iCIMS Hacks: Vendor Data, Merging Risks & Interview Fixes (7/25/25)

Vendor data boundaries, deskless worker strategies, and interview scheduling workarounds—this week’s iCIMS community session was packed with insights. Plus, Vivian shares why merging candidate profiles could put you at compliance risk.

Listen in for tips from real iCIMS system admins.

https://systemadmininsights.com/

Transcript

00:00 All right, folks 00:01 Alex: are coming in. Good to see everybody here today. 00:11 Alex: Hi, Cherie. How are you 00:13 Shuree Sockel: doing? Doing well, thanks. Great. 00:29 Alex: We'll give it just 30 more seconds, then we'll get started. Oops. All right, let's go ahead and get started. Welcome everybody to System Abin Insights. 00:50 Alex: It's always great to see you here. This is a highlight of our week, and, uh, looking forward to great conversation today. 00:57 Alex: We'll start off with some gratitude. Today, let's see, I'm grateful to Cheryl. Is she here on the call? She's not, but she dropped a, uh, really interesting article in general discussion space in SAI about the ephemeral nature of, uh, of privacy agreements. 01:15 Alex: This is an interesting read, and I think an important one. Everybody knows that I'm super into AI, but, uh, it was recently a situation where a judge basically said that, uh, the, uh, agreement that ChatGPT has with its users, uhm, is not binding, and the federal judge ordered OpenAI to preserve all 01:36 Alex: ChatGPT user logs, including temporary chats and API requests. Even if users opted, yeah, I see Vivian's face. Yeah, right? Even if users opted out of training and data sharing, the court did not allow oral argument before issuing this decision. 01:55 Alex: Not quite. Yeah, yeah, not great at all. So, um, yeah, check that article out. It's good for us to be aware of this stuff and to keep tabs on how these things develop, um, both personally and from a business perspective. 02:09 Alex: Um, and they mentioned a couple of other cases where companies had made assurances of privacy and not retaining data, and then they were acquired, for example, by a company that didn't feel the same way and gave customers, like, a teeny-tiny window Boom. 02:24 Alex: To, uh, to download all their data and, uh, assure its privacy, and of course, did most customers do that? I imagine they did not, right? 02:32 Alex: So, um, you know, I like to mix cautious optimism with a realistic and healthy skepticism. And I appreciate Cheryl sharing that because she is often, uh, uh, voiced very reasonable caution as we get to learn and know about these new tools. 02:48 Alex: All right, let's see what we have in chat. Vivian said working somewhere that encourages personal growth. All right, Caitlin says collaborative teammates. 02:55 Alex: Angela says grateful to have an exceptional team that is always a great feeling. I can say from personal and professional experience. 03:02 Alex: What else do we have to hit today? Tanya says this group. Thank you so much, Tanya. Likewise. Okay, let's go to the next slide. 03:12 Alex: A reminder that we are recording the session, and we will post the session recording to Circle, Spotify, and select sessions to our YouTube channel. 03:20 Alex: The transcript is incorporated into the Circle chatbot to enrich the chatbot's responses. The agenda today, we will do a quick networking breakout for five minutes of two to three people. 03:33 Alex: Caitlin, are you preparing that? Yes, okay, fantastic. Then we'll go to members of questions, do some announcements, and then general questions. 03:41 Alex: And at the end of this, if you'd like to stick around and share some nugget of something that you learned today, we'd like to make a little recap video that we share on LinkedIn so that folks can. 03:52 Alex: See some of the great conversations that are going on here. All right. Next slide, please. Upcoming topics. So today is general questions. 04:04 Alex: Next week will be a now, you know, with the subject TBD, and we've got a couple of TBDs. We didn't have a secret candidate sign up this month, so that is a service that we can provide for any of our paid members. 04:17 Alex: If you would like a free candidate experience analysis performed by your fellow SAI members, just let us know. We have room to do one next month now, and we would love to do that for you and your company. 04:31 Alex: On the 22nd, we are doing a live SAI from the New York Union Hospital. We University campus. Graeme Mendez has been very gracious to host us. 04:41 Alex: It will be a hybrid meeting, so you can still attend the meeting via Zoom. But if you're in the New York metro area and you'd like to come in, we are not just doing that, but we're also doing a brunch that we do every at 10 a.m. 04:52 Alex: So you can join the entire IRD team and other SAI members to get some good food and get to know each other a little bit better. 04:59 Alex: We are also doing a TA Tech meetup, which is not on this agenda, but the TA Tech meetup it. Me too. 05:04 Alex: The meetup is also in New York City. That is August 7th in the evening. So August 7th from 6 to 8 p.m., a happy hour sort of environment. 05:13 Alex: I think we have a venue locked down. It's called Whiskey Roxy. It's three blocks south of Union Square. I hit the pavement myself and vetted five or six different venues, and this one's really nice. 05:24 Alex: It's got a little private room and a really welcoming atmosphere. So if you're in the area, we'd love to see you there. 05:31 Alex: And then 8.29, we're scheduled to do a secret candidate. If anybody would like to sign up for that, please let us know. 05:36 Alex: Next slide, please. This week on our leaderboard, Cheryl is at the top followed by Greg, followed by Cherie. Greg, you get the dancing parrot for climbing back up into the top three. 05:48 Alex: Congratulations. Next slide, please. And then we already talked about some of these upcoming events, but you can find them in circle. 05:55 Alex: So if you go to the events tab in circle, even if you are an unpaid member, you still have access to certain of our events. 06:02 Alex: Paid members have access to the full suite of events, which includes office hours with the IRD team. Next slide, please. 06:11 Alex: Okay, that's it. So Caitlin, are you ready to launch us out into some networking breakouts? This is an opportunity just to say hi, introduce yourself. 