iCIMS Hacks: AI Risks, SEEK Issues, and Recruiter Alerts (5/23/25)

AI risks, job board blockers, and recruiter alerts — this episode covers real-world iCIMS admin challenges and takeaways from our latest community call. From SEEK integration struggles to AI transparency concerns, hear what your peers are learning and navigating.

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Transcript

00:00 Alex: Welcome everybody to System Admin Insights. A place for ISIM System Administrators to collaborate and grow together. This is a learning community with so many supports for ISIM System Administrators, and it's always the highlight of my week to be here with you. 00:17 Alex: We're going to start off with a little gratitude. Paul, if you can go to the next slide, please. There we go. 00:25 Alex: So always like to kick these off with a little bit of gratitude. Drop something in chat, you know. Look, the week can be hard. 00:32 Alex: We've made it to Friday. Maybe there's some things that are stressing you out, but I always like to stay focused, at least in part, on gratitude. 00:39 Alex: I'm grateful for two things today. One is, um, uh, family, family time. I'm going to hang out with my brother and sister, and it's just going to be the three of us. 00:47 Alex: Uh, no spouses, just the three of us. Marki, we call ourselves the Marki, which is the Latin plural of Marcus, and we are going to do, and yes, we are all like this, um, and, uh, uh, we're going to go, uh, explore some caves in Southern Kentucky, and do some hiking and some kayaking, and, uh, I am just 01:07 Alex: so thrilled about that. And then the other thing that I am grateful for is, uh, AI-powered learning. We're talking a lot about, you know, what the role is of AI in learning, because I think what's, I think the, the, the bare minimum way that this is probably going to be rolled out at a lot of companies 01:24 Alex: is just like, okay, just everybody do AI now, right? But it has to be intentional, you know, it really has to be thoughtful, and I think I think that one key to effective AI learning is doing it in community, right? 01:35 Alex: So, um, I have something I'll share with you in a moment here. I used AI on, um, but let's look at chat here. 01:40 Alex: What do we got? What do we got? We've got Don still in vacation mood. Got it. Tonya. Good laughs seeing Tom Segura tonight. 01:48 Alex: Very cool. Very cool. Rachel's grateful for it. So the long weekend, Vivian is grateful for some time off and some music for Vivian's. 01:56 Alex: Got some stories, by the way, I will save that for another time. I did a, uh, uh, ID team spotlight with Vivian yesterday and she's got some really cool stories. 02:06 Alex: Uh, Heather's finally seeing the sun after a week of rain. Greg says, thank goodness for old fashions. What do you mean by that, Greg? 02:15 Alex: You're muted. There 02:21 Greg Mendez: There we go. Uh, it's a, it's a wonderful cocktail. 02:25 Alex: Oh, of 02:25 Greg Mendez: course. Whiskey or bourbon of some type. And at the end of a very 02:28 Alex: long 02:29 Greg Mendez: week in a safe environment, uh, having one or two of those is always a nice. 02:33 Alex: Yeah, yeah. 02:36 Greg Mendez: And you get a maraschino cherry in it, too. You do. 02:38 Alex: Total bonus. 02:39 Greg Mendez: Yeah, it's a bonus. 02:40 Alex: Like a drink and a dessert in one 02:41 Greg Mendez: glass. 02:42 Alex: Exactly. Well, enjoy. Great. All right. Thank you, everybody. Paul, next slide, please. All right. So, a couple of reminders. We are recording this session and we'll post the recording in Circle. 02:52 Alex: The transcript is available and the is incorporated into the chat bot to enrich its responses. The audio of the full episode will be shared via our podcast. 02:59 Alex: Next slide. And the agenda today, um, actually, this is the old agenda. Paul, did you have a second one on the next slide? 03:07 Alex: Uh, oh, that's fine. That's fine. So, go back to the agenda. The agenda for today is we're going to do a little conversation about this Workday lawsuit that's going on right now. 03:19 Alex: So, if you haven't heard about this on LinkedIn, uh, it's all over, all over LinkedIn, all over the media right now. 03:25 Alex: Workday is getting sued, potentially, a class action lawsuit. We're going to talk a little bit about that and talk about, you know, uh, how you see iSIM's approach to AI. 03:33 Alex: I'm really curious to hear from folks about that. Uh, and then we'll do some mid-meeting announcements. We'll go to general questions with our members, asking questions first. 03:41 Alex: We'll do networking breakouts at the end. You can drop there if you want. You don't have to go into the breakout rooms if you don't want to do that, but it's a really nice opportunity to, uh, connect in small groups with your peers. 03:52 Alex: And then we will record a What We Learned video, also totally optional, but if you have one nugget of something cool that you'd like to learn today, we'd like to hear from everybody at the end, and then we put that on YouTube and in the newsletter. By the way, we have a newsletter, so a link to that 04:05 Alex: is at the bottom of the IRD homepage. And that is a weekly update of what we talked about in the meeting. 04:11 Alex: You'll get a link to the podcast if you didn't get to join the meeting. You'll also get an AI summary of what's being discussed in our ISIMS discussion chat. 04:18 Alex: It's a great way to stay on top of what community members are talking about. Upcoming topics. So, next week, we're going to be doing Now You Know with Vivian. 04:27 Alex: She's going to talk about do's and don'ts when merging a new business into ISIMS. 04:33 Vivian Larsen: The week 04:34 Alex: after. I'm off next week. Okay, Vivian, why don't you clarify what the order of events here? 04:38 Vivian Larsen: Sorry. So, it's just, it's not next week. It's the week after. So, it's the week of Memorial Day. I'm out of office. 04:44 Alex: Vivian, I thought you were going to come back early from your vacation just to share on this topic because it's 04:48 Vivian Larsen: so compelling. I 04:49 Alex: y'all, Great. Okay. Uh, 6-13, um, we're going to talk about quality of hire, 6-20. We're going to do, uh, secret 05:00 Paul Day: candidate. That's supposed to be now, you know. 05:03 Alex: Okay. 6-20. 05:04 Paul Day: Agency access. 05:06 Alex: Got it. Thank you. So, agency access. Now, you know, with Vivian and then 6-27, we have, uh, a placeholder for secret candidate, but no takers yet. 05:15 Alex: So, we just did this with Devereux last week. We did it with NYU the, the month before. I think both sessions really were, were, were great. 05:22 Alex: A rich conversation, a great actionable feedback for the sysadmins who, who volunteered for that. So, if you are wondering about your candidate experience and you would like to get eyes on it, this is a free benefit of our membership. 05:36 Alex: You can get, uh, a free candidate experience analysis courtesy of SAI and IRD. Gives you a great executive summary with action steps and the timeline suggested for implementing those changes. 