iCIMS Hacks: Fixes for Spam, Fields & Formatting (5/30/25)

From hidden fields to AI applicant spam, iCIMS admins unpack real-world challenges and solutions. Learn about quick info icon bugs, phone formatting tricks, and a free tool for better training content. A short, sharp session with plenty to take back to your config.

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Transcript

00:01 Alex: Welcome everybody to System Admin Insights. It's so great to see you here. As always, we will get started with a little bit of gratitude. 00:07 Alex: Please drop something in chat that you're grateful for. Today. Today I am- I'm great. I'm grateful for just the- the broader ISM's ecosystem, including current ISM staff and also former ISM staff, making lots of great connections, especially with some of those folks who still have a lot of deep institutional 00:25 Alex: ISM's memory, amid another. Uh, really interesting person contact today. Somebody who, uh, worked with Text Recruit, so she was employing number four at Text Recruit, and we're talking about bringing her in to do a special presentation for Text Recruit. 00:39 Alex: Customer's Text Engagement, I should call it, or, uh- those who are Text Engagement Curious, stay tuned for that. Let's see what else we have here in chat today. 00:50 Alex: Where did we go? Where's my chat? Oh, no. Oh, there we go. Patrick says great. Careful for the sunshine. And it isn't raining in Arkansas. 01:01 Alex: I wish I could say the same about New York. It feels like it's been raining here for like the last two weeks straight. 01:05 Alex: I'm glad it's going better for you out there. Townsend's grateful for having the opportunity to work with so many great people. 01:10 Alex: Amen to that. Alright. And, uh, Natalie Kinney. In. I'm having some technical difficulties. Can you let people in from the waiting room? 01:23 Alex: And, uh, let's see. Jenny, I will deputize you as co-host as well. 8 Alright. Great. There we go. Alright, so reminders. 01:37 Alex: Uh, we are recording this session. We'll post the recording to Circle YouTube and Spotify. The transcript is incorporated into the chatbot inside Circle, so that's our online platform. 01:46 Alex: We're going to talk about AI feature comparison. This is something that I am super excited to share with everybody. 02:02 Alex: Doing some really interesting things that combine AI and people to get answers that are as precise and unbiased as possible. 02:13 Alex: I'm excited to share that with you. Then we're going to do general questions with our paid members going first followed by quick networking. 02:19 Alex: If you don't want to do the breakout, you can drop that if you'd like. And then we like to do a what we learned video at the very end where take away one nugget of something cool we learned today. 02:28 Alex: So keep in mind something. If you do want to do that, uh, just take a note, write it down so at the end of the call, we can talk about that. 02:34 Alex: All right, upcoming topics on the. The sixth of June, Vivian's back with a discussion of merging a new business into items. 02:41 Alex: It's something that she has a lot of experience with. And so if your company's going through any kind of M&A activity, it would be great to be a part of that conversation because there's lots of gotchas that she can help. 02:50 Alex: Tip you all fun. On 13th, we're going to talk about quality of hire. On the 20th, we're going to talk about agency access. 02:57 Alex: And on the 27th, we don't have anyone anybody teed up for secret candidate for June. So if you want to do it, let us know. 03:03 Alex: We would love to do secret candidate with you. We've done it with NYU, Deborah Road. She's cake factory and a couple others. 03:08 Alex: And every time we do it, there are some great takeaways, really useful, actionable stuff that's this admin's going to take away from the feedback from this community. 03:15 Alex: 70 leaderboard. So Amanda is back on top. Number one, uh, Cheryl's number two. Christine joins the seven day top three. 03:25 Alex: Congratulations. If you make it from last week to this week, you get a dancing parrot award. Enjoy. And coming event. 03:32 Alex: So this is something I'm super excited about. I've been thinking about ways to get more and more value into SAI in the form of these office hours. 03:43 Alex: I think these office hours are really. S ooce, top. We're still they're small group unlike these calls where we do a presentation that we do large group conversation. 03:49 Alex: Sometimes there's 30 or more people in here. This is an opportunity to be in a meeting that is no more than for attendees and a host and you're going to be able to talk, uh, in a very. 03:59 Alex: We'll be very small setting with either an IRD full time consultant who is sat in your seat and is doing items consulting all day long. 04:07 Alex: Or you can also talk to some of our special guests. Office hours hosts like towns and Wilkins and high towns and good to see you. 04:13 Alex: So. Sounds in, uhm, he was at the technical support to ask it items and he has a deep understanding of the applicant tracking solution onboarding and a special expertise. 04:29 Alex: Right? And so he actually trained many of the current T. S. E's and so he's just a wealth of information and super easy going, easy to talk to, so we have towns in here every day in June at noon, Mondays are. 04:44 Alex: Free for anybody who's in the platform. So if you, if you're a free Friday call member and you signed up just for the free Friday calls, you can get in there on Monday. 04:51 Alex: Um, if you are a paid member, you can get in there Monday through Friday, but they are going to fill up fast. 04:56 Alex: I am certain of it. It's getting a lot. Out of chatter on LinkedIn right now. So folks, really, you can go to the post that I did on this and you've got three former ice and staff. 05:05 Alex: We're all vouching for Townsend. He is, he is the best. Alright, so let's, uh, okay, let's stop sharing and let me not end the meeting. 05:15 Alex: Whoops. Yikes. One moment here, I'm having a technical difficulty. Huh, something's weird. 05:30 Alex: Just get- Give me a second. Boop. That doesn't work. Wow, something bizarre has happened with my sharing. I can't. Just can't stop sharing. 05:41 Alex: There we go. Nope, that didn't work either. Alright folks. Well, umm, give me one second and I will figure that out later. 05:50 Alex: For now, let's just talk. Umm, alright, so I wanted to talk about, umm, that worked. That worked. Hello. Oh, yeah. 05:59 Alex: Wow. Okay. Earned my SAI books here today. Alright, so I want to talk about, uhh, feature comparison. So, umm, I would go back a little bit to my first HR tech conference that I ever attended. 06:10 Alex: It was Unleashed. In Vegas. My least favorite place in the world. And I had a burning question which was about vendor selection. 