iCIMS Hacks: Fake Hires, Job Fields & Internal Tracking (8/1/25)

Job post formatting insights, raised alarms about fake hires and identity fraud, flagged a limitation around tracking internal applicants, and so much more. Real talk from iCIMS system admins in this week’s SAI call.

Listen in for actionable takeaways and peer-sourced strategies.

https://systemadmininsights.com/

Transcript

00:00 Alex: Welcome, welcome. Happy Friday. Hi, Sheree. Good to see you. All right, we're letting folks in. 00:17 Alex: Jessica Smith's here. 00:19 Jessica Smith: Hello. 00:19 Alex: Todd is here. Hi. Good to see everybody. All right. Okay, let's go ahead and get started. Welcome, everybody, to System Admin Insights, your weekly dose of iSim's Nerdery. 00:37 Alex: Speaking for myself, this is the highlight of my week, and I'm always happy to see folks here. So, thank you for joining. 00:43 Alex: We're going to have a great conversation, answer your questions, and do a presentation of some delightfully obscure iSim's knowledge, care of Vivian Larson. 00:52 Alex: But first, we're going to start with a little gratitude and thanksgiving. As we do always, so please drop something in chat that you're grateful for today. 01:01 Alex: Let's see. Today I'm grateful. I'm grateful for the cool, rainy weather in New York. Not everybody's favorite weather. But I like it. 01:09 Alex: I like it a lot. It's a nice break from all the heat. Townsend's grateful for good coffee. I hear you. 01:14 Alex: Me too. Although I have to say, I'm pretty, I'm pretty stuck on Starbucks. And I will admit that Starbucks isn't the world's best coffee. 01:22 Alex: But they've got their hooks in me. Angela says, ice cream, always. Yes, I suggest wheat thins with your ice cream. 01:31 Alex: That is my most recent culinary invention. Vivian, don't yuck my food choices. I'm telling you, salted caramel ice cream with wheat thins sprinkled on top is 01:43 Kaitlyn Faile: delicious. 01:44 Alex: If you like sweet and salty anything, I'm telling you, you 01:47 Vivian Larsen: gotta try it. I dip my french fries in my milkshake, so I've got no room to try it. 01:50 Alex: I'm to That's I'm talking about. 01:53 Kaitlyn Faile: I just added cheese at pizza with hot honey on it. 01:56 Vivian Larsen: So, 01:57 Alex: wow. 01:59 Vivian Larsen: That's interesting. 02:01 Alex: I need the recipe. That sounds great. 02:03 Kaitlyn Faile: I the freezer section. And my. 02:04 Alex: Okay. Well, that's about the extent of my desire to cook anything so that it works for me. Great. Wheat thins are gross. 02:14 Alex: Jessica, how dare you? Okay. Well, let's see. All right, let's get, uh, let's see. Oh, reminders. Right. Focus, Alex. Okay, we are recording this session, and we'll post the recording to Circle, Spotify, and Select Sessions to our YouTube channel. 02:29 Alex: The transcript is incorporated into the Circle chatbot to enrich its reception. I hope everybody's using that. It's super cool. And, uh, if you don't know what it is, it's a little sparkly thing to the upper, in the upper right-hand, uh, area. 02:40 Alex: Uh, or when you're searching stuff, it will, one of the options that drops down automatically will be ask our AI assistant. 02:46 Alex: It gives you great answers. And it also gives you citations. So you can go and click into the threads and see where those answers are coming from. 02:51 Alex: Next slide, please. So today we're going to do networking breakouts for five minutes. So you can connect in small groups with other members and talk about whatever's on your mind. 03:01 Alex: Something cool you did with ISMs, challenges you're facing. Then we will go to our Now You Know with Vivian, who's going to talk about auto launch required. 03:08 Alex: Then we'll go to general member questions. We'll do some brief announcements. Uh, and, uh, I'm sorry, Vivian. First, we'll do our member questions, then announcements, then general questions, then we'll do a What We Learned video if you'd like to stay and share one nugget, something that you learned 03:22 Alex: today. We would love to have you. All right, next slide, please. Coming eventually. So, next week, still TBD. Week after that, we'll do another Now You Know with Vivian. 03:34 Alex: 8.22, we are just beside ourselves with excitement to be joining our friend Greg over at NYU for our first S&P. 03:43 Alex: SAI live, live at NYU. We're going to do a brunch at 10 a.m., everybody's welcome to join, and then we'll do a hybrid event at NYU, so we'll still be doing SAI on Zoom, if you don't happen to be in the New York City area, you can still catch us on Zoom, but we'll be in a conference room doing a hybrid 03:58 Alex: version of this event. And, uh, then we'll do a secret candidate on August 29th, if anybody would like to participate, one, that's the date that we've slotted for it, so, uh, drop me a line if you're interested in doing a secret candidate. 04:11 Alex: That is a free community-based audit of your candidate experience, and we've done this now for five or six companies, and every time they find really interesting things that they end up wanting to, uh, to adjust in their process. 04:24 Alex: Okay, next slide. Seven-day leaderboard, so Cheryl remains dominant, number one spot on seven-day leaderboard. Tanya has climbed up into the top three, earning herself the Dancing Parrot Award, and Cherie is also still on the leaderboard. 04:39 Alex: Thanks, everybody, for your engagement in the platform. It's not just of, uh, benefit. To the individual members, but the entire community, right? 04:46 Alex: We're creating an ecosystem of information about ISIMs that is grounded in practitioner context, right? We're all TA experts, we work in TA, we know what it's like to deal with the people who use these systems. 04:59 Alex: We understand process, right? All that great information is going at SAI and is available at your fingertips. Thank you so much. 05:07 Alex: Coming events, I mentioned these already, so I think we can, uh, be done with that. And is there another slide? 05:14 Alex: Nope. Okay. So, now. We're going to go to a quick five minute breakout again, just say hello and share a quick win, something cool that you did with ISIM, something you're curious about the ideas to just deepen our connections with each other. 05:27 Alex: So in all, all just staring at a seam, a sea of faces on zoom, Oh boy, we got cut off. 05:36 Alex: We're having such a great conversation. Um, you know, if you want us to do slightly longer versions of that, please let us know. 05:42 Alex: Um, it's kind of seen some heads nod. Okay, great. Good to know. I'm always a little hesitant, like, you know, I don't want to force people into conversations if maybe they're just kind of FSA on the side, right? 05:53 Alex: But, um, yeah, let us know if that would be welcome and we'll adjust that. Cool. Awesome. All right, so now it's time for member questions. 06:06 Alex: Let's jump over here to our platform. And go to live call questions. Michelle, are you on the call today? 06:16 mhale: I am. 06:17 Alex: Okay. How you doing today? 