iCIMS Hacks: Smart Customization & Interview Tips (8/8/25)

Learn iCIMS tips from real admins: customize column headers (even in Spanish), get a blank permissions workbook from customer service, spot AI in video interviews, and mirror pinned tabs on profiles. Listen for practical, real-world advice.

https://systemadmininsights.com/

Transcript

Speaker 1 0:00

Welcome everybody to system admin insights, your home for practical isims wisdom. So glad to see you here. It's always the highlight of my week. We like to start off with a little bit of gratitude. I am grateful for the folks who showed up at our inaugural ta tech live meetup last night. It was really a ton of fun. We had folks from all different areas of the spectrum. We had early career folks. We had mid career folks. We had a couple of founders who were looking for feedback on their products. It was a really great time, a really comfortable space, place called Wixey rock, whiskey rocks, kind of low key, nice little secluded area upstairs. So it was really a big success, and I'm really grateful for everybody who showed up. Let's see. We've got in chat. Drop something in chat that you're grateful for today, please.

Speaker 1 0:50

Kittens. Hey, kittens, always yes. Musique fest. Music Fest, that is clearly musique fest. I was like, did you go to Germany and not tell anybody.

Speaker 2 1:00

Nope, it's, it's a PA Dutch thing. They dutchify it, but it's,

Speaker 1 1:05

Oh, yep. Oh, really. Okay, cool, healthy family. All right, absolutely great. Thanks for sharing that, everybody. All right. Next slide please. A reminder that we are recording the session, and we will post the recording to circle Spotify, and select sessions will go on YouTube. The transcript is incorporated into the circle chat bot as well to help enrich its responses. Next slide, today's agenda, we will do seven minutes of networking breakouts to give everybody the opportunity to talk to each other and hopefully get to meet somebody new. We'll then go to our member questions, and then have a couple of announcements, then our general questions, and if you would like to participate in the what we learned video at the end of the session, we share that on YouTube and LinkedIn to help people know all the great stuff that we're learning here. So with that said, next slide, upcoming events. So we're doing it now. You know, on the 15th, 822, we're doing live at NYU. So if you would like to participate live, this will be a hybrid session, but you can come join us at NYU, hosted by our friend Greg Mendez. We will be doing the sai session from the NYU conference room. And if you want to participate, just let me know. We need to make sure we get your information, so do the security clearance stuff and whatnot. But it would be great to see you here, and we're really looking forward to that. And then on 829 we do have space to do a secret candidate, if somebody is interested in it. I know a number of members have gotten a lot of value out of this. And actually, Greg was at the event last night. He was just telling us about how he's been talking to leadership about that and and implementing some of the suggestions that came from the community. So if you're interested in doing the secret candidate event, I believe Caitlin has a link. She can drop in chat, or you can sign up for that next slide please. This week, Greg shooting up to the top of the leaderboard. All right, Cheryl, number two. Tanya is number three. Congratulations, Greg. Get the dancing parrot award. Next slide please. And coming events, we've got brunch with the rd team. So the rd team is getting the other night before, and then we're having brunch that morning. If you'd like to join us. RSVP for that event. It's going to be 10am that day, and then we're going to walk down to NYU and do our live event that I just mentioned, and we have some office hours teed up as well. That a really great resource, a way for you to get very small group attention. Often it's only one or two people who show up. So if you have deep probing questions, that's the place to bring them. We will now move to our questions. I will share my screen.

Unknown Speaker 3:45

Oh, we got a bunch. Let's see what's going on over

Speaker 1 3:50

here. All right, so Cordell detecting deep fake applicants.