06:19 Alex: Uh, one thing that, uh, that, that, that you're thinking about relating to ISIMS or, uh, a quick challenge or, uh, a quick win that you'd like to share with whoever you end up in that group with. 06:30 Alex: Caitlin, if you're ready to go. Okay, so they put it, they put it in the waiting room. Actually, they put mine in the waiting room and yours came right back into the session. 07:06 Alex: Who knows why. Okay, great. Um, I'm gonna go join, uh, room number, You 07:12 Kaitlyn Faile: can 07:12 Alex: go to four. Okay, bye. All 09:03 Angela Biehl: right. 12:41 Alex: Welcome back, everybody. For the first time ever, I actually remembered to unmute myself before talking, coming out of breakout. I'm so proud. 12:48 Alex: Okay. So we're going to go to, uh, general questions. I'm in the iSim space here. We're going to click live call questions and we have Sheree. 12:58 Alex: Talk about your question here. 13:00 Shuree Sockel: Sure. I, uhm, posted on here to get some general feedback about how much data we feel comfortable sharing with vendors. 13:14 Shuree Sockel: and historically we've had provide LinkedIn and Indeed with, with the number of hires that we attribute to them. And they generally think that they attribute a lot more hires and where we have the conversations is, well, what's your definition of a quality application or a hire that's truly attributed 13:39 Shuree Sockel: to your source? And now we've been hearing more about what kind of feeds will be accepted? What amount of data do we have to provide, even providing, uhm, where candidates are in the process? 13:56 Shuree Sockel: So if they've been interviewed and hired and dispositioned, and once we see the dispositioning and the statuses of the candidates, that's where I, I feel like that's crossing the line a little bit. 14:11 Shuree Sockel: So even talking about the chat GPT topic and how things are moving target and the article Call 1-7483 or that I linked in here with some references to the Indeed conference and what they share with their shareholders about their plans for the future. 14:30 Shuree Sockel: And they want, you know, they want the data they want all the data and I know that all data is, is, money and I'm, I'm trying to figure out what is going to happen in the future with how they're connecting to our ATSs or how much data they will require when we are partnering with them. 14:52 Shuree Sockel: And. And if they're just pushing the envelope. So we've, we've had, um, conversations in the past about like the LinkedIn connector and, you know, they'll magically put all of your LinkedIn data into the ATS, but actually they get to see all your data and there's not a limitation of how far back can 15:10 Shuree Sockel: you go? Can we leave out Europe? Which we've never agreed to or felt comfortable with, and when we pressed them for more information about, well, who's responsible for all of this, they're like, well, you are, of course. 15:24 Shuree Sockel: Uhm, you're, you're responsible for anything that would happen. So I just wanted to ask some questions. There were a few, uhm, conversation comments that were put on here about just making sure that it's anonymized. 15:37 Shuree Sockel: I totally understand. I totally agree with, uhm, and that we control, control the information giving, and that's what we believe too, is that if we control it, we know what we're giving, we give numbers that we're confident in. 15:51 Shuree Sockel: Uhm, how comfortable are we with that, and how are they use that, using that information to try to say, well, we can, you know, I want more of your money, and here's what you can be doing differently, or let me take your data, and how could we use it as a vendor? 16:04 Shuree Sockel: And sell it, or monetize it in other ways. I just think it's getting to be a bigger, bigger topic, uhm, so I wanted to get some feedback. 16:17 Angela Biehl: I love that you brought this up, Sheree. Like, the very first conversation I had with our rep about the LinkedIn, uh, auto-apply and the Apply Network, uh, had some very direct questions that were not able to be answered. 16:32 Angela Biehl: Uhm, and there's a lot of questions about this, and I think we're all seeing where we're getting inundated with applicants, and the more that happens, the more you have to do direct outreach to really find the right people for your positions. 16:46 Angela Biehl: The real 16:46 Shuree Sockel: ones. 16:47 Angela Biehl: Right, and these types of resources become less valuable, right? And I think they're trying to get as much data as they can. 16:56 Angela Biehl: The other piece of this is, you know, if you're a government contractor, if you're tracking disposition data, you want that to be as accurate as possible, right? 17:04 Angela Biehl: And that may not be what you actually want to share. With, with third parties. So, uh, we, we are not currently utilizing these. 17:12 Angela Biehl: Um, I love that you brought this up. I don't know what the right answer is, but I'm glad to see this group talking about it. 17:21 Alex: Vivian, what are your thoughts? You, you track these issues closely. 17:28 Vivian Larsen: So, my, my biggest frustration with these kinds of issues is that clients, customers, literally have no recourse. You either use it or you don't. 17:39 Vivian Larsen: And there's, it's a binary equation. There's no, there's no way out of it. And it's the same with any privacy policy issue. 17:47 Vivian Larsen: Like, there've been a lot of Easter eggs hidden, like doorbells. DoorDash has some really crazy Easter eggs hidden in their privacy policies, like liability issues. 17:56 Vivian Larsen: If somebody gets hurt on your property, DoorDash is completely absolved from it. It's a fun one. Look it up. I mean, this is, this is one of those places where legislation is not caught up with the landscape of data privacy in the United States specifically, but you are in non-compliance with a lot of 18:16 Vivian Larsen: the EU's data privacy laws if you agree to this, because the data that they're asking you for is in complete violation to GDPR and CCPA and a bunch of other things. 18:28 Vivian Larsen: So, I mean, your only recourse at this point is to not use LinkedIn in this format, or use any of the integration tools. 18:35 Vivian Larsen: And that's terrible, but it's the only option. 