06:18 Alex: And I wanted to talk to people about how you make an informed decision. When you are so crushed with marketing influence. 06:24 Alex: Um, and when. the analysts and influencers and consultants are they have referral relationships with many of these vendors. I didn't know how pervasive it was, how prevalent it was. 06:34 Alex: And so, um, I talked to a couple of leading people there. And I asked. I asked them about it, and I said, you know, like, how do you handle this? 06:40 Alex: Does this compromise your integrity? And, uh, the answer I got from almost everyone was, eh, don't worry about it. What are you talking about? 06:50 Alex: Right? That's, that's business. It's how business is done. And, uh, it hasn't sat well with me. And, uh, those of you who've known me for a while know that, um, I kind of rustled this, try to figure this out, because when you show up not interested in, in those sorts of arrangements, it just, it, it 07:06 Alex: can't help but kind of stick out. And, uh, and there's always, like, in it's tough, like, I really wanted to stay true to my, my values here. 07:13 Alex: Um, but, but it's been kind of a challenge. And, and so I've been trying to crack this nut. So, so, we- we are 100% agnostic, yes, we specialize in ISMs. 07:22 Alex: Um, but we are- don't take any referral kickbacks, not selling sponsorships, advertisements, if we mention a product to you, it's because we believe in the product and we believe in the team. 07:30 Alex: Right? And that's it. Uh, but I've been trying to- trying to crack this nut so how do we give people better advice on what tools to select? 07:37 Alex: Everybody knows that RFPs are incredibly difficult, very complicated, and I'm gonna last one I went through by the end of it. 07:43 Alex: It's a three month process. I could- I really keep track of everything, right? So many things to think about. So, uhm, I think the answer is a combination of AI and this group right here, right? 07:56 Alex: Uhm, AI gives us the ability to, Especially the chat GPT deep research and if you haven't used deep research, it will do, you know, he puts something in the chat GPT and you can answer it instantaneously. 08:06 Alex: Deep research will take like five to ten minutes. Reading the entire internet and all the social media and everything, all the gt. 08:12 Alex: He reviews everything and it will compile all that information into a really exhaustive report. And so, uh, a couple months ago, I did this comparing items to all the one stop shop solutions. 08:25 Alex: It part of the. What is too is that some of our customers are looking at the one stop shop solutions. 08:29 Alex: And, you know, they're, uh, we, we, we think that, uh, they're going to lose a lot of functionality that they're going to miss and realize that they need a long term. 08:39 Alex: Right? But I wanted to give like a more impartial. That's a to, to give that kind of feedback. And, and so we had one particular customer who was looking, who is looking at moving from ISIMs to day force. 08:52 Alex: Now, I can talk to you about ISIMs all day long. I don't know, did at least go out about day force. 08:57 Alex: We told him a candidate. I don't know the first thing about day force. Right? Um, I know something about ADP. 09:01 Alex: Cause, I did do the ADP ATS about five or six years ago. Right? But, um, who does know is AI. 09:07 Alex: And so what I did, um, is I use that deep research. So it's a hundred pages of research on the different ATS solutions. 09:14 Alex: And I put that in a GPT, which I'll share after this call. And then I asked it specifically. To drill down into day force. 09:21 Alex: And to give a list of questions that are conversation starters. I am not saying that this is authoritative. And it helps us kind of keep this consultative distance. 09:31 Alex: I'm not saying that this is one hundred. I'm not present accurate. I don't know. Right? It's simply a list of questions to ask. 09:39 Alex: Right? So we've got our methodology outlined here that I just explained. Um, and then we have just questions to ask. 09:48 Alex: Right? Ask day force this and see what they say. Maybe this is wrong. But to me, this wasn't even, and by the way, so this gets really, really. 09:55 Alex: nuance, talent pools, implementation, integrations, and then it gets, then you get the whole initial on it on here. Right? And you can read, it's on the R. 10:03 Alex: D. Blogging, read it at your leisure key questions to ask during this process. You can find it by going to resources and then vendor selection. 10:11 Alex: I'm going to continue down this path analyzing these other tools as well. But this still isn't good enough. In my opinion, I still want actual. 10:17 Alex: actual. People who know this stuff and can speak to these points and fact check it and elaborate. So I did post in circle an article asking for folks for feedback. 10:26 Alex: Um, and this feedback. Where did I put it? Here we go. Right? So, um. One of the- one of the things that I'm trying to do is a larger strategic direction with SAI, is I want to pay members to do stuff. 10:41 Alex: We had our first, uh, or second proof of concept with this, synced to hire, um, actually is paying $500 to five different SAI members. 10:49 Alex: I used our all-time- leaderboard to put that first ask out, but another direction that I posted about before is RFP advisor, right? 10:57 Alex: I've really been trying to crack this nut of feature comparison and vendor selection for five years now, and I think it's coming together. 11:03 Alex: So, um, what I'm going to do is- is if we're getting some traction with this, I want to reach out to folks who have indicated on their profile, there's a field that says, uh, past ATS experience. 11:14 Alex: So, if you've indicated on there that you've used day force in the past, and you think you can add value to this conversation. 11:20 Alex: If this customer or another customer is open to it, what I'm opposed is that they pay you to participate in a focus group. 11:28 Alex: That, I think, to me, blends both artificial intelligence and human intelligence to transform the way that companies are made. I know that so many of us have been frustrated by leadership making decisions, not being fully aware of the context and the actual features that are going to be lost. 11:46 Alex: Right, this is an opportunity to leverage the, the hopefully We have shi, partiality of AI combined with human perspective to help inform those decisions. 11:57 Alex: So any thoughts or questions about that? I know that's a lot, but I'm just, I'm super excited about it. And we're going to do ADP next and I'm going to do work day and. 12:05 Alex: Uh, be a series of articles with a five or six leading HCM vendors, because a lot of customers right now are budgets are tight. 