iCIMS Hacks: Time to Fill, Filters & Benchmark Tips (6/16/25)

Time to fill tips, login tracking tricks, system filters, and benchmarking advice from iCIMS power users. Hear what Kaitlyn, Michael, Vivian, and others learned during this fast-paced System Admin Insights session.

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Transcript

00:45 Alex: Cool. Thank you. All right. Welcome everybody to System Avenue Insights. So happy to see you here. As always, we like to start off with a little bit of gratitude. 00:58 Alex: Please add one thing in chat that you are grateful for today. Hey, I'm going to wait till Amy Williams comes in here because I'm grateful for Amy Williams. 01:08 Alex: I'll tell you why in a second. Vivian's grateful for family. Caitlin is grateful for kitties. Well, aren't we all? Aren't we all? 01:15 Alex: Great cat. Amy Williams. What's that? 01:21 Vivian Larsen: I said, I think we're all cat people. 01:23 Alex: I think most of us are, yeah. Amy Williams, I'm grateful for the lovely testimonial that you shared with me today. 01:28 Alex: Thank you so much. Appreciate that. You're 01:30 Amy Williams: welcome. 01:31 Alex: Thank you. So, uh, Townsend is grateful for having the time to make music. All right. Michelle said, my granddaughter started crawling. 01:39 Alex: That is very exciting. That's cool. Kristen says she. Uh, grateful for Caitlin. You'll love the accountant to ending. I don't know what that 01:49 Kaitlyn Faile: means, 01:50 Alex: but oh, it's a movie. Oh, 01:52 Kaitlyn Faile: okay. 01:54 Alex: Very cool. Very cool. Angela is grateful for her piano. Very nice. All right. Thank you, everybody. All right. Next slide, please. 02:00 Kaitlyn Faile: On it. 02:05 Alex: So a couple reminders. We are recording this session and we'll post the recording to Circle, possibly YouTube. We're sort of selectively posting certain sessions there. 02:12 Alex: Just so that, uh, folks can see the value here, uh, but all the episodes, the audio is getting posted on Spotify so that you can listen to SAI whenever you darn well, please. 02:21 Alex: The transcript is incorporated into the chatbot in Circle to enrich it. It's responses. So Circle has, has, has shipped some incredible AI functionality that is doing all sorts of amazing things aggregating. 02:33 Alex: So all of the posts in Circle are in it and all of the transcripts from all of these calls are in it. 02:38 Alex: And then occasionally it starts speaking German. Whenever we talk about Klaus, if you start talking about Klaus Grant, occasionally it'll just randomly start speaking German to you. 02:47 Alex: I reported this to Circle and they answered me in German just because they, they think they're hilarious. Um, but, but yeah, it's a wonderful thing. 02:54 Alex: It's a wonderful, wonderful feature. And, um, and, and by the way, I have an answer for the Klaus question and nobody's gotten it yet. 03:02 Alex: I have an answer. Somebody could get this answer and somebody will. And when they do, please DM me and let me know. 03:07 Alex: But there is a is an answer out there somewhere if you know how to look for it. All right, next slide please. 03:17 Alex: General questions. Uh, then we're going to talk about how do you define time to fill. We'll do some more general questions. 03:23 Alex: We start with our paid members first as always, and then we go to all of our free Friday call members. 03:28 Alex: We'll then do some networking breakouts. If you're not into small group Zoom things because it's not working for you today, that's fine. 03:33 Alex: You can sign off then. But if you'd like to do a little bit of networking at the end of the call, that's a perfect opportunity. 03:37 Alex: If you'd like to share one nugget that you're taking away from the call today, we like to share that out with LinkedIn to let folks know about all the great learning that's happening here. 03:48 Alex: Next slide, please. All right. Upcoming events, agency access with Vivian. We're going to be talking about agency access and opportunity for ROI. 04:01 Alex: That is enormous. If you use agencies, some companies don't. And in fact, I've been. Surprised with some larger health care companies we've talked to recently who are not using agencies at all. 04:09 Alex: But if you do, enormous opportunities for efficiency and savings there. And Vivian's going to walk us through some of those. 04:15 Alex: 627, we're going to be talking about internal candidate experience. Internal candidate experience is a passion of ours, and particularly of Jenny Fares. 04:25 Alex: She keeps talking about how optimizing that internal candidate experience can really be super powerful for you, and it sometimes gets overlooked. 04:32 Alex: So we'll be talking about that on that day. And July 4th, we will be off. We're not going to have a session on July 4th. 04:39 Alex: June 18th, we snuck that in there, so we've got a Quali-Fi product deep dive with free lunch. Quali- so again, we don't take kickbacks. 04:48 Alex: We don't sponsor or endorse, but we do bring vendors in so that you can experience a different type of presentation, which is not your conventional sales call, where you're going to see a logo board and a bunch of, uh, fireworks about how great they are, right? 05:01 Alex: This is- we're bringing in technical resources to answer your targeted questions of the things that matter most to you, like compliance and integrations and all that fun stuff that's sometimes going to get pushed under the rug during the sales process. 05:14 Alex: And bonus, they're going to buy launch for up to 20 people who attend. So 618, mark calendars, you can find that in the events tab, NSAI. 05:23 Alex: And next slide, please. Our seven day leaderboard. So I have not queued up the wheel of fun. I totally forgot, but I will do it. 05:31 Alex: I'm going to put our top 10 leaderboard. Folks on the wheel of fun and one lucky member today, as long as they're attending the call, will get lunch on IRD. 05:39 Alex: We've got, uh, Cordell ascending into the seven day leaderboard. He gets the dancing parrot and Greg is also on the seven day leaderboard again. 05:47 Alex: Thank you, everybody, for your engagement. The engagement is what makes this really, really useful and, and fun for everybody. So thank you for that. 05:56 Alex: Next, please coming events. Goodness gracious. Look at all these opportunities to get consultative support from a variety of folks. The IRD team. 06:07 Alex: We've got Townsend in there as well. We've got a special presentation on ISIMS interview scheduling. That's always a fun one because there's all sorts of different ways that you can do that and different tools in the platform that you can leverage. 06:17 Alex: Uh, I'm doing AMAs. Ask me anything. Anything's on a regular basis now, so that's just an opportunity to come in and pick my brain. 06:25 Alex: All of these sessions here are limited to four people, so if you RSVP, um, please make sure it's a time that you can actually attend, uh, because we want to keep these focused. 06:35 Alex: And a very different vibe from our Friday calls, where the Friday calls are about lots of folks together. These office hours and other events are targeted to be small conversation. 