05:48 Alex: This week, the Dancing Parrot Award goes to Cordell. And, uh, the, you get the award for the Delta Week-to-Week, right? 05:56 Alex: So, if you were not on the top three last week and you are this week, you get the Dancing Parrot Award. 06:02 Alex: Congratulations, Cordell. Congratulations with all your work. Progressive liking. Smart. Uhm, and, uh, yeah, next 06:06 Cordell Ratner: slide, please. I, I, I accept this award and, and would like to, uhm, thank Amanda Tremel for, uh, her inspiration from last week 06:16 Alex: where 06:17 Cordell Ratner: she did me in and encouraged me to go forth and, and do more on our side here. 06:22 Alex: There you go, you know. Some, some, some playful competitive spirit never hurts, uh, glad you're getting value out of the platform, Cordell. 06:30 Alex: Uh, coming events, we've got our office hours, so you can meet with the IRD team. If you have a Workday HCM, you can meet with Sina. 06:38 Alex: He is, uh, basically, he does for Workday customers what we do for iSIM's customers, incredible resource. And, uh, of course we have our free chat. 06:45 Alex: We have a Friday call. Next slide, please. And, uh, yes, accepted speeches. Yes, yes, Natalie, absolutely. A secret candidate I already talked about, so next slide, please. 06:57 Alex: And, okay. Workday lawsuit. So here's a quick TLDR. I'm going to read this through. I'm everybody so you can get up to speed in case you haven't heard about it. 07:06 Alex: A job seeker is suing Workday claiming their AI-powered applicant screening tools discriminated against him and others based on age, race, and disability. 07:17 Alex: This is actually turning into a class action lawsuit. Who's affected? The court approved a collective action, meaning anyone 40 or over, who applied through Workday's system, and we're talking about tens of millions of people at least, right, since 2020, probably more, and was rejected without an interview 07:33 Alex: may be able to join. This is, this is earth-shattering news for our industry right here. What's being alleged? That Workday's AI system ranked or filtered out applicants unfairly? 07:45 Alex: Possibly. Possibly using biased training data or reinforcing employer preferences, and who knows exactly how that happened? Maybe by the length of the resume, dates on the, uh, uh, experience entries and whatnot, who knows? 07:58 Alex: Uh, why does it matter? This could become a major test case for AI bias, liability in hiring, especially when vendors not choosing to just employers are shaping candidate flow and what's next. 08:10 Alex: The case moves forward with discovery and outreach to potentially millions of affected applicants. I'm going to quickly take over the screen share and I wanted to share with you a resource that I put together. 08:22 Alex: Um, you know, I never, I never want to bring the authority on something where I just have sort of a, a lay understanding of what's going on. 08:30 Alex: And so one thing I really like doing is, uh, using chat GPT deep research to do a deep dive on the subject. 08:38 Alex: And I, uh, put this article on our blog here, uh, candidate screening, how does iSIMS compare? I asked chat GPT deep research to deeply research the subject of iSIMS versus Workday, Greenhouse, Ashby, and smart recruiters specifically. Of citations, right? 09:00 Alex: So here are all the links that it provided, uhm, and here is its methodology right here. So again, I'm not claiming I'm the expert on this. 09:09 Alex: I'm not. I learned so much from, from this. This article right here, because if you'd asked me the, to compare the AI conservatism conservativism between vendors, I, I, I wouldn't have had much to say. 09:18 Alex: Uh, this is what it found said ISIM stands out as a vendor that has embraced AI with caution and, and a shout out to Greg Martini. 09:25 Alex: He's no longer at ISIMS, but I I'm, I'm given to understand that Greg was really instrumental in, uh, uh, you know, exercising caution around this issue, right? 09:34 Alex: Which is ISIMS customers. I'm sure you're grateful for, uh, ISIMS stands out as a vendor that has embraced AI with caution, combining innovation, like candidate ranking and copilot with bias audits, transparency, and opt outs. Workday in contrast is faced with increasing serious legal scrutiny. 09:47 Alex: As we said, Greenhouse has taken the opposite path, intentionally avoiding machine learning and candidate evaluations. Ashby and smart recruiters fall somewhere in between, each with different strengths and exposure. 09:58 Alex: So I invite you to, uh, take a look at this article. It's full of some really interesting tidbits and links to other resources that you might find useful in this conversation. 10:08 Alex: But what I wanted to do now is I wanted to, ask the group some questions. So here we go. And the first question is, how do you stay aware of what AI features ISIMS is using under the hood? 10:22 Alex: And do you feel confident in explaining to your stakeholders, which parts of your system you're using to involve automation or machine learning? 10:30 Alex: How do you stay aware of what AI features ISIMS is using under the hood? And do you feel confident explaining that to your stakeholders? 10:38 Alex: You have no idea, right? 10:48 Alex: Um, it's perfectly fair. Greg, go 10:50 Greg Mendez: Some of everyone else here does, you know, keeping on the releases, connect work, account managers, CSMs. We just had, NYU just had, uh, ISIMs come in because our team, our leadership team wanted to know, as we prepare for renewals in the coming months. 11:08 Greg Mendez: Uh, everything they have, so we had them come in, soup to nuts, everything, and say, can you go ahead and give us a demo? 11:14 Greg Mendez: Um, but one thing we did kind of come off, uh, come away with, they gave us, you know, um, access- to their certifications and a trust services, which was- which was helpful. 11:23 Greg Mendez: Um, and they were very transparent about saying, look, we're not going to update- we don't update the, uh, algorithm for- per client, cause that would- that would introduce- bias and cause other unintended consequences. 11:36 Greg Mendez: Uh, but it always makes me nervous because, um, it's still kind of a black box from my perspective, and you kind of want to see what's under the hood, and you still. 11:46 Greg Mendez: You want to do an audit on its own. Uh, so I'm not as nervous with items as I am with other clients, because I have seen that when they've implemented it, it appears to be, it seems to be more conservative, like you mentioned. 11:59 Greg Mendez: Um, which I'm. I'm fine with. Um, I just would like a bit more control of being able to turn off some features 12:06 Alex: as 12:06 Greg Mendez: needed. Um, a bit more. They've, they've, they've taken some steps, but a bit more. Um, but yeah, workday. Um. I've always had a weird feeling about workday, um, from the beginning. 12:17 Greg Mendez: And I think it's just, uh, I don't, and I think a lot of this, to be honest, was a lot of unintended issues that came up. 12:23 Greg Mendez: We're going to just play out in court courses they have to produce data. Umm, for, for, for discovery. But, uh, my concern with workday I think was, I think a number of plans is they embraced AI, which is not a problem. 