18:42 Shuree Sockel: Yep. We've talked about it a little bit, uhm, in our office and with some of our department leaders. Um, and we don't, we don't use any syncing or integration like with, with either one of them or really any other vendor that we're working with. 19:02 Shuree Sockel: And I, I said it could go come to a point where a vendor like Indeed could say, it's our way or no way. 19:10 Shuree Sockel: If you don't do this, your jobs won't be here. And, and they said, then we won't use them. So I think, I mean, and there are significant. 19:19 Shuree Sockel: Source for pretty much everybody, I think, including us, but that's the message that I think vendors might need to hear is that you could really scare off a lot of vendors. 19:33 Shuree Sockel: A million dollar 19:34 Alex: customers 19:35 Shuree Sockel: by having this stance. 19:37 Vivian Larsen: We'll 19:37 Shuree Sockel: take our money and run. Monster 19:38 Vivian Larsen: CareerBuilder just went bankrupt and go back five, six years. Monster and CareerBuilder were the beasts, not indeed. So the industry has proven that it's cyclical. 19:48 Vivian Larsen: But if big enough pressure on them to adhere to the fact that companies need to be legally adhering to laws and can't agree to this kind of data, uhm, mining and data sharing is, is a big enough issue, they will back off. 20:03 Vivian Larsen: But there needs to be some kind of organized response to that from a, a purchasing perspective. So LinkedIn, start talking on LinkedIn about how this doesn't work and it's not legal and you can't do it. 20:16 Alex: That's I'm trying to, I was trying to find this article. I can't find it. Some prominent influencer recently was publicly speculating in response to the monster, uh, bankruptcy. 20:24 Alex: They, they were publicly speculating, speculating about indeed starting to falter and perhaps being headed for a similar fate. So, yeah, I can't, I can't remember who it was, but I'll see if I can find it. 20:40 Alex: Oh, great community empowerment and awareness, right. And group advocacy. So. Yeah, let's keep this conversation going. Thank you for raising that, Cherie. 20:49 Shuree Sockel: Thank you. 20:51 Alex: All right. Next, Liam, are you on the call? 20:58 Nathan Rehder: Hi, sorry, Liam's not on the call today. I am his intern this summer, so I'm here to kind of speak on his behalf. 21:04 Alex: Oh, okay, cool. What's your name? 21:06 Nathan Rehder: Nathan. 21:06 Alex: Hi, Nathan. How you doing? 21:08 Nathan Rehder: Good. How are you? 21:09 Alex: Great. So are you, do you have your hands on ISIMs over there? 21:12 Nathan Rehder: Yes. Yeah. I've been working with ISIMs for the past few months and we had a project come our way with kind of leveraging Power BI reports on our ISIMs 21:20 Alex: dashboard. 21:21 Nathan Rehder: And so we currently we're using Snowflake as our database and we're looking to switch over to SQL. I was kind of hoping if you had any insights, whether which would be more effective, anything that kind of information. 21:37 Alex: Snowflake versus SQL. 21:39 Nathan Rehder: Correct. 21:39 Alex: Got it. I can tell you how to embed Power BI in ISIMs. I can't tell you about Snowflake versus SQL. 21:45 Alex: Does anybody know about that? Greg, can I pester you? 21:56 Greg Mendez: Sure. Uh, so, if you're looking at something like, uh, Snowflake versus a, just a separate instance of SQL. Uh, I think it's kind of a little bit like an apples and orange scenario. 22:11 Greg Mendez: If you're going to host, if you're definitely hosting the instance of, of your SQL on your own prem, on your own premise, or maybe some, some other cloud, you get a lot more flexibility. 22:19 Greg Mendez: You're, you're going to be able to control everything. Um, the one thing you do get with Snowflake is you're, you're, you're getting Amazon's backed up service. 22:29 Greg Mendez: It is initially kind of expensive. Again, it depends on how much data you're going to be coming. You know, how many data calls, how much data you're going to be calling in and out. 22:36 Greg Mendez: Um, but, uh, what, what our, our IT people have done when they've actually set up their, the various Snowflake instances for whichever project they're working on, could be ISIMs related, could be a non-ISIMs related project. 22:48 Greg Mendez: They're able to, what you're getting is you're able to plug in a lot easier and you can expand much faster with Snowflake. 22:54 Greg Mendez: Um, with your own dedicated SQL, it's all you, you know, unless you were, again, to work with a provider somewhere else. 23:03 Greg Mendez: And you're back into that same boat. If you're going to have a provider, then you might as well go with, you know, uhm, Azure or go with, or go with Snowflake. 23:11 Greg Mendez: If you're wanting to kind of compare and say, well, we want to compare Snowflake with another provider, it's probably closer to compare them with like someone like Azure as an example, uhm, or someone else and see what services are offering in terms of data, data redundancy, cutover, uhm, the warehouse 23:28 Greg Mendez: ease of use going back in, you know, the cost, not just in storage, but also in, in transit and making sure that data is secure. 23:36 Greg Mendez: If you are working with that in your own SQL instance, you have to, you and your team have to take that into consideration. 23:43 Greg Mendez: You can work with other vendors to kind of help fill the gaps, but if you're going to go to, if you're going to end up with a hodgepodge of, of solutions, you might, it just might be easier to maintain and cheaper and longer to go with one vendor to store your data. 23:56 Greg Mendez: Uh, and then just go to the call. So again, it depends what you're looking to do. If you're trying something small, SQL is a really good place to start small. 24:03 Greg Mendez: And then when you think you've gotten big enough, or you think that you've definitely need a bit more on the redundancy range and expansion, um, security and some, and the ability to also plug in with various Snowflake cloud apps that they have, then, or Azure as well, you get 24:17 Nathan Rehder: that. Of 24:18 Greg Mendez: course with Azure, you're plugging in, of course, with AI and all the other solutions, Snowflake has similar solutions. So there's a lot of architects out there who can, and they're pretty good at consulting, both offer some relatively cheap, or I say relatively speaking, entrance prices and plans. 