06:45 Alex: We also have Jenny pitching in with Know What You Signed. Jenny was there. She was an account executive at ISIMS for several years, and so she's really help—helpful in helping customers understand their contract. 06:55 Alex: Sometimes the person who originally signed the contract has moved on. You don't even know what you're paying for, right? So, bring your contract and, uh, talk to Jenny about all of the things that you have available to you as per your signed contract. 07:08 Alex: Next slide. Next slide, please. Okay, that's it. Now we'll jump over to Circle, and we'll start with a couple of questions. 07:18 Alex: I will hop on over to my version of the platform and click on live call questions, and there we go. 07:25 Alex: So, Cheryl, Cheryl, are you on the call? Cheryl's not on the call yet, I don't think. Okay, so how about, Cordell. 07:37 Alex: Cordell, are you here? 07:37 Cordell Ratner: About me. 07:39 Alex: Hi, Cordell. How you doing? 07:40 Cordell Ratner: I am fantastic, thank you. 07:43 Alex: Glad to hear it. Alright, so, uh, talk to us about your question here. 07:47 Cordell Ratner: Uh, I need some assistance here. If possible, and it may be greater than, uh, say Insights team can do, but I am, we launched a hiring manager dashboard. 07:59 Cordell Ratner: I would like to identify trends, uh, for our hiring manager login group. To see if more people are actually accessing the log, the, uh, dashboard or not. 08:13 Cordell Ratner: Um, so I was trying to figure out, is there a way that I could track logins in the system and tried my own. 08:21 Cordell Ratner: that. I to the TSE's chat. They offered a couple of criteria that I could try the last, whatever I put in my screenshot, the last access. 08:33 Cordell Ratner: But that would just give me the last time that someone had access, not the total amount of times that they've actually logged 08:40 Alex: in. 08:43 Cordell Ratner: Not, not exactly what . 09:05 Vivian Larsen: . . . . . . . bit like – – – a certain timeframe, like last access, – – a 30 day timeframe. So you can see that they have accessed how many times they might be able to do that. 09:18 Cordell Ratner: I'm thinking that somebody has to know who's logging into my system. And somebody should be able to get an access log. 09:30 Cordell Ratner: Now whether I'm allowed to I have that visibility into it because Caitlin brought up a privacy concern. That might be an issue where I might not be able to see people's names, but I would hope that I could. 09:45 Cordell Ratner: And maybe get an access log with just the log, the, uh, login group associated with the, the person who logged in. 09:55 Cordell Ratner: And even that could tell me, that there's an increasing or decreasing trend. But so far, I'm not able to get that out of, um, um, Rob Closier's, cause I'm gonna say something bad, maybe. 10:10 Cordell Ratner: Um, no. I, I haven't been able to get that out of, out of ice and jet. So, that, that's all. 10:20 Cordell Ratner: If anybody has ever tried to track, um, trends of, like, men. Specifically, in my case, it's, uh, you've implemented something and you wanted to see if there's been more or less access because of your, what you've implemented. 10:35 Cordell Ratner: However you've done that, maybe that, that is my question. 10:38 Vivian Larsen: You can definitely get it by logging group because that's how if you go to admin user user management, last access is actually one of the columns that's already there. 10:52 Vivian Larsen: And it gives you a date time stamp of when they last logged into the system. 10:56 Cordell Ratner: Right. 10:56 Vivian Larsen: But 10:57 Cordell Ratner: your 10:57 Vivian Larsen: aggregation question is something I don't know of anything native that they'd be able to do without writing you a custom 11:03 Cordell Ratner: formula. And then, and who do I inquire to 11:11 Vivian Larsen: see 11:11 Cordell Ratner: the custom? You able 11:12 Vivian Larsen: to work with you on that. And you should end. But you have to formulate it with formula request. Last. Access. 11:20 Vivian Larsen: Looking for number of accesses over the last however many days. You can't have it open ended. Like, you've got to give them a time frame. 11:27 Vivian Larsen: Um, and I would try to keep it small if you can. There's maybe 90 days. It's. The top because it's just going to, the more it has to calculate to show them this dashboard, it's going to slow your system down. 11:38 Vivian Larsen: So. Really literally, I've, if it isn't something native exporting the information of your daily log. History out into a secondary system. 11:48 Vivian Larsen: And then running it in a Power BI or a top low is your only other option. 11:52 Cordell Ratner: I'm happy to do that. All I just want to get is the raw data. I'd be going to manipulate wherever. 11:58 Vivian Larsen: You could create a scheduled report with this last axis variable and have it send daily. And then just have a transformation happen on your secondary system side. 12:10 Vivian Larsen: To aggregate the information. Cause it. Just ask for the time in the date stamp and that should give you the ability to aggregate the time in the date stamp. 12:17 Cordell Ratner: That that's from today going 12:19 Vivian Larsen: forward. Correct though. You're right. Um, now as far as. I'm going to lean on you for that one. Um, do you know if there's a way that they can get daily log history? 12:30 Rob Bursee: Um, you know, you can actually use the grouping, I think, by last access, right? So, like, looking at what you have on the screen here, right? 12:39 Rob Bursee: So, you've got the login group. Isolated, but instead of putting a date range on here, put in here is not blank, and then group your outputs by the login group, unless you're just trying to isolate one login group, and then the second group. 12:54 Rob Bursee: The first that you would do here is buy last access, and then you can choose by day, by week, by month, and you can see how many users specifically logged in, or based upon their last access. 13:08 Rob Bursee: I don't believe that you can see how long they logged in for if that's what you're looking for. 13:13 Cordell Ratner: No, I just want to see that they even attempted to log in will be fine. 13:18 Rob Bursee: Yes, if you go into your platform and change these, uh, that one filter. 13:23 Cordell Ratner: Uh 13:24 Rob Bursee: huh. And then. And again, group your output by last access and then you can choose when you, when you pick that parameter, you can choose like day. 13:33 Rob Bursee: Uh, actually you can choose minute hour, day, week, month, quarter, year. And you can see. You know, how many people in that login group have logged in, grouped by that, by those days. 13:45 Rob Bursee: I mean, I, I look at it by days and I can see like in the platform, I'm looking at right now, 126, 130, 109. 