Speaker 3 3:56

Sure, yesterday, I received a email from one of my recruiters, saying that our IT team was looking wanted to know if our Isom system had a way of detecting deep fake applicants. So I said, I don't know, but they the IT group gave us a couple of different vendors, I think, right, higher, right and some other pin drop that might be companies that have tools to identify these applicants. Pre offer, because Greg gave me some nice suggestions about whether it's a pre hire or pre offer or post offer, and the post offer might best be handled by the background check company, but I didn't know if anybody else had the experience using companies like higher right or pin drop. Or Greg threw out a whole bunch of others. And I also didn't know if this was worthy for maybe combining with those Robo applicants having a larger discussion. If there's a vendor that could come in and talk to us about it,

Speaker 1 5:18

potentially, yes. So it just so happens there is, we're teeing up a product deep dive with data facts. They recently released a new vendor, a new ID verification product. So they're gonna do a product deep dive, and I'll let you know more about that in the next week.

Speaker 3 5:34

Okay, well, this time, I'm not going to give up my my one slot for for the free lunch to whoever I gave it up to last time.

Unknown Speaker 5:43

Noted, duly noted.

Speaker 1 5:48

Other thoughts on this, a hot topic right now.

Speaker 4 5:52

Yeah, this is Jessica with court Cordell. We're looking into this as an org right now and kind of evaluating different options and vendors and ways that we want to go, but one of that one route that we've taken is looking into reference check vendors who offer this. So we've only had two different demos right now, but one of the companies who mentioned that they have ID verification as a part it's like an add on to the services that they already do, was X Ref, and it's in the list of like, the vendor comparison list that Alex posted in circle. So they're on there, but they offer that. And then, in addition to that, ID verification, sorry, let me back up. So the ID verification, which is probably similar to Data Facts, which we'll find out, is they can like, upload, like photos of their IDs, and there's like face scans. And so there's ways to identify to, like, verify their identity. And that can happen, I think, at different points in the process. And then for the if you wanted to go the reference check route, then they have these different reference check vendors, a lot of them will use, like, fraud monitoring. So, like, they'll look at a lot more than just the IP address, but they'll look at a lot of different things. You can send out vendor or reference check requests, variety of different templates, variety of different types of references. They can be personal, they can be professional, they can be volunteer. But they have ways to basically verify that those references are who they say that they are, and that they're real references to. So it's just another way of, kind of like, verifying, hey, this is a real person. This isn't a fake person. This isn't a friend or, you know, a reference that they're making up. So that can be another route too. Is the reference check. Hey,

Speaker 5 7:36

this is great from NYU. So we use high right as a background check vendor. You know, it's Cory. I've never, I haven't seen in the last couple weeks, if they released anything that specifically addresses like that kind of verification, they do have a verification and ID and passport verification that we use overseas for for our book. People not sure if quite that is what you might do, but that could be repurposed. We you know certainly if you find out there's a different they have a very they have a product that's been released specifically for this to detect deep fakes. That would be pretty cool. But I know they do have an ID verification process. I'm not sure if that's mostly for like, post hire kind of situation, scenario. But we actually are. We're also doing anyway. We're also kind of going through the whole online reference checking area as well. And we're, you know, extra was one of the ones where we're looking at as well as on cross check. The only one thing to caveat to what was just said about the their fodder alerts. And this is true for, like, almost all the vendors that are doing by checking by IP address, is that you might get a false positive of fraud alert if you know the people are trying are actually completing reference from the same organization. So let's say, let's take order. I'm your I'm your professional reference. We work for the same company, and I was your former manager at the same company and I happen to complete I'm like, Yeah, sure, I'll fill it out. You know, he said to me, I'll do in business hours. No problem. It might come as a false positive, and if they tell you that upfront, so there's ways around that, but just let you know in case that happens, the vendors are actually working on ways to kind of refine those false positives from happening.

Speaker 4 9:21

Greg on our one of the demos that we did last week, they actually brought that up exactly. I can't remember their exact answer to it, but they did have ways to kind of point that out or mitigate it.

Unknown Speaker 9:32

Yeah, yeah.

