iCIMS Hacks: Internal Mobility, DocuSign & TCAI Tips (6/27/25)

Real-world iCIMS admin tips on internal mobility, DocuSign integrations, and surfacing internal talent in your ATS. Featuring insights from the team on what works—and what’s still a work in progress.

https://systemadmininsights.com/

Transcript

0:00:00 Natalie Duncan: Meeting is being recorded. 0:00:03 Alex: Hm. Okay, starting them all 0:00:23 Natalie Duncan: in. Beautiful. Admit one. Admit, admit. Like those old movie tickets. Here's your admission. Here's your admission. Here's your admission. 0:00:48 Natalie Duncan: Gosh, we got up there fast. Happy Friday, everybody. We got Michelle, Cordell. 0:01:02 Natalie Duncan: Sarah, Patrick, Craig, Townsend, Amanda, Cheryl. Hey, hey, hey, y'all. I'm gonna quickly edit my layout too so I can see some more friendly faces. 0:01:21 Natalie Duncan: Hola. Hola, Amanda. 0:01:22 Alex: No, that's a holla, not an ola. 0:01:24 Amanda Trammel: Definitely a 0:01:25 Natalie Duncan: holla. You know what? Oh my god, there is a double 0:01:27 Alex: L. 0:01:28 Natalie Duncan: Just trying to get my Mexican on, y'all. My mom always says so. I grew up, well, I'm half Hispanic. I absolutely don't look like it, sound like it, talk like it, because I just didn't get the blessing to learn the bilingual. 0:01:44 Natalie Duncan: Language growing up. My grandparents weren't. They try to teach us. It just doesn't stick unless you use it every day, but my mom keeps trying to lean into those Hispanic roots and whatnot. 0:01:53 Natalie Duncan: So that was high on my mind. And I just, I went straight to Ola, but yep. Funny enough, Amanda, that's something else that my mom says all the time. 0:02:03 Natalie Duncan: It's just the silliest thing. I love it. All right. We're rolling well above 26 and definitely at time. So welcome everybody to. 0:02:14 Natalie Duncan: System Admin Insights. Happy Friday to everybody. So glad to have you guys here today with us. As usual, we're going to kick off with gratitude, so feel free to drop it in the chat. 0:02:28 Natalie Duncan: What it is that's on your mind that you are feeling grateful for. And if I may, I'll just jump in first and say, but I continue to be insanely grateful to Alex, Caitlin. 0:02:42 Natalie Duncan: And my entire team, Jenny, Vivian, Paul, for all the things and flexibility of how life goes on. And grateful for the spirit of, uh, finding peace in mending hearts, kind of in the way that you need to, you know, in the spirit of relationships, all good stuff out there. 0:03:02 Natalie Duncan: And what do we have going in the chat? Greg is grateful for the amazing brain. TrustSAI, so, so helpful. Nice, Greg. 0:03:12 Natalie Duncan: Caitlin, no phones, 90s water fight tomorrow with some friends and their kids. Oh, I 0:03:20 Kaitlyn Faile: love it. 0:03:20 Natalie Duncan: You're grateful to be phone free and just live. I love that. And we're all going to have to take a little bit of that because that's one of the best practices we could do as people is to disconnect, get grounded in ways that let us live life. 0:03:35 Natalie Duncan: I love it. Townsend, love me some challah. I don't know. I don't what that's supposed to mean. I don't want to mess the word up, but if anyone wants to elaborate on that one, maybe some others are in the room wondering, what is that? 0:03:49 Natalie Duncan: Challah. Challah. I love it. I don't know if that's allergies or if I'm just trying to pronounce it that way. 0:03:59 Natalie Duncan: Beautiful. Yes, and we're sitting grateful for someone at Monster. Chat is going so fast. I'm trying to get, keep up with that. 0:04:09 Natalie Duncan: Nice weather, eventful, uneventful trip to Columbus for a concert. That's awesome. Townsend and Patrick learning something new every day. And yeah, the posts Alex has continued to pump out. 0:04:19 Natalie Duncan: Holy cow, and I mean, everybody, Caitlin, I read one that you pumped out the other day and you know, just everyone's pitching in good stuff. 0:04:26 Natalie Duncan: So all around, lots of gratitude. Thank you guys for sharing that so much. It's a heck of an exercise. I think that we're fortunate to always be reminded of that. 0:04:34 Natalie Duncan: We all of each day to practice gratitude. So thanks for taking us down that path. So, all right. As usual, just a few reminders of our SAI Free Friday sessions is that the session is recorded. 0:04:48 Natalie Duncan: And we'll be able to post this, of course, to our various platforms, including the SAI Platform Circle, and YouTube, and Spotify, and all the things. 0:04:57 Natalie Duncan: And that the transcript will be incorporated through our fancy little chat bot so that we can read it. So really enrich those responses and get some meaningful soundbites to digest. 0:05:09 Natalie Duncan: On the agenda for today, we're going to start with SAI members' questions first. Then we're going to segue into questions. 0:05:16 Natalie Duncan: We're a topic of the internal candidate experience that will have Alex and Jenny lean in on a bit for that. 0:05:24 Natalie Duncan: And following that, we'll then open the floor to general questions of those that are jumping into the free Friday call. 0:05:30 Natalie Duncan: And at the very end, we'll break out into very small networking breakouts just to have a chance to put some more faces, you know, to the name and, uh, chat about anything that you might have going on in the world of ISIMs or anything else that you might want to just touch base on with your peers here 0:05:46 Natalie Duncan: within the community, um, and as we've been doing, we're going to end the session with a What We Learned video. 0:05:53 Natalie Duncan: So if there is something that really resonates with you that you took and learned and offered to or something that you were reminded of and that you may have forgotten, we invite you to just hang out with us in our post-session, like our post-show recording, so that we can just do what we learned. 0:06:12 Natalie Duncan: And that's a bit of today. So, looking forward, uhm, next week is Independence Day, so we will not have a call on Friday. 0:06:22 Natalie Duncan: We, of course, always wish everybody to enjoy the extended, in this case, it's going to be an extended weekend. Yay for everybody in that regard, too. 0:06:30 Natalie Duncan: And, of course, whatever it is you do, be safe, because, oh my gosh, those fireworks could be quite dangerous, even though they're also super joyful, but they also could, you know, there's a 50-50 experience of those that get triggered by them as well, so whatever it is for you, we always ask you guys 0:06:46 Natalie Duncan: to be safe and enjoy the holiday itself. The weeks after July 4th, we've got, on July 11th, our S&T. Time to hire, followed by, uh, one of our favorite parts of the sessions, and now you know, hosted with Vivian, and then we'll end the month with another secret candidate experience with, uhm, the, uh 0:07:08 Natalie Duncan: , organization, we'll be. to be determined on who is, uh, the lucky secret candidate experience winner. All right, moving to our seven-day leaderboard for this week. 0:07:20 Kaitlyn Faile: There's no dancing parrot. I didn't take it 0:07:23 Natalie Duncan: off. 0:07:23 Kaitlyn Faile: Sorry. It's just amazing. Amanda, though, 0:07:27 Natalie Duncan: coming in clutch. She is, yeah, just moving right on up, too. Cheryl's still hanging out at number one, and then Amanda right in there, too. 0:07:34 Natalie Duncan: And I don't know if everyone's seen it on my screen. Caitlin, I feel like the dancing parrot might be trying to hide down by two. 0:07:39 Natalie Duncan: Greg, Greg is somehow maybe embodying the spirit of the dancing parrot. But it is hanging out down there right now, too. 0:07:47 Natalie Duncan: Uhm, but it might just be hanging out on my screen, because it knows how much I enjoy it. Yeah, and then compared to last week, Cheryl's still just hanging in place. 