13:53 Rob Bursee: So I can see again the vol- volume of how many of that login group is logging in by day. Okay. 14:03 Rob Bursee: And then as Vivian was, was mentioning it, you can schedule this report to send you, uh, like on a weekly basis or something like that. 14:09 Rob Bursee: To see the last week or whatever the case is. I don't know. 14:12 Cordell Ratner: Uh huh. That is awesome. You should be on the, uh, the chat support there for me. 14:24 Rob Bursee: Well, this is, this is a unique report request. It's not something that people ask for very often, 14:29 Cordell Ratner: so. I mean, that's what I read it to this group because this group more times than I has the experience and gone through things like that. 14:38 Cordell Ratner: So, my, my gratitude to the group. I hope to you, Rob, and thank you, Alex. 14:44 Alex: Absolutely. Thanks for the question, Cordell. Before we go to our next question, I wanted to call out a post in here. 14:51 Alex: Um, so, Isums versus Workday recruiting. Some of you may have seen, I've been doing some chat GPT deep research. On, uh, different solutions. 15:04 Alex: And there's one category of posts that I put together, which is speaks to the thing that we hear from a lot of customers, which, which is that leadership wants us to move to one stuff. 15:16 Alex: Up shop solution and they, they, they think it's just not going to be a big deal. Right? And so I don't, so, so I don't want to position myself as the expert saying yes or no, it's what I did. 15:29 Alex: Is I asked chat GPT deep research, which is a five to ten. And it's search that combs the entire internet. 15:35 Alex: And I had it put together the results comparing items to each one of the major HCM's. Um, what this is here. 15:43 Alex: So there is a, there is a, uh, a public facing version of this that I'll show you where I've included all of the research. 15:51 Alex: And then there is an SAI version of this. Where the research is brought together for discussion. Right. So if you're on the IRD website, you've got vendor selection, there's three categories. 16:01 Alex: There's ATS adjacent tools. So for example, Jessica Smith posted about I9 tools. And I said, hey, Jessica, you want me to do one of these for I9? 16:08 Alex: She said, she said, sure. And so that's what I'm doing this weekend. I want to do an I9 version of this specific for I7s. 16:12 Alex: But then we take it and we bring it here and we talk about it. Right. So ATS adjacent tools, ATS comparison. 16:19 Alex: So that's those with the point solutions. And this is versus the HCM's. Right. It's a hot topic right now with a lot of ISM's customers. 16:25 Alex: So you can read the initial research here. Here's ISM's versus workday recruiting. And the it is. It is lengthy. It is lengthy, but I include a couple of things here for transparency. 16:36 Alex: I include the original output right there. I include an article with the methodology in the exact prompt that I use that you can use yourself, which at GBTD research. 16:45 Alex: Right. And then it is structured with, uh, key questions to ask. Right. So I'm not saying it's this or it's that. 16:53 Alex: These are key, the direct your attention over here and ask some of these questions. And then it does a breakdown of all of these areas within both platforms. 17:02 Alex: Right. And so then I take this and I stick it over here. And now this discussion thread allows you to jump in and talk about anything. 17:10 Alex: So you want to talk about the recruiter experience in isms versus in workday recruiting. You jump to that comment thread. 17:17 Alex: And there it is. Right. Each one of the comments on this original post is the initial output and then discussions can happen in each one of those areas. 17:27 Alex: It's a little Jerry rigged. Right. But, um, I think. It has some potential. So if you, if you've used workday recruiting or you're thinking of using workday recruiting, this would be a great place to have conversation that starts with the deep research. 17:41 Alex: Right. We don't take kickbacks from either vendor. Right. Yes. We have a specialty in isms, but we're not, we don't take. 17:46 Alex: Thank you for watching. Money from any vendor. Right. So it starts with trust plus AI plus community conversation. And I think there's just a lot of potential here. 17:53 Alex: P.S. The few, a couple of CEOs have reached out to me. They've read their version of this thing. And they're like, we were skeptical, but this is actually totally on the, on the. 18:01 Alex: Right. So it's amazing what chat GPT deep research can do. It's a special sub function of chat GPT that you may not have played with yet. 18:10 Alex: Right. So I encourage you to play with it yourself. You use the prop, tweak the prop for your industry, your company size. 18:15 Alex: I think there is. Mense potential here for us to really start high level conversations without needing to hire an analyst and then talking amongst ourselves. 18:24 Alex: Okay. Back to our live call questions. Cheryl joined. Cheryl, Cheryl, Cheryl. No. Okay. So we did court delves. Um, let's see here. 18:38 Alex: Greg. Greg, you want to talk about your area? Is it, is it this one? Yes, it is. Of course it is. 18:44 Alex: Greg, go ahead. 18:45 Greg Mendez: Uh, so. Today, the other day I was talking to, uh, to Alex about this. And so it's really simple. Um, you ever had a situation where you needed to just confirm. 18:57 Greg Mendez: Hey, has somebody ever been under X status? Or X is whatever status you're looking for? I know if we output, we can find their fields of say, ever in, or, you know, but in the criteria. 19:13 Greg Mendez: And the actual building, the filter, I thought once upon a time, I could have swarmed, maybe my memory's just looting me, that there was such a feature where you could say, ever in, and whatever that status was. 19:27 Greg Mendez: So that you could confirm, hey, is that. My person, regardless of what their current status is, were they ever in X status? 19:35 Greg Mendez: The old term, because what I'm doing today, you know, I have to do that. I'm having to come up with some strange filtering where I'm looking to see if the person was ever, you know, if the date first in. 19:46 Greg Mendez: One status was blank, uhm, and I just really thought there may be a more efficient way of doing it. So I'm not sure if anybody's come up, if that feels exist, if anyone remembers it, or if that's just not, I'm misremembering it. 19:58 Greg Mendez: And, Oh, someone saying, oh, you're pulsing, entrance criteria is where the ever in lives, I think. Uh, use one of the times in category options. 20:10 Greg Mendez: Yes, the times in category options, I actually, I'm using to, uhh, as a workaround for something. So, which was good because I hadn't been keeping up to date when I was creating some new statuses. 20:22 Greg Mendez: I hadn't placed them into categories, so that forced me to do that. Uhh, ahh, uhm, but I was, and that does help, but I was wondering if you're trying to look for specifically, uh, Paul, everyone saying here, first and last, that's what I've been doing first and last status with, uh, looking at first 20:39 Greg Mendez: , Oh, last. Yeah, I've been looking, uh, that's my other workaround. Looking at the first or last, and if it's blank, then I know they never been in there. 20:48 Greg Mendez: Um, that's, you know, when, but it looks like Paul saying it does exist, but, oh. I'm only in, only in entrance criteria, which is, it's a shame. 