iCIMS Hacks: Smarter Agency Access and Offer Tools (6/20/25

Agency Access tips, custom field maintenance, and a mystery feature in offer management. Hear how iCIMS admins are simplifying workflows, tracking vendor data, and optimizing visibility. Real talk from real users.

Listen now: https://open.spotify.com/show/4vXju3kKwHVcXozFxXXUkc
#iCIMS #HRTech

https://systemadmininsights.com/

Transcript

00:00 Alex: Everything.Michelle's here. Hi, Michelle. Hi, Greg. Alright, we'll get started in one minute.

00:16 Alex: Okay.

00:28 Alex: Welcome everybody to System Admin Insights. So. I'm glad to see you here as always. We like to start off with a little bit of gratitude.

00:36 Alex: Maybe it's been a long week. Let's focus on what, what went right. Usually I try to think of something deep and profound today, but today I'm just going to talk about synergy.

00:45 Alex: Kombucha. Synergy Kombucha has some great flavors and today I'm drinking Honeycrisp Apple and I'm telling you it's scrumptious and it's on sale at Fairway, believe it or not, for like ridiculous little price.

00:55 Alex: That's what I'm grateful for today. It's been a long week, so Kombucha. What else do we have in chat? Summer heat doesn't last forever.

01:02 Alex: Patrick came into that. Threw about the beautiful weather. Yeah, it's actually looking quite nice here in New York and it rains, so finally the muggyness went away.

01:10 Alex: I hate the muggyness. Alright, baby, I'm also grateful for the weather. It was a long winter. I try not to think about it, but it was long.

01:18 Alex: It was long. Particularly in New York, it's like the winters, Greg, you know what I'm talking about, like it's just, you think it's over.

01:24 Alex: And then it's like, nah, how about another three months of this. And then finally we get here.

01:28 Dawn McMahon: I guess it's- It's technically summer today, right? It's the first day of summer.

01:32 Alex: That's right. Happy solstice. Grateful for solstice.

01:34 Greg Mendez: Yeah. Summer's definitely- it's- Summer's definitely making its presence known here in New York City area.

01:41 Alex: Definitely is. Alright, next slide, please. Alright, a few reminders we were recording the session today. We'll post the recording to circle.

01:50 Alex: Maybe YouTube. We're doing select recordings on YouTube and then Spotify. But all the recordings will be in circle. The transcript is incorporated into the chat box.

01:58 Alex: I want to enrich its responses. Agenda for today. I'd like to hear people's thoughts on next if you attended ISM's corporate event on Tuesday.

02:08 Alex: Was it Tuesday? Yes, Tuesday. I'd love to hear what you thought about next. Then we'll go to members questions. That will do a special conversation on agency access followed by a few more questions then networking breakouts for a few minutes.

02:21 Alex: And if you'd like to stay on after the call, we post a little thing on YouTube called what we learned where we all share one nugget that we took away from.

02:28 Alex: The call today that's totally optional if you'd like to be participating that you're welcome to next slide please. And up to upcoming free Friday topics like I said agency access today.

02:39 Alex: I snuck in a couple of non Friday events here too. Uh, they're. The next one Monday the 23rd is text engagement.

02:47 Alex: So if you're thinking about text engagement or you have text engagement and you want to use it more effectively, Jenny Fair introduced me to her good friend, Kim Ireland, who she.

02:57 Alex: She knew from Iceland and Kim Ireland was, uh, text recruit employee number one after the founders. And so she is no longer with items, but she has just an insane amount of, uh, information about how to get the most out of.

03:12 Alex: Text recruit. She did a lot of work with that tool. And, um, and she's even telling you about things that, like things that can do that never officially got marketed.

3:20 Alex: Right. So it's, it's sure to be a really fun conversation. A great way to learn more about how, how to use the tool.

03:26 Alex: And. And, uh, that is free, like I said, on Monday. Uh, you can find those on the events tab on, uh, the, uh, circle platform.

03:33 Alex: We're also doing a candidate FYI product deep dive candidate FYI is in our top results in the AID. The research we did on, uh, interview scheduling tools.

03:44 Alex: They are going to give a special presentation, just like we did with qualify this week, where it is a product deep dive.

03:50 Alex: It is not a sales pitch. It's not going to be a logo board. They're going to bring somebody who could speak.

03:54 Alex: Actually, the co-founder. So Chris's brother is the technical co-founder. So he'll be there to answer your deepest, darkest questions about integrations, compliance, and all that great stuff that can somehow sometimes get swept under the rug in a conventional sales process that doesn't adequately loop

04:09 Alex: in. All of the stakeholders, right, and this stakeholder group here is, uh, my argument is that, uh, this group, we all need to be involved much more intensively in the vendor selection process.

04:20 Alex: So that's your opportunity to really get some questions answered if that's a tool that you are interested. And learning more about and they're going to buy you free lunch.

04:28 Alex: $25 door dash gift card goes to everybody who signs up. I think it's a limit of 20 RSVPs. Six twenty seven. 04:36 Alex: We're going to talk a little bit about the internal candidate experience. And, you know, we were talking, Jenny and I were talking about this earlier today.

04:42 Alex: We were looking at gloat and fuel 50 as tools that are designed specifically to address internal mobility eightfold showed up on that list as well.

04:52 Alex: So if you're using those tools, we'd love to talk you. About it and find out what that experience is like, particularly those tools paired with items, please, please let Jenny know.

05:00 Alex: And we'd love to hear more from you. And then, uh, July 4th is Independence Day. There'll be no call on July 4th.

05:09 Alex: This week's leader. So, Cordell, Cordell slipping. Sorry, sir. Cordell has fallen from the top three. I'm very sorry to say, but, uh, Amanda gets the, the award for clawing back up into our top three.

05:23 Alex: We will be doing a, uh, uh, uh, spin the wheel when, Okay, so, Caitlin feels like it, Caitlin, are you ready to do that?

05:30 Alex: Should we do that later? No, not yet.

05:31 Kaitlyn Faile: Okay.

05:32 Alex: Okay. So, whenever Caitlin's

05:33 Cordell Ratner: ready, Even, even Aaron George has an off-week.

05:37 Alex: What's that?

05:38 Cordell Ratner: even a Aaron George has an

05:39 Alex: off-week. Well, that sounds like a sports metaphor, and that will go straight over my head, if you could sort of bring that into the realm of chess, or, Okay, Greg, can you help him out?

05:49 Alex: Is this the thing

05:50 Cordell Ratner: I'm trying to

05:52 Greg Mendez: deal with? At the baseball match, right there, it's baseball.