0:07:55 Natalie Duncan: Greg, oh, Greg, buddy, you're moving down the list. Just something to keep your eyes out for. But Amanda's, dit-dit-dit-dit-dit, I feel a little Mario Kart action happening there. 0:08:03 Kaitlyn Faile: Blue shell. 0:08:03 Natalie Duncan: The dancing parrot. Yes. 0:08:05 Kaitlyn Faile: So, I have the wheel ready. We're going to spin. 0:08:13 Natalie Duncan: Let's spin. 0:08:16 Kaitlyn Faile: So, let me stop this one. Can you guys see the 0:08:19 Natalie Duncan: wheel? We see it popping up there. 0:08:22 Kaitlyn Faile: Yep. Perfect. And if you're not on the call, you don't 0:08:28 Natalie Duncan: get- 0:08:30 Kaitlyn Faile: The DoorDash. 0:08:34 Natalie Duncan: No DoorDash for you. 0:08:35 Alex: Not on the 0:08:36 Kaitlyn Faile: call. 0:08:38 Natalie Duncan: Okay. Tanya Fairchild. 0:08:40 Rachel.Savitt: I'm gonna tell her. She's gonna be so sad. 0:08:43 Natalie Duncan: Thanks for taking one for the team, Rachel. 0:08:49 Kaitlyn Faile: I saw Terry. 0:08:50 Natalie Duncan: Terry's here today. I Terry's name. Hey, look at 0:08:52 Kaitlyn Faile: that. 0:08:53 Natalie Duncan: Yeah. Terry, you wanna, is it a gift card to Cheesecake Factory, 0:08:57 Kaitlyn Faile: or? DoorDash. I'll 0:09:01 Natalie Duncan: send it to you in Circle. Thanks. Congrats, Terry. You're gonna have to let us know what it is that you pick. 0:09:09 Natalie Duncan: Curious. Always trying to think about something new we can try. Cool. Thanks for spinning the wheel. Do we have a name for the wheel, by the way, just besides spinning the wheel? 0:09:18 Natalie Duncan: I feel like 0:09:19 Kaitlyn Faile: we 0:09:20 Natalie Duncan: should dub it. It's something, you know, with the noodle on that a little bit, if y'all got ideas, drop it in the chat. 0:09:24 Kaitlyn Faile: That sounds 0:09:25 Natalie Duncan: like We like polls. All right. So looking more at our SAI coming. Events as you can see the snapshot here between the last of June and going through July, and we've added more even sunscribe in the screenshot earlier today to tons of events that members and the non numbers are able to participate in. 0:09:48 Natalie Duncan: But other than being out next Friday for the holiday, we'll always have free Friday calls at 1 1 30 Eastern on Fridays, office hours across all of the teammates here with IRD sprinkled out throughout each and every week. 0:10:03 Natalie Duncan: Um, and Tara, I see you coming up on Monday too, Townsend, having, uh, your helpdesk and iForms support session. So really great, valuable sessions to be able to take advantage of too. 0:10:13 Natalie Duncan: So if you have a free slot in your calendar, we always invite you guys to make sure and peek at that events tab in SAI, uh, to not miss a session that you might really want to be a part of. 0:10:27 Jenny Fair: Hey Natalie, it's Jenny. Hi, quick heads up everyone. Um, we're going, Alex and I are working on setting up an ISM's trivia over the lunch hour 0:10:37 Natalie Duncan: and 0:10:38 Jenny Fair: one of the prizes, just sort of like a talk about ISM's, a little fun lunchtime activity, of course, fabulous prize. 0:10:45 Jenny Fair: prizes. So be on the lookout, um, and hopefully we'll get some people to join us and have some fun ISM's learning and some good food. 0:10:53 Natalie Duncan: It sounds like it. And I think we've got quite a competitive spirit amongst the members 0:10:57 Jenny Fair: here. 0:10:57 Natalie Duncan: Everyone always going for the dance. It's in parents. So that sounds like a fun opportunity to let the beast out and in the spirit of fun, lightness, and enjoying some food. 0:11:05 Natalie Duncan: Sweet. Thanks for that. 0:11:07 Alex: And can I just tell you the part of the part of the concept is we're going to take a, an eye care 0:11:11 Jenny Fair: article 0:11:12 Alex: and we're going to create. Questions out of the eye care article, and that'll be the quiz. So we'll let you know ahead of time, some feature of isms that is, you know, highly discussed. 0:11:23 Alex: And then of course, when you use AI to create those questions, put them in the interface and we'll do it later. 0:11:27 Alex: Like we did with call and day where we have the app and the, uh, the aha slides feature. So it's going to be fun. 0:11:32 Natalie Duncan: Very nice. The interactive is always a super cool component of that too. And we might even learn who's all a whiz at using the AI and might be trying to. 0:11:40 Natalie Duncan: Chat GPT the answers quickly in the background. Well, fun stuff coming up there too. All right. I think let's see, we'll get our deck popped back up here too, and I think that might get us close to going into our member questions. 0:12:01 Natalie Duncan: Yeah. 0:12:05 Kaitlyn Faile: Are you going to share now? 0:12:07 Natalie Duncan: Or let me grab, 0:12:10 Kaitlyn Faile: I don't know who has the, 0:12:12 Alex: not, are you going to do 0:12:15 Natalie Duncan: Yeah. Let's see. I've got events here. You pop open screen share. I'm Terry. I'm seeing that coming through. Do we have a name, a potential name? 0:12:23 Natalie Duncan: The Ice Spins? Oh, that's a clever little name there. Come on. That might stick. Sometimes just names stick. Super easy. 0:12:33 Natalie Duncan: The Ice Spins. Rolls right off the tongue. Alright, let me get some minimization going here, and then get on over to our, little workspace, get home, make our way to our question sections. 0:12:50 Alex: I think Ariel is going to be the first one. DocuSign integration. 0:12:54 Natalie Duncan: Alright. Those three weeks ago, popping in, Do do do do do. 0:13:05 Natalie Duncan: Yeah, do we want to jump in here or kind of go to the general section? I'm trying to see 0:13:10 Alex: Ariel's. No, you're good. You're good. So 0:13:12 Natalie Duncan: the second 0:13:12 Alex: one. 0:13:12 Natalie Duncan: Yeah. Okay. Yep. Completely overlooked that letter too. All right. So Ariel, do you think I might've seen your name pop through? 0:13:21 Natalie Duncan: Do we have you on today's call? 0:13:23 Ariel Hsieh (she/her): Yep. This is Ariel from BISAC. 0:13:26 Natalie Duncan: Hello. Hello. 0:13:27 Ariel Hsieh (she/her): Hi. Right. Yeah, I was just, uh, yeah, I came to ask about, um, DocuSign just, and I appreciate, um, Caitlin and Vivian both jumping in. 0:13:39 Ariel Hsieh (she/her): I've already kind of started initiating. Conversations on our end with our DocuSign POC and our account manager. Um, but yeah, I was just wondering how people are, um. 0:13:53 Ariel Hsieh (she/her): Handling getting multiple e-signatures on an offer letter. So we have the offer model. With the DocuSign integration, and we know that with that standard connector, it's limited to one e-signature per offer letter. 0:14:06 Ariel Hsieh (she/her): So when the, uhm, you know, letter goes out, it can only go to one person, and then it comes back in. 0:14:11 Ariel Hsieh (she/her): And, uhm, this. This works out for our U.S.-based offers, because we are able to use, like, a stamp signature for the, uhm, like, the business entity signatory. 0:14:21 Ariel Hsieh (she/her): So we do only need the candidate's e-signature, but our legal team, uhm, we're trying to, uhm, we have a big team. 0:14:27 Ariel Hsieh (she/her): We project going right now where we're trying to standardize a lot of the global, uhm, offer templates into ISIMs so that there's less of those international contracts being drafted and signed outside the system. 0:14:38 Ariel Hsieh (she/her): Uhm, but our legal team is saying that that's not there are, uhm, a decent number of countries, especially in the EU, uhm, that we hire in where we can't use a stamp signature for that entity signatory. 0:14:52 Ariel Hsieh (she/her): So we need to be able to get an EU signature first from, like, the business entity signatory and then from the candidate. 0:15:02 Ariel Hsieh (she/her): So I was just wondering how people are handling that now, uhm, if people are doing it manually, uhm, or if anybody else happens to have a custom DocuSign integration that can handle multiple signatures. 