Speaker 1 9:36

Great. Thank you, Jessica. Thank you, Greg. Any other thoughts on that? I All right. Cordell, keep us posted on what you find out as you explore options. Okay, great. Oh, and by the way, I was showing what Jessica referred to. So we have a number of vendor selection internal conversations here. There's far more vendors on our blog. We're. But we're slowly populating those conversations in here. So if you do want to talk about one of these, the way this is structured, you can click on the link here, and it takes you down to the pinned comment where folks can discuss more about what they think of those tools. Also, I want to point out a post I made the other day, AI explainability. This is something that I just haven't seen discussed, really on industry, there are tools for approaching AI explainability. One in particular that looks interesting is from IBM, but there is an article here that I think the community will find interesting to read, because it addresses this issue of what is the AI actually doing? For some reason, I'm not seeing this conversation on LinkedIn, so check it out and let me know what you think. All right, going back over here, actually, that was the last question marked as a lot of call questions. Let's see if we have another one. Have another non marked ones. Kathy, are you here? Nope. See, Julia Chan, Julia, is that I see? Oh, Julia, is this your question?

Speaker 6 11:13

Julia, yeah. I um. So I did have a question with regards to how everyone's managing traffic extensions, in general, I'm

Speaker 1 11:21

having a hard time hearing you, Julie, I'm sorry. Can you sorry? Can you hear me now? That's a little better. Yeah.

Speaker 6 11:28

Thank you. Sorry. So I just had a question with regards to how everyone is preparing and managing contract extensions, just like single employees as well as like high volume contract extensions that need to be sent out. So in our example, like 50 plus clinical students. So we're just, we do have the offer Management module, but are in the process of just setting it up by our service at this time. But was just curious how other organizations are managing this process, like, for example, the new job requisition submitted and then the individual receiving the contract extension being submitted to that, and then offer management giving instruction there. I know some suggestions have been filtered around that using an I form, perhaps like adding everybody to the requisition and then submitting it as an I form knowledge. Perhaps that is like something that can be sent out. So I'm not just just curious to see what everybody that's great

Speaker 1 12:31

question. I haven't thought about that myself, actually. Vivian,

Unknown Speaker 12:36

you have experience there? Yeah, I

Speaker 2 12:39

was just waiting to see if anybody else would chime in with the different idea. So I implemented a large school district in the south and they have a very similar problem, where every year they have to re extend their contracts for their teachers. So essentially, that's rehire their teachers for the following student year. So what they would what they did in that case was they created 10 requisitions, and they were based on the kind of of teachers that they were math, you know, so basically based on verticals. So for this, you could have 50 plus one requisition with 50 plus openings, and then just basically rehire every single one of those people to that requisition and create a new offer letter, you can bulk move them to the higher process you could in that case, they had offer management too. There was a form offer letter that populated a bunch of variables. It was a specific template unique to this instance, and the variables were things like the job title that was on their employee tab and the hiring manager that was on their employee tab, the data was already in their person profile, so the offer letter itself mapped those variables in so it was just basically a mass they were they were able to create each one of those letters, but it was manual for Every letter, so it was 50 clicks in your instance. So there's no way to bulk create offer letters, to my knowledge. So that was the only really big downside, but it was a fast way for them to create multiple versions of the same offer letter over and over again and then extend them in a way that they could get the signature from the applicant and get it actually filed the way that it needed to be filed. So that seems like the best example of the way you could do it. You could potentially bulk assign an I form. The challenge with an iform and getting an E signature on an iPhone, which is before offer management would have been your only solution is simply keeping track of all of the accepts your you would have to create some kind of tracking dashboard for yourself specific to that requisition and specific to the the number of offers that have been accepted where you. Track each and every one of those versions of the forms, otherwise it would get really unmanageable within the workflow of the requisition. Thank you. You're welcome. Anybody else have any ideas or other ways that you handle this?

Speaker 7 15:16

My follow up question was going to be, do you have to do? Are you a one higher per rec organization. So

Speaker 6 15:29

yes and no for new positions with the same funding source, we allow for like batch requisitions, like batch agencies on the requisitions and then for replacements. We do do one to one just to track the vacancy, reason to watch your date. For the these clinical restaurants or these clinical students, we kind of have created a separate process for them where they're in replacements are always submitted as as like a bulk or sorry, as a batch one, because they all lead for different reasons we're not too concerned as

Unknown Speaker 16:03

students, if that makes sense.

