratner: Going on. I just want to 49:01 Rob Bursee: piggyback on the feedback there to take it back to your CSM. Um, there is still active involvement with the product team on this development. 49:11 Rob Bursee: So we're taking any and all feedback. Right. Uh, from custom. And again, we can't promise that they'll do it, but at the same time, you know, they're actively working to try and improve and make this better. 49:24 Rob Bursee: So any insights as far as what you want to see, definitely send those directly back to your CSM. As we have another session coming up with the product team here very soon, probably within the next week. 49:35 Rob Bursee: So sooner rather than later, if you can, uhm, so that way we get into the first run with the product team again next week. 49:44 Alex: Great. Anybody else look all who feels the same way, talk your CSM. So get some momentum behind that. 49:49 Rob Bursee: And the, and the same thing goes for the community as well. I know there's a lot of community chatter and the isms community. 49:56 Rob Bursee: If you guys want to put, you know, chatter in the community as well, that will also drive. More, uh, more involvement there. 50:03 Rob Bursee: Because the product team is in the community now so they can see any of the comments that are going into there. 50:08 Rob Bursee: So our community manager is consistently going in and pulling in any comments from customers and making sure that gets directly to the product team. 50:17 Rob Bursee: Or drawing them into the com- conversation directly. 50:20 Alex: Perfect. And these pop outs, uhh, Jessica, I don't remember the pop outs. 50:26 Jessica Smith: Yeah, so that's in one of the new releases. I'm gonna see if I can pull out my platform real quick. 50:31 Jessica Smith: I might be logged out, um, and go into a test job and I can- can show you. Uh, but they're in that top corner. 50:38 Jessica Smith: Of course I'm logged out. We'll see if I can get back in fast enough. But, um, they're in the corner so it's for job description and resume. 50:45 Jessica Smith: And it's great that they have them, but you can't move them on the page. So it's not really helpful because you can't look at two things at the same time. 50:54 Jessica Smith: So if you were able just to move it, that would, um, already solve the problem for us. So there's actually little bars in the top left-hand corner. 51:02 Jessica Smith: One of those pop outs and that should be a little grabber to allow you to either resize or move it across the screen as well. 51:09 Rob Bursee: And the really cool thing about this update is also, if you're on a mobile device, you can actually re- resize everything on your mobile now as well, whereas the old items did not do that. 51:20 Rob Bursee: up. 51:22 Alex: Jessica, I love screen share. 51:24 Jessica Smith: Okay, great. And I just opened this test job, but I swear there were candidates in here. Now they've gone. Okay, I'm not sure what happened there, um, for me to be able to share, let's see. 51:39 Jessica Smith: Yeah, it's okay weird. They're in here, but when I go to new isomes, they're disappearing. Seems like a temporary system glitch. 51:48 Jessica Smith: This kind of seems like what Amanda wrote about in the chat earlier today. Can you all see? My screen right now? 51:54 Jessica Smith: No. Oh, sorry. Okay. Here. Let me re-share. Okay. So I'm not able to share because of what Amanda had mentioned. 52:01 Jessica Smith: Let's do screen two. Okay. So right now, uh. New isms in a test job at saying zero candidates and all of the statuses. 52:11 Jessica Smith: But if I go back to legacy, there are candidates in this 52:15 Alex: job. Oh, interesting. It 52:17 Angela Biehl: looks like you have a filter on. Could that be the issue in new isms? 52:19 Jessica Smith: Oh, maybe. Let's see. 52:26 Angela Biehl: That's one unique thing too. We're seeing the filters shift or carry from one job to the next, which was not 52:34 Jessica Smith: the case. Great call out there. Okay. Sorry. So I can show you guys what I was talking about and maybe Rob can correct. 52:41 Jessica Smith: Um, okay. So these are the pop. So let's say, like, for us, we have a phone screen tab. Um, which I'm not. 52:50 Jessica Smith: Let's see. It's not this. For some reason, it's not showing up. But either way, let's, like, let's say we're looking at one tab specifically and then we wanted to look at their resume. 52:59 Jessica Smith: Um, well, this is a bad description because this person doesn't have a resume. This test person. But here, okay. So Rob, you're saying you can move it, like, ah, okay. 53:09 Rob Bursee: When you move your cursor to the top of that little box right there, 53:13 Jessica Smith: you can actually resize as well. 53:17 Alex: Wow. Okay. 53:17 Jessica Smith: And when you're on a mobile device, if you're on your cell phone because you're out to lunch or something like that and you need to log in. 53:23 Jessica Smith: And look real quick. This is also made for a smart view on your phone now as well. 53:28 Alex: No kidding. Oh, okay. 53:30 Jessica Smith: I don't feel like that super user intuitive or maybe I'm just a dummy and I didn't realize it, but I'm really glad that we brought this up now. 53:38 Jessica Smith: My team's going to be super 53:39 Rob Bursee: excited. Absolutely. 