0:15:16 Ariel Hsieh (she/her): So, yeah. 0:15:18 Angela Biehl: Ariel, uhm. This is Angela with ATCC and we just went through conversations with iSIMS and DocuSign to. To talk through a, a somewhat similar situation and. 0:15:28 Angela Biehl: There were significant limitations, so we. We went with a different work around, uhm. But it was, it was unfortunate. to see how limiting the, the standard doc you see. 0:15:41 Angela Biehl: Sign integration is with the offer module. It seemed like you could only do that with one document. It had to be combined with your, your offer letter, which meant if you're doing a job. 0:15:51 Angela Biehl: additional documentation, you can't separate that out easily. you know, different uses, and when we went into the customer customization options, uhm, talking through those options if what we were trying to do wasn't. 0:16:05 Angela Biehl: Right. And this 0:16:06 Ariel Hsieh (she/her): was what they 0:16:06 Angela Biehl: Angela. We also looked into other customizations. It was cost and time prohibitive. And there wasn't an ideal solution that actually worked for me. 0:16:18 Angela Biehl: For what we were trying to do. So, good 0:16:20 Ariel Hsieh (she/her): luck. Okay, yeah, I do appreciate your feedback, uhm. Yeah, I would be interested to know, like, what, what you guys, uhm, would you know, ended up coming, coming up with as the work around it. 0:16:31 Ariel Hsieh (she/her): If you don't mind sharing or maybe sending me a DM, that would be great. Yeah, it's interesting, because definitely our legal team was like, that's, you know, crazy that this is like a very common, you know, common, you know. 0:16:47 Ariel Hsieh (she/her): Business case, uhm, so. So she, you know, of course she's like, of, like, how could DocuSign not, like. be able to support this, et cetera, et cetera. 0:16:55 Ariel Hsieh (she/her): Uhm, and it's funny because I'm like, I don't even know, are there other ways other, like, e-signature? Things besides DocuSign that people use because it doesn't seem like it. 0:17:05 Alex: Uhm, I 0:17:07 Ariel Hsieh (she/her): never hear about anything 0:17:07 Natalie Duncan: else. 0:17:08 Alex: That sounds like a great, uh, question. I'll do one of those. So, document signature solutions for ISIM's customers. That 0:17:17 Ariel Hsieh (she/her): would be great. Uhm, well, thanks. Yeah, thanks, everybody. Uhm, hopefully, I know we brought it up to i- to iSims also before that there. 0:17:27 Ariel Hsieh (she/her): Functionality is super limited, so I don't know, uhm, you know, maybe if enough people, uh, support this plan, we can get something going. 0:17:35 Terry Smith: Hey Ariel, this is Terry with iSims. Thanks It our needs, either, but it was for, well, arbitration, everyone, not, uh. 0:17:50 Terry Smith: Offer, uhm, there is a company called the Closet. Cloud connectors that I sense. Now guys. partners with and they built, I think, custom. 0:17:57 Terry Smith: Don't talk you sign integration that works beautifully. to the police. 0:18:01 Alex: Oh, 0:18:02 Ariel Hsieh (she/her): really? yeah Yeah, it's the cloud connectors. Yeah, 0:18:05 Terry Smith: it's called the cloud connectors. There's, Uhm, and they weren't to directly, I mean, they weren't directly with, uhhm, DocuSign. Uhm, we did not have an access. 0:18:15 Terry Smith: like We had an ISIMs, uh, intermediary for the first meeting. And after that, I assumed it was never- . . envomed, you in the process. 0:18:30 Alex: I'll say, we know, uh, the cloud connector is quite well, and they have many, many items, customers in their portfolio, and if I will, for. 0:18:37 Alex: 3 Okay, is this, um, something 0:18:42 Ariel Hsieh (she/her): that's then outside of ISIMS, then you're not doing the offer letters at all, you're just doing it outside, and then you use the cloud connector, the integration with jockeys. 0:18:53 Ariel Hsieh (she/her): And the cloud connector set up to get the signatures? 0:18:56 Terry Smith: Yes. 0:18:57 Ariel Hsieh (she/her): Uh, okay. 0:18:59 Terry Smith: And the main thing was, is that it, we use it in the onboarding piece of the process, and so the main thing. 0:19:07 Terry Smith: And thing was, is that they were, we required them to, uhm, take the person to the envelope and DocuSign. Give them the ability to sign me on below. 0:19:20 Terry Smith: Direct them back to onboarding, the onboarding portal, and mark the task as clones. And then upload the document to their profile in items. 0:19:32 Terry Smith: And so those are the tasks that we asked, uh, the- ike connectors to perform. And they did amazing. It took a little while. 0:19:39 Terry Smith: It took a few months, but, uhm, we've not had, I don't know if a knock on wood, had a single problem with our integration with, with, uh, DocuSign. 0:19:48 Ariel Hsieh (she/her): Oh, that's really cool. Thank you for sharing that. 0:19:57 Natalie Duncan: Alright. Well, thank you guys for inputting your experiences for Ariel there. To, um, all good stuff. Let's see. We're moving on now to, looks like we've got a question from Greg here. 0:20:10 Natalie Duncan: Greg, I think that's all you need me to do on the call there. 0:20:14 Greg Mendez: Yeah. Uh, so first of all, uh, big, big, thank you to all of you who responded, shared your. Thoughts and ideas. 0:20:22 Greg Mendez: Uh, that was, we've already shared that with our, our, our leadership team, legal team to start kind of, uh, uh, you know, reviewing and seeing what, what options do they want to go with. 0:20:33 Greg Mendez: But I'm going to a special shout out to Terry. Uh, she's getting factory. Uh, we connected earlier today, not actually just, just about a, an hour ago where we connected, uh, to kind of go over how she's getting factory approached it. 0:20:45 Greg Mendez: Uh, so big hudos to Terry. Thank you for giving your time. And we, we, uh, that's, uhh, an option that we might be looking at as well. 0:20:55 Greg Mendez: Um, I don't know if, uh, you know, it's, uh, we're looking at all the option on the table, but just some people know, if you have a chance at the, at the case, at the, uh, uhh, the, the posting, trying to do what I thought would have been really, really simple task, which is a job gets closed, send out 0:21:15 Greg Mendez: an automatic notification that the job's been filled. And I was sharing territory earlier today. That I was super surprised that this is not something that can't be done out of the box. 0:21:26 Greg Mendez: Like, you would think this would be, like, basic 101 for an ATS. Apparently it's not. And even the engine, this even boggled the engineers. 0:21:34 Greg Mendez: Umm. Uh, it has been just really interesting even for the engineers to look at. They were kind of surprised that I was surprised by this. 0:21:44 Greg Mendez: Um, so let's, you know, I'm actually going to put it back. I'm actually going to put it in as a request. 0:21:49 Greg Mendez: And I fff- issue idea request. So hopefully one day they'll change your minds as we benefit someone else. But it would be great if we, if we need to do an automatic notification, you set up with, um, with items that an event notification can be fired off. 0:22:03 Greg Mendez: Not just on an individual status, but also a job folder status. Cause I think a lot of us have been doing comical security workarounds or how to, you know, pay other systems to do this. 0:22:13 Greg Mendez: Uh, it's just one of those things with boggle in mind. Uhm, but yeah, I think I've got some ideas. I'm hope, you know, I'll keep it posted over the coming weeks of what, what eventually transpires. 0:22:25 Greg Mendez: Uh, but this is just one of a series of notifications that, um, we're, we're been tri-ev- deal a bit more trickier than we thought. 0:22:33 Greg Mendez: The other thing I've discovered with event notifications, by the way, is about timing. So if you try to come by, if you're using a formula as part of your criteria, and you're using that on, with an, to fire off an- event notification, uhm, don't ever do that with an event notification that has to do 0:22:52 Greg Mendez: with a portal, an application complete. In the words of you, someone has just completed their application as part of an- ehm, and you want that to be triggering for the event notification. 