System Admin Insights
A podcast for the humans behind HR tech. We dive into the systems, strategies, and stories that keep talent operations running. Real talk, smart tips, and community for HR system admins who make it all work.
System Admin Insights
iCIMS Hacks: Geo-Blocking, Google Maps, and TASP Roles (7/18/25)
Discover iCIMS insights from system admins: geo-blocking features, embedding Google Maps in job descriptions, upskilling internal teams, and the rise of Talent Acquisition Systems and Strategy Professionals (TASP). Listen for practical tips and emerging trends. #iCIMS #HRTech
Unknown Speaker 0:00
All right, let's go ahead and get started. Everybody. Welcome to system admin insights. It's always good to see you here. We'd like to start off with a little gratitude. As always, drop something in chat that you are grateful for today. Today I am grateful for for
Unknown Speaker 0:17
I sim summer release notes. There's a lot of fun stuff in there. And we actually even have a song about it in circle. You can check it out. It's pretty, pretty great Summer Jam, probably the nerdiest song you've listened to in a long time, but it's got a nice beat. What else do we got going on here? Where'd my chat go? Oh, here it is. You
Unknown Speaker 0:43
Paul is grateful for
Unknown Speaker 0:45
his doggy, grateful it's Friday, grateful for AC, summer rainstorms with great thunder below 90 degree weather. Yes, Agreed. Agreed. It's really nice in New York today. Okay, some reminders. We are recording this session, and we'll post the recording to circle Spotify and select sessions to YouTube. The transcript is incorporated into the circle chat bot to enrich its responses. And this thing is just getting more and more useful. I'll show you how to use it in a second, if you don't remember. But it goes through all of the posts and comments in circle, and also all the transcripts from all of the sai calls. So it is a rich resource of ice and insights. Today we're going to do some networking breakouts. I'm going to try something new. Going to do a quick three minutes in breakout, in small groups, just say hi and catch up on what you're most excited about or a challenge that you're working on right now. Then we'll go to members questions, and then we're going to do now, you know, so Vivian has a delightfully obscure topic, posting forms to templates. I hope I got that right. Per job I forms, something I didn't What's that per job I forms? Yep, yeah. I had no idea that was even a possibility. So I'm really looking forward to learning about that, and we'll do general questions at the end of it. We can do a what we learned. We will do a what we learned video. So if you'd like to stick around for that, we post those on LinkedIn and our social media talking about one nugget takeaway from our conversation here, upcoming free Friday topics. So next week is general questions. Following week is going to be we have a few tbds here. We need some building out of this calendar. But I really want to mention August 22 so we're going to be doing a hybrid event live from New York University here in New York City. We're also going to be doing a brunch with the full IRD team and some special guests. So if you're in the New York area and you'd like to join us at 10am
Unknown Speaker 2:39
the entire IRD team is coming to New York City. I'm so excited. It'd be an opportunity to meet with us and other sai members who will be joining, and then we're going to do that hybrid event. So we're still going to use the same zoom link as we're using today, but we're going to be broadcasting from a conference room at NYU. Very, very excited about that. Also, we have a spot for secret candidate in August. So if you would like a custom candidate experience analysis performed by your sai community members and aggregated and analyzed by the IRD team, please reach out and let us know
Unknown Speaker 3:16
our seven day leaderboard. So Terry has leapt to the top of the leaderboard, and Cherie is in the top three as well. Again. Congratulations and thank you for your contributions and engagement. One other event that I didn't mention, actually two other events. So we're starting a talent tech NYC Meetup that is going to be after hours, 6pm to 8pm in person in the Union Square area, and eventually we will broaden to other cities in the United States. But we're going to do our first little test run here August 7, New York City area, Union Square, and there is an event in circle, and there's a link there to a meetup where you RSVP. I mentioned the brunch, and I mentioned the live NYU. All right, so now we're going to try something a little bit different. We're going to create some breakout rooms and give folks the opportunity to just say hello, get to have a couple of words with one of your peers. This subject is just general how things are going something fun that you learn about, items we're only going to spend let's see.
Unknown Speaker 4:22
Here we go. So we're just going to spend five minutes there. We'll come back. Let's see. Tanya, you're on the call, but you didn't mark this for a call question. Do you want to talk about this? Yeah, sure. It was just an FYI to share with everybody. So I found out this week that our event notification that sends out our email to our hiring managers to remind them to fill out the equipment request for their new hires had broken. Didn't know when it broke.
Unknown Speaker 4:53
It wasn't really shared why it broke, other than there was an error, and I was more focused on getting it fixed at that point. But.