06:19 mhale: I'm doing good. Great. Glad to hear it. I asked this in our breakout session too. We're starting to look at possibly moving towards a digital assistant or a chatbot to sit on our career site. 06:32 mhale: And just as I start conversations with ISIMS, and then we're looking at some others as well. That can integrate with ISIMS, you know, what are some things we should be thinking about? 06:42 mhale: Because this is something new we've never done before. What are, what are pain points? So we're asking all the right questions. 06:52 Alex: Got it. All right. Anybody have digital assistant here would like to talk about, uh, let's say like top thing that you love about it and maybe top challenge that you've experienced that, that Michelle should be aware of. 07:06 mhale: I'm getting the feeling not a lot of people are using. 07:10 Alex: Uh, I wouldn't say that's the case. Uh, 07:13 mhale: sometimes it just takes a little time for, for folks to want to speak up. 07:16 Amy Clem: Hi, this is Amy with Ardent Health. We do have the chat bot and we love it. It's a, it's a really big source. 07:24 Amy Clem: Actually, one of our top sources for our candidates. Uhm, one of the, what I've learned is that if there's too many people in that chat bot, it can get kind of unorganized and everything. 07:37 Amy Clem: So we've really limited it to our sourcing team and even drilled down from there. So we only have two people managing that job chat, which makes it a lot better than, you know, everyone, uhm, in there and having multiple conversations. 07:50 Amy Clem: So that would probably be my feedback is designate just a couple of people to manage that. 07:57 mhale: Sure. Are you one of the ones that manage it? 08:00 Amy Clem: No, I'm not. 08:03 mhale: I mean, do you have enough experience, I guess, in it or somebody could connect me with, they'd be willing just to have a conversation with me. 08:12 Amy Clem: Yeah, part of my team does it. So I will, yeah, I can, I can send you over an email. 08:18 mhale: That'd be great. Thanks, Amy. 08:21 Alex: And we can also go here into the platform for our paid members. You can search by product here. So digital assistant, right? 08:28 Alex: And here are all the folks who've indicated on their profile that they have digital assistant. 08:32 mhale: Oh, nice. 08:32 Alex: Yep. 08:33 mhale: Thank you. 08:34 Alex: Yep, no problem. All right. Any other thoughts on digital assistant? Who else has digital assistant? Maybe something they like about it or something that's been challenging for them? 08:45 Rob Bursee: I'd love to chime in for a second. I mean, yeah, I created a sequence back in the day as a customer, you know, and, you know, originally when we bought digital assistant, we were looking at sequences for everything, but what we found was that, you know, really focusing on those niche roles for the sequence 09:07 Rob Bursee: and all that. So focusing on RNs and LPNs, for example, was more beneficial for us in that aspect. So again, thinking about the apply process, but, you know, going back to the, the chat bot that sits on the career center. 09:21 Rob Bursee: that might be a different process or thought process there, especially with the new gen AI that just rolled out and the, uh, the spring of this year. 09:31 Rob Bursee: So I don't, I haven't seen a lot of customers move over to the new gen AI options. But from what I understand is you can take all of your previous clients from this questions and then dump them into the new gen AI and it's more conversational as well as when you want to make additional updates. 09:46 Rob Bursee: It's got the ability to ingest like PDF documents, word documents and new content that you're bringing into. Your organization essentially. 09:54 Rob Bursee: So again, making it smarter as it learns from your new content. So that would be my, my two cents to share there. 10:02 mhale: Yeah, I mean, what's driving this for us is, you know, we're a manufacturer and where we're. The whole reason why we're talking about this is for hourly production, the higher volume of applicants that we get, right? 10:16 mhale: The, you know, the, the team's managing that, you know, good or bad. You know, we're trying to get as much feedback to these. 10:24 mhale: Individuals as we can regarding status updates to their job applications, you know, answering the easy stuff. And so thought process there was is this, this could potentially be a tool, maybe to help with that. 10:39 Rob Bursee: Absolutely. So, I mean, again, I. I have to recommend the J.A.I. aspect there because it's new and it's a little bit more conversational than being a robotic. 10:48 Rob Bursee: Like you can always tell when you're you're interacting with just a bot. But again, if it's more conversational and more humanized, that's going to be, you know, your big draw. 10:56 Rob Bursee: There I think in that aspect. 10:58 mhale: Right. Okay. Well, I'm set up for a demo with them mid August. So it's looking forward to that. 11:04 Rob Bursee: All right. 11:05 mhale: Thank you. 11:07 Alex: I'll just, I'll just dream a little bit. I, I had an experience on five. Or five or is it a working website where occasionally pull in, um, uh, contractors just do work on the website and whatnot. 11:17 Alex: And they have something now that is a chat bot. But the way they frame it is that it is the, uh, the, it's the. 11:25 Alex: Providers assistant, right? So I'm talking with Steve over here. This is Steve's assistant. And you're chatting with the assistant and the persona. 11:36 Alex: What I'm really trying to get is that the persona is personal, right? Because. Most chatbots, I think all chatbots right now, they have a very corporate persona. 11:43 Alex: You are talking to the corporate entity as represented by some, you know, lightly anthropomorphized chatbot, right? Um, in this case, I really felt like I was talking to the person's assistant. 11:53 Alex: Um, and then that person. And got pinged, joined the conversation midway, right? He got an AI transcript of everything that I'd said to his assistant. 12:03 Alex: And then he picked up a conversation and continued with me. So, um, I, I hope that's something that, that somebody. 12:09 Alex: That's for recruiting because I can really see a lot of potential for certain types of roles for there to be, like, your recruiters have their own AI recruiter assistant that talks in a more conversational recruiter persona way. 12:21 Alex: Um, and then gives a summary of pings of recruit. A recruiter gives a, a summary and allows a recruiter if they see that this is like a, uh, something they really want to jump in on to jump in right there and continue the conversation. 