Speaker 7 16:06

So yeah, so that was really my only concern, was, if you required one individual rec per unique hire, then that would make things a little bit more complicated. But it sounds like you already have a separate process for these guys, so I think the either the iform route or putting them all in a wreck to process them is a good call.

Unknown Speaker 16:28

All right, any other thoughts on that?

Speaker 1 16:35

Okay, if not a quick shameless promo for our course isims database hygiene. That is me and Vivian talking through all of the different things about data hygiene that you might not necessarily think about, particularly if ISIM system administration just dropped in your lap like it has for so many of us, certainly my story and Vivian's as well, and so we go through all the things that she learned in her 10 plus years over at iCIMS and in the broader industry as well, we've got 11 folks who have signed up for it and are taking the course. Now we're looking for feedback. So this is our first full length course, and we're gonna be doing a lot more of these on subjects of interest to the community. So if you take the course, please let Vivian know your thoughts and what you liked, what could be improved, what you'd like to other topics you'd like to see us address. We really appreciate that. So thank you. All right, let's go back to items channel. Any other questions dropped in here? I don't think so. Okay, so the Well, Cheryl, you had one down here. Cheryl, do you want to did you get the answers you're looking for? Would you like to talk about

Speaker 8 17:37

this? Actually, I have a follow up question to it, so maybe anybody can answer me this here. Um, so the original question that I had was using a creating a custom tab on a job to show, like a report search output, which Amanda had said that, yes, we can do as long as it's a recruiting workflow if form, we also have another recruiting workflow if form. And what we're thinking about doing is, how do I put this? It's a HR interview, feedback form. So let's say this person applied to three jobs. There would be three different I forms, right? So they interviewed three different times. They have three different I forms, let's say on the fourth job. Though we were thinking about, can we add a tab that would show all candidates and all of their HR feedback at a person level, meaning the person that is like, this is their fourth job. They would be listed with this job plus the other three jobs. And I was just like, I don't think so, because I feel like it's crossing this line of going from a recruiting workflow search to like a person this type search based on their workflows. But that I would ask, does that make sense? Yes, I've

Speaker 2 19:04

never done this exact scenario. So take this with a grain of salt, but you can do something called a pinned report tab, and you can pin your candidate Details tab, for example, is a pinned tab from the person profile, so if you mirror them, meaning you have a person report tab on the person profile, and then create a pinned recruiting Workflow tab to show the mirror tab, you should theoretically be able to show a person report on the recording profile.

Speaker 8 19:37

No, no. But we want to see this at the job level,

Unknown Speaker 19:41

on the job. So let's say there's

Speaker 8 19:43

like four candidates on a job that have all had prior interviews. We want to have a tab on the job to show all four people with all of their history

Speaker 2 19:53

so you can create a dashboard on a job. Um. It's something that I had done a couple of times for some of the bigger customers. And essentially what it is is it's, it's a pinned report tab. So you create a tab where you create a number of reports that are filtered, how you want them to be filtered, and then pin those reports as a dashboard tab on the recruiting workflow profile. The place where it doesn't work great is new items. It's an older application. And I was something that product wasn't even really where you could do when they designed new isims. And I had a couple of conversations with the product team about, well, what about customers that are using this? And it was an oh, how many customers are using that, not a lot, so it didn't really become something that got translated into new isims. Is not a heavily used feature, but if you're using, not using new isims, you should be able to create a report tab, so reflexive Report tab that shows anything you can find within that piece of the database. So if it's a job search, you can only find job search information which does tie to person, but not recruiting workflow. So if you're doing it at the job level, you can create a pinned tab, pinned report tab, if it's at the recruiting workflow level on the job, when you go to like the people tab, it would basically be the equivalent of the people tab, where it's the summary of everything, but it's just a bunch of reports that you've created Interesting.

Unknown Speaker 21:26

Okay, so it might work.