24:36 Greg Mendez: Both offer really cool elast-, we call it elasticity, so that, you know, you can, you can, you know, you can handle denial of service attacks, you can, you can quickly expand your data, uhm, but again, they're not the only service provider out there, so if you're, if you're, if the price tag or features 24:51 Greg Mendez: you're seeing are not what you want, definitely you can shop around, and there are plenty, they'll plenty will work with you on that. 24:57 Greg Mendez: But still, they're not the only service provider there. So thank you Thank having me. Thank this show, and you so much opportunity to And to the people who've been helping me a lot. 25:11 Greg Mendez: is that it's, I. So it really doesn't matter if you're bringing in the data from X database, you're bringing in from, uh, from just, you know, an API, it's, it's, you're going to be able to pull it in. 25:23 Greg Mendez: So it's just really a question of where do you feel, where does you and the client feel the most comfortable? 25:27 Greg Mendez: Putting it and why, why, why did they choose Snowflake initially? Why they want to move away from it. 25:33 Nathan Rehder: Gotcha. Yeah. Thank you. 25:34 Greg Mendez: Sure. 25:37 Alex: Correct. That was incredibly thorough. Thank you. Yeah. Any other thoughts on that from the group? Okay. Thanks for the question. 25:47 Alex: We're going to go back to our live call questions. Next up is Tanya. Tanya, are you here? 25:57 Tawnya Fairchild: Yes, I'm here. 25:59 Alex: Hi, Tanya. Go ahead. 26:00 Tawnya Fairchild: All right. So huge shout out to Cheryl and Greg for helping me through this one. This morning because I was feeling insanely frustrated, um, so with the system release. 26:09 Tawnya Fairchild: Now, if you're a system admin trying to log in as somebody else, it will require a multi-factor authentication and the release notes. 26:18 Tawnya Fairchild: And the screen that you're looking at doesn't really identify, are they asking for your multi-factor authentication or the user you're trying to log into? 26:29 Tawnya Fairchild: Cheryl and Greg confirmed that they're asking for your, uhm, multi-factor authentication. But I had a couple conversations with TSEs who didn't point that out, the release notes aren't super clear. 26:40 Tawnya Fairchild: Uhm, so I've put in a request to my account manager to maybe get some additional information added into those release notes. 26:47 Tawnya Fairchild: So it's abundantly clear because the people I was trying to log in as would not have reacted well. But they got a request, so I was like, not even going to test that option out. 26:58 Tawnya Fairchild: So hopefully we'll get some clarity added in there to avoid confusion for future system admins. 27:08 Kaitlyn Faile: That also surprised me recently as well. I reached out to the team immediately and was like, hey, is anybody else seeing this? 27:14 Kaitlyn Faile: And then we all were. So I very much had the same reaction of like, wait, I don't want to do this, but I need to actually see what this person is seeing. 27:22 Kaitlyn Faile: So I'm excited to see. If you can get something productive out of that. 27:27 Tawnya Fairchild: Yeah. So, um, Greg and Cheryl said they both, um, were able to, like when they sent it, it was sending it to their, or, well, Greg used a single sign on, but Cheryl said that, um, it was sending it to her. 27:40 Tawnya Fairchild: For a two-factor authentication. And then I tested it as, um, my backup admin today, just to make sure, and that it's accurate, it got sent to me, so that was great. 27:52 Tawnya Fairchild: Um, but yeah, I was sitting there going, this is so counterintuitive to having a login as option as a system admin. 27:58 Tawnya Fairchild: Like, this doesn't make sense, so there's something missing. So, I appreciate that we were able to get it sorted out this morning. 28:04 Tawnya Fairchild: All 28:06 Kaitlyn Faile: right, 28:08 Alex: thank you for the question. Craig, I just noticed that you said you also manage an LMS. Which one? Thank you. 28:18 Greg Mendez: We use a smaller vendor named Absorb. 28:22 Alex: Absorb, okay. 28:23 Greg Mendez: They, but they, they also, uhm, we have a login as functionality. And, uh, the, they also, but they also log that. 28:33 Greg Mendez: So, just in case, because I think that's something I think iSIMS is concerned about. It's one of the things that we're concerned about and rightfully so. 28:40 Greg Mendez: Uh, but I think, uh, that can, that can, and I'm actually surprised they don't document that when a user admin does something as an action, as that particular person they log in as, that it's not always logged in. 28:54 Greg Mendez: That way. So maybe it's changed in the last few days, 28:56 Alex: but I remember 28:57 Greg Mendez: a couple of weeks when I was looking at the log I did, if I was to take that action as a user with me logged in, I didn't see it listed as impersonated by or log or while Greg was logged in as, uh, the. 29:09 Greg Mendez: That I'd have to double check if that changed in the last few days, that behavior, because that would, that would address some concerns, especially those of us who have to do, like, government contractors. 29:18 Greg Mendez: So, that vendor does that. I mention that only because that's what that vendor does for a course of action, regardless. 29:23 Greg Mendez: Uh, if you single sign on, or, corporate single sign on, or if you're logging in directly to their platform. 29:30 Alex: Rob, do you have any insight there? On user activity logs? 29:34 Rob Bursee: Unfortunately, I don't 29:35 Alex: know. Okay. Alright. Thank you for the question. Caitlin, are you ready to spin the wheel of yum? Alright, so I'll let, I'll let Caitlin take over the screen share here. 29:48 Alex: This has become a weekly tradition now. Uh, I don't think you can win more, more than once. Per month, this spin the wheel of yum includes everybody on the participant list and it is officially audited by Ernst & Young. 30:05 Alex: Just kidding. Alright. Alright, spin that wheel. Round and round it goes. And it looks like Michelle. Michelle, congratulations. 30:21 Michelle Braunschweig: So exciting. You are the recipient. Of a $24, 30:25 Alex: $25 DoorDash gift card. Uh, hope you enjoy it. And, uhm, hope you read their privacy disclosures. Apparently that's an issue. 