12:34 Alex: Yeah, thanks Molly. I think so too. Cool. Uh, any other thoughts on two- digital assistant? Any challenges that folks have had? 12:46 Terry Smith: It doesn't adhere to pay transparency in states. We have the gen AI chatbot, but we don't have it turned on. 12:54 Terry Smith: Um, it's on our test site right now. And the problem with it is we want to get a completed application out of it. 13:01 Terry Smith: Um, but it's, it's, if somebody's going to complete an application on it, and they're in a pay transparency. The application, like Seattle or New York, we haven't found out a way to adhere to that. 13:15 Terry Smith: So that it announces the pay prior to the application. Um, so we're waiting for the fall release. When the custom fields are then allowed to sync for the applying network and hopefully be able to pass the compensation range prior to, uh, start of the application and that chatbot. 13:36 Alex: But we did 13:37 Terry Smith: load, we loaded 44 pages of our employee manual. And it's, it's, so Rob's point, it's great. It's conversational. It learns from it. 13:46 Terry Smith: Um, it is, uh, it is really cool. 13:51 Alex: And, and speaking of pay transparency, we had a great conversation the other day in our isome, summer release session where, uh, we learned that Massachusetts just went into effect. 14:01 Alex: And so Vivian shared some stuff on that. Um, and then she's also, I shared a link down here that gives you a comparison chart of pay transparency across all 50 states. 14:11 Alex: Pretty cool. Was that Tonya? I think it was Tonya who shared that. Thank you, Tonya. Yeah, this is a terrific resource. 14:17 Vivian Larsen: It actually goes into effect off. October, according to research. It doesn't go into effect this month. Oh, 14:23 Alex: is it? Okay, 14:24 Vivian Larsen: interesting. Yeah, it goes into effect this October. So 14:27 Alex: yeah, yeah, by the way, uh, it has the fines too. I thought that was very interesting, 14:33 Vivian Larsen: right? Oh, so that was actually something interesting we should share to the whole 14:36 Alex: group. 14:37 Vivian Larsen: We were talking with Tonya and Tonya. You you're welcome to time in here because it was your information. So I'm just jumping on your co-tails here. 14:43 Vivian Larsen: But, um, she was explaining to us that when she'd had a conversation with some of her legal team, the fine is per candidate. 14:52 Vivian Larsen: So it's per applicant in the job. It's not per job. So if you have 500 applicants in the job, it's 500 times. 14:59 Vivian Larsen: So you're like, you're not talking small peanuts here for the clients. 15:07 Alex: Yeah. 15:08 Vivian Larsen: Yeah. That was a bit jaw-dropping. 15:11 Alex: Yeah. That blew my mind, too. 15:12 Vivian Larsen: Yeah. 15:13 Alex: Something to be aware of. Alright, any other thoughts on digital, Assistant, before we move on to our next piece. Okay, and if not, Vivian, I'll pass the baton to you. 15:28 Alex: Yep. 15:30 Vivian Larsen: So, uhm, Caitlin, can you throw the pul- up? I-I first want the first question to see how many people are actually familiar with us. 15:43 Alex: Okay, how many-how familiar are you with Isim's auto launch? Thank you features. And just in case anybody is not sure what that is, give a quick description of what that is. 15:53 Vivian Larsen: So today I'm gonna be specifically talking about auto launch required. But this group has all different levels of knowledge. It's what's one of the- that's one of the things that's great about it. 16:01 Vivian Larsen: And I run into occasionally people aren't familiar with auto launch actions. Um, so auto launch actions are a way that you can make the system help you enforce- forces. 16:13 Vivian Larsen: Certain data is captured or that information is popped in front of the user at the time of creating a workflow status being moved for a candidate. 16:23 Vivian Larsen: Um, so it, a very high level, um. The way of describing it is it's just what do you want the system to do when they take an action. 16:31 Vivian Larsen: And there's a number of different options that are out there that I won't get into because there's too many of them for just this kind of call. 16:36 Vivian Larsen: Um, but today I'm going to be focusing on one specific feature with. Which is auto launch required. I'm happy to see it looks like from the poll quite a few of the folks are on on the fall. 16:46 Vivian Larsen: I'll call are familiar with auto launch actions and what they do. Um, but it does look like there might be some room for some learning here. 16:51 Vivian Larsen: So maybe we'll put together a quick. Training for folks about all the different ones we could potentially look into that as an option. 16:57 Vivian Larsen: If it's something you're interested in, let us know. 17:00 Alex: It looks like automatic email templates for status changes is the most popular one so far. And the biggest. challenge is recruiting workflow consistency. 17:09 Alex: So far, it's team members forgetting to complete important steps. 17:12 Vivian Larsen: Okay, so you're going to like today's training men, because what we're going to cover is we're going to cover, um, auto lunch request. 17:20 Vivian Larsen: So Caitlin, I think unless there's another second here, why don't we just end the poll? Alright, and I'm going to share the results with everybody. 17:31 Vivian Larsen: And like we said, it looks like most folks are. Um, familiar with auto launch actions and use them regularly, but, um, the one that they're most comfortable with are emails, automatic email templates getting sent for standard status changes. 17:44 Vivian Larsen: So a bunch of different options in there won't get into that too much. Today, but what we're going to get into, as I said, is the auto launch required feature. 17:51 Vivian Larsen: So if you're going to share my screen. Um, so auto launch required is just a simple little button. Um, and what it means. 17:59 Vivian Larsen: Is when the person who is moving through the workflow. Takes the action. The system is not going to let the candidate be moved into the step. 18:11 Vivian Larsen: Unless the auto launch action is completed. They can cancel. They can exit. But the candidate is not going to be moved forward. 18:19 Vivian Larsen: So the inspiration for talking about this particular topic today came from a client of mine. Um, Malena at analysis group. 18:27 Vivian Larsen: She actually put a post in. Um, this week's forum because she's having a challenge with the transfer candidate activity, um, where it is this one where it is basically failing on her. 18:40 Vivian Larsen: And the help desk told her that auto launch required was one. One of the reasons why it was failing on her, but the downside is now candidates can get moved without the auto launch required auto launch action actually taking place so it looks like they've been moved when they haven't. 18:55 Vivian Larsen: Um, so I'll show you what that means here in a second. So if I go out to a candidate, I have a couple of workflow statuses, um, configured and those workflow statuses are have auto launch required, um, set up. 19:09 Vivian Larsen: So I'm just going to pick a random candidate in my test site here and we're going to move them to review where you saw I had auto launch required checked. 19:17 Vivian Larsen: I also have something called the auto launch prompt configured because for the sake of demo, it made sense for me to be able to show you that auto launch is required. 