Speaker 2 21:28

Then, if you're not heavily using new items, it's worth it. We're not,

Speaker 8 21:32

we're not using it at all, so we're good, okay, no, that that might work. Okay, I didn't realize that you could do that either. That's very

Speaker 2 21:39

cool. I want to bring that we can walk through, setting one up if you run into a challenge,

Speaker 8 21:44

yeah, yeah. I was gonna say, Keep it. Keep it as an option. Yeah, no, definitely. I will take that back. Thank you. You're welcome. Thanks

Speaker 1 21:52

for the question, Cheryl, and thanks, Vivian, I never heard that before. That's a new one

Speaker 2 21:56

for me. It. I did it twice in 10 years, so it's not really all that common. All right,

Speaker 1 22:04

let's see, Greg, you posted something in here. Was this something for call, or just FYI?

Speaker 5 22:12

That was more of an FYI, especially in case anybody's got stuff bookmark or they've been trying to spend clever using having AI crawl all the community looks like, for whatever reason isims is going to be locking that down a bit.

Unknown Speaker 22:30

Got it? Thank you.

Speaker 9 22:32

You know it's, it's funny that you mentioned that. Like, if you're crawling, because, right? Like, you can type into chat GBT, and they'll go look at all these websites, right? One thing I don't understand right now is it pulls information from the developer site for me sometimes, and that's behind the login too. So how is it doing that? I don't

Speaker 5 22:52

know. I was actually talking to I asked talking. I mentioned this to Alex the other day. I actually was looking for something completely unrelated to 99 Sims, and I said, I need to look for A, B and C. It's typically not public information. And chatgpt went out to a site, went beat, jumped their paywall, went beyond their login, and grabbed the information, gave it to me, and it actually told me where I found it from. It actually, it pointed me to the source. So it was actually kind of honest in that respect. I don't know how it did it, though, like, I don't know how you know, I don't know if, maybe under you would think that the developer at developer portal, they would have a robust dot Tex or some indication to tell AIS, hey, don't crawl this. But I don't know that's a

Speaker 8 23:35

I will say this much. I was just doing some searches earlier this morning on API stuff, and it brought me to the dev site. So the dev site and I wasn't logged in. So the dev site is open right now, but I I'm assuming they'll probably close those down too.

Speaker 5 23:50

Did it bring it to the actual page? Or did you have to log in? Nope,

Speaker 8 23:54

it brought me to the actual page of the article in the dev site and the also, it brought me to the community page, so, like, people can ask questions. I had a couple of options, and it brought me to the direct site. And I was like, Oh, wow, I can access this. And I was surprised, because I wasn't logged in

Speaker 5 24:12

either. But the community I've I've done that on and off. If I'm gonna rush, track, compile, never tried a developer. Here I am. I could have gone done that. Wonder how fast that's going to stay open?

Unknown Speaker 24:23

Yeah, I have no idea.

Unknown Speaker 24:26

I've never been able to access it without the login,

Speaker 9 24:30

only through AI, only through chat, GPT, interesting.

Speaker 1 24:36

All right, let's do a let's do a poll. Let's see here, because last night at our event, I was asking people how they heard about the event, and one person in their 20s said that. So she was visiting from Dr and she was in New York for a week, and she said, Well, you know, I just went to chat GPT and searched for talent. Position events New York City, and that's what got her to our meetup event. And I know, I think most of the already team now, that's, that's kind of what we're doing. A lot of times I go to chat GPT first, and curious what other folks the call are doing. Interesting. A lot of people are googling, yeah. I just find, I just find the experience of googling things just to be so exhausting, having to do all that work of figuring out what's, you know, first thing is, like, let me disregard Google's AI thing, because I just they lost me at the beginning of all this, and I just hadn't been, probably never going to invest in that emotionally. And then it's a bunch of sponsored ads, and, you know, then there's, like, click baity ads that are trying to divert my attention to somewhere else, right? Whereas with chatgpt, I find that I get to the search results a lot faster. And I'm I'm betting there's a generational difference there too. I bet Gen Z is doing this a lot more. It's interesting. So we've got 83% saying they go to Google first, and 17% AI, interesting. Cool. All right, thank you for sharing