20:57 Greg Mendez: Okay. So it was, it, I'm remembering it. It does exist. It's just, I'm misremembering it where existed. Oh, does anybody know? 21:04 Paul Day: Because in, in entrance criteria, you can. You know, those, that filter. So I know what you're talking about. I don't think it's available in reporting, though, this, in the same way that it's on the entrance criteria. 21:17 Greg Mendez: I'm, I'm wondering, does anybody know if the. Ever migrate over to general reporting because I find that be very useful. 21:27 Alex: Vivian, are you talking? Vivian, you muted. 21:29 Vivian Larsen: And I'll say, hear me? 21:34 Alex: Yeah, we got you 21:35 Kaitlyn Faile: know, 21:35 Alex: yeah. 21:36 Vivian Larsen: So it would also be a very big data hog if they did 21:38 Greg Mendez: that 21:38 Vivian Larsen: because it would have to run every record in your entire system. For an ever in like, it would be a huge slowdown, which is w- why I think it is only in the entrance criteria area of the system because there's a way to segregate it associated with a profile in the recruiting workflow. 21:55 Vivian Larsen: Um, I'm not saying I don't think they could do it. It's definitely something I'd ask them for. But if you did it, it would definitely be like a s- significant tax on your database. 22:06 Greg Mendez: Hmm, okay. I 22:08 Vivian Larsen: was expecting that. 22:09 Greg Mendez: Alright. But I, yeah, I agree. The other work arounds in terms of, you know, times in, if you don't need to be so granular or first in or, or last in. 22:19 Greg Mendez: I'm looking to see if that data is even, is blank or not. Uh, that's been my work around, too. I was trying to think of those things more efficient as well. 22:26 Greg Mendez: But, okay. Okay. So I, at least we could confirm that, uh, it's definitely an entrance criteria. It's, it's, it is a data hog. 22:34 Greg Mendez: It would be a data hog if it wasn't production in the general report. But there are some workarounds that are doing that could do the job. 22:42 Greg Mendez: Thanks, everyone. Appreciate it. 22:44 Alex: You described your, your use case, though, as far as, 22:47 Greg Mendez: uhm. Yeah. So an example would be, let's say that I am trying to. I'm trying to look to see, hey, should I present, uh, send a notification to someone. 23:01 Greg Mendez: But I want to make sure if they did not, they were not, uhm, ever in a sp- specific status or statuses. 23:10 Greg Mendez: So imagine a group, so never in x status, never in y status. Uhm, never in z status. Uh, ever in would at least prevent, at least make sure that, hey, I could identify, yes. 23:23 Greg Mendez: The person was in there and not to present notification. I could also do the reverse. I could say, well, I need to, I need to, I'm trying to send out a survey or feedback to a bunch of people, but I only want to do it if they've only ever been in, uhh, Uh, phone screen, right? 23:41 Greg Mendez: If they skip phone screen, I don't want, I don't, I don't even talk about it. I want, I'm trying to evaluate those who were in a, in a job wreck that were phone screen, but only if it ever been in some type of phone screen status. 23:52 Greg Mendez: So unless, unless we've had a cat. A special category that's devoted to phone screen. Um, or I do last in or first in, like it was mentioned earlier, I won't be able to bring them in. 24:02 Greg Mendez: So I was trying to think use ever, because I thought ever would probably be more elegant solution, something to be cleaner. 24:07 Greg Mendez: Uh, and I wouldn't have to pee off. Also, you know, kind of, uh, trying to work around the system. But it sounds like there's a, there's a reason developers haven't done it. 24:19 Rob Bursee: But your, what's your primary use case though, is a communication to the candidate, 24:22 Greg Mendez: right? Um. It could be a communication. It could be reporting. Uh, I mean, we do get requests where people are like, hey, um, a really common request will come in and says we're trying to do metrics. 24:34 Greg Mendez: And we need to just confirm have they ever been in that? Again, we're doing the work around, but it seems like ever and would be more intuitive. 24:43 Greg Mendez: And would make more sense as opposed to like, well, it was the first time they went in versus last time. 24:48 Greg Mendez: Again, it works. Uh, but it can get a little messy and depending on how the query is set up, it can create more rows and you hit a limit. 24:58 Rob Bursee: Okay. 24:59 Greg Mendez: Yeah. 24:59 Rob Bursee: Just trying to capture a little bit more notes here as far as, you know, like submitting an idea, like somebody had mentioned in the, in the chat 25:06 Greg Mendez: here. Yeah. I mean, I agree. If it's going to, if it, if it results in a big performance hit to the database, then absolutely not. 25:14 Greg Mendez: I agree. I mean, I, I would, I would, I would rather prioritize performance over, you know, a, a filter that. 25:23 Greg Mendez: I might, you know, I wouldn't be using as often. But it would be, that's something that they put in these new agents that they, they just announced this week, you know, so. 25:32 Greg Mendez: That would be 25:33 Rob Bursee: cool. Maybe that would, that would be something in a reporting agent that could. Potentially surface that for you, 25:38 Greg Mendez: right? Maybe. Maybe. That would be awesome. Think of 25:40 Rob Bursee: that. Again, just, just bringing storming here, but. 25:43 Alex: Well, you said the magic wardrobe and I don't mean to put you on the spot, but I'm sure most of us all that agents, uh, announcement on LinkedIn. 25:51 Alex: Can you. Share one thing that you're excited about from, from this upcoming release. 25:55 Rob Bursee: Just, just that the, what, are you talking about summer release or agents? 25:58 Alex: Uh, well, they said that it's coming out in a few months, right? Uh, the most recent LinkedIn posts on our corporate page and it was agents was the big splash. 26:05 Rob Bursee: So I. I, I can't steal the thunder here. Isums next is going to be the place to hear all about 26:10 Alex: that. 26:10 Rob Bursee: And that's all next week. Sorry. Got it. 26:13 Alex: We will be, we will be there. Very good. Cool. All right. Uh, let's jump over to some announcements. Okay. So, Lynn, if you can grab the share. 26:26 Alex: Then we're going to talk about time to fill, and then we do some more questions and close out. Alright. So, SAI is brought to you. 26:35 Alex: I-R-D, I-R-D, professional services. We can help you with all sorts of stuff. We can help you with your dashboards. In fact, we have a very, uh, useful, uh, targeted service coming up where we're going to help companies set up, user admin, uh, auditing dashboard panels. 26:51 Alex: So it's a panel of 20 reports that are our favorite 20 reports. It's a targeted engagement where we can come in and knock this out in four to six weeks. 27:01 Alex: It's all Caitlin. Can I put you on the spot and ask? Thank you to quickly describe some of the things that are in there. 27:06 Kaitlyn Faile: Yeah, sure. So as you all know, my brain is very compliant, focused, and I'm all about rules, making sure things are clean and organized. 27:14 Kaitlyn Faile: And this is essentially the result of all. All of my efforts with my own roles in the past with my current clients, past clients. 