05:55 Alex: Baseball. Okay, well, my only interest in baseball was collecting baseball cards. You know, I was just, like, really, really OCD about collecting baseball cards, but they stuck me out in the right field.

06:06 Alex: I was really horrible at it. And, uh, sometimes I pretended no more about sports than I do, but not here, Cordell.

06:11 Alex: I-I have no shame in admitting- and I am highly, highly deficient in that area. Alright, next slide, please. We have a plethora of- of events coming up.

06:29 Alex: I already mentioned a couple of them, the text engagement one, the candidate, FYI-1. We also have, uh, towns in, in our lovely IRDE team in there providing office hours for our paid members.

06:39 Alex: It's an incredible deal on ISIMS consulting and they can help give you that perspective that com- a lot with having worked with multiple clients.

06:45 Alex: So I encourage everybody to take advantage of that. And that's it for that. So now we will move to next. 06:54 Alex: Let's spend a few minutes on next. Any thoughts? Take a couple ways questions about what you saw there if you were there.

07:06 Alex: I know Cheryl was there. Cheryl, I'm going to pick on you. Any thoughts on next?

07:15 Cheryl Callaway: I was there. Um, I liked it. I kind of was disappointed that there was no true, like, Q&A. Like, we could ask questions, but obviously, I'm pretty sure more.

07:25 Cheryl Callaway: Most of the sessions were prerecorded,

07:26 Alex: so.

07:27 Cheryl Callaway: Yeah, yeah. Um, but I, I liked the variety that they gave us. And one of the things I actually said back to them was, um, next time I would love to see more, uh, data.

07:38 Cheryl Callaway: But not just data on how they're using it to, you know, promote, like, EVP and things like that, but also things that I've seen an uptick with.

07:47 Cheryl Callaway: Companies wanting to start to report on, which is. Like, stage analysis is that we want to do. So, I don't know, I felt like it was a good variety.

07:58 Cheryl Callaway: It went by really, really quick. Yeah, it was upset that I had to keep flipping between track one and track two.

08:05 Cheryl Callaway: And I couldn't watch everything.

08:06 Alex: I didn't even understand the track one, track two difference. I couldn't figure out how to get into it after, after one o'clock.

08:12 Alex: Um, but yeah, and Patrick mentioned there's a lot of stuff about AI. I'm curious. What are what people's Patrick, did you have Have a good

08:30 Patrick: Just overall, umm, what I got from that was not not one any one particular item at all. It was just a lot of the focus it seemed from that event was in b- erasing AI.

08:46 Patrick: Umm, our company is someone who fell on the trap of the opportunity marketplace product. Kind of hit a pause and they mentioned how they're going to really focus more on CXM.

08:58 Patrick: And AI, so I thought that was interesting.

09:01 Alex: Mmm, we just talked about opportunity marketplace earlier. So you are using it or you're not using it? 09:05 Patrick: Well, we signed up for it and a few weeks ago, um, our project managers said, hey, we're gonna- have to hit a pause on this because there is a transition and strategy with- they don't want to support opportunity marketplace going forward anymore.

09:22 Patrick: And they're- we actually get s- find out next week what their solution is. And we're pretty sure if being geared towards CXM.

09:31 Alex: Uhh, it's very interesting. Well, Jenny has an article coming out, uh, very soon about internal mobility. We just talked about that this morning.

09:40 Alex: And so maybe we can get some product demos for some of these other options out there and I'll let you know about that.

09:47 Patrick: Awesome. Great.

09:49 Alex: Vivian, do you have any thoughts you unmuted? No,

09:52 Vivian Larsen: not on, on their AI strategy. I just know that that's full, there's full steam ahead on AI and that's been their strategy for like three years now.

10:00 Vivian Larsen: So

10:00 Alex: I'm not

10:00 Vivian Larsen: surprised to hear that that's all they talked about.

10:03 Alex: Yeah. Did anybody catch? I think I saw something about, uh, holding, uh, holy hiring manager, an enhancement to hiring manager app using some sort of chat functionality.

10:14 Alex: Did I imagine that?

10:16 Patrick: They did mention that a little. A little Um, it looks like they are going to bring it up today to actually look like the actual platform in a mobile capacity.

10:27 Patrick: So I thought that was exciting.

10:30 Alex: Yeah, me too. Very

10:32 Cheryl Callaway: cool. They had a workshop of last month, I think it was, or maybe the month prior, uh, asking everybody for feedback.

10:40 Cheryl Callaway: So I was super excited about that, that they are finally after how many years after launching it. That they are going to update it.

10:46 Cheryl Callaway: So that's more useful.

10:49 Greg Mendez: It's funny because I had a meeting, I didn't get to go to the next, but I actually had a meeting with ISM's earlier this week because we are going through our renewal process.

10:56 Greg Mendez: And they brought in someone who, No 6M in the hiring manager, you know, kind of showing us what's on the road map.

11:02 Greg Mendez: They weren't yet able to test about the AI pieces yet because, you know, because the next hadn't been waiting for that for next.

11:09 Greg Mendez: But what I thought was interesting when they brought up the hiring manager. Peace. And that's being, that being positioned for, uh, uh, high volume.

11:19 Greg Mendez: Our retail, our high volume hiring. They kind of glossed up and I said, whoa, hold up. Umm. A lot of the stuff that you have there, it's for high volume, that can be used for those who have lower volume, uh, you know, between the functionality, the mobile responsiveness, the way they're kind of.

11:38 Greg Mendez: Uh, bringing front and center of the key resources. But what was really interesting was, uh, I don't think, uh, while Isim's is targeting that group, I don't think Isim's was actually surprised that we were interested. 11:51 Greg Mendez: And so I think it's, once that gets released, if you're, if you're going to use it for something other than higher, other and higher volume, like, we are considering, that might be something we want to give that feedback to Isim's and say, look, these are lessons that, We can apply across the board of

12:07 Greg Mendez: different client groups.

12:11 Alex: Mmm. Thanks, Greg. Stereo. I'm a cool hunter. Is there? Okay. It's not the call. Alright, great. Well, thanks everybody. Umm.

12:25 Alex: Now for spin the wheel. Caitlin. The wheel has been. It's populated with the 10 folks who appear on our seven day leaderboard.

12:38 Alex: This process is, uhh, audited by Ernst & Young, don't worry. Is it spinning? Oh, yep. Michael Yates. Wait, is he in the meeting?

12:51 Alex: He's not in the meeting. Keep spinning. No, you gotta be

12:53 Jenny Fair: here to

12:54 Alex: get the prize. Sorry. Tonya, you're gonna have a

12:57 Jenny Fair: chance.

12:59 Alex: We need some music for this. Really? We really want to feed Michael Yates today. Boy, if only he would show up.