Unknown Speaker 26:05

that. GREG The floor is open. Who else has a question

Speaker 10 26:11

today? Hi, I do. This is Amy Klein with art and health. Amy, hey, so quick question we have. And Cordell kind of validated some things for me, but wanted to open up to the group. We have a sourcing team, so like Headhunters, etc, who go on indeed LinkedIn to find people who are already in our system, and, you know, tell them about the great opportunities we have in our hospitals. And so I am just curious about how people track that in isoms Right now, we do have some functionality set up for when one of our sourcers do submit applications or a person into a requisition, the status is, you know, like source or submitted. But we're finding, you know, although some of the people that are candidates, they're already in our ATS, but often, you know, again, we're sourcing them from outside vendors. And so how do you all, if you all do this, get candidates in the ATS in order to submit them to a requisition. So, because, right now, we are thinking of creative, a sort or create a person profile for that person, right? So we'd have their email, phone number, first name, last name, and we could create them and then submit them, but then does that is that confusing for that candidate when they really haven't applied and then they try to log in and all that good stuff? So yeah, curious on that, if anyone else is tracking sourcing metrics and isomes, okay, use auto source links for them. Okay, yeah. So that is m we could do, like sorcerer, and then isn their name or something, okay, so when they send the application link,

Unknown Speaker 27:54

yeah,

Speaker 4 27:55

yeah, that's when I would do it. And it's not a perfect solution, but you could send to your source to say, Hey, this is what you put on the end of the link, and it's basically just a static, a static thing, and then they plug it in at the end of any link that they send out.

Speaker 10 28:11

Yeah, I like that. And to so sometimes, right? Like, when we're in that process, that'll be a good tracking. But like, Kate, yeah, Kate, this is free application, so there's activity happening with a person before they even apply. So how do you track that activity before they apply in items? But I do like the auto sourcing for when we can get them an application, because that's what the sourcers are doing, right? They're sending them the application link. But

Unknown Speaker 28:39

So yeah, we should incorporate that. That's a good idea.

Unknown Speaker 28:47

Any other thoughts on that?

Speaker 11 28:48

That's an interesting thought. And we kind of talked about this a little bit in our breakout group, but I another thing to throw out there. I mean, we had talked about this internally as a company, and we were basically told that we couldn't for legal purposes, but like, be entering in any applicant information because they weren't at that time, like, agreeing to be in our database. So I don't know if that's something that you guys have discussed, or if there's any concern there, either as far as like, you know, you talked about setting up a profile for them on their behalf. I don't know if there's any compliance issues with that.

Speaker 10 29:28

Yeah, that brings up a good point we probably would want to look on. Yeah, look into that. Yeah. No, these are all, yeah, good suggestions. Yeah, the tags and stuff. So we're doing a lot of that stuff as well, but yeah, getting them into the system and just making sure we're accounting for those metrics, because a lot of work goes in before the you know, person actually pulls the trigger of applying. So okay, no, this is a lot of really good ideas. Thank you. All

Unknown Speaker 29:57

right. Thank you for the question.

Unknown Speaker 29:59

Amy, yeah. The floor is open. Hi.

Speaker 5 30:04

This is Greg, and I actually have kind of a really basic question, just trying to compare notes to see what people are doing. You know, when you're you're building out dashboards, either widgets or panels, and you're testing it. Now, the idea would be that you that you might get a request where it's not really for an entire login group, it's for a specific, specific user. And are, if you have, if you've got to put something out for a specific one person or two people, and really, the rest of logging group really is not going to use it or needs it. Are people having to jump in and create a custom, I guess, log in as that person, proxies that person, log in as that person, create a little dashboard for them, and then just get it perfect, and then redo the exact same other person. Or are people actually having to create, like, elaborate kind of schemes or login groups just to get that to work? Because I'm trying to, I find myself having to do that for companies, custom jobs where it's and I have got to jump in and do that, and it takes up a lot of time. I was wondering if anybody has a smart way to get around that.