12:11 Alex: They're thinking about, well, uh, you know, maybe we don't actually need a robust ATS. You know, generally speaking, I think if you did need a robust ATS. 12:20 Alex: You still need it, right? And you just need to get more value out of it. But, um, and quantify that value. 12:25 Alex: But I think that's it. Any questions or comments about that or thoughts? Adley says, what other community proactively looks for ways its members can earn by adding value. 12:34 Alex: Thanks, Natalie. Okay, great. Oh. Cool. I'm glad, I'm glad that that landed with, with enthusiasm there because I'm just, I'm super pumped about it. 12:45 Alex: Alright, let's go to our questions for the day. And click live call questions. Let's see who got so. Rachel. You want to unmute? 13:02 Alex: I'm here. Can you hear me? Yes, yes, go ahead. No, 13:09 Rachel.Savitt: we, um, I'm glad 13:10 Alex: I actually brought this 13:14 Rachel.Savitt: up because I had noticed, um, as I'm and doing the fun. Merging of profiles. Thank you, Tanya, for our system. 13:23 Rachel.Savitt: Um, we had somebody named Klaus Grant, I believe, um, that had created multiple profiles. And all of the emails look like they were auto just generated Gmail's. 13:36 Rachel.Savitt: Um, the email address on the resume didn't match. Um, I did try calling the phone number on the resume and the phone number was not working. 13:44 Rachel.Savitt: And so in the email, um, on the resume, I did a little bit of searching and it looks like it is a job board AI company. 13:53 Rachel.Savitt: So people will pay a monthly fee to have them mass apply for them. Um, the problem is the email's bounced back, which I could see in items and, um, all of for us. 14:06 Rachel.Savitt: Because all of the applications are incomplete, because they're not actually filling out our employment application. Um, and in posting this question, it looks like quite a number of people are having the same issue. 14:17 Rachel.Savitt: It's the same person class that is applying, uh, to all of the positions through. This AI company, um, yeah, that one, I think they're the winner for the most, uh, 14:29 Alex: profiles. Wow. 14:31 Rachel.Savitt: And so that many profiles and then each profile is applying to multiple positions, at least on RN that we can see. 14:39 Alex: Very interesting. Sure. And 14:42 Rachel.Savitt: I looked because I did see that in looking at, um, Google and looking at posts potentially on LinkedIn that there is a Reddit sub post where they were talking about this. 14:53 Rachel.Savitt: And it looks like this is going to actually happen more and more frequently where these companies are popping up and people can have them. 15:00 Rachel.Savitt: And that's a massive lie for them, um, on their 15:03 Alex: behalf. Oh, fun. 15:05 Rachel.Savitt: Yeah. 15:13 Tawnya Fairchild: I know it's popped up in our platform. Sorry, this is Tonya and Bougie. Uh. Um, I sense is already looking into this in a way to try to prevent this from happening. 15:23 Tawnya Fairchild: Yeah. I think. 15:26 Greg Mendez: This is Greg from NYU. I saw the notice, uh, yesterday. It looks like they're trying to push something out for later today. 15:33 Greg Mendez: Uh. We noticed Kraus as well, not to that extreme, but we definitely noticed it was given our recruiters to heads up. 15:42 Greg Mendez: Yeah. I mean, personally, I don't mind people using tools to, to mass apply to Rose as long as, you know, to different companies. 15:51 Greg Mendez: I mean. It is a numbers game, especially this type market for on the candidate side. I do have an issue with, like, everything was just said, you know, basically garbage data going in. 16:02 Greg Mendez: Um, the system not. This is more, more gaming our ATS is to have the person. We're go in, not properly complete. 16:09 Greg Mendez: I mean, what we're doing right now, we're just purging. We're purging the records. We're not even, we're considering that the, uh, because it's been bounced back, the phone numbers aren't really valid, everything. 16:19 Greg Mendez: Um, if the candidate didn't care, um, assuming this is a real candidate. Uh, then I, I don't feel bad at all. 16:28 Greg Mendez: If they really want, they'll reapply, um, some of the way. Um, but yeah, I'm, I'm in the process of just purging the records at this point. 16:37 Greg Mendez: I really have no choice. I don't want to, like, expose, uh, waste our recruiters' time. I'm on, on someone that we know for sure is either A, not, we can't confirm they're really real, or B, if they are using a service that's gonna, you know, compromise the, the process. 16:53 Greg Mendez: So. Hopefully, uh, hopefully this is growing pains and. And the, the companies get this right, but, uh, this was an interesting twist. 17:01 Tawnya Fairchild: And we had that conversation, um, earlier this week about to be purged, do we not, and they're not impacting our recruiters because we have an eye form that's not being filled out. 17:10 Tawnya Fairchild: So that helps us buy us time, uh, but my 17:17 Greg Mendez: big 17:17 Tawnya Fairchild: thanks, like, this poor guy is probably paying for this service. It's not actually doing him any good because nobody can get a hold of them. 17:25 Tawnya Fairchild: So 17:26 Alex: very interesting. So, so this guy's paying for this AI job application blasting service, right? And companies are then turning around and purging all of his applications. 17:36 Alex: That's very interesting. And I'm sure candidates are aware of that. I have no idea. 17:40 Greg Mendez: Or if they generally interest it, right? I mean, cause there is a pos- there is another email address on the resume. 17:49 Greg Mendez: That I have not tried to contact cause I didn't know what that was going to trigger. But there is another- it looks like a valid email. 17:55 Greg Mendez: But. You know, if you're not looking at that, you know, unfortunately, the person is going to be at a disadvantage even if you're- if they actually do qualify for the row. 18:05 Alex: So Townsend, I think there's a feature that you could toggle on in ICIMS to require email verification, right? But it- but you're saying workday- Stay right. 18:11 Alex: It requires that you don't get that option. 18:14 Townsend Wilkinson: I know workday can enable that. Uhm, as far as I know, I've never seen that in ICIMS. 18:22 Alex: Oh, so Amanda's confirming that you can force it in 18:24 Greg Mendez: ICIMS. 18:24 Alex: Yeah. 18:25 Townsend Wilkinson: That's awesome. 18:26 Alex: Yeah. I remember- I remember doing that. Oh. Uh. A little while ago and, you know, that was complicated too, right? 18:32 Alex: There's no perfect answer. Yeah. 18:34 Greg Mendez: Well, quite a question to anybody who's, uh, enabled a verification, um, option. Is that- is that posing? and any issues for individuals outside the United States and does it ignore internals so that you don't have to make your internals go to that 18:52 Alex: process? Mm-hmm. 18:55 Townsend Wilkinson: I would say it's only during profile creation. So- If you already have the profile in the system, like internal candidates, 19:01 Greg Mendez: then- Right. 