Unknown Speaker 5:00
But I asked the TSE, you know, is there any
Unknown Speaker 5:03
anything I can put on my dashboard to monitor so if something does break, we catch it? He said, No. Then I asked if there was anything that they receive if something like that breaks, and they said, No. So I did ask for him to add it as a feature request, because
Unknown Speaker 5:18
to just trust that it's working
Unknown Speaker 5:21
and then realize it's not is a tough situation to be in. Sometimes,
Unknown Speaker 5:27
fortunately, seen this several times. There is currently, and to my knowledge, not in the works any way to monitor whether and configured Event Notification doesn't work. So the answer that the Help Desk gave you is the answer that I would have given you for the past 10 years, I had a notable bad experience with this that I won't get into, but I had a customer who changed the name of one of the workflow statuses without changing their event notification, and it was in their offer stage, so they were sending people that were interviewed and offer Event Notification because They relabeled the workflow status without changing the recruiting work like the like, the mapping still happen in the background. So just a good rule of thumb is, whenever you make a change to anything in your workflow that might be impacting an event notification, reach out to the help desk and ask them to change the event notification itself that might be impacted. So, like, if you change the name of a status, have them remove the old report and then add a new report or a new version of the report to cover your butt to make sure that it's looking at the right status. But that's pretty much the only advice that that you'll get on this particular issue, because there is no way to monitor it.
Unknown Speaker 6:39
Yeah, and you know, they may come back and say, there's nothing they can do, but it seems kind of silly that it's just sitting there on the back end with an error message and nobody's being notified. So maybe they can come up with something. But that's also why I keep a spreadsheet of all of our event notifications and what the triggers are, so if we're making changes, I can do a quick look, and don't have to rely on my brain to remember. Okay, what is this going to impact? Do we need to make a change for everything to function? Still? That's very smart. Yeah, system documentation is absolutely essential. It's really great. And
Unknown Speaker 7:15
a lot of a lot of customers aren't doing it. So, yeah,
Unknown Speaker 7:19
one thing to add there real quick. I do see the product enhancement request in the system that they put in on your behalf. If there's any other customers here that want to add your vote to that enhancement request, if you want to direct message me, I'm happy to add your organization to that votes.
Unknown Speaker 7:39
They get this moving with product
Unknown Speaker 7:42
that's awesome. Thank you. Rob,
Unknown Speaker 7:45
see Anna from Ulta Beauty and chat saying yes, please. Cool.
Unknown Speaker 7:51
Sai, advocacy, love it.
Unknown Speaker 7:56
All right. Greg said at him, too, fantastic. All right, so let's jump on over to Vivian. I'm going to stop sharing and Vivian, I have a few polls lined up here. Do you want me to launch the first one? Yep. Okay,
Unknown Speaker 8:12
so we're talking about unique per job I forms. Did you even know that that existed? Because I didn't. Yes, I knew about it and understood it. No, I was not aware I'd heard about it, but wasn't clear what what it was.
Unknown Speaker 8:26
Answers are coming in.
Unknown Speaker 8:31
Okay, give it five more seconds,
Unknown Speaker 8:34
4321,
Unknown Speaker 8:40
okay, share the results.
Unknown Speaker 8:44
All right, so 56% of you had no idea it existed. 22% knew it existed. Wasn't sure what it was, and only 22% knew about and understood it. So Vivian, take it away. All
Unknown Speaker 8:57
right, so this actually came up out of another customer conversation that we were having with a different group of customers, where, in the healthcare field, specifically, a good chunk of them were actually using this feature. Now, with the feature, it's really not a whole lot to share. I'm going to share my screen, and you're going to see something that you may not notice.
Unknown Speaker 9:18
Or why are you sharing the wrong screen? Hold on a second Share
Unknown Speaker 9:22
Desktop too. There we go. Sorry,
Unknown Speaker 9:25
there we go. So you should be seeing my isims instance. Please tell me, everybody see, yes.
Unknown Speaker 9:31
So there is a tab here that you're probably not used to. It's just I forms workflow. If you go into admin system configuration, applicant tracking, and you go into your profile fields of job,
Unknown Speaker 9:44
it's right here, and it's most likely hidden on your platform, so you're most likely not used to seeing it. The reason for it is there's a couple of pros and cons to using this feature.
Unknown Speaker 9:57
Oh, wait, right? I.
Unknown Speaker 10:00
Open jobs, open jobs.
Unknown Speaker 10:06
Why am I drawing a blank here on open jobs.
Unknown Speaker 10:14
Sorry.