19:26 Vivian Larsen: This is something I specifically typed in to that workflow status. Um, it is a message that you could massage or change any. 19:34 Vivian Larsen: Where you want, I think there's up to a hundred characters available in this particular area of the system. So, and every single status that has an auto launch action, you can also configure an auto launch prompt and it can be unique to each individual step. 19:48 Vivian Larsen: So if you didn't know that. One other little nugget. Um, but what's going to happen is I cannot save this without entering information. 19:57 Vivian Larsen: So it's not going to let me save it. And you'll notice there's no cancel button. So if I would actually close out of this and leave, um, the candidate is still in their original step. 20:08 Vivian Larsen: And it's, it's basically not going to let me move them forward. So you'll notice they're still in the new submissions external portal status. 20:14 Vivian Larsen: They did not move to the reviewed status. And that's because I did not complete the auto launch action. So that person in the poll that said that their biggest problem is people not completing a step. 20:25 Vivian Larsen: It's a very simple configuration. Just check auto launch required. Um, so they will not be able to move the person forward unless they complete the step. 20:33 Vivian Larsen: Now, in this, you can give them some instruction about the different things that need to happen in order for them to complete the step. 20:39 Vivian Larsen: If that's the challenge. In this case, there's two characters required and I can just type hello. And it should let me move forward. 20:47 Vivian Larsen: So now the candidate has been moved to TA reviewed. It is that simple. Um, there's really an a whole not whole lot, not a whole lot of other information to know about auto launch required other than there are some statuses where you can't use it. 21:01 Vivian Larsen: Um, so if I tried to Thank you. Moved to pre screen scheduled. Appreciate schedule. Appreciate pre screen requested. Um, invite candidate to interview. 21:12 Vivian Larsen: We're using the invite candidate to interview auto launch action. If I tried to check auto launch required on this one, I'm going to get an error. 21:19 Vivian Larsen: It will not let me use auto launch required. So there are certain features, most of them associated with interview scheduler to my knowledge, that will not let you use the auto launch required step because there's integrations involved and it basically leaves the system and comes back. 21:32 Vivian Larsen: So too much technical. You don't need to know all that. Just know that there are certain for you. I don't that you can't configure it on. 21:37 Vivian Larsen: Cheryl, you have a question? 21:40 Cheryl Callaway: Yeah, I was wondering if you could also, or if you plan on speaking to auto launch required and if that status has any event notification connected to it. 21:50 Vivian Larsen: Uhm, so event notifications are completely separate. Uhm, auto launch required is what I'm speaking to. Uhm, I don't understand your, your first question. 22:01 Cheryl Callaway: Oh, so there's a lot of times when people have auto law statuses that. They have event notifications that are connected to the status, but they also have auto launch required. 22:12 Vivian Larsen: So the two are mutually exclusive. They don't have to be configured with one another. Um, an event notification. We can probably do a full, um, now you know on it. 22:22 Vivian Larsen: But for those that don't know what an event notification is, event notifications are actually set up off of a report. 22:29 Vivian Larsen: So if a certain activity takes place, like, for instance, if I would say, I want to send an email to the hiring manager and the sorcerer on a job whenever someone comes in new submission. 22:40 Vivian Larsen: And that is the saddest of the candidate. I would just simply save this as a report, create an email template associated with all of the information I want folks to know, and then ask the help desk because we don't have the ability to confess. 22:56 Vivian Larsen: To figure these to set them up. Um, so the help desk would then set up a event notification. Event notifications are not the same as auto launch actions in the sense that they're not the same as what you see in your auto. 23:13 Vivian Larsen: So if we're looking at this and we're looking at, like, ad note workflow or send email applicant, like, these guys, these are not the same as an event notification. 23:25 Vivian Larsen: The difference is that these happen in front of the user as an auto launch action that pops up and. They have the ability to edit, manipulate or change the content, change the template, change some of the information. 23:37 Vivian Larsen: Sorry, the cat's being very pushy right now. Um, and they have the ability to do a number of different things associated with. 23:45 Vivian Larsen: Umm, the action that you're trying to take. An event notification is completely behind the user's experience. They don't have the ability to see it. 23:53 Vivian Larsen: They can't change it. They can't modify it. And the only way you know that it has happened is by going to the email. 23:59 Vivian Larsen: You know, there's no way to run a report on whether the event The system event is a workflow status change or a form completion. 24:18 Vivian Larsen: So 24:18 Cheryl Callaway: that's 24:19 Vivian Larsen: the difference. 24:20 Cheryl Callaway: And I wanted to, I think maybe I wasn't clear. I apologize. Um, what I was asking was, um, so there's been times when I wanted to use an auto launch with any event notification. 24:32 Cheryl Callaway: However, I was told by, for example, that event notification would send automatically regardless of the automatic auto launch was actually completed or vice versa or you can't do it. 24:42 Cheryl Callaway: So I was wondering if you knew the, the ins and outs behind that. I just couldn't remember and I figured that there's probably a lot of people here who might use both and that since you're talking about auto launch required, which I do love that feature. 24:54 Cheryl Callaway: Um, you know, maybe we could speak to that piece. But if you're not sure or if you feel like it's not appropriate right now, it's totally fine to just mix it. 25:04 Vivian Larsen: So no, no, no, you're, you're fine. They're not related in any way. So that's where my confusion is. Um, so. 25:11 Vivian Larsen: An event notification can happen whether the event, whether the auto launch is completed or not. An event notification is based on the status changing. 25:21 Vivian Larsen: If auto launch required is selected, I think this is where the confusion is coming from. And 25:26 Cheryl Callaway: the 25:26 Vivian Larsen: status is not completed, meaning I've moved a person to a status. Auto launch is required, and the status isn't finished. 