19:02 Townsend Wilkinson: Shouldn't be an issue. 19:04 Tawnya Fairchild: Okay. 19:05 Alex: That makes 19:05 Greg Mendez: sense. I-I-I like the extra layer. I mean, if we can stop it before it goes in, you know. Um. I'm curious to see if the- So, um, if the companies who have developed this solution, uh, for, um, mass-applying, if they've thought of a way around it, I guess the only time would tell. 19:27 Greg Mendez: I'm curious to see. Can you get- Let see if things are escalating now with, with AI. And that's a, you know, again, I think this was something that was an unexpected twist, but I think we did kind of see this progressing. 19:38 Greg Mendez: It was only a matter of time before someone figured out, hey, you know, why not? And if someone's willing to pay me- Sure, I'll have a developer to build that out. 19:46 Rachel.Savitt: I recommend if anybody goes on Reddit in the, the post. It doesn't sound like it's been very successful because it also doesn't allow a lot of the features. 19:55 Rachel.Savitt: It's, it's literally mass-applying. So they'll put in a little bit of their- It's not necessarily applying the- applying for them to the proper positions. 20:07 Rachel.Savitt: So most people that were commenting that have utilized it did not have positive things to say. 20:12 Greg Mendez: Sing. It's like, job spam. It's jam. 20:16 Alex: Yeah. Jam.ai. There you go. And, um, Greg, the technical 20:20 Greg Mendez: support 20:20 Tawnya Fairchild: webinar from this month actually went over, um, the setting because it was focused on career portal setting. So there's a section of it there. 20:31 Tawnya Fairchild: And if I remember correctly, I believe the setting is portal specific. So it's like, you have an internal portal. 20:37 Greg Mendez: You can turn it off 20:38 Tawnya Fairchild: while turning it on for your external. Don't hold me to that 100%. But I think I remember that's what it was. 20:43 Greg Mendez: I will take a look this weekend and take a look at it for our external sites, external sites and see, uh, I'll be, Amanda said, uh, Amanda gave you back. 20:52 Greg Mendez: Yep, correct. Um, so I'll, I'll take a look and I'll set that up and probably not do that. Um, I'll internals and see what that does. 21:01 Greg Mendez: Uh, hopefully, you know, again, hopefully this might, that, that, that sort, that keeps that from happening again or at least mitigates that in the future. 21:10 Greg Mendez: Thank you. 21:11 Alex: Great. A couple of people mentioned messaging on your career site. Even to let people know. But, uh, you know, my first thought is like, well, they're not going to see your career site. 21:19 Alex: Right? So maybe the word gets out, but if somebody's using the tool, I doubt they ever see any of the career sites, any of the jobs that they're mass applying for. 21:28 Alex: Or did I miss something there? 21:32 Greg Mendez: I mean, the lawyers would like it. I mean, sometimes lawyers might want you to do that, but 21:36 Alex: it's 21:36 Greg Mendez: just not good. But then the people who are designing this, the people are using it, they're not looking. Right? They don't have the time or desire today. 21:43 Greg Mendez: To do that. Um, also my concern with that unless it's something that's really where you're getting complaints from candidates or there's a real issue, I wouldn't want to advertise it. 21:55 Greg Mendez: I like to also when we're doing security stuff. 21:57 Alex: Um. Right. 21:59 Greg Mendez: I like to keep it quiet, close to the vest and only release when absolutely necessary or it's in the user's best interest. 22:05 Greg Mendez: I don't want to make it that easy for the developers to be like, oh, they're adapting this areas and then personally become the beta test. 22:11 Greg Mendez: They're going to start testing their work around. So, 22:14 Alex: at least I want to make it challenging for them, make them earn their money. That's great. That's, I, I, I, a flash turn image of you with like a boxing ring with lazy apply. 22:23 Greg Mendez: Oh, 22:25 Alex: man, if people only knew, people only knew what's going on by the 22:28 Greg Mendez: scenes. you Yeah, I tell people I was like, if you knew behind the scenes what's happening, like, you know, especially those of us who, uh, those who have, who have, you know, would oversee stuff, we know, you know, stuff comes in. 22:36 Greg Mendez: Um, and I actually am grateful this the one time, things like that. Like, this is the kind of reason we can't do SQL directly in. 22:43 Greg Mendez: Inside your, your, uh, the search, because little things like that years ago, people discovered, well, you can start, you can start, you know, attacking the system that way. 22:52 Alex: So, I'm 22:52 Greg Mendez: grateful for Isms and doing a lot of that for us. Um, but it's good. It's, it's, it's, someone's, you know, it's. 22:58 Greg Mendez: It's always a race. It's always a race to the 23:00 Alex: bottom. 23:01 Greg Mendez: Pretty much with this. 23:02 Alex: And the sad thing is, is that it's the candidate who suffers, right? Yeah. People who are already under a ton of strain. 23:09 Alex: Right. They are the ones who have to deal with the impact of all of these dynamics. That's the bad thing, because, you know, I mean, I don't know the candidate situation, but you can imagine, you know, you're, if you're, 23:18 Greg Mendez: you're either trying to look for a job to better yourself, or you're unemployed, you're using, uh, little resources to do this in hopes of, you know, snagging a few interviews, could work against you. 23:28 Greg Mendez: And, you know, I don't, and the poor Klaus, if that's a real name, is getting completely trashed, you know, the reputation can trash right through Reddit, right online. 23:38 Greg Mendez: So, I hope Klaus finds out about this at least some way, gently, and, you know, re-considers a decision. 23:46 Alex: Yeah. 23:47 Rachel.Savitt: Well, he's not on LinkedIn in case anybody tries to find 23:49 Alex: him. And he's already tried. And he does work. I'm, uh, I'm, 23:53 Rachel.Savitt: uh, I'm Tom is number two for Fuji Film System Admin, but I mostly do the recruiting side. So, um, he's not on there. 24:01 Rachel.Savitt: And, uh, he also worked as a recruiter at some point, which makes it even more interesting because he shouldn't know the other side of it. 24:08 Rachel.Savitt: So, 24:09 Alex: it's Klaus Reel. That's a million dollar question. I I did consider. I. 24:13 Cheryl Callaway: This is, 24:14 Rachel.Savitt: uh, the Klaus for this 24:15 Cheryl Callaway: meeting. This is Cheryl with principal. Um, I just posted this, but I checked my system the other day for Klaus and he's in my system from 2021 slash 22. 