0:23:02 Greg Mendez: If it's a formula that gets updated at that exact second, it's never gonna work. Um, and it has to do with just the timing. 0:23:08 Greg Mendez: It takes- it takes formulas a split second longer than the invo- But now, The notification is fired, and that- that creates all sorts of havoc. 0:23:17 Greg Mendez: So, uh, if anyone's interested, I could give you the details. We- we discovered this during testing. Uh, but, uh, hoping this will actually work. 0:23:27 Greg Mendez: Uh, in the next couple- next few weeks, the- the- the- the- some of the solutions we're looking at. So, thank you. 0:23:32 Greg Mendez: Big th- big shoutout. Um, and more as I- and as I get to know more about event notifications and the wonderful world of RPA's and reporting. 0:23:41 Greg Mendez: This is gonna be very, very interesting. Very interesting. Oh. 0:23:47 Natalie Duncan: I do not have- I'm this through that. 0:23:49 Greg Mendez: Yeah, I do not. Someone asked about the onboarding was module. No, I don't. That wasn't the idea. Someone brought up. 0:23:54 Greg Mendez: Um, we don't have it for reasons. The simple reason we don't have it is, um. Um, ISIMS is only one of, uh, a couple of applicatory ecosystems we have at NYU. 0:24:04 Greg Mendez: And so because of that, David didn't want to, uh, use the onboarding, pay for the onboarding module to only impact half. 0:24:10 Greg Mendez: So we're doing all onboarding through Workday. So everyone gets into Workday HRS, and then at- at- at- at that in Workday, that's where you do all my- onboarding. 0:24:17 Greg Mendez: Yeah, that- the onboarding wizard module, that was an option that some people brought up. And, uh, I did share with them. 0:24:23 Greg Mendez: I was like, I'm sure- and I'm sure ISIMS would take our money if we just want to use it just for 0:24:27 Natalie Duncan: that. 0:24:30 Greg Mendez: Thank you. 0:24:31 Natalie Duncan: Very likely. Aw. Thanks, Greg. Yeah. Super, like, in a sense, unique, uh, inquiry that isn't- yeah. No quick, easy answer to it. 0:24:43 Natalie Duncan: Seems like that's the case that so many things, appreciate it. Okay, bye. But you had to connect with Terry, um, and get some insights, and we're excited to see what updates you continue to get on that topic. 0:24:56 Natalie Duncan: Look at that, Marta's. Yeah. Looked at, and Christine, cool. Thanks for throwing it in here, Christine. I see you out there, too. 0:25:02 Natalie Duncan: Um, adding it to the live call, having it tagged that way makes it so, so helpful for everybody to keep track of what's being asked and also of course see the answers in the collaboration happening. 0:25:11 Natalie Duncan: So, uh, Christine, you want to take us through your question here? 0:25:14 Christine Hill: Hi, it's Christine with Let Us Entertain You. Um, so we use a number of, uh, agency, uh, outside recruiting vendors and we really have. 0:25:27 Christine Hill: We haven't had any issues since launching isomes based on, you know, we've always used new isomes and we toggle a little bit back and forth. 0:25:34 Christine Hill: But we've always used new isomes. We knew how to capture it, how it was going to be represented. Um. Not only in the initial submission from the vendor, but also any subsequent applications. 0:25:46 Christine Hill: But one thing that we realized that happened recently, and of course, it's always very important to me to be a company with integrity when it comes to. 0:25:54 Christine Hill: To our vendors or really anyone, but especially our vendors, so they know that, you know, where we're going to hold true to our agreement with them and pay them as appropriate. 0:26:03 Christine Hill: But what I'm realizing is with the new launch of. The release in new. What was that two or three months ago? 0:26:11 Christine Hill: The recruiters, rather than looking at the full candidate, uh, the, the list of all the candidates in the various bins and statuses, right on the left hand side. 0:26:22 Christine Hill: They're at. They're actually inside of, inside of the job, inside of the wreck, and they have the ability to review applicants and toggle straight away right within that requisition and all the candidates that are associated with that. 0:26:36 Christine Hill: So long story short, you know, we interviewed a guy from an agency back in, I think it was back less than a year ago. 0:26:46 Christine Hill: So, you know, in the late summer, we liked him, but we didn't have the right fit for him. And so our agreement with our, um, with our vendors is we, if we can't find him a fit, um, we're not going to hire them for another job within a 12 month period without, of course, letting them know that and paying 0:27:03 Christine Hill: them the appropriate. And it goes both ways. We have that same ownership. But we accidentally hired him six months ago, not realizing that he was an agency candidate because of, uh, partially because of this new release. 0:27:18 Christine Hill: And how we started to use new items to review candidates. So. I was just, I don't know if anybody, I don't know who all is using that new view. 0:27:26 Christine Hill: I'm certainly I can show what I mean. Um, but it's, it's. Just it became a problem. So of course we figured it out. 0:27:34 Christine Hill: The, the challenge that we have as recruiters is, you know, lettuce is, it's not like we have a big bucket, if you will, or a big, you know, line item that we say, okay, we're going to hire Ignasi. 0:27:46 Christine Hill: Ignacio's, uh, recruiter vendor fee is going to come out of this bucket. Each of our leaders that oversee the group of restaurants will give us the go ahead to either use an agency vendor, or not use an agency vendor and, and. 0:27:59 Christine Hill: Hope that our team can do it solely, but we're always looking for great talent, et cetera. So we have to have the very difficult conversation with our leader to say, uh, oops, sorry. 0:28:11 Christine Hill: This guy is actually do this company is. Do a fee for his hire. So that was the reason for my question. 0:28:18 Christine Hill: If you think it would be helpful, I am happy to share my screen so that you can kind of see where we're looking and where we're not seeing what we need to know without clicking through more. 0:28:27 Christine Hill: Um, has anybody ever experienced this where you're, you're accidentally hiring somebody that was a vendor submetal? I don't know how many people are using the system like that based on, um, Vivian's last demo that she did a couple weeks ago. 0:28:41 Christine Hill: Not that many, I guess. Okay. Let me hold on. I don't know Zoom super well here. Uh, I'm sure. Oh, can I share? 0:28:54 Christine Hill: Is that okay? I just- It's a sense of request to whoever has it. Natalie, I think it's you. 0:28:58 Natalie Duncan: Yeah, a lot. Uh, no, okay. That's a good question. Uh, it's been a minute since kind of seeing that with those two. 0:29:04 Natalie Duncan: Alex, is that something that is- 0:29:06 Kaitlyn Faile: I 0:29:06 Natalie Duncan: gotta, uhm, easy. Oh, you gotta- I 0:29:08 Kaitlyn Faile: can't look. See, you can- I can't stop 0:29:09 Natalie Duncan: sharing. Yep, then we should see that pop up. Good eyes, Kayla. Okay. 0:29:21 Christine Hill: Don't show me- I'm not gonna show you my- sandals that I was gonna buy. Let me close all these windows. 0:29:26 Christine Hill: Sorry about that. Okay. So, um, in isums. Does anybody see that yet? 0:29:33 Jenny Fair: Not yet. 0:29:34 Christine Hill: Okay. No worries. I think I have to share again. Hold on a minute. I think I tried and maybe it wasn't ready for me, uh. 0:29:42 Christine Hill: Share. I tried. There we go. Getting the full. Okay. Can you guys see this now? 0:29:50 Jenny Fair: Almost. 