25:33 Vivian Larsen: The person is closed out like I showed in that first example where the candidate was still in the new submission spin. 25:38 Vivian Larsen: The auto launch. The event notification criteria is not met because the event didn't happen. The candidate didn't move statuses. So that's. 25:50 Vivian Larsen: They can have, you can have both though. I can have an. So you shouldn't. 26:04 Vivian Larsen: If somebody at the help help that's told you you can't have. An event notification on a status 26:09 Cheryl Callaway: with an 26:09 Vivian Larsen: auto launch action. 26:11 Cheryl Callaway: No, they didn't say that. I think maybe the event notification wasn't launching for whatever reason, even though that the auto launch required was completed and I had something to do with the steps. 26:19 Cheryl Callaway: I think there is more than. . A couple steps in the auto launch, so maybe that could have been it. I have no idea. 26:25 Cheryl Callaway: That's why I thought I would just throw that out 26:27 Vivian Larsen: there. Sure. 26:28 Cheryl Callaway: Um, no worries. We can move 26:30 Vivian Larsen: on. Okay. Does anybody else have any questions about all the launch required? Alright, crickets. 26:44 Vivian Larsen: I'm gonna take that as a no. So that's, that's what I wanted to cover with everybody today. Um. If you have in the example of what was going on with my client, auto lunch required was at, they told her to, uh, you're being annoying. 26:58 Vivian Larsen: They told her to, um, take auto lunch required off of her tran-, her status that had tr- for candidate activity associated with it. 27:07 Vivian Larsen: And while I understood that that was fixing the bug that she was experiencing, which was that candidates were not being moved into the new job as part of a transfer candidate activity. 27:18 Vivian Larsen: It kind of created the same problem because now they could just cancel out of the status. So if this is not selected, if, if autolaunch required is not selected on a status, what happens is the user who's moving the candidate through a workflow. 27:35 Vivian Larsen: Let me show you. So if I move a candidate to a status that doesn't have autolaunch required, notice that the status has already changed and I haven't completed. 27:53 Vivian Larsen: So if autolaunch action is not required on a status, the system is already going to move the person into the status because you're not making them finish the autolaunch action. 28:06 Vivian Larsen: It's not requiring So in this case, transfer candidate could happen in the status change, but the actual activity of selecting the right job and moving the candidate to the job didn't take place because the autolaunch action wasn't happening. 28:21 Vivian Larsen: So, ah, that was the inspiration for me showing this to everybody today. 28:25 Alex: Ah, Jessica read my mind. I was going to ask the same thing. So I, I've used, I've used these non-required autolaunch acts actions with reminders. 28:35 Alex: Friendly reminders that you need to go check a box somewhere, or do something somewhere, that I don't want to hold up the entire workflow. 28:43 Alex: And I just assume that everything I write, people read with wrapped engagement. But, ah, it's not always the case. Right? 28:49 Alex: So, so what do you do with that? Like, how is that a larger change management issue? But, like, have you seen any successful cases of, like, being able to, like, get people to read something, or keep something in mind so that they do the thing that we need them to do, not keeping them from doing their 29:04 Alex: job? 29:04 Vivian Larsen: So, this will be a totally different now, you know, but the only other thing you can do to kind of encourage them is entrance criteria. 29:12 Vivian Larsen: So essentially they don't have the ability to enter into the status unless other criteria is met. And there's all kinds of messaging available in entrance criteria. 29:20 Vivian Larsen: To where you can explain you have to do x, y, z before you can complete this status. Um, so there, there are a lot of ways to put governance in. 29:29 Vivian Larsen: It's just people always find a way to get around it. Um, it's like. Like having high school students who are using chat GPT to do their homework at this point. 29:38 Vivian Larsen: People are always going to find the easiest path. 29:40 Alex: People. That'll be people. 29:41 Vivian Larsen: Yeah. Mhm. 29:43 Alex: Alright. Well, thank you so much Vivian. And now it's time for the Wheel of Yum. Caitlin. Are you prepared? Okay. 29:52 Alex: This has now become a weekly feature. Somebody on this call will get a meal care of SAI. Bye. They're going to spin the wheel of yum. 30:00 Alex: Here it comes. Alright, spin the wheel. Alright, it's Kate. Congratulations, Kate. Bon Appetit. Caitlin will share a DoorDash gift code for you, please. 30:20 Alex: Read their privacy statement in its entirety, because Vivian has alerted us that they engage in some dubious, uh, practice. We'll need a little more about that sometime. 30:29 Alex: I'm being silly, but we had a conversation about this last week. Now, enjoy your DoorDash. It's wonderful. I use it way too often. 30:36 Alex: Okay. So now we're going to open the floor to general questions who has a question today. No question too big or too small. 30:44 Alex: I do notice that we have a new member with us today. Taha, do you want to say hello? Okay. So floor is open for questions. 30:58 Angela Biehl: questions. Well, Alex, I have a quick question. Thanks Angela. Um, when he, it takes on to what Vivian was cover with some of the workflow configuration pieces regarding the stages. 31:13 Angela Biehl: And the notifications you can put on the stages for candidates to see in the portal regarding their current status. We had a request from our hiring managers for those not to be up. 31:26 Angela Biehl: I was for internal candidates only until the job was closed. And I don't see a way to do that, but I was curious, and I think it's going to be just a communication of training them not to disposition if that's the case. 31:40 Angela Biehl: That they don't want those people notified until they've had a chance to speak with them. But the issue has been we get significant number of internal candidates, and they're notified when they're dispositioned as opposed to, uuh, when someone actually gets the job. 31:55 Angela Biehl: So the communication hasn't been great around that candidate experience. And this is the case only when you have an internal candidate. 32:06 Angela Biehl: And it, who's focused on that internal portal every day, checking the status, which I think is a bit unique. But, um, we are, we are seeing that. 32:14 Alex: See the wheel's turning. Vivian, what are your thoughts? 32:29 Vivian Larsen: I don't have anything particular to add to this 32:31 Angela Biehl: particular. Yeah, I don't think there's a way to- you know, really do it, um, or delay that status. Umm. 32:40 Vivian Larsen: Alright, I would be your only answer. 32:42 Angela Biehl: Yeah. Alright, well, we will just communicate with our managers then. So. I'm hold up on this positioning, if that's their concern. 32:52 Vivian Larsen: Yeah, 32:52 Angela Biehl: you're still making. Alright, thanks. 