Unknown Speaker 10:21
So anyway, here is an open job. This is an active job template. So it's a bad example, but you it's also something you can do it on a job template as well,
Unknown Speaker 10:32
either on a template or on a job. You can pick a unique application or a unique form for that specific job. And one of the reasons that it came up in conversation about health, conversation about health care specifically is because nursing versus
Unknown Speaker 10:48
some other form of skilled labor, nursing versus med techs versus radiology, that a lot of times they have some very unique requests from an application perspective, and Since they clients did not want to have multiple portals, which is the only other way to really get a completely different flow. They wanted to have completely specific questions, and it completely specific application process for those particular jobs. And so a forms workflow basically allows you to post a specific form for that specific job at the time of moving through and creating the requisition. You can also add them to templates. So if you're a heavy user of templates, it's a neat thing to do in the sense that your users don't have to interact with it every single time. What happens when this is posted is that this comes up if you have I forms enabled on your portals, which we don't if you have I forms enabled on your portals, this comes up as part of the candidates workflow. So essentially, as they walk through and they apply to the job, whatever unique form you've got posted here becomes part of the portal apply process that is unique to this specific requisition. So it's pretty simple from a user perspective. It can be part of templates, which is a bit of setup on your side, or it can be part of the requisition creation process where the user has to manually go in and select the different forms. So that's the downside to it. There's a little initial setup if you're going to use the template side, and then there's a manual then there's a manual process if you choose not to use the template side, where the user has to select this and it can be overlooked. There's no way to force it. So those are some of the pros and cons of using this piece
Unknown Speaker 12:35
in order to post a specific flow as part of your portal apply process. But that's basically it. It's as simple as enabling the if forms Workflow tab, making sure your portal then this might require the help desk has per job forms, per workflow forms, enabled, so there's a setting in the background, in a setting that we don't have access to the Help Desk does that allows you to turn on portals, perform within the portal itself. So once you've got those two things done, all you got to do is, when you create your requisition or your template, pick the forms that are appropriate for it, and then move forward with using this feature some places that I've seen this used in the past. So from an
Unknown Speaker 13:20
international perspective, I there was a completely different portal requirement where we had a completely different like EEO capture set of questions, where they asked different gender and different race and those types of things. And in those cases, this particular client that I done this for in the past didn't want to use multiple portals. They just wanted one overarching portal. So in their jobs that were posted internationally, they use this for a different demographics capture form, which meant that they couldn't use the standard EEO page, because then it would also show up. In addition to their form, they had to have one for both their domestic and their international jobs. But that was one place where I've seen this used, and then I've also seen this used multiple times in the healthcare industry for different types of applications, for different types of requisitions. So it's that simple. It's not a really heavy or deep discussion to have. Does anybody have any questions on
Unknown Speaker 14:19
that? No. So Alex has another poll for you. I do okay, currently using this feature, and while you're voting, Greg does have a question.
Unknown Speaker 14:27
Your question about, do you know I've access about job specific forms and questions and stuff? Is there ever going to be an ability to think that ISIS will allow us to upload a doc, upload a document or file that's job specific, like using a job specific form, like, if I had a job specific form that I could actually intake a form, like if someone was, like, for a certificate or a license or certification, it's been something that I that's been on my big wish list for a while
Unknown Speaker 14:54
per job. I don't know if that's part of the new apply framework that they're working on.
Unknown Speaker 15:00
So I can definitely ask the folks in product if there's going to be a per job upload field possibility. Rob, both of us can think offline and see if that's something that products working on on platformworks, but currently there's no way to do that.
Unknown Speaker 15:17
Yeah, there's, there's currently no way to do that. Yeah. Alright. Thanks a lot.
Unknown Speaker 15:24
All right. So kind of looking at the polls, it looks like folks are still not sure how to use it. 31% of folks are still not sure to use it. Doesn't look like a good chunk of you think it's something you would use. And it also looks like some of you are currently using it, like 19% of you are using it. So do you want to share the results? Yep, it's
Unknown Speaker 15:47
not a lot of adoption. Other other use cases, Vivian that you've seen for this, the main use case is where you have a unique need for specific type of application, like do T is another one that I've seen pretty frequently used, where we've got
Unknown Speaker 16:01
drivers, and they need to have specific license documentation or other information that doesn't fit into any other applicant application process. In their program, they'll have a per job workflow for any of their drivers, or they'll anything that there's a unique license or something specific from a license perspective, that needs to be that specific job.