0:29:52 Christine Hill: To 0:29:52 Jenny Fair: do. 0:29:52 Kaitlyn Faile: Oh, there it goes. 0:29:53 Natalie Duncan: There we go. It's a 0:29:54 Christine Hill: little slow. No worries. Okay. So here's our friend Ignacio. Um, he was hired with us, as you can see, he's listed as a current employee. 0:30:04 Christine Hill: And what we, so when we're going through workflow, when the recruiters, it's just kind of the way we've been doing it, is they will be inside of their specific. 0:30:14 Christine Hill: Uh, in this case, he was originally submitted for this executive sous chef at the bottom. Mmm. And at one point, by the way, secondary question I forgot about, at one point in this initial submittal, his source was listed. 0:30:30 Christine Hill: So we and it's at agency. So of course we knew that. We moved forward with them. We hoped we found them the right thing, but we didn't have the right opportunity. 0:30:38 Christine Hill: So we said, Hey, thank you, but no thank you. So a couple of months go by. And he's not only applied, um, to other jobs, but fun fact, he's also a former employee from several years ago. 0:30:55 Christine Hill: So he has connections to other people in our. organization. So they started talking. So it was kind of like the perfect storm of all things that could go wrong in this. 0:31:05 Natalie Duncan: But 0:31:06 Christine Hill: if you. Let me see if I can find the good example of what I'm looking for. Every job he applied to after this initial one. 0:31:14 Christine Hill: Uh, um, list him in this view. Well, hold on. I hate this zoom bar. Sorry guys. 0:31:22 Natalie Duncan: It does. Oh, 0:31:24 Christine Hill: it really is. The Gmail is the same way. Okay. So this is how we used to. You look at all of our candidates when we were in a particular requisition. 0:31:35 Christine Hill: Sorry. My internet is having Friday moments, but we would be looking at these guys and gals and then we'd be able to write, see their source, see their source channel, see all of those things. 0:31:48 Christine Hill: And if I could find our friend Ignacio, you would see that he is listed in this and in, uhm, where you go. 0:31:56 Christine Hill: And in all, h-i-j, sorry. Okay. You can see, like we can see that he's got the agency notification. This is not the job he was a- originally submitted for. 0:32:09 Christine Hill: So it is carrying over here. But let's say our partner, the leader calls and says, Hey, do you know, Ignacio? 0:32:17 Christine Hill: Like, yeah, you know, especially since he's a former, right? So we'll come in here and we'll search the guy out. 0:32:21 Christine Hill: We'll find. But guess what, unless you're in that bins and status, uh, view, you won't see that he's that the agency stuff doesn't carry through unless you can somehow start drilling down into the work. 0:32:36 Christine Hill: So I don't know if anybody's had this experience. If, um, you have any helpful hints with that because now that we're in this new release of new items when we're in a particular. 0:32:51 Christine Hill: It's a very similar view to what you're looking at now, right? There's no way for her to know. We're going to start putting notes in here that says recruit her candidate and big bowl letters. 0:33:02 Christine Hill: But it just, it was something that we didn't know we were going to. So I don't know if anybody has any helpful hints, any thoughts. 0:33:09 Christine Hill: Um, the other wish that I have that I haven't sent to my new, um, I some CSM is. In some, let me see. 0:33:18 Christine Hill: If somebody is an active applicant and not been. Rejected in the top left hand corner, you will see their source. 0:33:25 Christine Hill: That's a little deceiving because what you could either see agency in, in one case, or you might see for subsequent applications, the actual. 0:33:35 Christine Hill: It will wreck source. However, when you reject somebody, regardless of where they came from, that source view seems to go away. 0:33:44 Christine Hill: So I'm just looking for ways to not have to call a partner and tell him. That I gotta pay 20% fee that he didn't know about. 0:33:53 Christine Hill: And it's six months after he hired him. So, yeah. Tough conversation. So I don't know if anybody 0:34:04 Natalie Duncan: Which had, and definitely would love to hear anybody if they want to come off mute or so. But one of the curiosities was, um, for this particular person, did they happen to be a former employee prior to ever working with the agency? 0:34:17 Natalie Duncan: Or are they a former? Or are because they were brought in by an agency? No, they were a former employee outside of the vendor. 0:34:23 Christine Hill: Umm. Now whether or not they were listed as such upon the agency submission. That part, I don't know. 0:34:34 Christine Hill: Umm, right because I will tell you that Ignacio, the way that we do it, uh, let us, and I don't know if this is the right or the wrong, but the UK G2A sync that we're using. 0:34:46 Christine Hill: That we utilize. Managers use a lettuce email. Hourlies use a personal email. Ignacio was a lettuce manager, the last, a chef, the last time he worked with us. 0:34:59 Christine Hill: So he would have. He had a lettuce email, but coming back to us with the vendor and as an individual would not have used his lettuce email because it would no longer be valid until such time as he got rehired and it got rehired. 0:35:14 Christine Hill: He activated. So there wouldn't have been that former anything there. So I don't know if that helps. 0:35:20 Natalie Duncan: Yeah. So they came in with a totally separate profile than their existing former employee profile. 0:35:26 Christine Hill: Correct. Correct. So, yeah, it's, it's kind of one of the tough things, um, about the way we do things as far as emails go, because so many of our employees will never have a lettuce email. 0:35:39 Christine Hill: Unless you are a manager, a chef or corporate employee. You're never going to have a lettuce email. So, yeah, like I said, I'm just looking for ideas, you know, one of the hopes that I was trying to poke around, um, over the last couple of days as I was in system config, trying To figure out what the 0:35:57 Christine Hill: heck is this page called. I always forget. And I never find what I'm looking for when I'm searching in that area. 0:36:04 Christine Hill: But like this overview page, right? Is there a way to enable an original source channel or what any any. Source information that I could get. 0:36:15 Christine Hill: I would enable it all if I had the ability to do so. I played 0:36:18 Natalie Duncan: around with a 0:36:18 Christine Hill: couple of things, but nothing that actually came in. And as you can see, Ignacio's source completely went away because his status was removed. 0:36:27 Christine Hill: Was moved to rejection versus an active applicant. So the plan on sending this to my CSM, but I just thought I would throw it out there for an extra good Friday. 0:36:38 Christine Hill: Stump everyone on the call type of a 0:36:40 Natalie Duncan: topic. And then. A good one. It is a lot more of the chat also is pointing to the that as of now, apparently this was not always the case with new license, but as of now, you can edit this factoid section. 0:36:55 Natalie Duncan: Um, for those that chimed into is, is that part of this overview section I imagine we're looking at where we've got contact status, et cetera, with that being the factoid. 0:37:07 Natalie Duncan: Could that be a place right where we would pull. In that, that other field to identify their source. 0:37:13 Michelle Braunschweig: Yes, this is Michelle. Yeah, thank you. And under the contact section, those status and last updated date, those are a couple So, you can add a source or whatever is the most appropriate to pull from that. 0:37:33 Christine Hill: And how do I find that if I just literally searching factoid and- And system 0:37:41 Michelle Braunschweig: config area? Okay. Yeah. And there- and you can do it for- Well, putting workflows, I would suggest doing it maybe on- both. 0:37:50 Christine Hill: Mm-hmm. And- 0:37:51 Ariel Hsieh (she/her): Okay. 0:37:52 Michelle Braunschweig: Okay. Alright. You can do it open up for close jobs. So it is- it's going to show differently depending on- which of the scenarios you're dealing with. 0:38:00 Christine Hill: Go to- Okay, great. I will dig around in that and see, umm. See what we can come up with there. 