24:26 Cheryl Callaway: So, I'm going to assume he's a real person. And there's only one email. So I was like, and I looked up to the address and it's an apartment complex. 24:35 Cheryl Callaway: So hmm, I didn't try. I tried to test his phone number and text recruit, but I can't figure out how text recruit works. 24:43 Cheryl Callaway: With the new text recruit. Yeah, whatever. So. 24:49 Alex: Very, very, very interesting. Wow. We got a fine class. We got to get class on here. If somebody can get class and get him on one of these calls. 24:59 Alex: I'll get you a really nice cooler. 25:01 Paul Day: I guess a special guest. 25:03 Alex: Special cool. Giant cooler for anybody who can find clouds and get them on an essay I call to talk about this issue. 25:09 Alex: He is a celebrity. 25:10 Greg Mendez: Okay, we're 25:11 Alex: gonna find class a job. We're gonna get you a cooler. We're gonna find classes. Good job. 25:14 Greg Mendez: We got it. We got to draft the true crime in people out there. Don't track them down. Don't track that person down. 25:21 Alex: Oh my goodness. Wow. Alright. Let's update this here. Great conversation. Alright, so there's no other questions in. The items discussion space. 25:35 Alex: So the floor is open. Who else has a question for us today? Cheryl's on it. Jessica, please go ahead. 25:48 Jessica Smith: Hi, so I. I am going to, when I have more information, I'm going to post this in circle, uhm, because I know that a lot of us have talked about applying at work, but not a lot of people have turned it on yet, or at least I haven't been able to find anybody. 26:01 Jessica Smith: So we just turned it on and we're sort of testing and verifying for zippa. And then we finished all of our preparation and we're ready to turn it on for indeed. 26:11 Jessica Smith: But I'm waiting on my indeed reps. I reached out to them to make sure that they would be available just in case something doesn't work. 26:16 Jessica Smith: Um, since we rely pretty heavily on indeed apply. So we're waiting, hopefully doing that a month. But I learned something really interesting. 26:24 Jessica Smith: So if you have your apply flow created and you have both person screening questions and job screening questions as a part of the apply flow, candidates who apply via the apply network, whether I think that's whether it's for zipper cruder or indeed or one of the other There we the ones that are available 26:43 Jessica Smith: , they'll answer the person screening questions, but the person screening question icon will not display on the people tab and legacy or on the candidates tab in new like items. 26:56 Jessica Smith: So if you go to the screen tab, you'll see they did answer the questions. It's just that the icon itself will not display. 27:05 Jessica Smith: I reached out to support. Um, and they verified that it's because the icon will only display for those who applied, what did they say, via the portal, and they submitted it as a suggestion for a feature enhancement. 27:18 Jessica Smith: Um, but I thought that was an interesting sort of drawback. To share. If you have new eye sims, the great thing about it is that if you click on a candidate's profile and you scroll down below their resume, you'll be able to see the job and the- person screening questions in one section. 27:37 Jessica Smith: But again, if you're just relying on the candidates tab or the people tab, uh, the icon doesn't display. 27:47 Alex: Very interesting. 27:48 Jessica Smith: I'll let everyone know, um, how else it's going once we have it turned on in the next week. 27:58 Alex: Thank you. Has anybody else run into that? Or is that a, is that a bug? Or is that, No oversight. 28:04 Jessica Smith: Oh, they said that's just how it is and it's not, um, yeah, they added it to the, to the list of ideas. 28:11 Alex: Okay, good to know. Thanks for sharing that. 28:14 Angela Biehl: Jessica, do you use, any eye forms in your application process? 28:17 Jessica Smith: Um, so, funny enough, I'm still, and this is the reason I didn't post in circle yet because I'm still trying to verify we have, so zip recruiter, supposedly. 28:28 Jessica Smith: Completely. Is the only one that has eye forms enabled as a part of the apply flows. Um, however, I can't tell if they're actually being completed or not because we have two. 28:39 Jessica Smith: We have the voluntary disability and the voluntary, umm. Better and status ones. And I can't, I'm not seeing that those are available on the eye forms tab. 28:48 Jessica Smith: So I have to find out whether or not they're actually being filled out or if they're just disappearing from. My. 28:55 Jessica Smith: Ability to view for some reason. 28:58 Angela Biehl: Please keep us updated on that. 29:00 Jessica Smith: Absolutely. Yeah, I know I've asked for an update when it's available for indeed because it's not at this point in time. 29:08 Alex: So, anybody who DMs me and SAI first with Klaus's information and successful information. 29:22 Alex: Let me tell everybody's now on this instead. Right, uh, they get the cooler. Shiro, we're responding to Shiro's text. Alright. 29:33 Alex: So Jessica Rivas said I did just notice the absence of the icon. On our end. Great. Thanks for pointing that out. 29:42 Jessica Smith: The last thing I'll add, I haven't had, because we just turned this on, I haven't been able to test it yet, but I am. 29:48 Jessica Smith: I'm trying to find out if the DNQ functionality still works. If they answered in a response that would put them in DNQ for a person screening question, theoretically it would, but it'll be weird if they're in there. 30:02 Jessica Smith: And then there's no like to click on. Well, I'm, 30:12 Alex: I'm sorry. I'm left. I'm so distracted. So, so. So, I've got a phone number. I'm calling this number as soon as we hang up. 30:24 Alex: Oh boy. Jessica, I'm sorry. I'm just so distracted by this class thing. Did you get the answer that you're looking for? 30:31 Jessica Smith: Oh, yeah, all good. It wasn't a question. I was just sharing for anybody else who's maybe considering using a platform or who is turning it on. 30:39 Alex: Wonderful. Thank you. 30:40 Angela Biehl: Um. In the eye confront, um, we use interview scheduling really heavily and I don't see any activity with the pending interview or completed interview and maybe it doesn't work with versus. 30:55 Angela Biehl: You To is anybody utilizing that successfully or with any impact to the business? Is it just a matter of like whether it's scheduled versus like requested? 31:06 Angela Biehl: Does anyone have insight on that. Interview icon. 31:16 Cheryl Callaway: Repeat the question. I'm sorry. 31:18 Angela Biehl: Yeah, there's an icon you can add in in the recruiting workflow that's. Like an interview pending or interview completed or interview scheduled and I tried to utilize that with interview scheduling, but I don't have any data there. 