30:32 Alex: So Cheryl ruined ChatGPT for me. And then Vivian ruined DoorDash for me. What else are we going to read? I'm 30:37 Vivian Larsen: going to give you a list of my personal tech stack 30:43 Alex: and you can just sort of advise me on what I've said. 30:47 Vivian Larsen: Don't use anything. Don't 30:49 Alex: use anything. Great. Lunatism. Let's do it. Let's move to the forest and write our manifestos. Okay. Alright. So now the floor is open to general questions. 30:58 Alex: Who has a question today for the group? No question. Too small. Please 31:05 mhale: go ahead. Yes. So, my name is Michelle. I'm with Empirical Foods. So, I was talking to Vivian and Cordell on the breakout. 31:14 mhale: We, my team and I have just with the summer release, we were very excited about the updates they made to the new interview module. 31:21 mhale: And so, we've started to use it. And we've quickly. Realized if you're trying to schedule an on-site interview, it does not allow you anymore to put a conference room in. 31:31 mhale: So, that was kind of stumped us like, so I reached out to Isons and they're like. Yes, we're well aware of it and there's some chatter out there about it. 31:42 mhale: So, you know, maybe it will be in a future update. So, I am just asking the larger group if anyone's using it, how are they getting around this? 31:50 mhale: I 31:52 Angela Biehl: can share something about that, Michelle. Our team actually uses conference rooms as interviewers because we schedule based on the availability in that room, the same way we do for interviewers. 32:05 Angela Biehl: So you could put your conference rooms as contacts instead of locations, and you'd be able to schedule them the same way. 32:14 Angela Biehl: It may not show up the same way in the invitation, in terms of the location. We've struggled with that in some cases, and honestly, I haven't tested this this week since the update came up. 32:26 Angela Biehl: Um, sometimes you have to go into kind of the scheduling to be able to see. The conference room if it's not listed in the location, so I would test that, but it is a workaround you could use in the meantime, while they're working that out. 32:39 mhale: Okay, so you're setting a profile up for them in ISOMS and then on the. Interview scheduler. You're scheduling them as an 32:47 Angela Biehl: interviewer. Yes, we're at it. And that's booking the interview room. Yes. 32:52 mhale: Okay. Yeah, I will give that a try. 32:57 Angela Biehl: Good luck. 32:58 mhale: I just don't want to. Yeah, I mean, it's just kind of awkward. You know, the hiring manager gets an interview. 33:03 mhale: They don't know where to go. Yeah. Yeah. 33:04 Angela Biehl: All 33:06 mhale: right. Well, thank you for 33:07 Angela Biehl: that. The other caveat to that is that it does send an interview feedback. Form to the conference room. It may not matter. 33:13 Angela Biehl: And you do have the ability to cancel those now, but just sure. Yeah, I'm going to guess there's going to be some 33:20 mhale: little nuances to doing a workaround. All 33:23 Angela Biehl: right. Well, thank you. It works really well. Because we need to be able to see the availability of those multiple rooms, so 33:28 mhale: I know it's us as well. 33:30 Angela Biehl: Yes, 33:31 mhale: thank you. 33:33 Alex: Great tip. Any other thoughts on that? Okay, thanks for the question. The floor is open. Josh, is this the first time you've attended a Friday call? 33:50 Joshua Poisson: No, I was here once before. 33:52 Alex: Okay, great. Well, Josh, do you want to say hello and, uh, share what you're doing? 33:58 Joshua Poisson: Sure. Uhm, so, uhm, I, I worked with iSIMS for, uh, the YMCA. Uhm, and I did a lot in iSIMS for them, and I got, uh, a couple of certifications. 34:12 Joshua Poisson: I got intermediate and advanced certification through iSIMS while I was with them. I'm working to raise my son. He's an awesome kid, but very demanding. 34:22 Joshua Poisson: And, uh, now I'm volunteering through Jersey STEM, and I'm trying to, uh, kind of shake off the rust with iSIMS. 34:29 Alex: Got it. Great. Good to see you 34:32 Joshua Poisson: here. 34:33 Alex: Thank you. Josh, are you looking for a full-time position right now? 34:35 Joshua Poisson: Uh, I am, yes. 34:40 Alex: Okay, great. So everybody keep that in mind if you hear of something. Uh, thank you. Josh is in our community and he'd love to hear about it. 34:48 Joshua Poisson: Thank you. 34:48 Alex: Yeah. All right. Floor is open. Who else has a question today? 34:54 mdelarosa: So this is Margaret. I brought up a question In the group about approval process. We had a situation this week where there was a job that was denied and it kept reminding the hiring manager's room hiring manager's manager to you know, sending an email as a notification saying that they still had something 35:15 mdelarosa: in the queue. So, uhm, and then it resulted in having to close the, close the job. And so I had a TA manager that got in trouble from my, let's just say a, a, an executive that has little power about the reminders. 35:37 mdelarosa: Even though the job had been denied, so. And I guess the only solution there is to close it. 35:49 Alex: Any thoughts there from the group? 35:50 Angela Biehl: You could close it or you could get rid of the approval requests, right? That's what we didn't have to do. 35:57 Amanda Trammel: Yeah, even if you close it, those reminders are probably still going to go out, so I would just edit the approval list altogether and clear them out. 36:03 Angela Biehl: Yeah. 36:03 mdelarosa: Okay. 36:04 Alex: Great. Problem solved. All right. The floor is open. Who else has a question? 36:17 Greg Mendez: Greg from NYU. I would love to, uh, with the rele- the new release, that they're going to be releasing geo-blocking, which I think is particularly really interesting and useful, uhm, especially You Especially for our Shanghai office, uh, that's- there's a lot of ways that that can- that can help us, 36:38 Greg Mendez: uhm, address compliance issues. I was wondering, is anybody considering using geo-blocking? And, you know, what challenges or things they'd like about it. 36:50 Greg Mendez: I know it's relatively new. 36:57 Alex: Any geoblockers on the call? 37:06 mdelarosa: I think we're definitely interested in it. Uhm, do you have a separate portal for your international? 37:10 Greg Mendez: Uh, we do. We have several, we have several portals, uh, for, we have a one portal. We have a portal for our US based individuals, applicants, a separate portal for our we called global sites. 