13:05 Alex: It's one two- Twice in a row. What are the odds? Again, this is thoroughly audited, completely

13:10 Pamela Cable: compliant. Like, it's trying hard for Tonya.

13:13 Alex: Wow. Wow. Just delete, delete Michael from that list. This guy.

13:19 Tawnya Fairchild: Really getting my hopes up, guys.

13:20 Alex: This guy.

13:22 Greg Mendez: That's

13:22 Alex: a lot of fun. That is scary out too. Thank you. Uh, yeah, get Terry out of there.

13:28 Kaitlyn Faile: Okay. There we go.

13:28 Alex: Alright. Only actual attendees. Wait, it's Michael Yates again? No. It's almost, it is, oh,

13:37 Jenny Fair: oh,

13:37 Alex: oh, oh. It's Cordell! Sorry, Tonya.

13:41 Amanda Trammel: Sorry,

13:43 Cordell Ratner: Yeah, give it to Tonya. She's so close.

13:47 Tawnya Fairchild: Don't gamble nor buy lottery tickets.

13:50 Alex: Yeah. You can donate to Tonya

13:51 Cordell Ratner: if you

13:52 Alex: want. Sure. Alex, can we do that?

13:53 Cordell Ratner: Yeah, let's do that.

13:56 Alex: What a

13:56 Kaitlyn Faile: gentleman.

13:57 Alex: A gentleman and a scholar and a sports fan

13:59 Jenny Fair: Cordell.

14:00 Alex: What a mention. All right. Thank you, Caitlin. And with that, let's go to members questions. What kind of questions we have in here today?

14:09 Alex: I'm gonna live call questions. And we've got from, we've got one from Amanda. Amanda, bulk edit workflow fields. I will take the screen share.

14:20 Alex: There we go. Manny, you want to talk us through this question here?

14:23 Amanda Trammel: Yeah, I think it was just in response to something that was being discussed last week. Um, I think we were just exploring the tr- s for activity, um, function.

14:32 Amanda Trammel: And I just wanted to offer this as a, you know, to be seldomly used on a very, you know, slim basis because it can create, you know, potential compliance concerns, but there is a way to pick up an entire workflow and move it from.

14:45 Amanda Trammel: One job to another. And that's what I was describing in that post.

14:48 Alex: Uh, okay. Great. Got it. Cool. Any questions or thoughts on And if not. We'll go to Jessica. Jessica has one about advanced search on candidates tab and new items.

15:09 Alex: Yes.

15:09 Jessica Smith: Okay. So when, um, one of the things that we have been using since we implemented apply network and we're now using.

15:21 Jessica Smith: Library job screening questions that are reportable. Yay. Cause we weren't using those before and now we've discovered the magic of them.

15:28 Jessica Smith: Uh, is that when we're on the people tab and legacy items and we click on filters, you can go to advanced.

15:36 Jessica Smith: Search and then you basically have the ability to display candidates on the job based on how they responded to screening

15:44 Alex: questions.

15:45 Jessica Smith: Um, which is awesome because for us, like, in the example of the apply flow. Um, we, you can only have, it takes a lot of time to build a lot of different apply flows, right?

15:56 Jessica Smith: So we came up with sort of, um, an apply flow for all of our say delivery driver positions across the company, you know, across the United States.

16:06 Jessica Smith: And we're asking a question related to how much driving experience they have of a 24 foot box truck. And there are different drop down options.

16:18 Jessica Smith: And we, each location has different requirements. Some say that they're willing to accept people with s six months of experience.

16:22 Jessica Smith: Other locations say that they want a year of experience. So we had to move away from, you know, individual per job, kind of DNQ based on responses.

16:31 Jessica Smith: And so what's been great is that we've been able to use those filters to go in. And our recruiters can target talking to the people who are most likely to be the best qualified based on how they responded to the screening questions.

16:44 Jessica Smith: And we do high volume hiring. Some of these driver jobs are getting 400 applicants. So it's been a huge time saver for them to.

16:51 Jessica Smith: To do that. We have new isms and we kind of toggle on and off right now. And one of the recruiters was like, hey, we love this feature, but we've noticed we don't see the the option in new isms.

17:03 Jessica Smith: The filter seem really limited. There is no advanced search. So I was just. asking, has anybody sort of found a workaround for that to be able to view in the job?

17:13 Jessica Smith: I know we can still create a recruiting workflow search. We do plan on creating some searches and kind of little little dashboard reports almost called, like, hot candidate.

17:23 Jessica Smith: It's where we can go in and you can just maybe plug in the job ID, but we really liked being able to see it on the job.

17:29 Jessica Smith: So we were hoping for a workaround that anybody was aware of. Okay, yeah, I'm seeing people say that no. I wonder if they'd consider adding that in the future, because it was really nice to have.

17:51 Jessica Smith: And their options are a little bit limited in those, um, filter options and new items.

17:56 Alex: Okay, well thanks for confirming. I figured this group would know if there was a way. Yeah, I'll show that with Rob.

18:05 Dawn McMahon: Also can't export the, you know, candidates from a requis- because I need to, for different reporting, sometimes like download the list of candidates.

18:18 Dawn McMahon: And I couldn't figure out how to do that in the new Isoms.

18:22 Amanda Trammel: One of the actions that are like nested under the more menu in classic Isoms, they're. Or just kind of gone, like the, um, bulk print documents and things like that.

18:30 Amanda Trammel: That's kind of

18:32 Dawn McMahon: annoying, too.

18:34 Amanda Trammel: Mm

18:34 Angela Biehl: hmm. In the Talent Cloud AI where we have it, and I'm not sure if this is the case with everyone in new Isoms.

18:41 Angela Biehl: You can't select, um, people between different tiers and categories. Uh, once you leave, one category goes to the next and selects new ones.

18:50 Angela Biehl: So we have to go back to legacy to be able to choose the people we want to highlight for our manager.

18:56 Angela Biehl: Others.

19:01 Alex: God, a lot of enthusiasm for that in chat. Clearly. Which Jessica, thank you for bringing the table and I will afford that to rob.

19:11 Jessica Smith: Great, thanks! Thank

19:13 Alex: you. Yep. Alright, Amanda had one, uh, candidate, uh, create document template.

19:20 Amanda Trammel: This is just another one of those random features that kind of comes back around every once in a while and shows up and it's not supposed to be visible and I just wanted to see if anybody had any insight as to the functionality of it.

19:31 Amanda Trammel: That's it, Scott. Any potential and I think there's, you know, some use cases for additional documents that could be attached to offers, but.

19:41 Amanda Trammel: Just kind of wanted to throw it out there for discussion.