27:23 Kaitlyn Faile: This is kind of the amalgamation of all of those things where people don't know what's in their system. And this captures it for you in a nice little neat box. 27:31 Kaitlyn Faile: Where you can just click in and quickly review, like, if you know in your head that all of these numbers should be zeros and they're in the hundreds or thousands. 27:38 Kaitlyn Faile: There's an opportunity for some clean up there. And it's just a quick way to identify some of those places in your system that you've got. 27:44 Kaitlyn Faile: Bye. 27:45 Alex: Very cool. Thanks, Caitlin. 27:48 Kaitlyn Faile: Yep. 27:48 Alex: Um, we also do temporary managed services. If you're going out on a planned leave of absence, we can watch your items for you. 27:54 Alex: Make sure it's in good shape when you return. And we have strategic ROI advisory services. As well, which, uh, leverage our combined expertise. 28:02 Alex: It also, especially the expertise of Vivian Larson, who works in ISIM's global and strategic accounts for many years. So we can help you with M and A conversations, significant changes to your. 28:13 Alex: Business infrastructure. Uh, you name it. Vivian's probably, probably done it. Um, so if you'd like to have a conversation with us about that, you can reach out to Jenny Fair at jfair integral recruiting.com. 28:27 Alex: You can post a search as a comment to my inquiry. Shout out to Rob. Thank you, Rob. It's awesome. Uh, you can also upgrade your membership. 28:33 Alex: So if you're here on the free Friday call tier, um, we have over 10 hours a week of consulting office hours, right? 28:41 Alex: You could. And drop in any day of the week and talk to a member of the IRD team or some of our special guests who are running office hours, like towns in Wilkinson. 28:48 Alex: We also have moderated items, discussions, space with all sorts of interesting conversation going on there. Find a member feature. So if you want to know. 28:55 Alex: Who's using offer management at a health care company with 20,000 or more employees? You can do that with the filters in SAI. 29:02 Alex: Um, and you can also earn Sherm PDCs by participating in these events. Next slide, please. That's it. So. How. How about a wheel of names? 29:11 Alex: Let's spin the wheel. Caitlin. We have loaded up the seven day leaderboard top 10. Go ahead and spin that wheel. 29:17 Alex: We'll see who wins lunch today as long as they are off. On the call. Otherwise, we'll keep spinning until we get somebody who, uh, uh, uh, uh, uh, uh, looks like Greg. 29:24 Alex: Greg gets lunch. Congratulations, Greg. 29:27 Greg Mendez: Thank you for your lunch. Awesome. Thank 29:30 Alex: you. Bon Appetit. Caitlin will send you a door dash gift card. 29:33 Greg Mendez: Enjoy. Wait, thanks in 29:35 Alex: advance. Alright, I'm going to jump back over here and, uh, I'm going to find the relevant post. Mmm, 29:45 Kaitlyn Faile: mmm, mmm, mmm. Hey, Greg, while he does that, do you want me to send it to you in circle or email? 29:49 Greg Mendez: Uh, give us a choice. I-I-I-I monitor both. 29:52 Kaitlyn Faile: Okay. 29:52 Greg Mendez: Thanks. 29:53 Alex: Yeah, and I'm looking. Here it is. Here it is. Here it is. Here it is. Here is. So, I wanted to have a little conversation with folks about how you measure time to fill. 30:01 Alex: I'll share my screen. And the back-the back story to this is that, you know, we-we work with many different companies. 30:06 Alex: We've-we've, uh, implemented and optimized items for about 50 companies. Now, every time we hit this conversation with, like, how do you measure your time-based metrics? 30:15 Alex: And, you know, recently, part of the inspiration for this, too, is I recently had a call with us this admin who said, you know, we could use some support with this. 30:22 Alex: And I have a-I have a mandate from leadership to bring our time to fill down by 20%. I said, no problem. 30:28 Alex: Let's look at your reporting. Right? And I-I helped to make some adjustments to the reporting, because the reporting was not being done, uh, in-in a best practices way. 30:38 Alex: Let's say. And, um, I-I adjusted it to what we do for all of our What we and he meant his goal in about 15 minutes, right? 30:46 Alex: And so it's really drive something that idea that how you measure these things. So there's time-based metrics, which in fact a lot of folks aren't even using. 30:54 Alex: You can customize your ties- and base metrics in there, right? But how-how you set the start and end point for these different, uh, parts of the process is very, very important. 31:06 Alex: You can get significant deltas. In fact, if you-if you-if you, for example, if you want to do a first-end versus a last-end, whatever status, do both. 31:15 Alex: And measure the difference between the two so you can see for yourself. And you can do a little Sherlock Holmes with, like, why that actually is. 31:21 Alex: And you can see with her blank value. That knocks out a lot of stuff and-and changes it, right? So, let's-let's talk about that. 31:27 Alex: I'm going to share, uh, I put this in, uh, comment in Ariel's post, right? This is, uh, our template for how we're measuring different, uh, phases of the candidate journey. 31:39 Alex: So, you can see high level. We've got, uh, time to fill, time to onboard, time to hire, and then you can get more and more gran- and you get more which is, of course, something that I just love doing, right? 31:51 Alex: So, I even, uh, invented some terms here. Like, some of these are not real terms. Time to approve is a term. 31:56 Alex: I don't know. Time to post. Time to first apply. Time to clear. I made that one up. Uh, time to onboard is like a s- subset of time, total time to onboard, right? 32:06 Alex: So, there, there are all sorts of different ways you can slice and dice this. And if you scour the internet for guidance on what the, uh, official industry sanction definitions are for this, you will not find one. 32:19 Alex: You will find more and more ambiguity as you go down this rabbit hole. And boy do I love rabbit holes, but at some point, gotta put a, put our, we have to put our stake in the ground and decide what that means, at least for our own organization, right? 32:29 Alex: So that you can then benchmark against your own internally consent. It's a consistent way of measuring these things, right? So, um, I'm curious to hear, I just want to start with time to fill, right? 32:39 Alex: So, so I'm curious as anybody, like, come up with a time to fill, start and end point that you think. 32:46 Alex: Is a result of some interesting conversations about how to measure that in isms. 32:54 Angela Biehl: I can share a little bit about that from our organization because when I came in, they did not have the isms metrics. 33:01 Angela Biehl: It was on and we're actually not properly utilizing stages with flags. So, a lot of easy things that we could write off the bat. 33:12 Angela Biehl: It was, it was not an optimized system. Um, 33:15 Alex: but can you, can you explain what flags are for those who don't 33:17 Angela Biehl: know? Yeah, so in the configuration workflow piece, making sure that when you move someone into onboard or hired, that that flags as whatever status flags as hired or as interviewed or, uh, those different parameters all track back. 33:34 Angela Biehl: to your, your metrics and automate everything so that you have that detail. Uhm, we also have an API configuration that works with UKG that is now sharing a number of other metrics from our HRIS like. 33:50 Angela Biehl: Their first in hired and date first in job or date last job updated. So in our system today, we have probably seven or eight different, like proposed start date, hired date. 34:03 Angela Biehl: Closed date, onboarded date, like, it's, it's excessive, but really only proposed start date that's tied to our offer details is really close to the mostly tied to the wreck. 