37:23 Greg Mendez: These are our international uh, from Europe and all the other, uh, most continents except, uh, Abu Dhabi, our Abu Dhabi and Shanghai locations. 37:32 Greg Mendez: Abu Dhabi and Shanghai have their two, have dedicated portals. So for our Shanghai, uhm, we could, we, we would, the idea would be that we would geo-block, uh, anyone who was originating from, within mainline China, and then from there take certain actions, if nec-, uh, uh, as needed. 37:53 mdelarosa: Okay. I, I, I'm just curious. We have, we don't have a separate portal for international, and I think we're going to have to do that if we want to use this, and there's been some discussion about that. 38:04 mdelarosa: Um, because we've had situations where we've had, um, a multitude of, of, uh, applications, uh, and some that are clearly, uhm, suspect. 38:17 mdelarosa: And so, um, but I think we're going to have to set, we, we haven't done that. We have not separated them out in their own portal, but I think that's the next step. 38:28 Greg Mendez: We originally did it because. Years ago, when we implemented ISIMS, we, uh, each of these different portals have slightly different type of, um, employment applications and employment processes. 38:41 Greg Mendez: So to respect that and just make it a lot cleaner and easier, we. We, we, uh, we, uh, apply those to those individual portals. 38:47 Greg Mendez: And then also the, the nice byproduct of that, it gave those individual areas, the ability to brand accordingly, even if it's just a slight different logo. 38:57 Greg Mendez: That applies to their, their area of the world, that for them makes all the difference. And so we, we kind of, we went with that. 39:04 Greg Mendez: Uh, and that was before, uh, you know, you were able to get portals with just a, you know, paying one time fee and set up, you know. 39:10 Greg Mendez: And by the time you actually had to pay annually for every single portal. Uh, so, you know, now that you have that flexibility these days, that, that, that might help change the equation for quite a few organizations. 39:21 Alex: I had to step away for one second, I'm sorry. 39:32 Alex: Uhm, Greg, go ahead. 39:35 Greg Mendez: Yeah, I was just going to say, well, you know, as we, as we start to kind of looking at geo-blocking, uh, and we're, we're going to probably have to do it sooner than, than later because of our requirements for China. 39:44 Greg Mendez: Well, we could always share back, keep people posted, let them know what, you know, what our experience is. We start going down that, you know, geo-block. 39:50 Greg Mendez: Rabbit hole. 39:53 Alex: Great. Thank you, Greg. 39:56 Greg Mendez: Thank you. 39:59 Alex: Bloor's open. 40:02 mhale: I have another question. Okay. 40:05 Alex: Sure. Go ahead. 40:06 mhale: So ISIMS allows us to merge profiles, and I know they've recently in the summer release updated that as well. I'm curious, though, I know I cannot find anywhere within the profile through an audit trail or what have you that indicates that that profile at any time had been merged. 40:26 mhale: Is anybody aware of anything? How do you, how can you look back and know something was merged? And my, my problem is, is if I have two profiles and let's say Joe applied and the recruiter was working off of that profile and disposition the candidate for, say, lack of experience because their resume wasn't 40:48 mhale: , you know, up-to-date. Then later, he applies again with a different resume. Somebody goes in, they identify him as one candidate and merge. 40:57 mhale: Well, potentially, if his resume gets updated and somebody looks at him, the dispositioning, original dispositioning, doesn't really match with what somebody is seeing. 41:10 mhale: Thoughts? 41:15 Vivian Larsen: My personal advice, uhm, and this is actually in the data hygiene course that I gave, is don't merge profiles. And I know that kind of goes against what everybody is kind of, is, has thought. 41:27 Vivian Larsen: Uhm, but, so, a cautionary tale. Right around 2019, I had a big customer who was international, uhm, and they were running into some issues with GDPR. 41:39 Vivian Larsen: Always goes back to GDPR. Uhm, where, the candidates were saying that they were not being deleted. And, it turned out that they were creating multiple profiles. 41:50 Vivian Larsen: And, they were forgetting which consent they gave. As far as the amount of time that the customer was allowed to keep their profile. 42:02 Vivian Larsen: And, when they merged the profiles. They lost the individual consent requests that were per, per workflow. So, the customer had a really hard time going back and defending that they were following the rule of what the person asked for, from a consent perspective, because the merge kind of eliminated 42:22 Vivian Larsen: some of that clear path of, I applied to job A and I want you to keep my data for one year, I applied to job B and I want you to keep my data for two years. 42:30 Vivian Larsen: So, they had a really hard time defending that. And kind of the outcome of that was the advice the tech support team gave them was don't merge profiles. 42:39 Vivian Larsen: Uhm, merging, because you're purging the profiles. For data anonymously, for the sake of GDPR, you don't have to worry about the merge of the profiles, because now you don't have extra profiles laying, throwing around there. 42:54 Vivian Larsen: And now you can defend, you follow the letter of exactly that. What that candidate requested for that application, for that specific profile that they created. 43:03 Vivian Larsen: So, it's kind of a left field answer to your question, but it's 43:08 mhale: a 43:08 Vivian Larsen: submit that to thought. Right. 43:10 mhale: Sure. Yeah, I mean, it makes life easier for the recruiter, right? Yeah. To get their job done and make sure they're capturing everything they need to, but then the question comes up, it's like, well, now what do we do? 43:25 mhale: Yeah. So we've came across that situation a couple of times. Oh, all right. Well, that's good advice. Thank you. Greg, 43:35 Alex: Greg, you had something to add to that? 43:37 Greg Mendez: You just have a great quick question just based on that. So now, now knowing that, why, I'm sure some developer somewhere has asked that question, like, has this been merged? 