Unknown Speaker 16:24
Remember, you'd have to have a form created for it, but you could then post that job as part of that specific job. Apply. Got it, Greg, you had to use case cover letters. Have you done that? We've been using it since day one. And the reason is because we are all of our applicants, they apply to multiple jobs. If it was just one job uploading a cover letter at you know, once in a cover letter with your resume would work. But it doesn't, not for us. And so what we do is we basically, kind of create a simple, I form it, just copy and paste your cover letter right into it's going to strip it of all the formatting. At first, people didn't like that, but it was an interesting byproduct. People, the bias about, you know, moving someone, or looking at the way a cover letter has been presented, all the graphics that's stripped of it. So now your focus, your focus to focus in the recruiter or hiring manager, to focus on the content. And it's super simple to do and set up. The only downside is, again, it's, it's you can add some validation. Make sure someone isn't just putting clients just like a couple of sentences, but it is going to strip it of any any formatting. But that could be a good that could be a plus in many stages, but it's not as good as just someone being able to upload a cover letter. That would be awesome on a per job basis, but we say that time as well. Some people have used it for writing samples as well. They don't want to get adjusted to question. You can write a sample. You can write a sample. You can write sample that or other type, other type documentation, but it's very basic. One interesting thing about the the iPhone, specific iPhone and cover letters is Microsoft Edge. If you, if you use it in Microsoft Edge, sometimes you get a jiggle. Literally, your entire screen would jiggle. Yep, I've only seen this happen edge.
Unknown Speaker 18:03
Don't know why, and maybe they'll fix it one day.
Unknown Speaker 18:08
Patrick, you had something so Patrick said, we deal with folks in the cleared community. I wonder if this would benefit us, because they have to, they have to have a certain clearance requirement. Yeah, that's a perfect use case for it. And in Cheri, the D O T example, like, if there's a this particular job has a particular requirement, and it's like 5% of your workforce, so you don't need a unique portal for it, and it's a rare job, it doesn't come up frequently. This is a great way to solve those kind of one off, smaller capture problems, where you need to get the data upfront to make sure that the information is in your system and it's part of your recruiting process, but isn't necessarily something you need to reconfigure your entire system to accommodate.
Unknown Speaker 18:51
Got it?
Unknown Speaker 18:53
Hey, this is Ariel from ViaSat. I just wanted to pop in with a quick note here too, because we do, we also use these for our as part
Unknown Speaker 19:01
of the application process. The main one being like the like EEO application forms for us, but because it's kind of the job template, and they have, the hiring manager has to select the job template on the front end. We have had issue. We had run into issues in the past where sometimes you just think, oh, like, how come the forms didn't make it, or something like that. And I realized that the you can't, for some reason, you can't pull an audit trail on the template field, so you can't actually see, like, was it user error? Did the hiring manager just pick the wrong template and then not say anything and then go forward, or was it an actual, some sort of other technical bug? So I will say, if you do use this, these forms with job templates associated, I would recommend doing like, what I did was just a simple text field, and it just like Job template name read only, and I would just populate the job template name.
Unknown Speaker 20:00
On the Job template itself again in a text field, so that way it preserves that audit trail. I can see, okay, what was the actual like, which one was actually selected at the start? So we can see, know, like, which forms were supposed to be there, if they are are not for some reason. And that's helped me a lot, actually, like, with a lot of weird edge cases like auditing things like that. Though, I really recommend using that if you're going to do it with the job templates.
Unknown Speaker 20:30
Great. Thank you for that.
Unknown Speaker 20:33
Ariel, any other questions or comments?
Unknown Speaker 20:37
And if not, we're going to jump on over to our wheel of yum. It's now called the wheel of Yum, so you have to still be in the meeting to win lunch on Sai. We're going to spin the Wheel of yum in one second here before I spin the wheel, I want to mention that if you are on our free tier right now and you're interested in joining the full community, which includes the ability to find other folks in the community based on their product utilization, industry company size, includes moderated discussion channels here consultant moderated and also includes lots of office hours. The thing to do, we change the process. I just want to show everybody this is you're going to go to the isims channel, which is currently a lock screen, and we have an apply for a membership button right here. So apply for membership, and you'll be contacted in a couple of days by one of our team members, and we'll reach out to you and discuss membership and Sai, alright with that. Let's spin the wheel of yum
Unknown Speaker 21:41
and let's see, Lauren, are you on the call? Lauren's on the call? I am. Yes, thanks, congratulations, Lauren. I'm going to send you your link in zoom in one moment here. Okay,
Unknown Speaker 21:55
all right, and now we will go to general questions. The floor is open for general questions.