0:38:05 Christine Hill: Okay. 0:38:06 Michelle Braunschweig: Cool. 0:38:06 Christine Hill: Umm, as long as I'm talking about this view here, I know- I don't know if it's related to this being- a newer release, but I feel like in the previous new ive- alisms, you could take Some of these tabs away. 0:38:20 Christine Hill: But if they'll Or customize them or rename. name. Or whatever. Uhm. Does anybody, uh, I've been having- I can get some things to do what I wanted to do. 0:38:30 Christine Hill: Like, I moved the notes over here. I moved other- I workflows over here. Things like that, but I really want th- like, I've been tryin' to move some stuff and kinda get rid of some stuff and I'm not having a ton of luck. 0:38:41 Christine Hill: But I wasn't sure, perhaps, based on this being- a new release with a new items. Some Some A newer that if they were like not letting us get to. 0:38:50 Christine Hill: Thank you. You know, here until they get further down the pike I think I've made a sure everything's working the way it's supposed to be. 0:38:55 Ariel Hsieh (she/her): Hey Christine, this is Ariel from- time. Yeah, you definitely can- I figure these tabs, the visibility's on a per- user login group. 0:39:05 Christine Hill: So what 0:39:06 Ariel Hsieh (she/her): you would do is you would go and- uhhm, system configuration into like the- uh, recruiting workflow 0:39:10 Christine Hill: profile. Yeah. 0:39:11 Ariel Hsieh (she/her): And- then you would go based on the login group. So let's say, like, if you want- to just, like, hide that activity, Todd. 0:39:18 Ariel Hsieh (she/her): For all your, like, PA users, 0:39:19 Christine Hill: you 0:39:20 Ariel Hsieh (she/her): would either go to that. Parent group or whatever groups. And then, um, when you're, like- looking at it in the system config, you go to that. 0:39:26 Ariel Hsieh (she/her): activity tab header, and then you click that. Little, the little arrow down, and 0:39:31 Christine Hill: then you 0:39:31 Ariel Hsieh (she/her): can just pipe. Yeah. The whole tab. 0:39:34 Christine Hill: Okay. Got 0:39:35 Ariel Hsieh (she/her): it. Yeah. 0:39:36 Christine Hill: Perfect. Okay. Thank you. I'll cook around in both of those things. That okay. I mean, I said busy for a slow holiday week next week. 0:39:41 Christine Hill: Okay. Awesome. I 0:39:42 Ariel Hsieh (she/her): think I'll just do that might help with your whole source thing. Umm, I wasn't sure if you could- go back to your job. 0:39:48 Ariel Hsieh (she/her): My- ,click on to the SHF job. 0:39:50 Christine Hill: The 0:39:51 Ariel Hsieh (she/her): job profile. Umm, and then if you go to your candidates. and it's, So, umm. 0:40:02 Ariel Hsieh (she/her): Just curious to see. Thank you. What pulled up here? Because you also can configure the, the columns that are here. 0:40:08 Ariel Hsieh (she/her): So yeah, like you have like source, source channels are 0:40:10 Christine Hill: specific. Yeah. See, 0:40:12 Ariel Hsieh (she/her): I was, 0:40:13 Christine Hill: yeah, we were pretty specific about like wanting to see this at a glance. But again, I will tell you that we were doing the, you know, we were in this a whole, this particular view a whole lot more. 0:40:25 Christine Hill: And we are today. Link, once you- get into a particular rack and you start thumbing through- You're just not in, in this view as much and I think that's how this slipped through our, uh, and, you know, Ignacio Guzman is not the most- You know, uncommon name and so it wasn't like, it was like- wait a 0:40:41 Christine Hill: minute, that name sounds familiar, let me- there's a story here that- that's just a common name, you know, that we- we ran into. 0:40:47 Christine Hill: I this is be a so, uhm, yeah, so that's kind of how it is, but- Yeah, it's everywhere except where I want it to be. 0:40:54 Christine Hill: So. Yeah. I got to figure out how to make that work. 0:40:57 Cheryl Callaway: We thrown out the factoid option yet. 0:40:59 Christine Hill: Yes. Okay. Yeah. I'm 0:41:01 Cheryl Callaway: gonna- Alright, I need to go and dig in there. You're actually not listening. I apologize. 0:41:05 Michelle Braunschweig: No, no. Thank you for- Breathe. Reiterating it because it wasn't even something I- 0:41:09 Christine Hill: I always forget that term when I- hear you guys talking about it, so thank you. 0:41:14 Michelle Braunschweig: But one other thing regarding the workflow profile, I think. how it gets the first two tabs that overview in the screen tabs. 0:41:20 Michelle Braunschweig: are kind of locked into place, but the rest of them are very. All right. Okay. Got it. Okay. So. 0:41:28 Christine Hill: Okay. Well, thanks. I appreciate it. 0:41:32 Natalie Duncan: Love the community. Thanks for bringing it, Christine. And again, also for a- Yeah, great. Shout out to you for dropping that in the live call section. 0:41:43 Natalie Duncan: Um, highly preferred, so appreciate that. Appreciate you. And everybody else. Alright. And I believe, I'm gonna do a screen refresh that might be our last mem- for the moment. 0:41:55 Natalie Duncan: And it is. Uhm, so I believe from here, we're gonna, Caitlin, go ahead and se said way over to the internal candidate experience, I 0:42:04 Alex: believe. I will 0:42:04 Natalie Duncan: grab the screen share for that. That's a serious question. Let me correctly. There we 0:42:08 Alex: go. Alright, so hi everybody. First of all, thank you, Natalie, so much for hosting today and for Caitlin doing tech support. 0:42:15 Alex: Um, it, Jenny and I were having a great conversation about internal mobility. This is a passion of hers. And she ended up writing an article that's on the blog now. 0:42:25 Alex: I put that in the newsletter this week. If you want to check it out. But it's rethinking internal mobility, a conversation elevating the internal candidate experience because what she's seen. 0:42:35 Alex: Then what I've seen is that a lot of the times. A lot of the energy gets focused on the external pipeline and somehow internals get lost in the sauce. 0:42:46 Alex: So I want to ask a couple of poll questions here to kick off the conversation. Uh, first. Who owns this, right? 0:42:53 Alex: And. Uh, let's see, did that poll pop up? I think that was the. 0:42:58 Jenny Fair: Yep. 0:42:58 Alex: Yeah, it did. Okay. So ignore question two there. That's actually, I'm going to delete that. But, um, who are the first question? 0:43:04 Alex: Who is the most influenced over the internal candidate experience at your company? That's the Wild West in some cases. 0:43:17 Alex: Indeed. Right. Sometimes it's HR. Sometimes it's TA. Sometimes it's- It's the Isum Sis Edman who, and I love that because that was me. 0:43:27 Alex: I was the only person, uh, it was like championing this at my previous company. Got it. Great. So, I'm gonna wait two more seconds to, Well, a couple more coming in, alright. 0:43:39 Alex: Five more seconds. Four, three, two, one. Okay, I'm gonna share results. Uh, so this is what we got. We've got the- with you. 0:43:49 Alex: The majority it's in TA, but some it's in HR as opposed to TA, right? And so that gets tied into succession planning, uh, planning, uh, thinking, right? 0:43:57 Alex: Sometimes it's just the higher managers on their own, right? Looking after, uh, uh, their own employees and employees. That they know internally. 0:44:05 Alex: Sometimes it's just admin championing this independently. Sometimes it's the wild west and sometimes we don't even know. So that's, that's super interesting because as we know, if, if somebody doesn't own something, it just falls to the cracks no matter how valuable we think it is. 0:44:18 Alex: Right? Uh, the next question I want to ask everybody is, uh, do you have insights into the skills of internals? 