19:45 Alex: And what happens when you click that.

19:51 Greg Mendez: I actually tried yesterday. So I couldn't resist. So I actually did it, tried to create a test informational. So when you click on it, it gives you an option.

19:57 Greg Mendez: You have something about selecting the type of documents. So it's information only. Ignite. And so I said, you know, just try acknowledgement.

20:07 Greg Mendez: I kind of like what this is going, filled it out. And then when I clicked on it, it just went into a black. 20:12 Greg Mendez: Oh, I can't find it. So I guess it's definitely the category. It's not what they didn't mean to make it visible.

20:18 Greg Mendez: I couldn't find it, uh, under any of my documents, offer, center, anything. It just kind of disappeared. But I kind of like where it was going.

20:28 Greg Mendez: I was like, ooh, is that something that we could use potentially to attach to offers? Could we create? Like, does this mean the future you might be seeing?

20:38 Greg Mendez: And offer, and I can offer center packet or something? Kind of like we have eye forms?

20:43 Amanda Trammel: That would be nice because I did the same thing and I got the exact same experience. But it, the functionality of the document itself, like you can still insert variables and clauses and fields.

20:52 Amanda Trammel: Very similar to. The regular offer templates. So, like I said, it's got potential. It's

20:56 Greg Mendez: got potential. And

20:57 Vivian Larsen: did you guys try inserting it as a variable in the for in the another offer?

21:03 Greg Mendez: Well.

21:06 Vivian Larsen: Cause that's the only place I could think it would show up. It's in. I'm looking at my. Test site, right?

21:10 Vivian Larsen: And it's there. So, like, if you create, I'll have to go play with this after we get off the phone.

21:14 Vivian Larsen: But if you create it and then you go into your offer templates themselves, is it is the name of the document you created a variable now that's available.

21:26 Greg Mendez: That got me to think I'll have to try that.

21:31 Vivian Larsen: Cause that's, I didn't try that. Hmm. Cause it strikes me as it's being kind of similar to clauses. But what's weird is that it only shows up when you click on offer.

21:39 Vivian Larsen: Meaning it's only available to create a document template in the list of the offers that have already been extended.

21:47 Amanda Trammel: Yeah. Right. That thought was weird about it too.

21:49 Vivian Larsen: Yeah. So it's, it's almost like this would be part of the flow. Like. When someone's actually doing it or after someone has done it,

21:56 Greg Mendez: uh, cause there's an acknowledgement piece components with that thought was really, really interesting. Or the informational piece I thought was a great, like, okay, this is where like you might have to include us in emails or you put us as an attachment or.

22:08 Greg Mendez: Or you might have to wait later on to get to the H.R.S. to actually display the required information for that state or that policy.

22:16 Greg Mendez: Like, there's. A lot of potential there that could save some work down the line. And then stop the. What we do today that we just have to handle as attachments or just kind of say, okay, we're going to have to wait. 22:29 Greg Mendez: Down the line when we're ready. So kind of curious. I'm going to, I'm going to try that and see. If, if I can include that and insert that.

22:38 Greg Mendez: Has a variable in an offer.

22:42 Alex: Yeah, Townsend had a thought of replacement for tasks and I forms, maybe.

22:46 Greg Mendez: Huh. Actually, that's actually not a bad idea. Actually, that would be a. Yeah, I was thinking the same thing. It could be like something.

22:53 Greg Mendez: Almost like a bit of the onboarding task without needing the onboarding module. Mm hmm. Or maybe just get rid of all that.

23:00 Greg Mendez: I mean, it's a.

23:01 Vivian Larsen: Yeah. To frequent ask clients would ask us for the ability right after offer to have the similar feature. Yeah, functionality is in onboard where they have the ability to assign something.

23:13 Vivian Larsen: So it's basically like preboarding documentation. There's never really a great way to handle it. So I wonder if that's where they're going with this.

23:20 Greg Mendez: Like, like any good use, a simple use case. That we have an organization because of, uh, New York City. And so when someone has made an offer, uh, they have to fill out a criminal history questionnaire.

23:37 Greg Mendez: We can't. Start a background check until the person actually turns this form. It's part of the Fair Chant Act. So you have to collect certain information.

23:45 Greg Mendez: Uh, right now it's handled as a PDF attachment. We could have done it as an online form. Or an I form.

23:54 Greg Mendez: But it just, you know, there was back, there was some back and forth with legal with this and the way, and then when we tried doing the workflow, just didn't work out as expected.

24:01 Greg Mendez: Uh, if this was included, this would be nice and, as an added plus, this would help with adoption for the.

24:07 Greg Mendez: All for modules for those individuals who just need that extra push about why would I want to use this as opposed to an I form this would that would actually be a nice, a nice addition to that answer that question nicely.

24:22 Alex: Very interesting. Thanks for bringing that up Greg. I was not aware of that.

24:27 Kaitlyn Faile: Just tried the field and I didn't have any success.

24:30 Amanda Trammel: Yeah, I created a test document and I'm trying to insert it into a new offer template and it's it doesn't exist anywhere that I can see.

24:39 Alex: Huh. Let's do it. Okay. All right. Well, thanks Greg. Let us know if you have any luck with that. All right. 24:50 Alex: Now we're going to transition to a conversation about agency access. And before we kick this off, I'm going to do a.

24:57 Alex: Quick poll here. Are you using agency access and items? Yes, no, not sure. You have a few more seconds here.

25:11 Alex: Okay. Alright, so we've got 58% saying yes, 35% saying no, and the rest on sure.

25:24 Alex: So that's who's in the room today, Vivian. Okay. Alright, kick it off.

25:29 Vivian Larsen: Well, so agency access is a module that I always felt was an afterthought in implementation and was not really well.

25:38 Vivian Larsen: Clients did not often come to the table with a good agency strategy because they had bigger things to do. They had the whole system to implement.

25:46 Vivian Larsen: So, like, it always wound up being something that either we waited until the last minute to build because it's really not a lot.

25:51 Vivian Larsen: Um, or it was a 90-day thing that they would build after the fact. And one of the things I always felt about it was that it was a bit of a missed opportunity because when you're thinking about metrics and you're thinking about costs per higher, agency is one of the- huge costs in costs per higher.

26:07 Vivian Larsen: And so being able to properly calculate your costs per higher and your-your spend overall, um, is- the agency piece of the puzzle is- critical.

26:18 Vivian Larsen: And so, over the years, there were a number of different ways, um, that clients and I handled this particular challenge within their system.

26:26 Vivian Larsen: We'll get into those as I go through this, but I want you all thinking that way as I go through this, um, ehm, um, if you're not familiar with agency access, typically it's really, it's really tricky to figure out the best place to start.