31:31 Cheryl Callaway: It's I believe that's for the second version, the legacy 31:34 Angela Biehl: version. That's what I thought. You just answered my question. Thank you. 31:39 Cheryl Callaway: Welcome. Cause I know it works for us and we use legacy. 31:46 Alex: Alright, the floor is open to a new question. Who else has a question for a group today? Oh, Greg, you have a hand up, go ahead. 32:06 Greg Mendez: She's just a quick, uh, PSA. I just kind of discovered this this morning with, uh, ICEM's tech support. So, we- We've been kind of going through our security and really trying to get more granular. 32:20 Greg Mendez: Well, for now, we're trying to hide certain information from our hiring managers, so, we decided to hide, uh, the phone number, uh, for, for our hiring manager. 32:32 Greg Mendez: Everyone else is fine, or, uh, Gog and group is okay with that. So I thought that was fine, they just, it just went into the system config, hit it, not a big deal. 32:41 Greg Mendez: Uhh, uhh, move down the life. Then today, I noticed that, uh, I was logging in as one of our hiring managers, and we have an icon called the quick info icon, which is basis little icon, just allows you to download resumes. 32:52 Greg Mendez: It displays phone numbers and email addresses. You would think that would- it would be invisible. Uhm, it's- it's- the icon is there, but it does- it displays the phone numbers. 33:02 Greg Mendez: I went back, thought I missed something, went a bunch of places, couldn't find it. Uh, and I log in different ways- couldn't do it. 33:09 Greg Mendez: So I reached out to- to tech support, and we went back and forth. They looked at the settings like, no, Greg, your permissions are just fine. 33:15 Greg Mendez: Hiding the- hiding the phone number, everything works just fine. The quick info icon has a ability where it can actually- override your permissions, and will still display in a phone number or email address or contact info, even though you hit it behind the scenes. 33:32 Greg Mendez: Um, so the work around right now is- to either is to hide the quick info icon completely from view. Um, there's no way to- right now they're trying to see if they can hide it per login group, like, other icons, but that one is an- interesting. 33:49 Greg Mendez: They're not quite sure what if that's a bug or if that's just a feature, but they know that that was unexpected. 33:55 Greg Mendez: That was something that they're looking into with the developers right now. So if you're trying to hide information, like, content info from your hiring managers. 34:02 Greg Mendez: You might want to remove that quick info icon from your recruiting workflow, uh, output. Just 34:08 Alex: that. 34:08 Greg Mendez: Why? 34:09 Alex: Thank you, 34:09 Greg Mendez: Greg. Yeah. Yeah. 34:15 Alex: Okay, the floor is open. Let me get a few 34:20 Jessica Smith: seconds. 34:21 Alex: Two 34:21 Jessica Smith: questions, um, actually. Um, so one, Shiree had posted about this and I didn't see any comments. And so maybe I missed. 34:28 Jessica Smith: It was a comment about phone number validation, like the formatting. Is there a way in the system to kind of force the formatting to be the same? 34:40 Jessica Smith: So, like, let's say if it's a standard. Uhm, like US number of digits phone number, you can put the dashes or like a period in between the numbers. 34:49 Jessica Smith: Uhm, or is it still just going to be dependent upon however it gets into the system and so it's going to be formatted? 34:55 Jessica Smith: And definitely every time. 35:02 Alex: I want to let myself, Townsend, do you know the answer to that? 35:08 Townsend Wilkinson: I, I believe that the formatting gets reset every time. 35:15 Alex: So do, what do you mean, do you mean, like, can't, so can, can, can sequel magic somehow standardize that formatting? 35:21 Alex: So it comes over and it consists. 35:22 Townsend Wilkinson: Um, it might be possible. 35:35 Townsend Wilkinson: Um, that is something. Sorry, I'm going back like eight years now. I think it is possible to do it. With, um, maybe a formula. 35:53 Townsend Wilkinson: But the, the, the, the different variety of ways things can come in. It does make it difficult to standardize. 36:01 Alex: Right. 36:01 Townsend Wilkinson: Um. 36:02 Jessica Smith: Thank you. Yeah. No, it's more like, as a recruiter when you're calling on that little, like, I don't know if they called a person card. 36:12 Jessica Smith: I know that it's a job card on the job profile, but on the candidates recruiting work for. A profile or person profile when it's all one big blurb of numbers. 36:21 Jessica Smith: Sometimes it hurts my brain. I wish that there was a space between the numbers when I'm calling candidates. So it's really just a preference. 36:28 Jessica Smith: Okay. I 36:31 Alex: have another question. I think that diminishes the importance of it. If it's a preference worth bringing up on this call, it has impact. 36:38 Alex: Right, and it slows you down and be a nice feature to have. Greg says that work taken a f- Yeah, I mean, I'm pretty sure that it's not something that can be turned on at least front facing. 36:49 Alex: But on the back end, I'm thinking of other use cases where similar things have happened to standardize. But I don't think I've ever seen that. 36:59 Alex: So we'll ask around and see if we can get some more information on that for you. 37:03 Greg Mendez: Yeah, I think of is if you know, like, if I was doing a U.S. a U.S. application. And it had to be in that format. 37:12 Greg Mendez: I theoretically could create a formula. But that's the assuming, but you're making the assumption that what they're entering is going to be a U.S. 37:19 Greg Mendez: So the idea would basically would have to be like, you'd have to be select the country and based on the country, then the right formula would have to, like, then format it correctly and insert the internet. 37:30 Greg Mendez: Make sure you're displaying the international code and everything in case it's someone who's calling. It's actually a number from outside the U.S. 37:37 Greg Mendez: So 37:37 Jessica Smith: that's 37:38 Greg Mendez: what gets tricky. 37:39 Jessica Smith: Um. Yeah, we're a little easier. I mean, we only recruit candidates who have U.S. phone numbers. They have to live here and be offered. 37:48 Jessica Smith: So that makes it a little simpler on us, but. 37:53 Townsend Wilkinson: I suppose he's 37:53 Greg Mendez: having a chat. 37:56 Townsend Wilkinson: Oh, yeah, I was just about to say I have seen formulas that can do that. Oh, 38:00 Alex: Oh. Look at this. 38:03 Greg Mendez: How big, how big that 38:04 Alex: would have to Paul, Paul shared my own post. Thanks, Paul. 38:08 Paul Day: I knew it was there 38:09 Alex: somewhere. So I used the new 38:09 Paul Day: Circle AI to 38:10 Alex: seriously use 38:11 Paul Day: it. Oh my gosh. It's 38:13 Alex: crazy. Alright, so apparently I once knew this and I've totally forgotten the phone number field and licenses of text field. 