0:44:29 Alex: Inside the skills of internals and why won't it let me- Can you launch it? Oh boy. Here we go. There we go. 0:44:40 Alex: So, do you have insight into the skills of internals? Because we certainly can rattle off- several tools, uh, that everybody's heard of off the top of our head for, for skills, uh, skills assessments for external candidates. 0:44:53 Alex: But do you know the skills of your internal candidates? We'll try to get at least 50% participation. We've got 43, 46 still coming in here. 0:45:09 Alex: Alright, and give it five more seconds. Five. Four. Three. 0:45:13 Jenny Fair: Two. 0:45:15 Alex: One. Share results. Alright, so this is what we've got. Umm. Not a resounding yes. Not a resounding yes. So we've got a bunch of yes kinders. 0:45:28 Alex: A bunch of not really is not at all is unsure. So I'm going to say the majority of this is, uh, it is not a coordinated effort to make sure that you know the skills of your current workforce. 0:45:39 Alex: Very interesting. Okay, got a couple more questions for you. Umm, who has the most influence over the internal candidate experience at your company? 0:45:53 Alex: Who has the f most influence? Okay. In this case, we're getting a majority of TA, but we d Do you have some hiring managers? 0:46:07 Alex: Would you have that loan system minister? 0:46:08 Jenny Fair: Alright, 0:46:09 Alex: let's give it 0:46:10 Jenny Fair: five 0:46:12 Alex: more seconds. Five, four, three, two, one. button. Alright, sharing the results. So, majority TAs, a little bit HR, right? 0:46:26 Alex: Some hiring managers, right? Taking it upon themselves. Great. And then, I would also like to know, if your recruiters, this is super key, do your recruiters have a system for proactively identifying and reaching out to internals? 0:46:42 Alex: Do they have a system? So far, the majority is no, and I'm not, not surprised. All right? 0:46:59 Alex: Give it 5 seconds, 5, 4, 3, 2, 1. Okay, and so I think this is- very, very telling. 0:47:13 Alex: So, only 15% per 16% have a very systematic and effective system for recruiters to surface and reach out, right? Yes, but not very effective coming in. 0:47:24 Alex: No is that- actually the majority response here. And so, Jenny, I'm betting that that doesn't surprise you at all. What are you- what were your thoughts on those 0:47:33 Jenny Fair: results? Alex, I mean, the react is so- So, first thing I think of right now is if we ask these same questions, and it was based on the external candidate experience, the results would be 100% different. 0:47:47 Jenny Fair: And that's why it's something I want to talk about. Because why is that? You know, we know that our internal talent, right, is, you know, we know that the cost of our employees is one of the largest costs of all of our organizations. 0:48:03 Jenny Fair: We know that hiring- people is expensive. We know that the cost per hire of an external versus an internal is, is very different, right? 0:48:11 Jenny Fair: It's, um, and yes, okay, then, what about the whole or the gap that opens up? We still have to the backfill. 0:48:17 Jenny Fair: Of course you do. But if you don't, what you're doing, you're actually creating a culture of stymie growth, right? If you're worried about backfilling as opposed to growth and progression and retainment, and so. 0:48:30 Jenny Fair: You it's just, you know, it's just something that, you know, I've, I've been starting to talk about and, and organizations are talking about it more of why aren't we really making this experience, especially now, like with an applause. 0:48:43 Jenny Fair: But, like, you know, we, we have a, you know, certain job types and organizations have opportunities of mobility and project work. 0:48:53 Jenny Fair: And having a place that that's advertised where people, you know, oh, hey, I'm in account, I right now, I, I'm in West Julie Road Island. 0:49:01 Jenny Fair: I could work in Colorado. Hey, you know, if Alex doesn't know that, he might hire somebody in Colorado. And so, having that visual- and that sort of, you know, experience and I just throw that out there, something that we should all be more intentional about. 0:49:20 Jenny Fair: Or my thoughts. 0:49:21 Alex: And, and another thing that came out of our conversation was- You The idea of an internal concierge recruiting team, right? 0:49:29 Alex: And so as, you know, with all of the motion in the job market and layoffs and what not, I really can't stand it. 0:49:37 Alex: When people jump to, let's reduce headcount because we've automated something, right? We all know that there's an infinity of, uh, stuff that can and should be automated that's merely administrative, right? 0:49:48 Alex: That gets in the way of recruiters actually making a- authentic connections. But I think that one of the ways that that freed up bandwidth can be expended is on giving a better experience to your internals by giving a concierge experience. 0:50:01 Alex: But I wanna, I wanna pause there and see who else? Who has, who has an internal candidate outreach system that they're, that they're really proud of. 0:50:08 Alex: I think it's super effective. I'd love to hear about it. 0:50:10 Jenny Fair: This makes me sad. 0:50:21 Alex: Let's give him a 0:50:21 Natalie Duncan: second. So I was curious the same. You had, you had a one or two folks that said yes and very 0:50:25 Alex: effective. 0:50:26 Natalie Duncan: Yeah. 0:50:28 Alex: Yeah. Who 0:50:30 Natalie Duncan: Don't be shy now. I 0:50:32 Liz Blomenkamp: can jump in. I mean, we, we do a lot of things to help try to engage our, oh, sorry, Liz with BDS, chemical solutions. 0:50:39 Liz Blomenkamp: Uh, we do a lot of stuff. Try to engage our employees. Um, as far as like. Sending out hot jobs. 0:50:44 Liz Blomenkamp: We have an internet where we post our hot jobs, both internal and external. Uh, we're big on, upward mobility and big on, um, and, you know, employee referrals. 0:50:55 Liz Blomenkamp: So, if our employees don't. Know what jobs we have posted and what we have out there, then they don't know to apply and they don't know to tell their friends to apply. 0:51:03 Liz Blomenkamp: So, um, just trying to get those jobs out in front of our employees as much as possible. Um, to bring in that natural candidate flow. 0:51:10 Liz Blomenkamp: Oh, into our X, but, uh, also just preaching that to our hiring managers and our account teams as well and just saying, like, any time they want to open a job, is there anyone that you have in mind, uh, on your team? 0:51:22 Liz Blomenkamp: It's a question that we are always asked. Umm, and then we have different reports of things set up in Isims to help, uhm, locate, uh, employees near requisitions if it uh, if it's a, uh, you know, it needs to be in the field. 0:51:37 Liz Blomenkamp: We have location, we have those reports available, um, and just things to help, you know, kind of raise the green flag whenever we do see, um, that an employee has applied. 0:51:49 Liz Blomenkamp: So we always, uh, um, try to position those, those candidates first, um, when we're submitting those to the hiring manager. 0:51:56 Liz Blomenkamp: So those are some ways that we actively try to, um, you know, get that employee higher prior to going out. 0:52:03 Liz Blomenkamp: And giving an external. 0:52:05 Alex: That's great. Thank you. And, you know, Greg, you said there's a myth that internals can't offer fresh perspectives or have the skillset. 0:52:11 Alex: It's very sad. Yeah, say more about that. 0:52:15 Greg Mendez: I mean, I think we've all have seen it. That's right. Uh, you'd speak to a hiring manager, government, you ask, we have nobody with that 0:52:23 Jenny Fair: skill set. 0:52:23 Greg Mendez: No, I know surfacing the skills, those skills into something that's easy for recruiters to see. That's a whole different conversation. 0:52:30 Greg Mendez: But even if- If you had the skills, I think, you know, what doesn't help is internally a company may have a cap on what you can offer an internal versus an external. 