12:35 Greg Mendez: But they went too fast, too quick. I mean, and that, I don't think, I think they were trying to get ahead of their other clients. 12:43 Greg Mendez: I think they're other competitors. And not realizing that, that would put them at a legal disadvantage. So, yeah, but I'm, I'm, I would like to say a little bit more control in, I, Sims, uh, from a user admin. 12:54 Greg Mendez: Because there's certain things that people want to turn off, not just because it's a, it's a compliance issue as more of like internal policy with what we don't want people to do or see. 13:04 Alex: Thanks Greg. Great points. Yeah, it'd be interesting to see how, uh, how this plays out. So if this moves on to the next level, uh, a friend of mine thought that one approach they might take is trying to kick it over to the clients and say it was a client's responsibility. 13:19 Alex: Right. And. And there's legislation in certain states, I think in New York that does say that explicitly that it's, it's on the client. 13:25 Alex: Right. It's not on the vendor. So the fact that this is directed at the vendor is really, really interesting. Quiddo, you said we asked our county. 13:33 Alex: I'm not a manager to provide how isoms minimizes bias when using AI to match best fit candidates. They mentioned that they use some sort of external audit from industry noted groups to review their algorithms. 13:43 Alex: We loved it there. Yeah. Interesting. Other thoughts. Vivian can't hear you. There you go. 13:53 Vivian Larsen: Yeah. Okay. So I have this conversation with a girlfriend of mine who does success factors and, um, she was trying to. 14:00 Vivian Larsen: It's, Umm, she was the system administrator and she was basically explaining to me that. She had. No way of correcting what the algorithm was finding. 14:16 Vivian Larsen: So when her team was going out and doing a search, um, it was coming back with results that did not match what they were trying to find. 14:24 Vivian Larsen: And so her team was yelling at her about. You know, how do we fix this? How do we do 14:28 Alex: this? And 14:28 Vivian Larsen: she's like, I've got no idea. I got no control over it. 14:31 Alex: It's 14:32 Vivian Larsen: not configurable in any way, shape or form. Um, so I think what Greg is pointing out is probably a technological gap. 14:40 Vivian Larsen: That is currently not met in the expectation of users versus the reality of the system usage. Um, so as it gets adopted further and further, I see more and more people starting to try and get some control over. 14:53 Vivian Larsen: How the parameters are set in the background from a configuration perspective. 14:57 Alex: Yeah, I would just love to see the ability just to have a separate window where you can ask the AI what criteria used to make these suggestions. 15:04 Alex: Right, and then submit a ticket if you take issue with them. And the developer is going to look at it. 15:10 Alex: Oh. Paul, are you unmuted? Did you ever thought? All right. 15:24 Alex: Next question I want to ask the group. Um, which AI powered features are you currently using in your ATS and how do you feel about them? 15:32 Alex: You confident? Welcome. 15:46 Terry Smith: Yeah, like, I'll, I'll check. This is Terry with the Cheesecake 15:50 Alex: Factory. I'm 15:51 Terry Smith: Terry. Uh, we do use the TCAI. Uhm, we rolled it out in December. And, and I think it, I think it. 16:00 Terry Smith: Probably works well if you're in, you know, health care, finance, IT, something that has very specific job titles, but what we're finding is it doesn't match skills of, you know, the hour we work for us that we are. 16:13 Terry Smith: Um, you know, that we're looking for primarily. Uh, you know, and I will say that's probably, probably not all, not all on ICIMs at this point. 16:23 Terry Smith: I wish before I'd rolled it out and asked a few more questions. Um, of ICIMs and the AI and how it looks at skills and experiences in order to, um, you know, rank the candidates on their experience and skills. 16:40 Terry Smith: Uh, and then it's caused us to really take a look at our job descriptions, you know, and try to keep them as simple as possible, but now with the AI in order to make it match better, we're gonna have to get very detailed on the skills. 16:53 Terry Smith: And then experience is required or, uhm, desired for our job. So that's the project we're working on now. It's completely revamping them. 17:02 Alex: Well, so that's interesting. I hadn't thought about that, Terry, right? So if the AI is in. Staying your job description language, it makes it all the more important that your job descriptions really are targeted. 17:12 Alex: Yeah. Yeah. 17:14 Terry Smith: Yeah. And if you look at every demo that they do of TCA on, they always use a. Finance accounting, uh, or some type of IT position in those 17:24 Alex: demos, 17:25 Terry Smith: uh, because there's less ambiguity in those positions than there is, you know, as a, let's take a line cook, for example. 17:33 Terry Smith: A line cook of somebody who cooks burgers at McDonald's, or Jack in the box, or any of the other quick service places, will struggle, mightily, being a line cook at Chewscape Factory. 17:43 Terry Smith: You know, or with Christine, let us entertain you. Just, they don't match, 17:49 Alex: so 17:49 Terry Smith: that makes it difficult. 17:50 Alex: It's a great call-outs. And if for anybody who doesn't know, Terry, can you give a quick recap of what TCA is? 17:57 Terry Smith: Yeah, it's the, uh, AI talent cloud or talent cloud AI. I think it's got a new name now. It's, like, everything has been rebranded again. 18:04 Terry Smith: So, um, it's, uh, what it does is it, uh, allows you to use AI. To match, uh, skills to jobs or people to jobs so it can go out and use something called talent discovery to say, okay, find me people in my 18:23 Alex: system 18:24 Terry Smith: that are a good fit for this job. Umm, and you have the ability to geotarget that around, you know, miles from a location and then it has talent match, which is a person to person matching. 18:37 Terry Smith: So if you're mining, you're 18. Yes, you can either build or find a perfect candidate in your ATS and say, go find more people like this 18:47 Alex: one. Right. So Amanda said TCA, I roll fit score has no transparency. Good luck. I to see what's driving those scores. 18:55 Alex: Yeah, I'm sure not alone either. Don, you said that you have, uh, only use the job description tool. It's okay. 19:03 Alex: First of all, kudos to, to using it. Right. A lot of the times these. Things get rolled out and nobody, nobody, nobody runs with it or even tries it. 19:11 Alex: So when you say it's okay, do you, can you share why you give it an okay and not a great. 19:16 Dawn McMahon: Just had better luck, like taking the job description and. Taking out to, like, Gemini or GPT. Whatever chat and having them redo it for me. 19:28 Dawn McMahon: Rather than the items. And I've tried, like, using the same description and see. Like comparing the results, what I liked better and. I think. 