38:21 Alex: And one of our customers asked today if there's a way to require a certain type of formatting. I asked around while there's not possibly ATS, what most companies do is use the transformation and the integration to their HCM where you can program it to any format you need it to be. 38:34 Alex: Well, okay. And 38:36 Paul Day: thinking about also like API and stuff. like that. I wonder if you could have something running in the background where you could pull the phone number and put it back and like every single profile every so often, right? 38:47 Paul Day: Uh, to make sure that it stands. I 38:51 Greg Mendez: mean, that would be sweet. I mean, I would, I would, if I had like a separate table that that way I could account for even country because basically if I'm going to have full out with an API, I might as well clean up everything right there, especially the- And then that way, when I'm ready to send it 39:06 Greg Mendez: to an H.R.S., or whatever system I need to transfer, it's all ready to go. And I don't have to do any more additional transformations downstream. 39:14 Greg Mendez: I could just keep it all in health. 39:16 Alex: All right, stop the press. Stop the presses. Rob is not in this meeting, but I texted him on the side. 39:20 Alex: He says it can be done. Boy. All right. Well, so we're going to get to the bottom of this and give you the definitive answer. 39:26 Paul Day: Umm, yeah. 39:27 Alex: Well. 39:29 Jessica Smith: Awesome. Thank you. 39:31 Greg Mendez: Yeah. 39:31 Alex: Got it. 39:32 Jessica Smith: Okay. I had another question. That's a quick one. So. I at one point thought I saw this in one of the ISIMS Academy system. 39:42 Jessica Smith: Um, and I've actually tasked this project to some, to employees on my team who I'm training to be system administrators. 39:52 Jessica Smith: Uh, but I thought I would ask for them. So work, I want to know. If it's possible to create sort of a separate dashboard that users can access. 40:02 Jessica Smith: So like, let's say within a certain user group that isn't a part of their main dashboard. So either via quickly. 40:09 Jessica Smith: Or I don't know if you can modify and I don't know that I would want to do, like, to modify the page of the reporting center. 40:17 Jessica Smith: But I wanted to know if that's possible. Okay, Paul said reporting center. 40:30 Natalie Duncan: You said minus of reporting center. Paul took the words from my mouth as well. The reporting center is the only other place I've seen that. 40:36 Natalie Duncan: It resembles a dashboard. 40:40 Jessica Smith: Actually, there's 40:40 Greg Mendez: a post that Alec just backed with that. Another Alex post. If you actually search for it, um, it is on embedding. 40:49 Greg Mendez: Like. stuff like, uh, BI and, uh, and Biz into your, into your dashboards. And then he actually references what he called a secondary dashboard, which is a report center. 40:59 Greg Mendez: And he actually goes step by step on how to create that secondary dashboard. 41:02 Jessica Smith: And is that still within Isim's or is that the external? 41:08 Greg Mendez: That's, that's all within Isim's and it's, and um, there's a, yep, there it is. That's the, that's the post right there. 41:13 Greg Mendez: So if you go there, there's a video and it actually walks you step by. I step how you would, how you would do that. 41:19 Jessica Smith: Okay. Awesome. Thanks. And is that in, within the reporting center or somewhere else? 41:24 Greg Mendez: It's, it's in the reporting center. Yeah. But you kind of what he walks you through it because it's part of a gr, uh, a big, a bigger topic. 41:31 Greg Mendez: So you don't have to watch the whole topic, but he kind of shows you where you would go to do that. 41:34 Greg Mendez: And, you know, what's the difference between your standard dashboard versus the reporting center and how you would. And he gives some best practices in the video. 41:40 Jessica Smith: Uh, awesome. Thank you. Yeah. I will take a look. 41:44 Alex: Yeah, you got it. So one of my passions, uh, and I'll just show you what it looks like in our config site right now. 41:50 Alex: Uh, sometimes it's called reporting centers. Sometimes it's called performance indicators. But, and Cheryl asked me about this too recently the other day. 41:56 Alex: Um, I kinda, so I use a one column layout in the reporting center to put all of this embedded stuff. 42:02 Alex: So it's sort of like a new canvas here. So here is power, fully functional power BI embedded in the reporting center. 42:11 Alex: Here is, uh, sync to hire, uh, that, that platform. That we talked about in the reporting, this is a slack for your recruiters, right? 42:20 Alex: We're reducing toggle text, right? We are making it so that people have to allow care system admin insights in the reporting center, right? 42:28 Alex: I kinda like having this be sort of a wallet of, uh, there's a, our wildly enthusiastic growth projections. Here is, uh, poetry HR in the reporting center, right? 42:39 Alex: So I kinda like this approach. You don't have to have one column here. You can have multiple things. Um, I put all the other du- Yeah, it's an embedded elements. 42:44 Alex: And that article that you mentioned, this is really, uh, primary focus of this is embedding all kinds of elements, right? 42:51 Alex: So you can embed, uh, chatbot, uh, ticketing widget. I really like embedding, um, training gifts. lives. This is something came to me last month. 43:00 Alex: Like, instead of putting, like, a PDF or whatever, images in here, why not just make a little GIF, right? And stick it right there. 43:08 Alex: I use something called screen to GIF. Screen to GIF spelled out. Um, it's a great GIF. Recording software. Cool. All 43:21 Jessica Smith: right. Awesome. Thank you. 43:22 Alex: Yeah, you got it. Floor is open. Open. Who else has question today? All right, 43:36 mdelarosa: this is Margaret. I don't have my camera on. It's on my laptop. But I have a quick question. I have a user, um, who gets a, on his dashboard, gets a list of international employees where he follows up on the W8s. 43:57 mdelarosa: And all of a sudden it's missing from his dashboard. And it's a, it's a, um, form. So it's an eye form. 44:03 mdelarosa: And it's no longer on his dashboard. Anyone, and I've gone through two rounds with support. And they, they keep saying, here's what report, like giving them a report, but they're not giving me any assistance. 