0:52:38 Greg Mendez: Uhm, that they'll think, oh, well, they've been at the company for five or ten years. What pop- possible fresh perspectives could have never, never assuming the person may have been at school. 0:52:50 Greg Mendez: They may have been continuously growing. Maybe they want to do a pivot. There's all sorts of reasons. And I think some of the times that even the best recruiting team, T.A. 0:52:58 Greg Mendez: Team can't, can't overcome that obstacle if the hiring manager or the particular particular other team as that in their mindset. 0:53:09 Greg Mendez: So it's something you have to stick with. Some of his policy and procedures. Other is really educating the hiring managers and really putting the information first and for all and saying, no, that this is really a cheaper, great resources. 0:53:22 Greg Mendez: And it's a great, if people. People know they can grow, you're gonna retain. If people don't, if people know for sure they 0:53:28 Alex: can't, 0:53:29 Greg Mendez: it's gonna be revolving door. We know this. I think everyone, but knows this. But it's trying to find a way to make sure that's well known to other individuals. 0:53:37 Greg Mendez: At the organization. That, that's the tricky part. 0:53:41 Alex: Thanks, Greg. 0:53:42 Jenny Fair: I, I. 0:53:44 Natalie Duncan: If I can, too, I'm curious. So with, with what we know about the ATS and, and any other. your eyes. 0:53:50 Natalie Duncan: and product, like, potentially the CXM. Like, if everyone right now, even those that don't have an effective process, like what would be your one way that you would make sure that the recruiter could identify? 0:54:03 Natalie Duncan: dinner. that they're in an internal and if y'all could just drop that in the chat. We know the internal portal could use it, but we also know that's not an effective way because so many come externally because it's easier and that's just as easy as it. 0:54:17 Natalie Duncan: That's the problem. It's just easier. You can do it resume, but most people don't take the time to update their resume and add it back to the system just for the sake of adding it back to the system. 0:54:27 Natalie Duncan: And then in the ATS, right, there's that skills drop down, but I keep. Hearing that so many people don't like using that skills drop down, but, like, just drop it in the chat. 0:54:35 Natalie Duncan: What do y'all use to help somebody identify that they're an internal? So that y'all could proactively source talent inside the 0:54:43 Alex: ATS. Er, I'll mention that she gives the recruiters reports of priority candidates to review, which highlights internals, and there's a three-day SLA. 0:54:51 Alex: The three-day SLA is not followed up with consistently. You know, so, and, and, so, I worked at a nonprofit. For this, so there was no, there were no bonuses. 0:54:59 Alex: There were no, uh, comp was not tied to outcomes, right? Um, but if you're working in an environment where comp is and somehow way tied to outcomes, you couldn't incentivize recruiters by giving it. 0:55:10 Alex: You lot of people are waiting to, uh, successful internal hires. Just a thought. 0:55:14 Jenny Fair: Um, one thing I'd like to share, too. I mean, I'm looking at the clock because I could talk all day about this, but I actually work with a. 0:55:23 Jenny Fair: I was a um, several years ago. I was actually at a learning development company. And, and, and what they were architecting was. 0:55:34 Jenny Fair: The A. T. S. The court. Your HR, and the learning development platform. Because now what you have, right? Because a lot of this information, location, things like that, you know, it lives in your H. 0:55:48 Jenny Fair: S. at one point, but your HR system. Is where that lives, breathes, et cetera. And then once you're, you know, you know, they're North Star at this particular organization was tying, I'm in this position. 0:56:01 Jenny Fair: Let's say I'm a account manager one. And, and by having standardized job descriptions and having career pathing, by utilizing all, you know, these functions, right? 0:56:16 Jenny Fair: And you're, as it now, as an associate, have control and are empowered. to look and say, I want to be a manager or a regional, whatever it is. 0:56:21 Jenny Fair: And you see the path, you see the perzac grip with it, you have links to learning. You're, you know, and it's really, it was such a, a, a. 0:56:30 Jenny Fair: Forward thinking architecture, and it's possible. That's all I'm saying. So, you know, things like this, it's like, it's possible. I just, I don't think it's as simple, maybe as the external can. 0:56:44 Jenny Fair: Like, you know, let's fill the funnel, but now we're working with various funnels, but it's possible, and I just encourage everyone to think of the art of the possible because there are certain places where we can really impact our organization. 0:57:00 Jenny Fair: Well, you know, 0:57:01 Alex: when we were talking, we were also thinking, like, what are the tools? There must be tools that focus specifically on, uh, uh, internal mobility. 0:57:09 Alex: So here's a quick poll. I'm curious if anybody has heard of or used these tools. Uh, we published an article internal mobility 0:57:15 Jenny Fair: tools 0:57:16 Alex: comparison for Isum's customers. And this is, this is what, uh, AI came up with fuel. 50, I never heard of fuel 50, gloat. 0:57:25 Alex: I'd never heard of gloat. And then, of course, I got eightfold. Through an workday, phenom. But what are we getting? 0:57:33 Alex: So we've got a workday career hub. We've got a phenom, but an eightfold. Looking at the results 0:57:39 Jenny Fair: here. 0:57:40 Alex: Let me give this five more seconds. Five. 0:57:43 Jenny Fair: Four. Three. 0:57:47 Alex: Two. One. Okay. So this is what folks are using. Not a lot. So we've got- But, We've got one eight-fold, one phenom, one workday. 0:57:57 Alex: I'm curious, is somebody who uses one of those tools? And we've got one boy, time has just really flown, sorry, Natalie. 0:58:01 Alex: Umm, if anybody has used one of those tools, we'd love to hear from you. Yeah, that's a call I'll say, because we got to wrap it up. 0:58:08 Alex: Natalie, I ended up with you. Thank you, everybody. 0:58:10 Natalie Duncan: Great. Yeah, no, great. And we're getting that, those messages in the chat a few. We're having to go ahead and drop, but it's been a super, um, insightful meeting. 0:58:18 Natalie Duncan: So thanks for everybody's questions and- Yeah, just from a time, standpoint, too, we will not be doing our small group breakouts today. 0:58:26 Natalie Duncan: And we are at time and would not be able to take any additional questions just now, too. But if you are an SAI member, please continue. 0:58:33 Natalie Duncan: You two throw those questions in the isums community space for everybody to, uh, to be part of. Um, Caitlin, is there, do we have anything else that we needed to run through real fast as we just get wrapped up here? 0:58:45 Kaitlyn Faile: Dropped the link to get- And also the Friday call feedback. So if we always want to know what you guys want to see more of or less of, so always happy to read those. 0:58:57 Natalie Duncan: Yeah, indeed. Thanks for getting those dropped into, um. And outside of the bracket rooms too, um, if there was again that, uh, a takeaway that y'all have, that you'd like to participate in our post session, what did you learn? 0:59:09 Natalie Duncan: Please feel free to hang out with us here just for a few more minutes so that you could be part. 0:59:13 Natalie Duncan: Of that what we learned video, um, and for those that do have a, uh, have to jump, of course, have a fantastic, and as Alex always says, restful and restorative weekend. 0:59:23 Natalie Duncan: Thanks for making the SAI community as great as it is. Have a great weekend, and if you're off for next week for the holiday too, enjoy your independence day. 0:59:32 Natalie Duncan: Thanks guys. And we'll hang out in the post