26:38 Vivian Larsen: Does everybody see on my screen?

26:40 Alex: Yep.

26:40 Vivian Larsen: Alright, so, I'm starting on where you, the end user. Would see the interaction with the agency, and then I'm going to show you the back end and the setup.

26:50 Vivian Larsen: So on the source tab, if your logging group has post to vendor enable, that's the specific setting, you will see in staffing agencies, the option to post to a sp- specific vendor.

27:05 Vivian Larsen: Now, these vendor groups that you see in the background that I have set up are all set up specifically on individual users profiles.

27:15 Vivian Larsen: Um, so this agency group set up that you're looking in the background is a list that's available for you to select.

27:21 Vivian Larsen: On the individual person profiles for the individual agencies that you're using. And it's, that was always kind of a, some customers loved it and some customers hate it, but it was very polarizing.

27:33 Vivian Larsen: The way that this is particularly set up because. Some customers don't want to have a specific person. They wanted a company, um, as the way that they would use it.

27:43 Vivian Larsen: So I would often advise folks to use the vendor group as the vendor group to be the agency that the person worked for.

27:50 Vivian Larsen: Um, so in this instance, I'm gonna post. To manpower and allied. Those are the two agencies that I'm going to post to.

27:58 Vivian Larsen: And the reason, and actually, let me just pick days of room as well. And the reason that I'm posting to those three groups is because my test user Jason agency, which every single person on the call has a Jason agency in their system.

28:10 Vivian Larsen: This is a, um, net one user. It's one of the. That's it. I a base core user unless you've purged them.

28:19 Vivian Larsen: Jason agency is a profile that I've set up in here, um, is or that I've fleshed out in here and I've added some new information here to the agency tab.

28:27 Vivian Larsen: But, um, you're going to see agency group as an available option. And this particular user is. Is in day and Zimmerman now agency group again field in the background.

28:39 Vivian Larsen: You can add to this list. However, you choose to it can be multi select. So that's a key thing to remember.

28:47 Vivian Larsen: A lot of folks that I worked with would have vertical specific agencies. So in other words, they'd have days in our scientific or allied scientific or allied healthcare or something along those lines.

29:00 Vivian Larsen: And so they would really kind of hit a wall when they were trying to figure out how they were going to organize their agency groups so that they would know who they're posting to.

29:09 Vivian Larsen: So if they did healthcare as a group, and this user was in the healthcare group, and they didn't want to just post to a specific agency allied in this instance.

29:20 Vivian Larsen: And when they were on that previous tab, that source tab, they just picked healthcare instead of. Allied the specific agency that healthcare group would be a net that would catch anyone that was in the group. 29:31 Vivian Larsen: So because it's multi-select, it's very flexible, but flexibility can often lead to complexity. Um, so it's just the biggest challenge.

29:39 Vivian Larsen: I've run into one setting up agencies is figuring this part out. How do you set up your agency groups? That is, that is the devil in the details of this.

29:49 Vivian Larsen: Otherwise it's a pretty simple basic logging group, very restricted logging group. So I also want to. draw your attention to some additional fields that I had built here.

29:58 Vivian Larsen: Umm, this isn't standard. What I've got over here on the right hand side. Umm, this is some information that when setting this user up.

30:08 Vivian Larsen: If you can take the time to put in some key pieces of information, what this gives you the power to do.

30:14 Vivian Larsen: Later, is it gives you the power to start actually calculating things like how much your cost per higher is. So if I know my contract rate per higher is 20% of my average fill for whatever particular job I'm filling, then later on down the road on a f field on the recruiting work flow profile for my

30:33 Vivian Larsen: higher, I can figure out what my agency spend is going to be on that higher and that can give me the ability to track further on, which I'm going to show you as we continue going here.

30:43 Alex: I thought we just write agencies blank checks and, for the best. That's

30:46 Vivian Larsen: it. No.

30:47 Alex: It's like indeed.

30:48 Vivian Larsen: No.

30:48 Alex: They would absolutely

30:49 Vivian Larsen: love that. But this gives you what gets measured, gets improved, that old saying. So you don't have to do this to set up agency, but this is the place where I always felt like there was a bit of a missed off.

31:01 Vivian Larsen: Umm, in the way that agencies were set up. I also want to draw your attention to the fact that I've got a file upload field here for the agency contract.

31:10 Vivian Larsen: Now, that can be kind of tricky. Um, everybody can see that I'm on a Mac. Um, that can be kind of tricky here with who is the person.

31:19 Vivian Larsen: Where you upload that contract from. So, if you have a contract with Allied and you have 20 people at Allied that you work with, do you upload the contract in all 20 other profiles?

31:29 Vivian Larsen: No. Um, that's something that you don't have to do. But as long as someone, In your Allied group has the contract, you can go fishing and find it.

31:37 Vivian Larsen: Um, but it's a good place to keep this contract information because it is a system of record for all things hiring related.

31:47 Vivian Larsen: And if it's, Here, it's easily accessible in a logical place. Most people keep this stuff on, on, um, procurement sites, things that your recruiters don't have access to.

31:58 Vivian Larsen: And then if the vendor comes back with some wonky claws that they're citing, they may be you have to pay them because the person applied six months ago and they found them today.

32:07 Vivian Larsen: And just because they were in your system that doesn't mean that they're yours, you can go back through their contract because it's right here instead of having to go fish it wherever it lives in your organization. 32:17 Vivian Larsen: And find whoever owns that relationship and cause yourself all that pain. So just keeping your information in a logical place where your users can all easily access it.

32:27 Vivian Larsen: That's why I advise creating a file upload field here. If you can. And keeping your contract. For this particular agency in the same place as the agency record.

32:36 Vivian Larsen: Um, so any questions from anybody on that? Any, does anybody else do anything like this?

32:44 Alex: Paul had a great comment. Oh, go ahead. Go ahead, please.

32:47 Patrick: A question I have is, we would have to go create this tab, correct?

32:51 Vivian Larsen: Yeah. Um, no, the agency tab is already there because that's where the agency group field lives. I just created a section on it with the fields.

33:00 Vivian Larsen: Uh, let me walk that back. It depends how old your system is. So when your system was provisioned, it might have been on the hiring manager tab.

33:09 Vivian Larsen: Um, there's a, an old legacy hiring manager tab where the agency group field lives. But you can also create new tabs and move things around if you've got one of those legacy platforms.

33:17 Vivian Larsen: Mhm. So the other thing I want to call your attention to is this. One of the really important metrics to measure when you're looking at, um, agency spend is candidate quality.