Unknown Speaker 22:12
No question too simple. Don't be intimidated. We talk about a lot of advanced stuff here, but this is a wide range of skill sets here, and it's all very helpful group. So Greg, you have a question. Okay, so remember, a couple months ago we, we ran into items, ran into an initial we, a lot number of us did with getting spammed on jobs. So remember that? Yeah, and looks like all of a sudden we have noticed that there's a bot also there. Um, so we post, recently posted a learning analyst job, and for some reason, bots have zeroed in on this specific job, and we are getting 1000s of people applying to this job. Okay, nice job, but I don't think it warrants that many. But the interest, the really interesting thing is,
Unknown Speaker 22:59
uh, we're not sure they're all fake. We think a lot of them are real,
Unknown Speaker 23:04
but they're all coming. We notice a few patterns. They're not all from the same place, but they all are. Seem to be individuals who are coming from either the Pacific Island areas or in Southeast Asia, and they're also looking for sponsorship, but most of them do appear pretty good. They're doing it in mass, so it looks like they're they're able to bypass the
Unknown Speaker 23:32
protocols that isims has put in, and they're actually able to apply in mass. We're seeing at one point, you know, dozens of people applying per minute, and it's we reached out to isims, and they're like, they can't zero in on the IP address. We're trying to work with isims to start collecting IP addresses on the on the i forms going forward. So we could try to, we could try to get more information on that and possibly maybe block them at the IP level,
Unknown Speaker 23:59
but wondering if anybody else is experiencing those kind of surges, because I looked at our other jobs, it's audits,
Unknown Speaker 24:07
nothing could No, no. The jobs are coming close to this. And while they might be legit applicants looking for work, they're don't they're not really the right applicants for us, and we're getting swarmed, and we're not quite sure how to stop it. This definitely seems to be some type of mass application operation going on, though. So Cheryl suggested geo blocking, which is a
Unknown Speaker 24:31
callback to the summer release, right?
Unknown Speaker 24:34
Yeah,
Unknown Speaker 24:37
I'm tempted to do that. I just don't want to punish an entire region, if, like, they're legit, I would rather like
Unknown Speaker 24:45
block whoever the person I saw. And geo blocking actually may be helpful for another project we're working on where there's a concern about certain country applying all because it doesn't, you know that country has certain regulations.
Unknown Speaker 25:00
We need to be aware of. So that's really interesting to hear that,
Unknown Speaker 25:05
but it's something that,
Unknown Speaker 25:08
basically, we're not quite sure we're going to do. So I'll keep everyone posted. We'll see what happens. We're reactivating the job today. We're going to see if, if 1000s more apply. Are they
Unknown Speaker 25:19
coming regularly from the same IP address, or addresses. So interesting about the IP IX and IX, I said they could actually give us the IP information right now. I said, I was like, I don't even need to know the IP if you could block it if you see a common pattern, the engineer said they couldn't see any. They couldn't see the IP address unless we were collecting it first. They said, but they can work with us to start enabling it at with the iPhone, because they do have to fill out a few iPhones. We can get, we can get that IP address at some point. So going forward, I'm hoping we could be able to do that if they can get the information. But I was surprised, though, that they don't. They don't log the IP address anywhere.
Unknown Speaker 25:54
I thought they did for security reasons. I
Unknown Speaker 26:01
don't know if I've ever heard anything about them logging an applicant's IP address.
Unknown Speaker 26:06
We definitely had
Unknown Speaker 26:09
that because we had a
Unknown Speaker 26:12
candidate that was using the Postal Service for shipping an illegal item to our recruiters, and because it was a case, we requested the IP address of the user. And I mean, I remember it was at a university, so they we had the the date from the platform logs with the IP address, and they tracked it to the university and found the person. So something
Unknown Speaker 26:51
tied that back
Unknown Speaker 26:54
to the IP address. Okay, I'm gonna, I mean, I'm gonna. I reached out to ice and responded in a ticket. I told them. I was like, you know, give them the green light to, you know, help us working with setting up the IPS, IP collection at the iPhone level. I'm kind of trying to, I did push back a little bit, and I kind of did say, ask them, like, Are you sure you don't have the IP address somewhere? Like I said, I don't even need to know the IP address. Personally, I could care less. It's like, I just want to make sure we're not standing in that, because I have the concerns, if we start getting 1000s of people, it's going to start hitting our platform, it's going to hit our operation. There's a whole list of reasons, and our recruiters actually are crying mercy because of that one job that it's we're afraid. We're having to, you know, we're losing good candidates. On the upside, though, we did identify some of these agencies or staffing firms who are using these, like no these fake email addresses to get their real applicants through so that they could, you know, or they could kind of sneak into the back door. And we were able to identify a few of them in purge, but it was only like 50 or 60 of them compared to the 1000s have been applying to this job. It's really, it is interesting, because I know down the line I'm gonna have to clean these up, and so I'm not looking forward to that clean up in the in the coming weeks, once we sort it
Unknown Speaker 28:07
out. Thanks everyone.