53:43 Alex: That's great. And those pop out floating things, do those exceed beyond the browser itself? Can you, like, have it on the second screen? 53:50 Alex: Or something? Or is that just within Chrome, you know what I'm saying? 53:54 Liam Orr: They said they're in the training but you can't. It doesn't exceed outside the window. Got it. Great. 54:00 Alex: Alright, let's see. Um, Shari, you're next. 54:10 Shuree Sockel: Uh, I, um, put in a question about a ordinance in Spokane, Washington, and I- Love State specific differences, and now we're starting to get into city specific differences. 54:27 Shuree Sockel: So this was passed just a few weeks ago, and it goes into effect on May 25th. Um, the ordinance is called ban the address and the purpose of this is to give a fair chance non-discrimination to people that are unhoused because they're assuming that requiring an address on the application. 54:54 Shuree Sockel: So that's starting to come up in conversations about how to accommodate this technically, and I have a million questions about what does it mean to mean in Spokane. 55:11 Shuree Sockel: Is it the job? Is it the person? If they're unhoused? Are they really in Spokane? Are they in a suburb? 55:20 Shuree Sockel: It just gets so confusing with how can this be accommodated? Um, I found a couple of articles that I've pasted on here. 55:31 Shuree Sockel: One is from the actual city of Spokane that has the announcement on their website. And the other one is explained a little more in detail on a four. 55:40 Shuree Sockel: 3 was article where it gets into, like, the reality of what does this mean to us. But, um, even our legal team didn't have good options. 55:50 Shuree Sockel: They were looking into, like, what are the fines that it would be to not comply with this? How many applicants do we Get from Spokane, et cetera. 55:58 Shuree Sockel: Um, I went to the city of Spokane's job website and wondered if they've even implemented this for themselves. Um, course they haven't. 56:09 Alex: So 56:10 Shuree Sockel: talk about a terrible apply process. I couldn't even get past the password. It needs every combination, like 12 to 15 characters. 56:20 Shuree Sockel: Um, I took a screenshot of every page. We should try to recruit 56:25 Alex: somebody 56:26 Shuree Sockel: from there to 56:27 Alex: get them. I'm blessed like I put New Jersey tax department on blast. Yeah. So as I'm going through it, once I finally was able to create an account, uh, they still do require every field on the address button. 56:41 Shuree Sockel: They even ask race and gender. I was on the initial profile setup. So, um, mortifying, but I'm going to check again with them after this enforcement day and just see if they've made any changes on their own career site, which I kind of doubt. 56:57 Shuree Sockel: And I was just curious, um, if anyone, if this is on the radar, yet, anywhere, or, um, there are probably a thousand, like, technical things that I haven't even thought about yet, but it just seems, it seems important. 57:12 Shuree Sockel: It's not possible to accommodate not asking for an address. And I was even on the conversation with one of our legal teammates. 57:22 Shuree Sockel: Um, I said, well, you know, the actual street address. Uh, maybe we could make that, um, optional. Or we could put in a little note in the label of put N.A. 57:39 Shuree Sockel: if you, your city ordinance does not allow. loud. So something in the label that we could change. And she said, no, I was under the impression. 57:49 Shuree Sockel: It's the entire address. So we don't want them to even put in their city, their state, their zip code. And I'm like, oh, that's chaos. 57:56 Shuree Sockel: I, you know, I was going to talk about just. The street part of it. But if we're talking about everything in the address, I, I just don't see how that's going to fly with the majority of our, our recruiting teams and. 58:10 Shuree Sockel: I get the, the gist of it and, and to be fair to all candidates and we have actually. Hired people that were on home before. 58:21 Shuree Sockel: Um. And this wasn't a technical issue. So I'm trying to weigh all of the pieces of this and, and I said, if we had a discriminatory claim. 58:33 Shuree Sockel: We could easily justify that we are not discriminating based on the street address for anybody, but, um. Oops, sorry. 58:45 Shuree Sockel: So maybe this can be one that we discuss in the chat or pick up on the next 58:48 Alex: call. Yeah, let's do that. 58:50 Shuree Sockel: I, 58:50 Alex: the conversation's been so interesting. I completely lost track of time and, uh, we're not going to have time for breakouts. 58:55 Alex: I'm sorry, everybody. Uh, please feel free to give me a heads up next time. I was just so into it. 59:01 Alex: So Shari, yeah, this will be our first question, uh, next week. If you need to drop now, um, thank you so much for joining us today. 59:08 Alex: I hope you have a restful and restorative weekend. If you would like to stay, do the what we learned video and share one takeaway from today's call. 59:16 Alex: Please hang out for a few minutes. Otherwise, we'll see you next time. Same time, same time, same place. Take care, everybody. 59:21 Bye.