43:45 Greg Mendez: Uh, is anyone think, like, could, could, if, if in a scenario in which, you mentioned Vivian earlier, would, if there was a log, record somewhere, it said, was merged on blah, blah, blah, date and time from previous, uh, would that, would that little line indicate that, would that have resolved that? 44:04 Greg Mendez: Or help through troubleshooting or address any of the, uh, privacy concerns or create a flag? 44:10 Vivian Larsen: No, because a lot of the data is stored in person profile fields and gets overwritten. So, because the data is in person profile fields, you can't, unless you find out when that merge happened and then you go back to a different capture of your database prior to that merge, there's no real way for you 44:27 Vivian Larsen: to prove what the person profile field, contained at the time. So yeah, it, it, that's why the ultimate result of that conversation was don't merge profiles. 44:41 Vivian Larsen: It's the best for GDPR purposes. And then Greg, kind of going back to some of the conversation we're having about per job resume and some of the issues some of the university folks have consistently argued about per job resume being an issue. 44:55 Vivian Larsen: The candidates are actually giving you a hand. If they're creating a new profile per job by giving you a per job resume that you can now go back in and look at instead of having the issue of where all the profiles are contained. 45:09 Vivian Larsen: It's messy. It's not ideal. So from a database perspective, absolutely not the way that I would recommend you function, but it solves two problems. 45:17 Vivian Larsen: So. 45:19 Kaitlyn Faile: On the tracking side though, does it no longer say merged with person ID? Is that part of the update? Because I used to be able to see when it was merged. 45:30 Kaitlyn Faile: Are you seeing that? 45:34 Greg Mendez: Like, I would see from the initial record that was merged. That I merged into, I would see that, I would see that, but that does get flagged for purging. 45:44 mhale: So we, I mean, unless we just decide we're not going to, we're not going to purge that record, that, that's a possibility. 45:49 mhale: I think that is typically, those are the, by default, put into a purge folder. 45:52 Greg Mendez: Uh, I guess if ISIMS just gave us the ability, or we remembered as that user admins, go back to that profile that you just did that to, and just maybe put it into a folder, that status that only. 46:04 Greg Mendez: You can see, and then that way the original record won't be visible to everyone, but you could use admin if you, if something came up, a situation like what happened to Vivian, then you could do that. 46:14 Greg Mendez: Yeah. It's just the kind of bet, uh, best. That's the part. But yeah, a nice, another workaround, uh, probably messy, but then at least, you know, this was merged. 46:22 Greg Mendez: Uh, and then you can have that. I, I, I, I would love to say I can, I can do that. 46:28 Greg Mendez: I could, that not to merge, but I think where I'm, I am. I'm having the issue with is that after a while, uh, if you don't have like a really strict data retention policy and, and you're not routinely purging, then your platform is going to slow down as it's happening to us, actually, we're getting into 46:42 Greg Mendez: that experience right now. We're slowing down because simply. Under the weight of the number of applicants. So that, that becomes another, but the whole conversation about data retention and purging, that's a whole different conversation. 46:54 Alex: Well, while, while we're on that subject, I'm going to do a quick plug for. The course that Vivian I created, you can go up to the courses tab inside SAI, and this is available to both free and paid members right now as we're trying, trialing it. 47:07 Alex: We're going to close it off at some point, but we would like as much feedback on this as possible. So we have a number of folks who've already started the course really, really rich conversation. 47:16 Alex: We would love your feedback on the format. So there, there are four segments in here, and then there are quizzes and summaries that go along with it and some prompts for, for reflection. 47:25 Alex: Um, we, we're going to be moving more and more in the direction of creating a course content in this space. 47:32 Alex: So any feedback that you can give for us, uh, particularly around the idea of making it manageable. So if you have any ideas about what would make it more useful for you, please let us know. 47:48 Alex: We would love that feedback. Great. All right. Floor is open for discussion. 48:09 Liam Orr: Hi, 48:09 Alex: Marcus. No question, too big or small. Yes, who's that? 48:11 Liam Orr: Uhm, this is Fernando, but I'm logged in as Liam because, uh, he's off today. I'm his manager. I've been on previous calls, but we're, we're on, we're on the paid subscription. 48:21 Liam Orr: Uhm, so I, the only way to get it, it only let me in it, we're using his name. So I apologize for that. 48:27 Liam Orr: Uhm, so one of the things that I'm challenged with currently is, uhm, internal application. Uhm, we have a population of 30,000 plus employees and the most, most of our employees are deathless workers. 48:43 Liam Orr: And while internally they technically do have, uhm. Like an email address, like an email ID. They don't really, they're not really aware that they have one. 48:53 Liam Orr: It's for the most part. Um, we operate with several different business units, several different brands. Some may be aware it's very, very spotty. 49:01 Liam Orr: And so the challenges. Um, we have an internal portal and we have SSO enabled. And so they have to apply internally. 49:10 Liam Orr: And often our challenges is they don't know how to do that or they're not aware, um, or there's not proper guidance. 49:15 Liam Orr: Which we've tried to provide ways to do it. So like our corporate employees have an easy way of getting in because they have easy access to the intranet. 49:23 Liam Orr: We have links embedded so they can get in and access it and SSO works properly. But for those deskless workers. 