44:19 Townsend Wilkinson: There've been any, uh, changes requested on that form. 44:24 mdelarosa: On the W-8? I don't think 44:27 Townsend Wilkinson: so. 44:29 mdelarosa: No. Unless there were some that were that have come down recently. Do you know of any? 44:36 Townsend Wilkinson: I'm not aware of any. 44:41 mdelarosa: I guess it would be like, how often do you update the W-4? 44:46 Townsend Wilkinson: Yeah, no, that one would not get updated often. 44:49 mdelarosa: Oh, however, with recent immigration, maybe, maybe. I didn't even think about looking at that if there were any form updates, but you would think- that support then would be aware of that. 45:03 Natalie Duncan: How does it currently, or how did it used to live on their dashboard? Was it like 45:08 mdelarosa: a search preview? Yeah, it was actually a list of international candidates. So this is the person who, you know, we use a P.E.O. 45:16 mdelarosa: to pay people, and so he sets these up so that he has the appropriate paperwork to pay them. So this 45:26 Natalie Duncan: is- Have you checked the managed dashboard sections to see if it may have mistaken it just been marked as infeasible? 45:32 mdelarosa: Uh, I have looked at that. As a matter of fact, I've gone through each of the reports thinking, okay, it's got a- it's got- It's to be here, right? 45:40 mdelarosa: Um, and how could it have just gone away? 45:45 Natalie Duncan: Is it listed in managed dashboard still? 45:48 mdelarosa: I have not seen it, or I have not seen it. So if it's a list of inter- international employees, it could be employees like by category or something, right? 45:57 mdelarosa: And so all I'm then going to use is then the inner L M, going to give him his list of internationals. 46:02 mdelarosa: So it could have been, it could be that, which is what I think it is. Um. Um, but I guess my question is, how do you work backwards to what was on the dashboard? 46:11 mdelarosa: And I just recently had my, uh, my test environment refreshed. So I can't go back and look at the pre- it's dashboard to see what it was. 46:24 Natalie Duncan: Any old screenshots? 46:28 Tawnya Fairchild: Also, I was going to say on our back end settings for the dashboard, we have that set to hide any deleted items. 46:35 Tawnya Fairchild: So you may want to check and see if that's checked because then you won't see it if it was deleted, but you can't truly delete things. 46:41 Tawnya Fairchild: So it is still there if somebody accidentally quote unquote deleted 46:45 mdelarosa: it. Okay, that's a good one. Uh, I will try that. I've also had situations this week where I've had people having a hard time logging in from a notification. 46:58 mdelarosa: locations. So you would get an e-mail notification that you have a new employee and IT gets a, you know, they get an e-mail with a link in it. 47:08 mdelarosa: And all of a sudden they can't log in. I've had three of those situations this week. And I have not had a lot of health with support, including giving them screenshots to say, okay, why is this happening? 47:25 mdelarosa: Thank you very 47:25 Natalie Duncan: What is it they're trying to log into? Like, is it an ATS user or are they trying to access onboarding? 47:34 mdelarosa: They're accessing onboarding. They're actually, they're accessing, you know, so if a person can. Sometimes then you want to be able to have a laptop and a place for them to sit if they're, you know, if they're local. 47:45 mdelarosa: Um, things like that. Preparations that have to take place, uh, before higher date. So. So people get notifications via email. 47:56 mdelarosa: They click on the, on the link in the email. Which takes them into onboarding to get the information that they 48:04 Natalie Duncan: need. And what error are they running into? 48:08 mdelarosa: They can't log in. They're good 48:09 Natalie Duncan: actually. They're 48:10 mdelarosa: getting, they're getting, so they're getting the login screen. And, uh, and they're being asked to validate. In most cases, we have them live. 48:19 mdelarosa: Logging in as help desk or office services. And they're not being able to get into those accounts. Any suggestions? 48:35 Natalie Duncan: Is like, does the error message say that, like, is it trying to send them a six digit code and they're not receiving the code? 48:41 Natalie Duncan: Or are they getting a different type of error message that says a duplicate profile? What profile exists? Like, what, what does it say? 48:48 Natalie Duncan: No, it doesn't say that a duplicate profile exists. Hang on one second. I'm actually not logged in right now. If you haven't, I wonder if you could also throw those screensh- Okay. 49:00 Natalie Duncan: Um, and then if it goes beyond this time, 49:05 mdelarosa: too, 49:05 Natalie Duncan: then we could just kind of keep looking at that and chattering on that post. 49:10 mdelarosa: Okay, great. Thank 49:11 Alex: you. And Townsend said that this might be good for Monday's meeting. 49:15 mdelarosa: So, 49:16 Alex: for eight, 12 o'clock PME, starting Monday, and chatting about Townsend. Is that an office hour? That's an office hour, Townsend. 49:22 mdelarosa: Yeah. It was on my list. That was next up. 49:25 Alex: I 49:25 mdelarosa: don't- If I don't get any assistance from ISIMS. 49:30 Alex: Great. Sounds 49:31 mdelarosa: good. Thank you. 49:32 Alex: No problem. We'd have time for our think one more question, but real quick, we're going to do a little belated mid-meeting announcement here. 49:38 Alex: So, uh, we are ISIMS experts over here. Thank We have professional services for ISIMS customers. You need dashboard customization, one-on-one consulting support, system optimization, temporary managed services, or strategic ROI advisory services. 49:54 Alex: We can do all those things for you. Uh, and you can contact Jay Fair, Jenny. And we're running a sale for a week. 50:07 Alex: So if you are a free Friday call member and you haven't signed up for the ISIMS discussion space, you can use that code right there for 20% off of your annual membership that gives you access to live smo- all group office hours, a moderated ISIMS discussion space, find a member future, which is really 50:20 Alex: cool. You can find people based on their industry company size and what ISIMS products they use. For example, I can tell you that there are 68 of us who have texture crude. 50:28 Alex: Right? You can do that in here. Uh. Priority access to having your questions answered on calls. There is an AI agent that Paul showed off today. 50:35 Alex: He was able to find those posts from a year ago within seconds. Um, access to our recording library and you can earn 40 or more Sherman credits annually. 50:45 Alex: Alright, let's go back to see if there's any more questions. Time for one more question today, anybody? Sorry. Any other questions for the group today? 51:24 Alex: Alright, in that case, if you need to go, thank you so much for being here. We are here every Friday, 1.30 p.m. 51:30 Eastern. I hope you have a restful and restorative weekend.