19:39 Dawn McMahon: Yeah, and I just did a better job. The other tools available. 19:43 Alex: And that speaks to a larger point of AI literacy, which is. Great. So people when they first start getting using AI, maybe they just use jet GPT, right? 19:51 Alex: But every, every one of these is different as its own flavor and quality of response and different things that they're good at. 19:57 Alex: And I've noticed this actually another product that I looked at recently. Where they had built in a chat functionality into the product and I was like, boy, this is, I don't know the technical things we're going on, but this is low bandwidth, right? 20:08 Alex: Like, I could definitely get a better response from from chat GPT or Claude and, uh, and. And, and side note, when, when chat GPT first kicked off, my first thought was job descriptions, right? 20:18 Alex: And I almost, I almost wanted to build it, but like, we're not a product company and that's a whole nother ball of wax, right? 20:24 Alex: But, um, there you go, you can get. You can get that kind of thing just by doing the same thing in a third-party tool. 20:30 Alex: So that's interesting feedback. Thank you, Don. Alright, let's see what else we have here. Uh, Vivian asked, does anyone use their copie for job descriptions? 20:38 Alex: Yep. Mhm. Okay. Yeah, okay. So we just did that. Wonderful. Alright. Let's see. One more question for the group. Are you documenting? 20:53 Alex: So for the- Those of you who are using the AI features and Isimps, are you doing a documentation around it? 20:57 Alex: Or are you just playing around and- and seeing how it goes? Or it sounds like you're doing more with the AI than perhaps many members of the call today. 21:10 Alex: What sort of- how are you capturing your learnings around it? 21:13 Terry Smith: Um, we have a, uh, SharePoint site that is used for what we call the AI Spark team. And we are capturing time-saving, um, functions with Microsoft 21:27 Alex: Copilot, 21:27 Terry Smith: uh, capturing. Uh, and then I'm also, uh, working on the project. Plan for rolling out the GNAI chatbot, uh, for our career sites. 21:39 Terry Smith: Uh, so we're capturing everything on a SharePoint site. Umm, and then I'm using Copilot. To work into that SharePoint site and summarize everything. 21:49 Terry Smith: So, uh, it makes it easy that I don't have to go read every document that's in there. Cause there's, right now, there's probably 30 or 40 different 21:56 Alex: documents. Yeah, very cool, very cool. Craig, you have your- Uh, yeah, 22:01 Greg Mendez: I'm actually testing, um, on the back end, uh, some of the functionality, just as a user admin. Uh, what I've been basically doing is kind of documenting where we see issues that could be issues with policy, some cons- and concerns that we might have, share that out to leadership or to those who have 22:17 Greg Mendez: to develop strategy. Um, anything from policy to maybe some behavior that we should caution or where we think we'd have to have additional user training. 22:26 Greg Mendez: Um, yeah, I'm with, uh, Terry, uh, when it comes to our, our, our portals. Um, we are looking at potentially the, some of the, some of the technology, uh, ISIMS is using, but, uhm, I do like using other tools. 22:40 Greg Mendez: Chatship PT is an example. Um, uh, we do have Gemini at NYU as well. Um, we, we use Gemini. It's been, we have, it doesn't, but it doesn't get trained on our data. 22:52 Greg Mendez: Um. I've had limiting success with other ones. They, they all have all the, all of them right now, all the, all the chatbots have certain limitations of what they're allowed to do, what they're allowed to do. 23:01 Greg Mendez: Um, you really have to make them want to read the entire, uh, job. Because by default, they don't want to read the, uh, return everything. 23:10 Greg Mendez: You kind of have to work with it to do it. Um, or you can, you know, build something out of the box with, um, with an app, like using something like, you know, cloth or something. 23:20 Greg Mendez: Um, to, to do that. Um, it's, what I have been discovering is, yeah, I'm not a huge fan of co-pilot and not even like an ISM just in general. 23:29 Greg Mendez: It's, it's had some mixed results. It's getting better. Um. I still think it's a little better than Gemini, but I've had some mixed results with co-pilot. 23:37 Greg Mendez: I'm kind of curious why they went with co-pilot instead of, let's say, uh, Claude or 23:41 Alex: perplexity or 23:43 Greg Mendez: Chetch BT, but that's their business choice. Um, so I think some of the strange results. I, I've probably driven by co-pilot, um, and its personality because it has, I use co-pilot daily for, in, in, in max for edge. 23:56 Greg Mendez: And it does have a very distinct personality versus others, but it does do it. A decent job of providing sources. 24:02 Greg Mendez: So when you're trying to create, let's say, any of your questions, or you wanted to kind of push that, um, it, it is helpful with that. 24:08 Greg Mendez: I wish items would kind of like, activate the co-pilot sourcing function more. Cause it's a I think then people will get to trust it more saying, Hey, we're exactly in the platform. 24:17 Greg Mendez: The exactly two come about in getting that as a source and then referencing that as a source. Cause I think that would give a bit more. 24:22 Greg Mendez: That would, that would encourage people to use it more. 24:26 Alex: Great idea. Thank you. Sure. You know, I'll say, um, ehm, Gmail just, Google just activated Gemini in my, my Gmail and talk about a breach of my trust. 24:38 Alex: You know, I've already been, I've really, I've. I've been a Gmail, my, my, my Gmail address is Alex Marcus at gmail.com. Right. 24:48 Alex: I was an early adopter. The first Alex Marcus to grab that address. Right. And so I've been using it for 20 plus years. 24:50 Alex: And I have piled all sorts of stuff in, in my, uh, uh, Google Drive, all sorts of personal stuff too. 25:00 Alex: And Gemini just sort of popped up without my consent. And if ever it was like a, a final nail in the coffin it might- Uzi isn't for Google, that was it. 25:08 Alex: So trust is really so paramount. Yeah. Paul said they were saying how Gemini played Pokemon Blue from start to finish on his own. 25:18 Alex: Interesting. Phoebe says, Alexa, as of May 1st, has automatically started cataloging all of your queries and using to train their LMs. 25:26 Alex: Oh, fantastic. And 25:28 Vivian Larsen: you can opt out. 25:29 Alex: Oh, you can't. You can't opt out. 25:31 Vivian Larsen: Yup. 25:32 Alex: Wow. A little 25:33 Vivian Larsen: gift from, 25:34 Alex: a little gift from Jeff. Cool. Great. Wonderful. Alright, any more thoughts on this subject of AI? If not, we'll move on to our member questions. 25:46 Alex: Going. What's going twice? Alright, so I will hop on over to our questions that folks have submitted today. Liam, I believe you're on the call. 25:58 Alex: You want to unmute and talk about your question here? 26:01 Liam Orr: Sure. Yeah, this is Liam with Reyes Holdings. Um, so we. We have ISIMs currently set up for Canada, US, UK and Ireland, but we have businesses kind of all across the country for one of our sub brands. 