49:29 Liam Orr: They have to more or less be on site and, you know, bring their resume in on a, on a, uhm, like on a file and upload it into like a shared kiosk essentially to get that in. 49:41 Liam Orr: But I was wondering if anybody has, has run into this challenge for a large, you know, for high volume type roles that are deathless workers in terms of ways to get them into the system as an internal applicant, because our internal population is loaded into, you to ICEMs, they're all in there, but in 49:58 Liam Orr: terms of accessing it because of the one piece is the communication. Like they don't have access to that email address, but their email address is a tie is tied to their profile. 50:08 Liam Orr: So I'm trying to find a a unique way to solve for this, where our internal population gets in through the internal portal and are identified as internals. 50:15 Liam Orr: Cause oftentimes they apply as an external and then we're merging profiles since we were just on the topic of not merging profiles. 50:21 Liam Orr: So we get a lot of tickets of merging profiles cause they're caught early enough in the process and the further down the workflow they are, it does sort of create more problems on the merging and in workflow issues. 50:33 Liam Orr: So I don't know. We've been trying to solve for it internally, but I'm just seeing if there's any other unique ways people have solved for the internal population that don't necessarily have access to their email to get into the system and apply as an internal. 50:47 Liam Orr: And then once they are in there, they can communication when, when you're going through the process of screening and interviewing, receiving that communication, we do leverage text engagement. 50:55 Liam Orr: So that's one channel that we can leverage as a, you know, as a stop gap, but it's not like. You know, it's a little clunky. 51:04 Vivian Larsen: So my question, oh, 51:07 mhale: Oh, Liam, this is Michelle at Empirical Foods. We have the exact same setup and the same issues. Uhm, what we do is in, you're right, in the corporate world, everybody's doing everything. 51:15 mhale: Everyone can do single sign-on. And even the management personnel at our facilities and some management support. That's not an issue. 51:23 mhale: But our hourly line workers, we have a kiosk, so same setup. And they. For them, we have set up where they just log in using their initial username and password that they used when they set their profile up to apply. 51:36 mhale: And right now, you know, the HR office is there, because it's near the gate. The kiosk is near HR. And occasionally, they have to help users and reset passwords, but that is, well, this is, that's where we ended up in trying to do this, because our line workers are the same thing. 51:54 mhale: They have emails sent to them, but they don't use them, so they're not aware of them. So all communications go through text engagement and or to their personal email. 52:04 Liam Orr: How do you get the personal email involved? Like, do they have to override their profile and re, like, re- like, update their email address to their personal, and then once they're hired into a new role as an internal, I know we have a, like, a flat- We don't- back-end to update. 52:18 mhale: Yeah, our system does not update those types of positions. So it doesn't override their personal email. 52:27 Vivian Larsen: So that's an integration solution that I, I would, would be suggesting too. So here's my, my thoughts. I've run into this a couple of different times from an implementation. 52:35 Vivian Larsen: Perspective and the way we've addressed it was to have a unique internal portal for that type of role. So you have two different types of internal portals. 52:43 Vivian Larsen: You know, corporate internal portal, the folks that can SSO and then you have a desk. Less employee or remote employee internal portal and that remote internal remote portal does not have SSO enabled. 52:57 Vivian Larsen: And is so the way that the unique login is addressed. Is in some kind of identifier that would be unique to them. 53:05 Vivian Larsen: Employee ID or some number that only an employee would know is part of the login username. And so, uhm, you'd update the portal. 53:15 Vivian Larsen: Like boilerplate in the beginning of the portal with your username is your employee ID at corporate.com. And then from there, just ask them to hit forget password. 53:28 Vivian Larsen: And in the back. In background, it would be their personal email address. So from an integration perspective, you would make sure that your HRS integration isn't overwriting the email address, their personal email address with the corporate email address. 53:42 Vivian Larsen: So it's a two-pronged solution. It's an integration solution, and then it's also a, uhm, new portal specific to remote employees or non, non-corporate in-house employees that addresses this, that does not address not have SSO enabled. 53:59 Liam Orr: So there is a way for them to identify as the employee to more or less? Because like they have a profile as an employee, but they may have never accessed items before because we're too. 54:09 Liam Orr: We're just over two years in, um, two years this past June. And so we, we did like a load of all of our employee populations. 54:15 Liam Orr: So all the new hires we've hired over the last two years, yes, they, they have, they created their own, uh, login and. 54:22 Liam Orr: . . . and all that. So accessing it for a new role is one thing, but for the whole population that would be getting in for the first time as an internal, they wouldn't know, I guess, the login, but like, I mean, it's obviously change management and communication. 54:35 Liam Orr: location. But, um, I'm very interested to know more about this, maybe, because like, I'm tasked with solving for this and, you know, maybe we can chat offline a little bit more about it. 54:45 Vivian Larsen: Sure, 54:46 Liam Orr: you're welcome to sign up for my 54:49 Vivian Larsen: It's hours at three o'clock on Monday if you want to talk with me one on one on it. 54:52 Liam Orr: Okay. Great. 54:57 Alex: Great question. Thank you. Any other thoughts on that? Let's talk a couple things and chat. Here. Okay. We've got time for one more small question. 55:10 Alex: Got five minutes. That's... Any other questions from the group? Go ahead once. Go in twice. Otherwise, Alright, if you'd like to stay after and share something you learned with us for our What We Learn segment, just hang out here after we wrap up. 55:38 Alex: If not, I hope you have a restful and restorative weekend. Thank you everybody. For being here, we'll be here next week, same time, same place. 55:46 Take care.