33:32 Vivian Larsen: Okay, so you get this person who's really great at finding you butts and seats. But those people don't last 30 days.

33:39 Vivian Larsen: That is a measurement that you want to be able to assess for the individual vendor. And the number doesn't really matter.

33:47 Vivian Larsen: In this case, I've got it, meaning it matters, but it matters per organization. How you're going to measure this. I'm using a scale of one to ten because one being the majority of their hires leave within 30 days, ten being they last a year or more.

34:03 Vivian Larsen: And that's just a scale I made up. It's not an industry standard scale because there isn't an industry standard scale as far as this piece is concerned.

34:12 Vivian Larsen: Um, this takes maintenance and its data entry and it's up to you how you want to build something like this, but I'm trying to give you an idea of what's possible.

34:21 Vivian Larsen: And the possible here, if you keep track of something like candidate quality on average for this user, which you would measure in a separate report, which I built which I'll show you, which takes the end date and the seat.

34:35 Vivian Larsen: Start date and you can basically average the end dates and the start dates of your users whose source is source person agents at a specific agency.

34:45 Vivian Larsen: You'll have the ability when you do that to essentially see. Am I spending my money in a place where I'm getting quality out of that money?

34:53 Vivian Larsen: Um, so also average candidate tenure. In this case, this is another way you could potentially measure this. They're both basically the same thing because most people measure that candidate quality by the amount of time the person stays.

35:06 Vivian Larsen: I'm not a lot of companies get crazy granular by like their rankings and their ratings and their performance reviews and those types of things.

35:14 Vivian Larsen: That's, that's something that if you have a secondary system, you can measure that in. That's a great thing to track, but it's not always realistic.

35:20 Vivian Larsen: What really What really in the situation we're talking about is candidate tenure is typically the best, um, metric people use to measure candidate quality.

35:31 Vivian Larsen: How long did they stay? So, um, that's the agency users set up. So now if I log in, it's Jason agency.

35:39 Vivian Larsen: Any questions on this before I move off that page? No? Alright. So if I move over to the user, it's, oh, actually, it's down page.

35:49 Vivian Larsen: Um, if I, if I log in as this user, what you can see is, you can see the agency user experience.

35:57 Vivian Larsen: And you're, I'm gonna notice, this is a very distilled user group. And by very distilled user group, I mean, they, they don't have access to anything.

36:05 Vivian Larsen: This is just a welcome message. This is the standard welcome message every one of you are gonna see. I was debating making this pretty and giving you more information, but I wanted it to be familiar to you because if you haven't set up your- you can see access.

36:17 Vivian Larsen: This is the stock boilerplate language that is in there. Um, and I highly recommend you read it, but then customize it.

36:25 Vivian Larsen: Because everyone's agency policy is slightly different. And so this is what they're gonna read when they log in and they submit.

36:33 Vivian Larsen: So this needs to be instructive. If there's anything in particular that you want them to know, like your recruiters average turnaround time or information about expectations about call back.

36:45 Vivian Larsen: That's all what you're gonna want to put in this particular. These two on the quick links, quick links is always enabled for an agency user.

36:54 Vivian Larsen: If you're not using quick links anywhere else in your system, it is gonna be enabled here. Um, and the reason for that is that's how they're gonna get to their candidates and their jobs.

37:02 Vivian Larsen: Um, so my open jobs here on the left, these would be the jobs where I have submitted them to vendor.

37:08 Vivian Larsen: This is the particular job that we were just showing. Um, and at this particular moment, I don't have any, any openings or any candidates submitted to it.

37:16 Vivian Larsen: Um, so we're gonna show you the process of submitting a candidate as if you were an agency using the agency experience.

37:22 Vivian Larsen: Um, so I'm gonna go here. And what I see on this page is configurable. Out of the box, it's very distilled.

37:32 Vivian Larsen: But if you've created custom fields over the years and you haven't gone and checked hidden on your agency. Access user.

37:41 Vivian Larsen: Or if you didn't realize that they could be shown to your agency access user, this page might have information you don't want them to have.

37:50 Vivian Larsen: So for example, like, I left this here on purpose for today's demo. They have no reason to see my offer.

37:56 Vivian Larsen: There's no reason they should have access to this. If they click on this, it will let them. It will take them right back to the job search.

38:04 Vivian Larsen: In this case, it isn't going to show them because they don't. This user doesn't have access to offer. Um, so at least it's protecting me in that way.

38:11 Vivian Larsen: Um, same thing with related cost center. It will show me related cost center in this particular instance, which is a profile in the background of my particular organizational data.

38:22 Vivian Larsen: So you probably wouldn't want them to see this in this particular instance. So caution when setting up agency access be.

38:29 Vivian Larsen: Very sure when you're in admin system configuration, what fields are hidden and what fields are shown for them on the detail tab of the job and on the detail tab of the candidate profile both recruiting workflow and person profile.

38:43 Vivian Larsen: So. If you all want me to walk through what that looks like, I definitely can. I think this is a pretty savvy group.

38:49 Vivian Larsen: So if you're familiar with what I'm talking about, we can move on. Any questions on what I've just said. No, right.

39:02 Vivian Larsen: So they should be able to see the job description. And this particular expenses tab should not be shown to them.

39:09 Vivian Larsen: Again, this is an out of the box configuration. It's one of the things we would have shut off if I were implementing this from the very beginning.

39:17 Vivian Larsen: But I left it here for the sake of calling it to everyone's. So you that you want to be a aware of what is showing up here.

39:24 Vivian Larsen: Now, you'll notice on this left hand side, this is different than any of your recruiters user experiences submit candidate. This would be like if you were in recruiting workflow profile or person profile, not in a job.

39:36 Vivian Larsen: So this is unique to the agency experience. And basically. One the what you're asking them to do is send a resume.

39:43 Vivian Larsen: Now resume should be required at a test resume already set up over here. So give me a moment. So if I copy and paste my test resume in here, what it's going to do is it's going to use the parsing engine and it's going to parse this profile as if you were going to create person yourselves.

40:00 Vivian Larsen: Um, so you as the end user on the back end as the recruiter, as the hiring manager are going to see what parses out of this person's resume.

40:09 Vivian Larsen: This particular user is going to see some very basic information. And now this is also another place where there's a missed opportunity.

40:15 Vivian Larsen: So, when I would set up agency access on this. I would also include some very basic questions for the agency on this page.

40:25 Vivian Larsen: And those very basic questions would be, um, things like. When is this person's first availability date? Things like. Umm, has this person worked with you in the past, especially if it's for contract role?

40:38 Vivian Larsen: Umm, it would be. What are you, have you checked this person's references? Are there any references we should be aware of?