32:56 Vivian Larsen: It happens. So. 32:59 Alex: So, Stomp the Vivian should be a segment. Alright, thank you for the question, Angela. Who else has a question today? 33:13 Alex: Craig, go ahead. 33:17 Greg Mendez: Actually, I just want to use as a plug, actually, for, uh, that RFA advisor future. So, uh, I shared this with the Alex earlier today. 33:25 Greg Mendez: Uh, we are, Umm, NYU is about to, uh, determine who is going to be our online reference checking solution. And this is actually a month's on, bit of a month-on process, uh, reviewing candidate- we've been, we're now in the trial of the, uh, we're doing trial testing, demos, pilots, everything. 33:45 Greg Mendez: Finally on Monday, we're going to make that decision. And I'll, uh, it just turned out that both finalists, uh, that came from a list of individuals. 33:53 Greg Mendez: Uh, companies we're looking at, they actually partially love the data and initial research stem from the RF advisor that we started at, that RID built out. 34:03 Greg Mendez: And I think it was Alex built it out, uh, a few months ago. And it was a huge. Help. So I just want to point out, if you haven't had a chance, Alex, Alex didn't put me up to this if, yeah, if you 34:12 Alex: haven't had a chance to use the, use that tool or any of the, um, the bots there that are to give that advice. 34:20 Alex: Give. If you just kind of a start, 34:21 Greg Mendez: uh, it's a big help can save you hours of work and research. So today, plug, thanks, thanks, Alex. Thanks, uh, thanks, thanks, today. 34:29 Alex: Okay, it's amazing that you, that you felt inspired to bring that up. I really appreciate it. And, uh, you know, this is a strategic direction for the company. 34:35 Alex: Um, we have really, uh, stayed firmly grounded in our commitment to not taking referral revenue from any vendor so that any time we mention somebody you will know that we're not getting. 34:47 Alex: And paid and compensated in some way to do that. And so we had, uh, this inspiration to combine that with AID research and, uh, leveraging community insight. 34:58 Alex: And so the idea is that, uh, . . I've been publishing on the RID blog, a series of articles that you can find. 35:04 Alex: I'll share it here since, uh, it's on the subject. So you go to the RID blog, integral recruiting.com, uh, vendor selection, ATS, adjacent tools, and these articles, I'm basically I'm using chat cheap. 35:15 Alex: PTT research to do comparison specific for, to Isim's customers. So job distribution vendors comparison for Isim's customers. Document e-signature variant vendors comparison, right? 35:28 Alex: And then these, these articles just have, uh, a lot of great information that's targeted directly to Isim's customers. And even, they even have ranking tables for these different products. 35:37 Alex: I've done like 15 of these so far. And I'm great. Ready? I'm actually bringing them into SAI as well. So in the vendor selection area here, if you click on vendor research and Jessica actually commented on one of these today, um, I'm pulling all those articles in here so that folks can comment on them 35:53 Alex: in here. And I think maybe it was, maybe it was in here. Can't remember. Uh, yes. Yes. So for example, here's why I set this up. 36:03 Alex: I had to kind of like get creative with this because of, you know, how the. Displays information, but basically we've got links here to all of the research and you click on that link. 36:14 Alex: And it jumps down to the comment in that thread about that. Right. So here you can see folks talking about that specifically. 36:23 Alex: Right. So this is. This is really a brand new thing and I didn't know if it would get any interest or traction, but it seemed like it might be helpful. 36:31 Alex: So please pile on there. This is, this is, this is safe space to be candid about what's actually happening. Right. 36:38 Alex: Like might, might save yourself a f vendor call. If you see enough consistent feedback about such and such vendor and, uh, maybe they're not somebody you want to work with or, or the opposite, maybe it is somebody you really want to work with based based on what people are saying here. 36:49 Alex: But again, no referral fees, no sponsorships, no- no advertising. Um, this is a place for us to stretch out and, and, and build that trust that's, that's needed to kind of cut through the immense amount of hyper on marketing that I'm sure we've all been on the receiving end of. 37:04 Alex: Thanks Greg. Alright, the, the floor is open. 37:11 Kaitlyn Faile: I'll only drop the link in the chat. 37:14 Vivian Larsen: Yeah, you want to talk about that article? 37:15 Molly Donovan: Uh, so, uh, we, um, we were having- a little bit of a conversation in our business career services team here at FSU's College of Business about the, um, jobs report from the labor, um, Bureau of Labor Department. 37:30 Molly Donovan: Uh, I should know these terms off the- stop my head and I don't. But anyway, um, and there were not only, like, the projections for July weren't looking so hot, but then they also, or they also, like, re-nagged on, like, their May and June predictions were- really adjusted quite significantly. 37:48 Molly Donovan: Um, and so as folks who in our day to day were helping undergraduate and graduate students looking for their kind of first destination roles, um, as well supporting, you know, alums who- get back in touch with us for looking for jobs. 38:01 Molly Donovan: Um, it's just looking like there were a lot less jobs created and available than had been like by the hundreds of thousands less jobs created and available. 38:11 Molly Donovan: Um, so it's pretty significant. And it did look like unemployment rate, you know, rose from 4.1 to 4.2%, which that in of itself is not a sky is falling moment, but it's just sort of the trend. 38:24 Molly Donovan: And I was just curious as another. Room of town acquisition minded or tangential folks, if anyone else had had a chance to see it, it just, you know, it just dropped today. 38:34 Molly Donovan: And I know it's not necessarily the first, everyone's first order of business on Friday morning. But, uhm, I was just curious if anyone else had, like, heard about that, seen it, anything like that. 38:50 Greg Mendez: It's funny, because I'm one of those people who actually, subscribe to get the job numbers each month. I'm that kind of, 38:57 Molly Donovan: Why am I not surprised 38:58 Greg Mendez: by that? I've been doing it for years. I don't know. I just like to watch it. Um, but I also agree. 39:04 Greg Mendez: It's interesting. So for those who, You can actually get on the list. You get it just the same time as the media gets it. 39:10 Greg Mendez: Uh, I think the interesting thing about it was it was a 75k in terms of, of increase in payroll, and increase in payroll jobs. 39:19 Greg Mendez: Uh, non-farm jobs, which by the way, that's, that's supposed to be nationwide. Um, and then they made it, they had like a little line, uh, at the end. 39:26 Greg Mendez: It's not political. This is what they wrote. One line at the end says, yeah, we saw an increase in federal job losses. 