Unknown Speaker 28:10
I saw your eyebrows go and I saw you doing some research. There any any insights? Yeah, I'm gonna, I'm gonna take this back a little bit as well with another group that I'm working with on the past situation as well. So I'm flagging this because I
Unknown Speaker 28:23
want to investigate this a little bit further as well. Because, I mean, obviously they'd be taken we've taken steps to update, you know, protocols and measures to keep auto bots out, if you will. If you're calling it auto bots, but, you know, automated applies. What about again, if you're saying they're legit applications, I mean, that's that's another side of this, too. So it sounds like it, it looks like the way it appears is these are people who might be subscribing to a service or company that is then mass applying on their behalf in hopes of getting into the door. Say, when I keep when I put random people and stuff. Most of them are legit looks. They appear legit, either that or the bots gotten next level creative the but it seems that they're but it's the way they're sending in mass. I mean, they're sending us waves upon wave. And it look, you know, I you know, it looks like they're able to get, we have quite a few iPhones you gotta fill out. So there's a couple of obstacles we're also going to implement another way to another obstacle. We're going to do is ask another job specific question, or interesting job specific form. That's going to be that's something that's about sponsorship. And then, for the first time, probably half that we've ever done here at NYU, we might have to start doing dnqs Just to start catching them. I mean, it's not what we I do, and I wouldn't prefer not to, but we're trying to find any way to kind of filter out these mass applicants
Unknown Speaker 29:53
versus those who have kind of coming through. And luckily, we are capturing the legit ones who are not using that.
Unknown Speaker 30:00
Service, but we're afraid we're gonna lose it. We are gonna lose a bunch in falling through the cracks. I've got the pet I have some really dedicated recruiters, but, I mean, they can only hold out for so long.
Unknown Speaker 30:11
I appreciate looking into it. Yeah, I really appreciate looking into it. I'll let I'll contact you directly if I hear anything back from this other group. So thank you. Yep, Greg. This is Angela, and we, we've had a similar situation where, you know, our our positions are pretty niche, and so we aren't getting a ton of applicants, but we posted an associate data engineer that was remote, and we had over, you know, 3000 candidates in a very, very short time that also were ineligible due to other factors, or location or deemed export requirements, things like that. I'll be taking a second look at that to see if there's anything
Unknown Speaker 30:49
looks suspicious. But I thought it was really just the market and things being so unique in that specific role, being more desirable and entry level, that's what I'm hoping. That's what I was kind of hoping initially, but I noticed that what, really what I did notice is almost all of them that are coming, they definitely sponsorship. They're trying to find a polite way of saying this, because we're gonna record it. They're all from a certain country and region, like we could tell, and they're all, they're all using Gmail, and of course, I don't want to obviously block Gmail, because that's just a major email domain for applicants. But, you know, phone numbers, names, even they're different, they're definitely unique. And again, I mean, that can be you can also build that in as well with the bot. But the resumes we started looking at, digging into the actual resumes, they're structurally different. There. There's key information. They're they're not identical. Even the cover letters are different because we're using cover letter specific guy forms. So there's a lot of legit things happening. How they're doing this in math, I don't know, but it sounds like a pretty sophisticated operation going on.
Unknown Speaker 31:55
Alicia, does that work?
Unknown Speaker 31:58
No, no. I heard this second hand
Unknown Speaker 32:01
to Paul's question, I'm wondering if the directions were more on the job posting to include banana on your resume or something if you are AI to try to filter that out. I don't know if it's actually working. I just heard from another job seeker that they've seen a job posting include that. I mean, interesting, kind of curious. I mean, I type in banana, or, you know, forces a, you know, to solve a math problem, and,
Unknown Speaker 32:27
you know, but intentionally ask them to choose the wrong answer. Like, I'm curious to see if you know something like that. And Greg, can you confirm you did not opt out of the H CAPTCHA system? Is that correct? Didn't and, but just funny mentioned, I actually did ask the engineer. I was like, just in case it's not, go ahead, enable it. You're my full permission do whatever it needs to take. They did confirm it's, it's been enabled. It's what they claimed.
Unknown Speaker 32:52
You know. So again, I'm not blaming I Sims, you know. You know, I feel like this is going to be, you know, the wave for the future. You know, it's going to be escalating battles. We they're going to adapt. We're going to adapt, and it's just going to be how it is for the at least the next few years.
Unknown Speaker 33:08
Absolutely.
Unknown Speaker 33:10
Yeah, I posted an article in the chat. There are known it was in Wired there are known, like server laptop farms in North Korea that are doing this type of apply for the sake of getting company's IP. And that's actually something that's been known for probably about a year and a half now that those types of things are going on. So might be something to read is just some information on what could be happening.
Unknown Speaker 33:36
There's laptop firms where people are just each individual laptop is is going out and applying to different jobs. So yeah, isn't the end game here to get, get a company to send a laptop to them or something like that, so that they can wear, yeah? Yeah, wow, yep. It's a hack front door.
Unknown Speaker 33:54
Craziness, yeah. Craziness. All right, well, thanks for bringing that up, Greg. All right. We got another 15 minutes. The floor is open. Who else has a question today? A question
Unknown Speaker 34:05
today? I just wanted to piggyback off of Greg's question about like, when we were talking about jail blocking. I did get some good information about that from tech support, and I just posted it on the site if anyone is interested, since there wasn't that much in the relief notes,
Unknown Speaker 34:21
great. Thank you.