40:46 Vivian Larsen: Any special notes, reload? Umm, basically anything that you would want to know beyond just what the candidate would have given you in their initial apply.

40:57 Vivian Larsen: This is an opportunity. This agency has already gotten a relationship with this end user, and this potential high. So take advantage of that and make them write you some information and do some work for their money.

41:08 Vivian Larsen: Um, so on this page, you can create fields. And this is general information where you would see this on the person profile is you would see this on the candidates person contact info or candidate details tab.

41:20 Vivian Larsen: That's where this general information is typically coming from. So you can create just like I showed you on Jason agency's profile, a special agency section to keep track of the agency information.

41:31 Vivian Larsen: You can also create a little section that gives you, you know, additional candidate details. From the agency interview or the agency phone interview.

41:39 Vivian Larsen: Um, you can even ask them to upload you a copy of their screening if you want to. All of that's kind of a sky is the limit thing.

41:45 Vivian Larsen: Has anybody else customized this page for their agency users?

41:48 Pamela Cable: Just PM at OSF and I have, but not much different.

41:58 Pamela Cable: Um, but because we do have an integration with our each. The, um, we have the agency use this field for their address, their email address.

42:12 Pamela Cable: So any kind of notifications would never go to a candidate. And then we added a new field for the. A candidate email so the hiring manager knows how to reach out about day one and that type of thing.

42:25 Pamela Cable: Um, we also created, uh, not in this part, but on the offer, like, uh, agency section for in. Day to length of term, that kind of thing.

42:37 Vivian Larsen: Gotcha. That you got ahead, you got ahead of me. That's great. Thank you, Pam. I'm glad to see that somebody's using that in practice.

42:45 Vivian Larsen: So I'm going to go ahead and finish submitting this candidate to your up to this job. And then I'm going to show you one that I've already got.

42:50 Vivian Larsen: Once this candidate has already been submitted to the job, um, it just gives them some basic information. And then I can see in my open jobs as my agency user, um, people that I have submitted to the requisition.

43:04 Vivian Larsen: Now this people tab is only going to be people that I have submitted. It's not going to be all the people that have applied to the job.

43:10 Vivian Larsen: And then you notice this is after you're not in the status. Have you ever noticed in the background when you're in admin recruiting workflow, there's a section that says vendor text.

43:20 Vivian Larsen: I'll show you that in a moment, but that's where it's getting this from. This is, this particular moment, this person is going to be in new submissions in the new submissions bin and in the new submissions agency status, if it's out of the box, unless you've modified that.

43:34 Vivian Larsen: And that is the vendor facing text is going to say. I know change here. So I'll show you that here in a moment, but while we're in Jason agency, I'm going to finish showing you some of the different things that I've done to show you the benefit of this.

43:49 Vivian Larsen: He can see that the agency user can see the date they created this person, the date they updated this person and the person's full name.

43:57 Vivian Larsen: And they can click into the profile of the person, but the profile is going to be. Very, very basic. We've got a glitch in our system that's not showing people's names over here in the job card that I can't figure out.

44:08 Vivian Larsen: So just bear with that, don't it? Yours won't look like that. But all I'm going to see here is I'm going to see the resume of the person.

44:14 Vivian Larsen: Um, I'm not going to see anything else because I've intentionally hit. And everything else, um, from the end user. And that's pretty much all I have the ability to see.

44:24 Vivian Larsen: It is the most distilled user you can possibly work with. I've seen customers in the retail space actually kind of steel.

44:34 Vivian Larsen: I love this for hiring managers as a very, very restricted hiring manager type of user, um, for their retail floor managers to submit people to the job and have, like, very limited ability to use the system.

44:48 Vivian Larsen: So this is a, it's a logging group, like any other logging group, but it just has a very unique set of permissions.

44:55 Vivian Larsen: So before I move back into some of the system config in the background, any other questions on what the users will experience, because it is this simple.

45:04 Vivian Larsen: It is very distilled. Nope. Alright. So I'm going to go back to my admin user profile.

45:18 Vivian Larsen: And I'm going to talk about notifications. Now, there are some notifications. That I can't show you here. You have to be, you have to work with the help desk on them.

45:31 Vivian Larsen: Um, but there are two notifications. They're called post, this is where they would be if I had access to them.

45:37 Vivian Larsen: Um, they're called post to vendor. So when you post that job. To the vendor on the source tab. There is an automatic notification that's already set up in the background.

45:48 Vivian Larsen: If it's enabled. That goes to that user with descriptions of basically going to the job. I might be able to get to it in the email library.

45:58 Vivian Larsen: Then. Eh? Mm-mm. This is one of the places where, uh, not having access to some stuff that you've been working with for 10 years off and comes back to bite me when I'm demoing.

46:19 Vivian Larsen: Uhm, okay. So, but bottom line, there's, there's two notifications that you need to be aware of, and that notification is the posted to vendor notification.

46:28 Vivian Larsen: And then there is an additional notification that goes out to, um, the candidate themselves once they're candidate. One of the ones.

46:35 Vivian Larsen: That's the profile has been submitted. Your candidate profile has been submitted by the agency. Um, those notifications are things that you're going to want to customize and make your own, um, in your platform and you'll have to work with the help desk in order to do that because that post to vendor

46:49 Vivian Larsen: or agency agency submission. Um. Notifications. Those are two things that go out automatically as part of the way that this is set up.

46:57 Vivian Larsen: Um, as far as the person profile is concerned. In both cases, so this is that agency tab that I was showing and these are the fields in that agency tab that I was showing on the and these are just standard fields regular everyday fields that I set up, you don't know.

47:14 Vivian Larsen: You don't need to do anything crazy with them. This is the agency group. If any of you are not familiar with a multi-select, um, drop down, you just edit field properties on here, edit, and then just add by highlighting the agency group parent level and hit the plus sign to set up your agency groups.

47:32 Vivian Larsen: Um, this is a single list, meaning I don't have to- Thank very much. Independent drop downs. So, if you've ever used a dependent list in the system where you can have manpower medical or manpower and then have, like, medical and engineering and those kinds of things underneath as a secondary, this is-

47:49 Vivian Larsen: this predates that. So this is just a- regular everyday multi-select list. You can't have children, essentially, in this list. Um, and then if we go to the recruiting workflow profile and look at agency, we also see that pretty much everything is hidden from them.

48:11 Vivian Larsen: And this is how it should be out of the-

48:13 Alex: the

48:13 Vivian Larsen: box. Um, you want to make sure absolutely everything is hidden from them. I've created this agency details tab here. Didn't share it with the group, but I wanted to talk to you about this being one other thing that you could potentially show on the person profile is a custom tab just for them.