26:15 Liam Orr: Um, and Australia, New Zealand or A&Z is, um, has inquired about moving over to ISIMs so they currently don't use an a. 26:22 Liam Orr: ATS at all. They just kind of do things the old-fashioned way and then put everything into our HRIS system. So, um, what are the things that we're looking at? 26:30 Liam Orr: I mean, we've got a, a big long checklist of things, uh, obviously identifying logging groups, getting their onboarding documents. To offer letters, all that sort of stuff. 26:39 Liam Orr: But, uh, part of that is setting up integrations to a couple of different things, like their background vendor, um, but one of which are their job boards. 26:48 Liam Orr: And I've, um, I've worked with Australia in New Zealand. And in the past, and I know that SEEK is effectively like their version of Indeed there. 26:56 Liam Orr: It's their biggest job board in the 26:58 Alex: region. 26:58 Liam Orr: Um, but SEEK doesn't have any active integration with ISIM. So I was really just curious if anyone's been in a similar position to me before where they've integrated ISIMs. 27:09 Liam Orr: Into Australia, New Zealand. Um, and if they've dealt with SEEK at all, trying to get any kind of integration or any kind of job feed, because we're really just hoping to not have their TA teams have to been. 27:24 Liam Orr: We're definitely post the SEEK and be able to get 27:26 Jenny Fair: some information to them, whether it's a flat file. 27:29 Liam Orr: Um, I know they don't really accept the API, so they've said, so I'm just curious if anyone has any creative solutions around it, or it's been in the situation before. 27:38 Jenny Fair: Hi Liam, this is Jenny Fair. I, I used to be a senior principal account manager at ISIMS, and absolutely came up with this similar issue, and so this was as of, I was there until 2020, and at that point, it was, there really wasn't a solution. 27:57 Jenny Fair: I mean, it was simply a roadblock, that it was, the integration wasn't, it just was not something that was able to be accomplished, and at least at that time there was, there was no work around, so I'm just kind of confirming the bad news piece of it, so I don't know if there's been any- update, but 28:15 Jenny Fair: that's what you're experiencing is consistent with what 28:21 Vivian Larsen: we're experiencing there. I don't know about the investigators that they would work with. There was broad bean job target and I'm pretty sure Equifax was the third one. 28:34 Vivian Larsen: Um, broad bean also, both of them were good with international boards. So, in UK, I know I had a big client in UK who worked most of the EU. 28:45 Vivian Larsen: Um, and that broad bean integration solved this problem for them, the majority of the time. So that was another vendor, though, that the client had to go out and get and it was a third party integration with a vendor that then sent. 28:59 Vivian Larsen: The information out to all the variety of job boards that the client had a relationship with. So. I don't know if seek specifically works with broad bean, but you may be able to look that route, look up that route, whether one of these. 29:15 Vivian Larsen: Um, aggregators can work with them. 29:19 Liam Orr: Great. I'm taking notes on that. Thank you for that. Uh, and thank you, Jenny as well. 29:23 Vivian Larsen: Paul has a suggestion and comments to for you. Greg, 29:29 Alex: you have your hand up. 29:29 Greg Mendez: Yeah, I mean, you mentioned that they, that, uh, the, the seek is willing to do a flat file. 29:38 Liam Orr: No, we don't know if they are yet or not. I see, I see Paul's comment there about every talk to seek yet. 29:43 Liam Orr: No, we're, we're kind of really in the initial stages and. I know but, um, our TA manager in Australia has said she's talked to them within the last year and they're still pretty rigid on it. 29:56 Greg Mendez: So, I mean, if they're willing, if they're into a flat file, it's not, it's, um, it's more of a. Um, uh, the only upside he gets that, it, it, it says to be custom. 30:07 Greg Mendez: So, you know, you know, if seek or items have to have things in a certain way, you have that flexibility. 30:13 Greg Mendez: Uh, the one thing, though, is, you know, both. The size of the house may decide to charge you, you know, a one-time fee or any of the, uh, an annual maintenance fee. 30:21 Greg Mendez: So, you know, for, for that integration, I mean, because it's not going to be API, it's going to be a file integration. 30:27 Greg Mendez: And so they can charge you whatever. And a lot of that's going to go to just, uh, either maintenance or that one-time setup with their integration specialists. 30:34 Greg Mendez: So, it's, you know, you would have to find out what the costs are for both from the ISIMs perspective and from SEEK if they wanted, if it wanted to do it. 30:41 Greg Mendez: And then weigh that against saying, well, would it be cheaper to go with a third party that could pull the information? 30:47 Greg Mendez: And just make our lives easier. And maybe if you're gonna go with a third party, see if it gives you more functionality and open up to more, you know, you know, for example, if you, if you, if you've got to have, you know, some government compliance, could that, could they take some of that lift off 31:01 Greg Mendez: of you? you and something else. Um, so that's what I would do. Definitely have those conversations with me. Just say, hey, this is something that's we need to do. 31:08 Greg Mendez: What is the cost? If you're willing to do a flat file. If they don't do any of that, um, you could talk sometimes with, with some of the third party vendors do. 31:17 Greg Mendez: Is they're able to do, umm, they can actually create a bot and scrape the portal if it's allowed. And that necessary seek would actually, they would scrape it from your job portal. 31:28 Greg Mendez: Um, it's not a perfect solution, but it's, it's an option. And some of them even, I don't know have an, an, am I using it? 31:35 Greg Mendez: Is it like an, a browser extension? Again, not perfect, but at least it's not going to be as manual. Um, I'm a job type of client. 31:42 Greg Mendez: So they offer both integrations and a chrome and a chrome extension. I'm sorry, just chrome. Uh, but, uh, we have a Sydney location and we don't use Chob Talker as much for Sydney. 31:55 Greg Mendez: They don't tend to, they do really well for UK, uh, the US, Canada, some parts of. North America, but for some reason, Asia, uh, Middle East and Australia, for some reason, they've got a few and they're willing to add the inventory, but it's, that's definitely seems to be their, their weak 32:12 Liam Orr: spots. Okay. Alright, thank 32:15 Greg Mendez: you. Welcome. 32:18 Alex: Thanks for the question, Liam. Uh, you notice, uh, there are a couple, uh, submissions that I missed toward the bottom of that list. 32:25 Alex: Shari, did we talk about your band the address question last week? I can't remember. 