Unknown Speaker 34:24
Ah, look at that. Okay, thanks
Unknown Speaker 34:35
for that. Ariel, that's very helpful.
Unknown Speaker 34:38
All right, who else has question? I floor is open. No question too big or small. You.
Unknown Speaker 35:01
Lee, how are things going? Lee Warren, you're relatively new to this community. I believe.
Unknown Speaker 35:10
I am. I Sorry, it took me a minute to get get off mute. It's okay. No problem. Yeah, I am. I just wanted to kind of check it out. I often can't make it. Is part of the problem. I often sign up and and can't end up making it, but
Unknown Speaker 35:24
good. I'm just kind of figuring out what the calls are all about. And I don't have any immediate questions, but I'm sure I will in time, if I if I'm able to continue. So thank you for checking. Great. No problem. Welcome.
Unknown Speaker 35:41
Love to ask the community here, you know, as far as you know, system admins and all of that across the community, are any of you leveraging like a formalized training process for your system administrators, or even your new system admins? You know, like a process to formalize the position or the role, or, again, you know, kind of educate your system admins. The reason I ask the question is, I see a large number of customers that kind of see someone that's good with computers or good with it, or what have, you know, like, hey, why don't you wear that, that system admin hat, you know, and there's not necessarily a formalized process or education path created for
Unknown Speaker 36:25
for the position, I guess,
Unknown Speaker 36:36
Rob, our team does weekly calls. We do an hour and a half a week specifically focused on system admin duties and dashboards and reporting and just getting our team better acclimated as system admins and cleaning things up and making sure that they can support that and learn more. It's not entirely structured. We'll come up with topics and go through it. But it's, it's more kind of information sharing and just awareness, okay, you know. And that's the thing is, like, I feel like the power of a system admin, you know, is, is really kind of underrated in that aspect. Whereas, whereas, you know, the system admin could really become, you know, the position of, you know, a talent acquisition systems and strategy professional, you know, when you kind of, like, look at all of the things that a system admin touches and how they can impact, you know, the ROI of, of what your organization does, just by, you know, understanding and having that educational pathway, if you will. Of like, I'm getting certified in ATS, I'm getting certified in recruitment, marketing and understanding, you know, all the different levers that someone might pull to, again, dial in your process, right? Saving money, saving time, you know, and again, kind of having great processes for your organization. So I just thought I'd throw that out there. It's kind of a left field question. But again, you know, like, I feel like there's a big opportunity here. Yeah, absolutely, get everybody raises as well, because, again, the value of what this person, or persons at each organization can do could bring so much value to the organization. Well, I think we're on the same page there. Like I've always, always felt like a core thing that this community can offer is the ability to elevate the profession and the perception of what's possible with skill system administration. I love that term that you use, Robbie, talent acquisition, strategic solutions, professionals. That was that the term systems and strategy professional systems. It's really a focus on systems, but it's also the strategy, the talent acquisition strategy, because there's many times silos where it's like, we're doing systems over here and talent acquisitions, doing strategy over here, but combining the two and bringing that person together. You know, that system admin kind of sits between talent acquisition HRIS and the overall CHRO that's got that overall vision of, hey, this year, we're trying to reduce time to fill, or we're trying to, you know, increase our, you know, our overall impact of four employees. Or, you know, again, you know, like reducing turnover, right? 90 day turnover. Those are always those things, but again, kind of bringing it all together,
Unknown Speaker 39:14
yeah. And I think at the the low end of the spectrum, the perception is that this, the person running items, is just doing tech support, right? And that's where you see leaders really not understand how to get value out of items at all, right? They just got somebody sort of answering, answering tickets and making light configurations. But as we know, there's so so much more as possible with all the data in the system and all the configurability. But to top it off, Vivi you know, I've talked about this a lot. This, this profession is often something that folks kind of chance into or stumble into, or it was certainly the case with me. I just got like, an ISO implementation dropped to my lap, right? And so there's, like, some core things, and I'll give a shout out to to our data hygiene, course. So if you're not aware, Vivian, we're Are we all good to go?
Unknown Speaker 40:00
I have one update to make to chapter two, but, yeah, we can, it's, it's up and running. Okay, so, so in the this is our first full fledged course. We've got isims database hygiene, and this is about,
Unknown Speaker 40:15
I think, four hours of me and Vivian just talking about data hygiene, which is a subject that is so core. This is a, this is a free course for for all of our paid members, it's included in your membership. And I learned a ton about this. I really did. Database hygiene is so core. And Greg, I know that you, you actually got formal IT training, in your education journey, but I find that that is pretty, pretty uncommon, right? A lot of folks end up in this profession without having come through a conventional it educational path. So I really encourage folks to check out that data, hygiene. Course, it is fascinating. And like I said, I learned a ton of stuff too.