34:16 Angela Biehl: And so at this stage, it's nearly impossible for me to go back for people that were hired prior to my time here and even attach them to the right. 34:28 Angela Biehl: Requisition in an easy way for their start date for that specific hire. So having those basic functionalities, and I realize there's nobody on this call that has that type of situation, but. 34:41 Angela Biehl: Uhm, it's alarming to see what, what sometimes you can inherit. 34:46 Alex: Yeah, start date is one of those particularly ambiguous ones, right? Sometimes like the, the, the onboarder recruiters is kind of making their best guess. 34:55 Alex: Of what the start date is going to be, right? But it's constantly in flux because of how long it takes them to sign. 34:59 Alex: They get onboarded and signed off of there and all that stuff. 35:01 Angela Biehl: Yeah. 35:02 Alex: And when you have recruiters that are inputting things through the onboarding process, making sure that they're all using it. 35:08 Angela Biehl: This. Same consistent way. Mm 35:11 Alex: hmm. What else has come up for people around this issue of defining time to fill for related metrics? 35:17 Jessica Smith: I have a challenge that I can share and why we. We don't really have great metrics in place for this at our company. 35:25 Jessica Smith: So we do a lot of high volume hiring for non-exempt positions, and we put them all on the same job ID. 35:32 Jessica Smith: And I've seen how other people have managed like they have separate. My job IDs, maybe they have the Evergreen one, and then they have, like, ones that they'll use to hire people in. 35:40 Jessica Smith: I have not wanted to go that route before. It just seems a little cumbersome. Um, but my challenge is that, you know, we start with one driver. 35:48 Jessica Smith: And then, over the course of the time that we're working to fill those original openings, maybe two or three more get added. 35:58 Jessica Smith: And it's all happening on the same job ID. So, you know, we go, we do track and update those number of openings, but we're only getting, we're not re-approving the job, maybe every single time we have a new opening because we have different approval requirements. 36:15 Jessica Smith: It's based on the situation, isn't a replacement, 36:17 Alex: isn't 36:17 Jessica Smith: a new one, so it makes it very, very difficult for us to accurately track time to fill and I'm curious if anybody em, has a similar situation and has found a s solution for that. 36:32 Tawnya Fairchild: This guy, it's Tanya from Fujifilm. Um, so we've, we've gone to the, uhm, evergreen post for Rex and we have multiple positions open and if that's. 36:41 Tawnya Fairchild: Definitely run into that situation. Um, we actually created a field. Um, so we call it our kickoff call date. Um, one of our groups call it their posted date, but it's a field where you manually enter the date and then we use that. 36:55 Tawnya Fairchild: To calculate time to fill. So in that instance, you know, you get that additional head count. Um, you, you already have one open. 37:04 Tawnya Fairchild: So it's the date that you got the rec, right? Because you don't need to learn about the job. You already You're recruiting for it. 37:09 Tawnya Fairchild: It's just the date you started the search. And that's been working pretty well for us. 37:15 Jessica Smith: I guess I'm a little confused. Do you re-update it every time you have like a new s into the number of openings? 37:23 Jessica Smith: And then when one of them gets filled, those are sort of the metrics you use. Cause if you have multiple ones, are you inputting multiple dates? 37:32 Jessica Smith: Or are you just re-writing over the date every time you get an- a new one? 37:36 Tawnya Fairchild: Sorry, you're right. I did skip a step. So we have the one ever green post and then we hire them into the other requisition. 37:43 Tawnya Fairchild: So we have a one-to-one hiring ratio so we can track that a little bit better for if we have multiple- It's beautiful. 37:48 Jessica Smith: Okay, so it is that similar. I'm just so hesitant to ask my recruiters to do that with what we already do and in terms of like refreshing jobs to keep them active. 38:01 Jessica Smith: And, uh, it seems like a lot of extra steps. Uh, but thank you for sharing. 38:13 Alex: Any other areas of ambi- I'm gonna be. I'd like you to come up for people that they like to get, uh, groups. 38:17 Alex: Greg, you have your hand raised. Go ahead. 38:19 Greg Mendez: Yeah, so one of the things that we have, uh, a challenge when we, we, we caught this very early on imitation was the one, the standard. 38:28 Greg Mendez: Time to fill date for my sins just didn't work because it accounted. It, it always seemed higher. 38:34 Alex: Can you do know how that's defined by the way? Uh, is that documented 38:38 Greg Mendez: somewhere? It's, it's calendar days. It's actually calendar days and typically. Is the date when you put the fill? The problem with it is it doesn't, that a lot of recruiters were like, well, we don't work weekends. 38:48 Greg Mendez: And we want an account, we want to also get that number down. And to be fair that to say, hey, I'm not working weekends. 38:55 Greg Mendez: So why should we have to do that? And so what we did is we had to work with support to basically, um, create a formula field that basically, it's just basically just taking their standard and, uhh, uhh, uh, subtracting two. 39:10 Greg Mendez: So that way it doesn't, it doesn't account for weekends and doesn't seem like a big deal, but it does reduce your numbers quite a bit. 39:15 Greg Mendez: Uh, if you're, Now, someone put in a chat, uh, I believe it was, uh, Caitlyn about, uhh, uhh, uhh, you know, that they have one that actually does it based on, and a client does it based on when the person actually starts, which is the way work they prefer us to do it, because if you think about it, 39:31 Greg Mendez: um, if you wanted to, if you're, you wanted to know, not just when the p- the fill date, but when the person actually started how long it took, because that can vary by row, and that can account for your transactions, and all your onboarding stuff, that's great. 39:46 Greg Mendez: So we had to divide the world up into the- work they'd want, and then the recruiting, uh, fill- fill time so that you could understand the life cycle. 