32:31 Shuree Sockel: We did talk about it last week when we ran out of 32:34 Alex: time. Oh, that's right. That's right. Yeah. 32:37 Shuree Sockel: Yeah. Honestly, just sharing the information about these Spokane, Washington, um, past, um, law that that they want to ban the address on the job postings, which I had mentioned that I applied to a job for the city of Spokane, and it did ask for my address still. 33:00 Shuree Sockel: So I'm going to try again in a couple weeks. And see if they've made any updates, but we're not getting much feedback from our legal team about what we need to accomplish and how quickly they were looking at. 33:16 Shuree Sockel: What are the, um. The costs associated with a violation, um, I think it was like $300 a person or something. 33:26 Shuree Sockel: So the cost could add up, but the technical, um, aspect of it seemed more complicated because. We were wondering is it only a job posted exactly in Spokane, Washington and what about outlying areas or who does it really affect and we haven't received any specific. 33:51 Shuree Sockel: Guidance. So I was mostly just sharing it with the group and we chatted about it. There are some ideas on the post that I think we're going to keep in the back pocket. 34:01 Shuree Sockel: Um, and wait for other guidance to come out. 34:06 Alex: Great. Thank you. Does anyone else have thoughts on that? They'd like to share? 34:11 Heather Schultz: I was. Thanks for your reading through this prior to today's call. And my first question was, what happens if they upload their resume that has the address right on it? 34:19 Heather Schultz: How do you block that? 34:22 Shuree Sockel: Yeah, totally. I mean, I think the spirit of what they're trying to accomplish. Um, to be fair to the unhoused community is admirable, but in realistic technical considerations, it, it just seems a little crazy. 34:42 Alex: Agreed. Alright, thank you for that topic, Sherry. Paul, could you share your screen again? We'll do a quick mid-meeting break here. 34:55 Paul Day: Yes, on that. Share. Oh, is this someone else's 35:00 Alex: sharing? I 35:01 Paul Day: stopped. Share. Share. Alright. 35:11 Alex: All right. SAI is brought to you by IRD, the ISIMs ROI experts. And we have professional services that can be useful to SAI members. 35:24 Alex: We do dashboard customization. That's one of our specialties. We do one-on-one consulting. If you'd like extra support and meet with enough. 35:31 Alex: IRD team, team member, everybody here has worked in TA and set it in your seat as an ISIM system administrator. 35:38 Alex: We have system optimization services. We can help you implement modules. If you don't have an experience with offer management or something like that, we can help you see around the corner. 35:45 Alex: We do temporary managed services. You need Take a leave of absence and we have a strategic ROI advisory service, which is looking very high level, um, at how you can drive cost savings with ISIMs. 35:57 Alex: If you're interested in any of those, you can speak with Jenny, Jay Fair at integralrecruiting.com. Next please. You can also upgrade to an SAI membership if you're here as a free Friday call member. 36:08 Alex: We have a paid version of the community where you get access to live small group office hours, moderated ISIMs discussion space, find a member feature really cool. 36:17 Alex: You can find folks by industry company size and specific. ISIMs module utilization. You get priority access to having your questions answered on the calls. 36:25 Alex: We have a really cool AI agent and baked in AI functionality in circle that really helps you summarize and and learn quickly. 36:32 Alex: You get access to our free Friday recordings library and. 40 plus sharing PDCs are available to you for participating on these calls and any of our money events. 36:40 Alex: Next please. Alright, you can stop sharing and I will jump back to our questions. There we go. Alright, next Amanda. 36:52 Alex: You had a question. 36:55 Amanda Trammel: I did, but I think we actually talked about this one last week a little bit, so we're 37:00 Alex: good. Okay, thank 37:01 Amanda Trammel: you. 37:02 Alex: We'll jump on over to Christine from lettuce. 37:07 Christine Hill: Hi everyone. Um, I don't know if that question makes sense or not, but we had an offer that was made through the ISM's offer, you know. 37:14 Christine Hill: The traditional methods sent through the wreck, uh, to the candidate. They reviewed it. They signed it. Accepted it electronically. And then it came to where we needed to actually change the offer, which was going to be in the their favor. 37:30 Christine Hill: Um, but we were not able to do that, obviously, because they had already accepted the offer in that particular job. 37:37 Christine Hill: I just wasn't sure. Hadn't had a chance to I started to look but didn't find anything. Is there a way just for my knowledge for future that from the the kids. 37:44 Christine Hill: And in its perspective, their portal that they could then actually rescind their acceptance, which would give us the ability to reissue an offer letter and obviously make changes to that offer letter. 37:57 Alex: And I'm curious. Is this just like a time savings issue? Or is there some reason why it was more of a does not going to happen a lot? 38:03 Alex: It's just what we're finding is that candidates are accepting the 38:07 Christine Hill: offers and then coming back to us and countering. So if we say yes, then we'd have to open a new job and send them, you know, connect them, submit them to the job, send the offer through that job. 38:19 Christine Hill: It's just, I was just trying to figure out if there's something that we don't know about. And I get where Natalie commented, you know, they don't want us to edit the offer once it's accepted, but we're the we've run into that a handful of times. 38:31 Christine Hill: I was just throwing it out there to see if anybody knew of anything on the candidate side that could save us the time. 38:40 Alex: It's a good one. Any thoughts on that? Vivian's shaking her head. You muted Vivian. 38:45 Vivian Larsen: In, in most cases that I've seen this done, I've seen that the offer has to be rescinded or completely recreated. 38:55 Christine Hill: But will it, it won't, I don't think it was allowing us to rescind it once they accepted it. Oh. I think that's where that's, that was my 39:03 Amanda Trammel: question. I think I'm gonna create another version of the offer. 39:09 Alex: Greg go ahead. 39:10 Greg Mendez: you Oh yeah, I was gonna say you could actually create an version. Um, the other thing is I remember we didn't do this, but I remember early on we were implementing the offer module. 39:19 Greg Mendez: Uh, there was an option that the that if you left on if you wanted this, you can. They could they could allow the the actual candidate to reject the offer so that they could initiate negotiation. 