39:31 Greg Mendez: And, uhh, uhh, uhh, uhh, uhh. Mhm. Like, okay, well, yeah, we kind of expected that. Um, and then they just said it with the, the, the unemployment rate kind of remain relatively the same. 39:41 Greg Mendez: And I'm like, okay, I, you know, I get your point, uhh, uhh, uhh, uhh, but yes, the, I mean, they do have a habit of adjusting that. 39:49 Greg Mendez: Uh, I mean, which is a product. They've been doing that for, for decades now, where they do post adjustments because of, it has to do more with how they do the method. 39:57 Greg Mendez: I did a survey. So when they get more refined data, the f- I don't think that's what I was going to talk about as, uh, as more of, that was a really big adjustment. 40:06 Greg Mendez: And they really haven't 40:07 Molly Donovan: yet 40:08 Greg Mendez: come and said why, but I mean, that's not, again, they can make adjustments each year, but 75% five K period. 40:14 Greg Mendez: What I think it does show is it definitely showed, um, a combination of a little, hasn't seen what employers in terms of, of wanting to post jobs and their timing. 40:24 Greg Mendez: Uh, and also, uh, I think there's also, you know, I think it kind of also confirms what a lot of Kent applicants have been telling us, including those of us who've been looking, which is, it's a much tougher job market than I think a lot of people want to admit for some reason. 40:39 Greg Mendez: And it's no one's fault. And I think also, it's also a reflection of there's a lot of new candidates going into the market from the combination of the government layoffs and the t- pecs side of the house as well. 40:54 Greg Mendez: So it's just making for kind of a perfect storm. If I wish I had a crystal ball to figure out what this means, I just know we're, we're getting to some type of perfect storm scenario. 41:04 Greg Mendez: And I just don't know what that's going to trap. Honestly, too, I hope there's a big spike in job opportunities in the coming months, because that would help off. 41:10 Greg Mendez: But if it's not, we're all kind of seen as a crunch that's going to occur. What does that mean? I don't know. 41:16 Greg Mendez: I don't know if I knew the answer to that question. I, you know, I'd be. Being hired as a consultant by be some pretty big company. 41:21 Greg Mendez: So it's a, but with some things about to happen. 41:24 Vivian Larsen: Yeah. Well, the unemployment rate in September is going to spike because a hundred and seventy five thousand, I think, was the number that I saw of the federal workers that accepted a. 41:32 Vivian Larsen: low or accepted in an early retirement or a buyout go on the market then because that's when the office of OMP, the office of personal man OPM personal 41:42 Molly Donovan: management 41:43 Vivian Larsen: is saying that all of those expire. So you're going to see a very large number of people on the market and, um, my brother lives in the DC area. 41:52 Vivian Larsen: Their job, their housing availability is nuts right now. You want to buy a house in DC cheap? Now's the time to do it. 41:59 Greg Mendez: Wow. Yeah, I mean, I mean, the Department of Labor did, you know, a couple of months ago, I just, it kind of just, again, mentioned it when they're, they're quick monthly announcements. 42:08 Greg Mendez: Uh, they did say, yeah, unsurprisingly, there is an increase in unemployment in DC. In Virginia area, and I'm like, yeah, I wonder why. 42:14 Greg Mendez: Uh, I think, uh, I think the big question, you know, as we start looking, I mean, it is going to be then the end toward the end of the, of the Q4. 42:24 Greg Mendez: So, with the, uhh, typically happens for a lot of financial firms who need to avoid, they'll start laying people off that they need to lay off around early December, late November, because they have to do it because if not, they get, they have to pay them out their bonuses. 42:39 Greg Mendez: So I know that's a pretty cold thing to hear, but if they're there, if they're there around Christmas, they have to pay their bonuses out. 42:45 Greg Mendez: And for some of these are significant. That's a way of saving. So I'm going to comment. I'm really curious to see how that annual occurrence, which typically. 42:52 Greg Mendez: It occurs around that time, plus what's going to be happening September is going to is going to come in. And that's, and that's still taking into account the seasonal spike in employment that we see around the holiday season. 43:04 Greg Mendez: And even still, that's where we're going That crunch occurs. So, uh, Q4 is going to be really interesting. And I'm not trying to make it, I'm not trying to like, uh, you know, make light of it. 43:14 Greg Mendez: It's just going to, we, no one's kind of seen this kind of a market in a long time. 43:19 Molly Donovan: I appreciate the thoughts and comments that was, like, exactly kind of the conversation I wanted to spur here. 43:28 Alex: All right, we've got another 10 minutes. Who else has a question today? Before we open, go 43:45 Jessica Smith: ahead. I was just curious, uh, Alex, I know you sent this out in a message this weekend. Some people have replied to you individually. 43:52 Jessica Smith: If anybody had anything interesting regarding what they're doing to verify candidate identity with, like, a ID thing. And that kind of stuff, that's a really big topic for us and our company. 44:03 Jessica Smith: And we've gotten some mandates from our parent company around that. So we're looking into that. I've been seeing more and more companies out there that offer, like, identity verification. 44:12 Jessica Smith: And in addition, in addition to the reference tech companies. 44:16 Alex: Uhm, 44:16 Jessica Smith: so just curious, like, has anybody started putting things in place to address those concerns? 44:25 Alex: Yeah, it's funny because what I have to say. I me that email. I got an email from, uh, our background checks vendor announcing the launch of their new identity verification product. 44:34 Alex: So it's very, very topical. And maybe want to do one of these deeper research articles. What's out there for isomes customers? 44:41 Alex: Yeah, I would love to hear it. Who's doing, who's doing identity verification right now? With software that they're, that they like. 44:47 Greg Mendez: Quick question, Axel, you're referring to identity verification. Are you think, are you like, literally trying to identify someone during, like, who they are? 44:56 Greg Mendez: Or are they during the app earlier in the interview process? 44:59 Alex: So it can, it can hit in, in various points in the process. The article that I shared in the newsletter was about, um, deep. 45:06 Alex: Big video interviewees, right? And the, the author suggested that you ask people to do this because your glitch, if you're a deep fake, apparently, at least for now, until they figure that out, that one. 45:16 Alex: Um, but, you know, there's also just, Just like document verification and other aspects of identity. I didn't need verification. I'm not an expert, so I'm going to do some more research on this and figure out what's out there. 