Speaker 1 31:09

What I've done the past is I have temporarily switched that person's access to a an admin access right, build the dashboard for them and just not exposed it to anybody else, and then flip them back to the correct login group. I don't know if that's what you're asking

Speaker 5 31:26

so that. So when you do that, is it open to the entire login group, or just

Speaker 1 31:32

that person? It's temporarily giving them access they should not have, essentially, right? So I do it off hours, and I make sure that they know that they should not touch items while I'm doing that, right? But, yeah, I have an article on it actually, on Sunday,

Speaker 5 31:46

yeah? Because, because my challenge is that at the end of the day after I finished building it, it's not for the entire login group, it's just for that specific person within the login group. Yeah, is

Unknown Speaker 31:59

it a full access user or, just

Speaker 5 32:01

like a hiring manager, full access a recruiter? Oh, I know

Speaker 8 32:06

for myself, I tend to just log in as them and build it out, because it's specifically for them. Like, I'll build it out as a user admin, like the report, but then I'll add it as a I'll log in as in the as them, and add it to their dashboard for them. Okay, this is the way. That's typically what I do. Yeah, because I know what Alex is doing, and a lot of times like, I have forgotten to switch them back. So don't forget.

Speaker 12 32:33

Wow, this is great, but that would be for everyone, right? Like everyone in the logging group.

Speaker 1 32:40

Well, no, it's just for the it's just the user. Because as a sys admin, you can build something that's just for yourself and will not be it won't be exposed to anything else unless you toggle it on for others.

Speaker 2 32:51

If it's something you think you might eventually need to cascade to more than one person. You create a sub blogging group of a child of that logging group, and just customize that dashboard for that particular user and move them into the child if it's that way, it's sustainable, and you can roll it up to somebody else if there's ever a need for them to share the same kind of customization. But going and logging creating the reports yourself is as an admin and then logging in as the user and creating the dashboard for them logged in as them, is really the only way to keep them in the same login group with the custom dashboard information.

Speaker 12 33:29

Oh, I did not even know that you could do that. Yeah, that's really cool.

Speaker 2 33:32

I don't it's a, it's, it's a death of 1000 cuts, though, because if you make it a consistent habit of doing now, everybody's got this unique little special thing, and you have no way of really rolling it up to others. So that's why the ideal best practice is to create the child login group, because then it's repeatable. But if you have this one unique, special person that needs this one unique special thing, rather than going through that trouble, you know it's it's possible to log in as them and just add it to their dashboard alone.

Speaker 5 34:08

Yeah, all right. Well, thank you. Just wanted to double check and thanks Alex for sharing that out. Yeah, sure. All

Unknown Speaker 34:16

right, great question. Who else has our question

Unknown Speaker 34:22

today? It's floor is open.

Speaker 8 34:24

I don't have a question, so I'm happy to not talk about this, but I thought I would share a tip and trick. So if anybody else has questions, I'm happy to take a back