39:34 Greg Mendez: And we told them we don't want that on. So we had, we had it. Was there an implementation? Um, it didn't, it didn't. 39:41 Greg Mendez: And so, and it didn't. And then if you had approval process on top of that, it kind of mucked things up. 39:47 Greg Mendez: So, but it was, it was a feature. And so you might want to talk to, uh, you know, open up a ticket with support. 39:54 Greg Mendez: Or if you, if it was just recently implemented, may reach out to your implementation. And say, Hey, um, what can we do? 40:02 Greg Mendez: What, what can we turn it off? I, because we had them turn it off, they, and we told them right off, but we don't want that. 40:08 Greg Mendez: They disabled it. Yeah, we don't want them negotiating anything. Right. I got you on that during a blank. They told us in reference. 40:14 Greg Mendez: I'm trying. I find my notes to see what it might be called. Um, but I remember when we were doing intake, they were like, you know, they went through us and I said, 40:21 Christine Hill: really? 40:21 Greg Mendez: Yeah. 40:22 Christine Hill: No. 40:22 Greg Mendez: Yeah. 40:23 Christine Hill: Don't worry about it. I guess that I was just trying to figure out. So, but going back to what some other folks said about sending a new version. 40:28 Christine Hill: Are you saying just. Basically moving them to the workflow, which is going to launch the offer wizard or whatever it's called. 40:34 Christine Hill: Oh. Oh, okay. Okay. 40:37 Natalie Duncan: Yeah. Interesting. I just logged into a portal to essentially log in as a candidate who has an. Accepted offer via the offer module and their dashboard only it'll show the offer section and the offer status says accepted, but they only have a button to view the offer, but no other 40:57 Christine Hill: buttons too. I'll you 40:58 Natalie Duncan: guys. Resent and whatnot, but to Greg's point, if there's other functionality that maybe a few of us haven't seen where they could. 41:05 Natalie Duncan: Turn out a button to say just kidding decline. Yeah, 41:08 Christine Hill: maybe. Okay, well, I'll go ahead and do a task on that second, but I don't know why we didn't think. 41:13 Christine Hill: I think we just. We're looking at that offer thinking, okay, just like you would edit an offer right before it's accepted. 41:19 Christine Hill: I think that's where our brains went. We didn't even really think to. Try to send a new offer in that same job. 41:24 Lauren Esposto: So, 41:24 Christine Hill: well, that's right. 41:25 Lauren Esposto: So, Christine Megan tried to do that with her candidate, but it was rejecting her. Moving them back into the requisition. 41:34 Natalie Duncan: It'll depend on your entrance 41:35 Christine Hill: criteria. 41:37 Natalie Duncan: If your entrance criteria isn't like set in place to where like a lot of workflows, again, just depends on on how it's set up to a lot of what I've seen in practice is the recruiter will just go back, reuse the status that launches off for wizard and just create a new offer letter. 41:52 Natalie Duncan: Unless your criteria doesn't let you do that. 41:55 Christine Hill: Okay. Well, that's a good, that's a good point. We'll look at that as well and decide whether that's something we want to potentially change. 42:01 Christine Hill: Okay. Thanks, everyone. 42:04 Ariel Hsieh: Okay. I want to pop in too quickly. This is Ariel from Bias. I just wanted to pop in because I have actually talked to isomes about this piece before, um, about just having it, having those multiple accepted offers. 42:16 Christine Hill: So like to everyone said, yes, you absolutely, you cannot, like, edit or rescind any offer that's accepted. 42:23 Ariel Hsieh: And you also can't, like, get re- of that accepted offer. Um, because I have been asking in the context of, it's kind of weird if you pull up those offer, um, reports, it shows, like, multiple accepted offers for one candidate. 42:37 Ariel Hsieh: So what they told me is that they can't get rid of those at all. All you can do is just re-create another offer. 42:41 Ariel Hsieh: Either through the offer tab or through the by launching it again. Um, but that those will always stay there forever. 42:49 Ariel Hsieh: Um, and then also even when you, um, do a negotiation, so we also have, like, an offer negotiation system. Work flow that can be initiated by the recruiter. 42:59 Ariel Hsieh: Um, I also learned a fun fact about that piece of if you relaunch the offer details approval again through that, like through the auto long traction on that step, it doesn't actually. 43:11 Ariel Hsieh: It can't, um, reset the existing offer details approvals. So that's also a trading piece that we had to do with our recruiter. 43:19 Ariel Hsieh: So if the offer is negotiated and they has to go back through like approval for the business, for example, the recruiter has to make sure that they actually. 43:26 Ariel Hsieh: Modify the offer details first, then if they go launch the offer negotiated status that will really like relaunch and offer details approval. 43:36 Ariel Hsieh: They have to manually also reset that as well. Otherwise, if the. They don't, they actually can technically proceed because it will take those previous, that previous completed approval, um, into account. 43:50 Ariel Hsieh: It won't, like, and there's nothing that they can do to like automatically reset that or put it back in the. 43:56 Ariel Hsieh: Pending or clear them out. So just, uh, that's why I there for, uh, training, training, 44:01 Christine Hill: uh, perceptive. Thank 44:05 Alex: you. Thanks for the question, Christine. You actually had another question. Would you go ahead with this 44:10 Christine Hill: one? Yeah, sure. I do. Um, so we. You really use a handful of, uh, outside agencies to assist in our third-party recruiting. 44:19 Christine Hill: Um, you know, on the front end and them submitting, all is going great. Um, one of the things that we're trying to figure out a plan is, I don't want to. 44:30 Christine Hill: I to know if it's possible if an, if an active agency person has been invited to a particular job and we fill that job or we close it or whatever it is, it's in, you know, one of those two statuses. 44:42 Christine Hill: Right now, they don't get an alert that says, hey, you were. You're invited to work on this job, but you're no longer or one of the jobs you were invited to has since been closed. 44:49 Christine Hill: Is there any way to create some sort of notification for them? So they aren't like, you know, deep in recruiting for something for us and then we end up filling it and then they're frustrated with us. 45:00 Christine Hill: Yeah, exactly. That's what I'm asking. An event notification. 45:03 Alex: Is that 45:03 Christine Hill: something that I can create that is a soap, but specific to that agency that's been asked to work on it, that contact that's been asked to work on that. 45:13 Cordell Ratner: This is Corda. I don't, um, this doesn't necessarily address exactly what you're talking about. Um, well, the agency gets notified on this down our side on by posting the job to an agency portal and, um, a week and a. 45:31 Cordell Ratner: Post the job and at that point is shouldn't have access to it any longer. Yeah. 45:37 Alex: That's assuming that they're not that's assuming they're going into items though and looking at that and not just continuing to work for a week before they bother to log in again. 