39:55 Greg Mendez: Uh, but we had to do minus two. We didn't create a table for the whole holidays and everything, because we- that- our holidays differ each year. 40:04 Greg Mendez: Uh, so the minus two, that's what we did formula. I think somewhere- there is, uh, Alex, somewhere documented on one of- not just articles, I think they do define what's the- standard ISIM's quest, uh, response to how do they define time to fill out of the box. 40:21 Alex: Yeah, if you can find it. Yeah, if you can find it, let me know. Share and find it. And by the way, so Sherm uses calendar days, not business days. 40:28 Alex: Yeah, cause I, I asked, I was asking Chet you to keep you inside. Like, so what is time to fill is a calendar of business and businesses, some businesses do choose to go that direction that you decide to go in, but it's like, that's, that's. 40:41 Alex: It's internal conversation, but if, for me, it's relevant because we want to point to something external that we can use to benchmark. 40:47 Alex: Yeah. Yeah. Interesting. Any other questions or thoughts on time to fill? If not, we'll go back to- Do you have general questions? 40:57 Ariel Hsieh (she/her): Oh, I have a quick question. 40:59 Alex: Um, please. 41:00 Ariel Hsieh (she/her): I respond kind of in the chat. We are one of those organizations. So we only have, um, for the job holders, after approved, we only really have, like, closed filled. 41:08 Ariel Hsieh (she/her): Um, and we don't update the job holder to close filled until the person actually starts. So there is, like, a big lag between, like, um, like what, uh, Tonya mentioned, like, time to fill and time to start. 41:20 Ariel Hsieh (she/her): And in our previous ATS, we d- did have a, like, two statuses for the jobs. We had, like, um, like, uh, closed, like, it was, like, you know, like, closed, filled, like, closed pending and then, like, closed, closed. 41:34 Ariel Hsieh (she/her): Or closed. Filled and then actually closed. And I was just wondering, are you, like, anyone doing that with Isense, like, what are you guys having with for your job holders? 41:42 Ariel Hsieh (she/her): Do you primarily do you like a move the job to, like, a closed. That is pending that person before the person actually starts. 41:52 Ariel Hsieh (she/her): Or does everybody tend to move them? Wait until they start. Uhm, just kind of wondering because we did use to do it a different way. 42:01 Ariel Hsieh (she/her): And now we don't. And sometimes that does kind of come up. Like with with our metrics and with, like, forecasting and things like that because if we're sending over, you know, rec data in terms of the status, you know, they could be seen. 42:15 Ariel Hsieh (she/her): You know, maybe 15% of these recs that are in approved actually do already have a candidate that's been identified and waiting to start, but just that start date hasn't hit yet. 42:24 Kaitlyn Faile: Other piece of that that I wanted to call out is that it also depends on at what point you decide that candidate no longer belongs to recruiting and then officially belongs to HR. 42:40 Kaitlyn Faile: Because that, That was a big hold up in one of the organizations that I worked with. Uh, at, if they hired someone, that wreck was filled and as far as they were concerned, they could move that job in a closed field and move on. 42:53 Kaitlyn Faile: And, but for HR purposes, uhm, ...that person hadn't actually started yet. 42:57 Alex: So, was 42:57 Kaitlyn Faile: the job actually filled? And that's another piece that I would encourage you guys to think about as well. 43:05 Alex: So, Rob, earlier in chat, you said the ATS defines this metric differently. As it uses the time to fill since creation metric, which uses the created data of requisition as the start date instead of first and a proof date. 43:16 Alex: So it's a, it's a good call out because some companies may say we create all sorts of wrecks and then we. 43:21 Alex: I sit on them before we actually post them, right? And so recruiters can reasonably complain that, well, we had this record and then, you know, we decided not to post it and we left it there and we want to use it again. 43:32 Alex: Right, it's just good to be aware of 43:33 Jenny Fair: these 43:34 Alex: things as you're as you're looking. Get your metrics on 43:35 Jenny Fair: how 43:36 Alex: they're exactly 43:36 Jenny Fair: defined. Oh! Oh! 43:42 Alex: Who's that? Okay, great. Uhh, okay. No problem. Angela asked, does anyone have a great way to track when a job is re-leveled a new rec is created for a specific candidate when activities tied to earlier requisition? 43:58 Alex: Oh boy. 43:59 Vivian Larsen: Interesting. Submit candidate to other workflow feature was designed for. 44:05 Angela Biehl: And I, I struggle a lot between the candidate transfer and submit to workflow. Uh, in many cases, we'll have Huge panels of interviewers with feedback that's on the prior requisition and neither the submit to job or transfer candidate will transfer that true feedback activity. 44:28 Angela Biehl: For that candidate, and we're seeing that more and more often. 44:35 Tawnya Fairchild: The transfer candidate to new requisition doesn't copy over the feedback, but it does put a note on. I think it's the candidate details tab or the source tab that tells you what rec you transferred them from. 44:48 Angela Biehl: It does, but the other thing that it fails to do is to actually report on the notes for AAP tracking when you run reports on the new rec that you transferred them to. 45:00 Angela Biehl: The note will be there in ISIMs, but you have to retransfer that or disposition them again to have it show up on. 45:08 Angela Biehl: You're reporting. I don't know if anybody else has seen that issue, but we've escalated that with ISIMs multiple times. 45:15 Ariel Hsieh (she/her): This is Ariel from Biasat. We don't do the transfer of our candidate activity, but we do. Uhm, we actually. In those kinds of cases, we make them, you know, we make the candidate, re-express interest, reapply to the new job, and we make, we will, like, allow them, we'll do an admin action to kind of 45:31 Ariel Hsieh (she/her): fast track them up to the status that they were at, but we do make the recruiter copy. We make everything, so, all the forms and whatever data, but we use a disposition status special for that that we can report off of, so it's called, like, not selected process in a different rec, so at least that's 45:48 Ariel Hsieh (she/her): the that person has that correct disposition on job A, um, and then on job B, um, you know, if you did have to, like, still pull their data, um, you know, it did all get transferred over. 46:01 Ariel Hsieh (she/her): Um, even if you didn't necessarily, like, get to, like, report on the note of the job. But that disposition status does work well for us for that case. 46:11 Angela Biehl: Yeah, I like that, uh, that advice, Ariel, and we could certainly. Download the feedback forms from interview scheduling into the attachments for the new rack. 46:20 Angela Biehl: It's just, you know, for, for our metrics. It would be really helpful because those relevel positions end up getting filled so quickly. 46:28 Angela Biehl: Because the activity is really tied to a prior requisition. 46:31 Ariel Hsieh (she/her): Right. 46:37 Kaitlyn Faile: And I'll also echo the disposition. I've seen a few clients who use the transfer. So that's another dot. 46:54 Alex: right. Juicy, juicy topic. Amanda, I'm very curious to see your hack. Looking forward to that. Thank you. Alright, let's, let's open it up to some general questions before we do networking breakouts. 