45:29 Greg Mendez: Yeah, we, I mean, we do, uh, our focus with any verification. And this time is, is really more at the, you know, the post, uh, offer except stage. 45:38 Greg Mendez: And so we, we do, we do have a, we have a background check vendor and we do do do some writing overseas. 45:43 Greg Mendez: We kind of have a, uh, a bit more of a th- or a process for, for those who need to get into certain areas. 45:50 Greg Mendez: Um, nothing yet, though, on, on, because I think it hasn't been, you know, gone on a lot of people's radars until that article you shared yesterday. 45:58 Greg Mendez: Uh, not. As much yet about during the application process or the interview process. Uh, I think that's, that's brand new territory for us. 46:07 Greg Mendez: Mm 46:07 Alex: hmm. And I really don't know how prevalent this, this, this 46:14 Jessica Smith: deep. 46:15 Alex: You know, when I share their article, I was a little hesitant because I'm not really sure how prevalent an issue this is right now. 46:19 Alex: Um, and I want to learn more about it. But, um, yeah, somebody else said something. 46:24 Jessica Smith: Here's another article. Um, that our parent company shared, and I'm not going into deep, into too many details here, but it's a concern that they're taking very seriously. 46:34 Jessica Smith: Because I don't know if you've seen, um, I'll try to find the article and I can send it to you, Alex, but, But there is essentially this thing of people in other companies like Korea or North Korea who are impersonating remote employees here, and there are people in the U.S. 46:48 Jessica Smith: who have these laptop farms so that they can all have the same VPN. And they're helping them complete their I-9 people work remotely, and there's a lot of things going on and getting data and selling data. 47:01 Jessica Smith: And so it's a lot. It's impacting, um, I-9 verification for. You know, employees and, like, looking for vendors who do that in person versus just doing it over video. 47:12 Jessica Smith: So, like, more stringent requirements there, more stringent requirements with reference tracks, um, and again, like the waving the hand. Uh, but it's coming up kind of more and more. 47:22 Alex: That's interesting. I hadn't thought about that domestic piece of it. At first, I heard of that. Uh, so, when, when we hire, we have a process where people are required to go in person to a local. 47:32 Alex: Site. So we use Equifax and Equifax has partnerships with Walgreens and other places where they've got a person there who can look at your documentation in person to add that element to it. 47:44 Alex: Right. Uh, my dad just went through a process actually where he. I had ID, uh, uh, where he was just asked to hold it up on zoom. 47:51 Alex: And obviously, I mean, uh, it's not going to cut the mustard for a lot of companies, right? Um, but yeah. 47:59 Alex: Well, if there's anything out there that you want us to look into, too, we can also invite these vendors to do a product deep dive with us when they come and they, uh, the requirement to do a product deep dive here is that they bring a technical expert so that it's not just, uh, uh, sales call with a 48:13 Alex: local board and a bunch of window dressing. So, if you want to see a particular tool, come into the community, community, let us know. 48:20 Alex: Let's try to set that up. Alright, we've got a couple more minutes. Any f- final questions? Any final questions for the group? 48:37 Alex: group. Amy, Amy Klem, if you can hang out for two minutes after we wrap up, I have one. 48:51 Jessica Smith: Sorry, I have one more. Okay, yeah, but yeah, Amy Klem, I would just want to have one fun thing to share with you if you want to hang out a little bit. 48:57 Alex: Alright, but go ahead, Jessica. 48:59 Jessica Smith: Yeah, so I'm just curious, because I know that there's a couple different methods you can take with things like interview feedback forms. 49:06 Jessica Smith: And I know when we had the deep, uh, the deep dive call with a test engagement expert who's no longer with ISIMS, I had to ask about this on here. 49:14 Jessica Smith: What sort of methods are people using to kind of reach back out to high. Wiring managers after interviews and get information from them faster, like, via, did the person show up? 49:26 Jessica Smith: Yes or no? Are they a yes or a no? Yes or a no? What's the feedback, maybe outside of just interview feedback forms, um, like specific- for us and, like, operations high volume hiring? 49:36 Jessica Smith: It's just our recruiters are spending a lot of time, sometimes chasing down hiring managers, trying to get an answer. So curious to hear, like, what automations, any- anybody has in place to follow up with hiring managers and get that feedback faster. 49:55 Alex: Correct, since Qualtrics Google Form, old-fashioned 49:58 Jessica Smith: email. Yeah, CR managers, they don't, that's the problem. They're not reading those emails. So we're, we're thinking of like maybe texting them because they're not in front of a computer a lot of times. 50:11 Vivian Larsen: That's a long, long time ago. I- created a text when I was still working with text engagement like seven years ago. 50:16 Vivian Larsen: Um, we created a text sequence for something like this. So it's possible. Um, I don't know what the new current jargon for it is. 50:24 Vivian Larsen: Um, but I knew you can create a text. Text sequence just basically asking them to finish the feedback form. Now that was when we only had I forms. 50:34 Vivian Larsen: I don't know if there's a way to do it with. The feedback forms in Microsoft Teams. I mean, we were even thinking just for expeditions, like, purposes, even if we couldn't get them to do a feedback form, doing a sequence, and seeing if we could basically say, did they show up? 50:49 Vivian Larsen: Yes or no. And then if they say, yes, then you ask them. And then maybe even giving them numbered options of 50:56 Jessica Smith: the kind of the rejection reasons that tie to statuses, and then saying, is there any additional feedback, just so they can literally write in the number? 51:03 Jessica Smith: Like, if it's this, give us a six, if it's, 51:06 Vivian Larsen: Yeah, it's possible, and all I can tell you is it's possible. I don't honestly know how to do it. It's been a long time since I've touched that piece of the system, but it would be something to reach out to your, their support team about and to say we're trying to create a hiring manager survey sequence 51:24 Vivian Larsen: and then have them, um, to in-text engagement and then have them work with you on that. 51:30 Jessica Smith: Cool. Thanks. Yeah. Just kidding. Yeah, Jessica. And that was Kim Ireland, by the way. If you want to reach out to Kim Ireland, 51:35 Alex: uh, she's, uh, super friendly and I'm sure to be happy to chat with you a little bit about that. 51:41 Jessica Smith: Thanks. 51:41 Alex: Yeah. Alright, well it's time for us to wrap up. Thank you everybody for being here today. I hope you have a- restful and restorative weekend. 51:48 We'll see you here next week, same time, same place.