48:31 Vivian Larsen: the reason I didn't share this is because I wanted to talk about the merits of this. Um, every single piece of information we do like this is going to be manual.

48:39 Vivian Larsen: The value versus the cost in labor of keeping this information up to date is entirely. But these three things, if you can keep them, if you can consistently fill them in for your agency users, we'll go a very long way for helping you figure out your agency metrics.

48:58 Vivian Larsen: So things like interview date, how. If interview date is blank, meaning how many times did the person get submitted and actually go through to an interview?

49:06 Vivian Larsen: Um, and then this could be agency facing. It could be something that the agency themselves can see and you can actually help have them help you.

49:14 Vivian Larsen: Cause again, they got to earn their money. Um, you can actually have them help you make sure that the person shows up for their interview.

49:20 Vivian Larsen: So if this is something that they can see, you're, they want their money. So they're, they're going to bug that person to make sure that they show up for their interview.

49:27 Vivian Larsen: Let them, let them work for you. Um, but this is something you would want to show them. You wouldn't necessarily want to show them the standard system interview date.

49:34 Vivian Larsen: Um, because there's other functionality that's tied to it. And you don't want to give them access to that other functionality.

49:39 Vivian Larsen: You would want custom field in this particular case.

49:41 Alex: Quick question Vivian, uh, Angela asked us. Is this tied to the specific workflow?

49:45 Vivian Larsen: No, so this is a recruiting workflow profile tab. So it would tie to the specific workflow of this particular candidate attached to, um, the job.

49:55 Vivian Larsen: So yeah, sorry, I retract the note earlier. Yeah, so. It is a recruiting workflow profile, um, tab, which means that's what they would see.

50:05 Vivian Larsen: Alright. Everybody make sense? Yep. Alright, the other thing I want to point out here is, if you do nothing else, offer a mount and calculate it fee.

50:14 Vivian Larsen: Are the two things I would really recommend that you track. The reason that I would really recommend that you track offer amount and calculated fee is because offer amount.

50:24 Vivian Larsen: This is how much the candidate received. You may not necessarily want to share all the other benefits associated with this with the agency.

50:32 Vivian Larsen: So if you were sharing what's on your standard offer details tab, depending on how your contract is structured, the total, whether it's off of total package, and that's what they get their agency percentage off of, or if it's off of the base salary.

50:46 Vivian Larsen: So a lot of times it's just. off of the base salary. It's not off of the total package. Companies will finagle the candidate's offer to kind of decrease the amount of that final calculated fee for the agency by having stock incentives and other things.

51:05 Vivian Larsen: And those are not included. Because they're part of the total package and what the agency is getting paid on. The agency is often getting paid on just the base salary.

51:14 Vivian Larsen: So, it's important to have a separate place that you're keeping track of this, that the agency has the ability to see.

51:21 Vivian Larsen: So the candidate doesn't go back to them and be like. Oh, my base salary is 250. And they come back to you and be like, well, you only paid me on 90.

51:30 Vivian Larsen: That is something that you want to be able to, um, clearly show in your system what they salary you're paying them off of.

51:39 Vivian Larsen: Um. So calculated fee is also, you remember when I was showing you Jason agency, how I had 20 as the percentage that Jason agency was able to see.

51:49 Vivian Larsen: Um, that would be 20% of the base salary. I have a candidate that Jason submitted here. And then if I go to.

51:58 Vivian Larsen: I have that tab on a workflow. I have my calculated fees. So this is essentially what I'm going to pay for that person.

52:13 Vivian Larsen: And that is based off of 20% of $90,000, which is VM. Out of the calculated base, um, 20% of their base.

52:22 Vivian Larsen: That's the amount that I owe this particular agency. Now, now that I have this, I can do some math. I can do a report.

52:30 Vivian Larsen: I can do a report that shows me base salary, offer amount for agency and calculated fee, and then go and use a macro because I don't think unless you build a formula, you're not going to do this right in ISIMS, but you can go and use a macro and figure out what your total agency spend is.

52:45 Vivian Larsen: Again, what gets measured gets improved. If you actually keep track of this information. On your candidate profile as part of your higher final data, you're going to have a much easier time tracking this information and getting an idea what your spend is in the long run.

52:59 Vivian Larsen: So that's agency access. It's very simple to set up. There's two things you have to figure out. Who's allowed to post a vendor and you have to figure out what your vendor groups are.

53:07 Vivian Larsen: And that's pretty much it other than looking at their dashboards and just making sure that they're not seeing fields that they shouldn't see.

53:14 Vivian Larsen: It's pretty out of the box. It's a very simple, um, thing to implement. It's just something you're going to want to look at occasionally occasionally.

53:20 Vivian Larsen: Log in is Jason agency. Keep Jason agency is your test user just so you can make sure that there are funky fields that haven't shown up that they shouldn't be seeing.

53:28 Vivian Larsen: Um, on a quarterly basis, it's always a good idea to just look at it just to make sure. Uhm, but other than that, pretty simple, straightforward, any questions?

53:43 Alex: That's a lot of great information. I want to share one more thing. Uhm. I am sharing my screen here, so if you want to get a sense of how much money your company can save, we have a- Yeah,

53:52 Vivian Larsen: you're not

53:52 Alex: sharing. Uh, if you can stop sharing.

53:55 Vivian Larsen: I did.

53:56 Alex: Can people see my screen?

53:58 Kaitlyn Faile: Yeah.

53:58 Alex: Yes? Okay. Like, you're done. Great. So, uh, we have an ROI calculator here. And you can go in here, and some folks don't- don't even know what their agency spend is because it's- it's spread across so many different business units.

54:11 Alex: So, let's say you have a company with 15,000 employees, you can estimate these other values and it's gonna estimate a spend.

54:17 Alex: And you can adjust that spend if you know that it's more or less. Right? But then if you want to talk about the reduction in spend, you can come over here and adjust this number here.

54:26 Alex: Right? So, let's say you are able to quantify a 20% reduction or estimate that you might get a 20% reduction based on other things that you're hearing.

54:33 Alex: Uh, that could yield a $540,000 savings. And with that said, Vivian has done this for some of Isum's largest customers.

54:41 Alex: We do have a service, a strategic advisory service, where we can bring Vivian in and help coach you through making some of those changes in a very strategic way.

54:48 Alex: Contact Jenny if you're interested. J. Fair at integral recruiting.com with that, I think we have time for our breakouts now, Caitlin.

54:56 Alex: If you'd like to stick around for breakouts, uh, this is an opportunity to connect with two or three other members at once if you need to go.

55:02 Alex: Thank you so much for being here. I hope you have a restful and restorative weekend.