Unknown Speaker 40:57
Yeah, Rob, thank you for bringing that up. I think that's really I think it's really critical for for success, not just with items, but, you know, in our in our careers, doing this role. And it just stretches way beyond isims too. It touches on integrations and automation, analytics and AI and all, all of this fun stuff. Yeah, it's taking it away from transactional things like order taking, if you will, and really turning it into the strategy. And you know what? What you can elevate your organization into, and really kind of move the needle, you know? Yeah, I love that you bring this up. I literally, literally just yesterday, had a conversation with my leader and said, We need to reevaluate our job descriptions over here, because what we're titled is not what we're doing, right? It's so much more. And I think every time with my leader, she's just like, oh my goodness, I had no idea you guys did all that. Yeah, that's what we do, right? We're strategists, we're analysts, we're like, we're doing all of it, yeah,
Unknown Speaker 41:56
yeah, but I did write down your title, Rob, so
Unknown Speaker 42:01
it's funny.
Unknown Speaker 42:03
I was going to comment now, Rob, this is me again, but I we were a very tiny team, and we are the user admins, and we are the recruiters, and we are, we do all of it. So I want you. I was like, Can some of you come talk to my team? Because I've been saying, like, it's this full time job to be kind of the user admin of items, and we can't do nearly what we need to do.
Unknown Speaker 42:27
So anyway, it was, it's nice to hear that others kind of are in that boat and feeling the same way. And maybe we can have people rally
Unknown Speaker 42:35
together across many organizations. You know, I mean, I talked to so many different customers all the time, and I was in that seat myself as a customer myself, you know. And I remember when, you know, after we did our first optimization, my VP pulled me aside, and he's like, Rob, we did phenomenal things with this. And he's like, I feel like this is a full time role that you could do, but what do we call it? You know? So again, just kind of going back into what I'm seeing now as as a member of isims, and I talk to so many customers, you know, and I see it over and over and over again where there's new system admins, but, like, what kind of training have you done yet? You know? What are you certified in? Like, well, I just kind of got the role they gave me, the system admin. I've got this user admin login group, and they just told me to go and I'm like, Oh, that's really scary. You know, I can't count the number of times I'd get customers and implementation. They're like, I'm a recruiter. That's my day job. And I'd be like, Have you ever touched a system before? No,
Unknown Speaker 43:34
so yeah, the accidental admin is so, so prevalent in our profession that's I actually posted something on LinkedIn about it a couple months ago. I think, Amy, you commented that I was telling your life story.
Unknown Speaker 43:50
Yeah. Well, not I will. I will tease that we're actually working on a certification course in a book. So this is anticipated launch of q4 this is a big project, obviously, so we want this to be something that is really juicy and useful and collaborative and cohort based. But now in the process, Vivian has been writing the curriculum for this in the book for this, and we're now to process the weekly basis of reviewing that, and that will then become the structure for for more course material. So coming soon, we'll keep you posted. Data hygiene course is really the first step in that direction, so please check that out.
Unknown Speaker 44:29
So Townsend had a question. He said, Anyone have tips on what type of job title to look for in order to purposely become an accidental admin?
Unknown Speaker 44:39
Interesting, what job titles are we seeing? Paul, I know you, you frequently comb the the the listings to see what's what's going on out there.
Unknown Speaker 44:51
I mean, to become an accidental admin. I think that usually comes from like right, either the recruiter seat or like, right, uh.
Unknown Speaker 45:00
For me, it happened in a
Unknown Speaker 45:03
coordinator role, recruiting coordinator, I think, or something like that.
Unknown Speaker 45:10
Interesting, because I talked to some folks, and there was someone in the in this meeting earlier who actually is looking for a new role, and job seekers can't seem to find the jobs. Yet, a lot of the clients that I talk to can't find a candidate. So I think maybe part of the problem is we're all calling it something different and and we're not connecting the talent. So we have to fix this.
Unknown Speaker 45:36
Yeah, it's professionally. When I was laid off at isims and started looking for this role. The titles were all over the place, yeah, no consistency in the way this particular type of role is, is, yeah, did yeah? Well, HR, technology is not as mature profession as it classic it, right? The career path thing is, I think, is a lot more ambiguous. So I hope we can move the needle on that.
Unknown Speaker 46:01
All right, we're coming up on time. I want to thank everybody. Rob, shout out. Thank you for being here today and sharing your insights. Hope everybody has a restful and restorative weekend. We'll see you again here next week, same time, same place.