47:06 Alex: Who has a question for the group today? 47:10 Ariel Hsieh (she/her): I, I actually do have a question for the group. Uhm, I, I was just kind of wondering, um, how, if anybody has a similar, like, working style with their T8, uhh, um, teams, we're trying to kind of see what would the best way be to trigger, like, a notification or prompt an action for, like, a group of 47:30 Ariel Hsieh (she/her): users. So, instead of, like, traditionally, like, we would have, like, the rules in the rack. And then the tack would be assigned on the rack. 47:37 Ariel Hsieh (she/her): And then, you know, if, like, an interview request, for example, is scheduled, um, or a request for an offer letter, it would trigger notification direct to the tack via email and then, like, put it on their dashboard. 47:47 Ariel Hsieh (she/her): Um, but instead of having it, like, on a one-to-one, we're kind of exploring the idea of it goes to like a group and then kind of, like, whoever picks it up first will take it regardless of if they're like, the attack assigned to that specific wreck or not. 48:04 Ariel Hsieh (she/her): Uhm, and so we kind of have something similar where, like, one of our, like, um, when we were acquiring another entity, one of those weird cut-over efforts, we have- a group where they have to do offer letters for, like, the certain legal entities. 48:20 Ariel Hsieh (she/her): And for that, they're just in their own user group, and they have a dashboard with reports, and the reports have, you know, these people are ready. 48:28 Ariel Hsieh (she/her): And then they go in, and on an iForum, they'll be like, okay, I'm taking this one, and then it'll group them on a secondary report. 48:33 Ariel Hsieh (she/her): Uhm, kind of moving them over that way. But I, I was wondering if there was Because any other things that people are doing, or ways to actually maybe like trigger like a notification or something, that's not like to like, we don't really use shared inboxes, but something more than just like a dashboard 48:54 Ariel Hsieh (she/her): report, I guess. 48:55 Alex: So you want a notification to go to a group of people, and you don't want to use group inboxes. 49:02 Ariel Hsieh (she/her): Right. Or, yeah, whether it's a notification within iSIMS or email, uuuh, or just, yeah, a way just if anybody is, like, experienced that, like needing to, you know, have a group of people action on things and first come first serve it. 49:21 Vivian Larsen: Hmmm. I think you could do that as if you created a profile in your location table where you linked everyone who was associated. 49:35 Vivian Larsen: And with it, with whatever you're trying to do into the profile. So you'd create a folder and you'd have like group A or whatever you want to call the full group. 49:46 Vivian Larsen: Um, and then have all their profile. And then have that somehow attached to the requisition. And then relationally send an event notification. 49:58 Ariel Hsieh (she/her): Relationally send an event notification. 50:01 Vivian Larsen: From. So. Profile. Group. Yes. Like a distribution group, but it's housed in items on it. Right. Yeah. So you're with me there. 50:10 Vivian Larsen: Uhm, somehow on the job. Have it like pick group A. Notification group A or something. And then in your event notification. 50:20 Vivian Larsen: Have it send to group A. I've never done 50:24 Ariel Hsieh (she/her): this. Oh, can do that. 50:25 Vivian Larsen: Oh, positive. I know that if they're a so. Associated with the requisition. They should be relationally able to find them. 50:33 Vivian Larsen: I've done something similar in an approval group before. So I in theory, it should work. 50:39 Ariel Hsieh (she/her): Okay, yeah, cuz I've done. I mean, yeah, we use we have. Different profiles like we like a lot of different profiles as location or profiles and like associated roles for those. 50:53 Ariel Hsieh (she/her): And then I've sent things to like, you know, obviously like you go down. And I'm like to like one of the associated roles on the profile link, but not like all of, not multiple. 51:03 Ariel Hsieh (she/her): I didn't know that you could do it. Or I've never tried, I guess, to send to all of. The 51:09 Vivian Larsen: event notifications up yourself. The tell would be, go into email and set a template up with the relational folks from that group. 51:19 Vivian Larsen: What 51:20 Ariel Hsieh (she/her): if you set up as a, um. A multi-select user pick list drop down or 51:25 Vivian Larsen: would you 51:25 Ariel Hsieh (she/her): put them each 51:26 Vivian Larsen: in as their own? Everybody. You would have to have, you would have to map it to each line item of the people you're looking for. 51:35 Vivian Larsen: So it would be, you know, executive director VP, like, you would have to map. You could relationally find those people and the group associated with the profile. 51:48 Vivian Larsen: In the event notification, but you would have to, when the, when the help this would do this for you, when you would map each individual piece of whatever those profiles were. 52:00 Vivian Larsen: Really, just like you would. If you were to build a relational approval list, it would, it's the same concept. 52:06 Ariel Hsieh (she/her): Right. What if they're already all in the same user group? Could they do that too? Like, if, would I not? 52:12 Ariel Hsieh (she/her): Oh, hey, they'd have to be. 52:13 Vivian Larsen: Yeah, no, they can't, they can't send a community. Okay, great. 52:17 Ariel Hsieh (she/her): Yeah, thank you. Um, that's a great idea. I didn't, 52:24 Vivian Larsen: um, think to consider that, but that's a great idea. Thank you. Um, there's a couple of mentions. On the chat, Caitlyn, do you want to elaborate? 52:31 Vivian Larsen: I don't follow. 52:32 Kaitlyn Faile: That's what you were talking about. 52:34 Vivian Larsen: Yeah. Proposed to just your list. 52:37 Kaitlyn Faile: And Greg says that he has something that works similar. 52:40 Greg Mendez: Yeah, it's 52:43 Ariel Hsieh (she/her): just frustrating because we don't, like, our IT team is, like, moving away from, like, all any kind of, like, shared inbox. 52:49 Ariel Hsieh (she/her): Like, we're trying to, like, push everything through, like, service now or whatever. So, it's really limited on the- other kinds of, like, shared, like, distros that we can create. 53:00 Alex: So, I, I, I want to quickly mention this- this sounds- I know we're trying to do this natively, but there are tools that can improve, uh, your, uh, candidate workflow communications, both, uh, externally with candidates and internally with staff. 53:13 Alex: I encourage you to, to check out this post here, because there's some tools in here that can specifically do that. 53:18 Alex: Um, and I confirmed with the same time. It's a higher that they can do that. Right, again, no sponsorship here, but it's a unique tool that is designed specifically for some of these use cases. 53:26 Ariel Hsieh (she/her): Alright, 53:33 Alex: umm, I think it's time to go to networking breakouts. Caitlin, are you ready? So if you need to drop, uh, thank you so much for being here today. 53:42 We're here every Friday except for July 4th at 1.30 PM. I hope you have a and restorative weekend.