45:45 Alex: Right, Christine. 45:46 Christine Hill: Exactly. Exactly. And so we're working on some, we have a report set up that we're going to most likely, you know, just be running every couple of weeks and then shooting off to the individual, you know, third parties. 45:57 Christine Hill: But I just was, you know, just trying to figure out if there was a way. To create, um, some sort of event notification, meaning the job has been proved or felt. 46:08 Alex: So I see a few things here. Event notifications, schedule reports, Greg, you're confident that this can be done by some support. 46:14 Alex: Can you speak to that? 46:16 Greg Mendez: We're doing it actually right now. Um, the, the key is gonna be, so the reason that I some support has to do is that the piece that actually has an event notification, a few weeks ago that, um, uh, this was confirmed on, on, on this call. 46:29 Greg Mendez: That piece is actually an appeal. peoples. 8 9 in an area that, that, that can't be easily exposed to user admins without exposing some other things they don't want us to work 46:36 Christine Hill: on. 46:37 Greg Mendez: Yeah. So they can work with you. And then they'll, they'll schedule some time, but gonna zoom call a couple of times to do a couple of things. 46:42 Greg Mendez: One, just confirm exactly where, you know, that eventification. And then they can have that notification go out. To, uh, to them based on the, a search template that you, uh, you'll build with them. 46:55 Greg Mendez: Um, if you haven't ready to go, it'll be fine. If not, they can tweak it. Um, and you're gonna go back and forth them until it works. 47:01 Greg Mendez: They'll test it. Uh, if you have a test environment, a contestant and a test environment. If not, they would work with you, uh, with a test job just to make sure it works. 47:07 Greg Mendez: Um, typically it's, you know, what you're gonna want to do is, you know, if you, if it looks like you have a search report or doing a search report, you create a variation of that. 47:15 Greg Mendez: That's just looking for that particular job and that kind of criteria. Most likely. It's gonna be something like, you know, the stat, you know, either the, uh, the status is associated with that particular closing or the first time it's put into that particular stat folder status. 47:30 Greg Mendez: Yeah. Combine with whatever the criteria and that should bring up that specific job. And then the. Invent notification gets fired. 47:35 Greg Mendez: Um, do they, uh, typically it's, it's done like within, you know, a few minutes of that, of that event. Um, unless you're creating a calculator field, creating a calculator field, they'll kind of walk you through that. 47:48 Greg Mendez: You know, it may not be fired. And if it's based on a calculator field, um, until maybe later that evening, um, depending on the nature of the calculator field. 47:55 Greg Mendez: But if you're just using straight up fields, no formulas and anything, uh, it gets fired. It would actually be triggered. 48:00 Greg Mendez: And the email template, that's the other part that you're going to set up with them. Dad, what's going to be that's what that's the message that's going to go out. 48:06 Greg Mendez: Um, the one thing about the message template in the event notification is whenever you update that message template, it doesn't automatically be, um, going to be updated for the event notification. 48:15 Greg Mendez: So you just have to put in a ticket. Um, so hey, I just updated A, B, and C template. Here's the name. 48:21 Greg Mendez: Can, uh, it's associated with this event notification. Can you up, can you go ahead and just update the event notification to use the correct template? 48:29 Christine Hill: Okay. 48:29 Greg Mendez: Yeah. 48:30 Christine Hill: Got it. Alright, awesome. Well, uh, I'll look at this next week when I- Okay. Come 48:35 Greg Mendez: back. 48:36 Christine Hill: Thank you. 48:37 Alex: Great question, Christine. Thanks. And let us know how it goes. Alright, Natalie, stand alone interview scheduling. 48:45 Natalie Duncan: Oh, we'll bring it back with this is a hot topic two weeks ago. So just wanted to check for anybody else currently using or implementing interview scheduling the new- newest version. 48:55 Natalie Duncan: There's, as part of their recent release, there's the standalone ability where versus sinking without look, the user could just create their own availability inside items directly. 49:07 Natalie Duncan: And that's how candidates could see what's available versus not available. And what we found here. interesting testing is that users who are going to use standalone are not allowed to select a video template. 49:22 Natalie Duncan: Like it, you can't bypass it and and thus you can't schedule an interview. And that was an unexpected. And we got a couple comments on here to potentially just use either the phone or the in-person template as a bypass. 49:38 Natalie Duncan: Um, so just wondered if anybody else who maybe hasn't commented or or one. To elaborate, essentially, since it can't be done, what would you do in this scenario? 49:49 Natalie Duncan: Either way, the user has to be able to schedule video interviews. We know it's not going to generate a link. 49:54 Natalie Duncan: That's cool. But we still want that template to tell the candidate it will be a video interview. And in the scenario, that's not going to be the case. 50:02 Natalie Duncan: So what is it that y'all would do? Besides not use it, because they're going to use 50:14 Alex: it. 50:14 Natalie Duncan: That's it. And we're leaning to just use a phone template, so it'll say phone template, and then we'll just have verbiage that says just kidding, it will be a video interview. 50:27 Natalie Duncan: Look for the link to come, but just curious. Would y'all do that or 50:31 Alex: not? Please say just kidding in that message. Yeah. Uh, so, so, Vivian, you're talking to Nishat, right, about joining us on a call here. 50:40 Vivian Larsen: We're working on having Nishat join. Actually, Greg Rodriguez, who is one of the product managers of, um, interview scheduler. So. 50:48 Vivian Larsen: At some point down here, but I haven't nailed down much date to help you here. 50:53 Alex: Great. Yeah. So that's a super expert on interview schedule. All things interview scheduling. So let's resurface that one when the time comes, but any other thoughts, Danielle, you had a thought? 51:02 Alex: So what does the email subject line say? Can you change that? Make that save video interview? 51:11 Natalie Duncan: That's true. That would be one of the other places to add some verbiage that we'd 51:14 Alex: look at. 51:14 Natalie Duncan: So thanks for mentioning that. Cool. All right. Thanks. 51:17 Alex: Any other thoughts on that for the group? Okay. And if not, we're going to do our networking breakouts. If you need to drop, thank you so much for being here. 51:29 I hope you have a restful and restorative weekend. We'll be here next week at 1.30 p.m.