Unknown Speaker 34:36

seat. No, go ahead. We have no 15 minutes. Go

Speaker 8 34:39

ahead. Okay, so something that we're building out was our department interview feedback form, it's an eye form, and my colleague was showing it to me, and he's like, God, I hate these headers. I hate these headers, like they're so long we can't tell like, what they all say unless you hover over them. And I said, Well, why all. We for the hiring manager login group, have items updated so that the search engine header formatter does not show all this craziness. So for example, if you look up a recruiter on a job on a recruiting workflow search, it would say something like requisition recruiter name or something like that, right? But there's a simple formatter on your Edit Preferences where you can have a just it would just say name for people like us. For the most part, we don't want that because it could be confusing. Of Is it a recruiter name, hiring managers? Name, whose name is it? But for a hiring manager group, it may make sense to give them the simplified version, if you guys have a lot of reports for them. So our iform with a million columns, all of a sudden went to, how do they know what these numbers represent? To, oh my gosh, we can completely see that right there. And so you can, when you see the Edit Preferences, when you go into your own at the very top left, it says, select the group myself. Well, I Sims can see all the groups, so we just have to call items and say, Hey, can you update this whole entire group to one thing? Or even if it's like, if it's a different country, you can do it for, you know, like our Mexico group, you know, their whole group is in Spanish. We flipped all of theirs to Spanish. So it starts off and then as reporting, for people that work in high volume or are in reports a lot, I update my search results and table page size to 100 so I don't have to personally go 2525 25 I don't know if this, I don't think this affects new items, like, when you're looking at candidates, but it does affect, like, you know, when you're looking at report output and stuff. So yeah, I'm going to bring this to our recruiters soon, so that I don't think they ever knew about this and it just came up. So I was like, you know, I'll share this here. So there you go. Some tips and tricks.

Speaker 1 37:03

I really love that. Thanks for sharing that. Yeah, and

Speaker 8 37:07

Paul, yes, it's by logging group or a person. Can do it individually themselves, but you would like have to log into their profile. Very cool.

Speaker 1 37:20

Ariel said, to look at more candidates and new items. You can also update that directly on the job. Job profile. You can look at 2550, or 100 at a time. Good to know. Yeah, those, those little tips and tricks. They're powerful, like they really they add up every every one is another little piece of efficiency. Cool, all

Unknown Speaker 37:41

right, the floor is open. Who else has a question today?

Speaker 1 37:49

No question too small. No question too big. If you're new to the group, everything is everything's fair game.

Speaker 11 38:00

I have a question. I've asked a lot of people up to this point, but I'm going to ask you guys, because maybe you guys have some fancy way of doing this, but we have auditors that are wanting to see all of the permissions set up in isims, and I know I can go where I can show them, where they have read only or hidden access by fields. But our login groups also have additional things that, even though this may say read only and things like that, they don't have an edit button, they don't have a search box, they don't have the reporting functionality. And every time I ask, I'm being told that the best way to do is log in as somebody in that login group and take screenshots showing what they can and can't see that there's not really somewhere I can screenshot those additional settings. Is there anything fancy, otherwise

Speaker 2 38:54

manual? The only way they can do it is manual, even isons can't extract that for you, it was one of the major pain points. The whole time that I was there, they were trying to create tools to extract it, but the permissions are just in so many different places in the database. There's no way there they should be able to provide you with some workbooks that they've used with a format of what you should look at, so things like can see can edit for forms. So they should be able to provide the help desk should be able to provide you with like a blank document, but they're not going to go through your entire system, setting by setting and show it to and figure out what it is. So keeping your own this is one of the things we talked about in database hygiene. Keeping your own documentation is really your best bet for this type of thing, and you're going to want to document things like security rules and search locks and event notifications and formulas and fields and all of that, and field based permissions. You're going to want to keep your own documentation on all of that, because if something happens. Happens to you? Your next person who has your system is going to have no idea what anything, how anything is set up, and I, since can't give that to them in any kind of downloaded way,

Speaker 11 40:09

okay, but you said they have, like, a blank document that I could use

Speaker 2 40:12

to give you a blank slate permissions. Just ask for a blank permissions workbook. And if they tell you they don't know what that is. Tell them to ask the professional services team.

Speaker 11 40:23

Okay, perfect, yeah, because the auditors work with I was showing them and I was taking screenshots, which is a lot of screenshots, but we were talking about, we just implemented, you know, a few years ago. And so I'm looking back at the documents we did when we first set up all this to maybe have a starting place. But that helps to have that, because then I can maybe, as I'm going through all this, go through and update it to maintain that. So thank you. I just thought I was like, I'm gonna ask one more time just to see Thank you. You're welcome. Thanks

Unknown Speaker 40:55

for the question. Vanessa, all

Unknown Speaker 40:58

right, got time for one or two more questions,

Unknown Speaker 41:08

going once,

Unknown Speaker 41:11

going twice.

Speaker 1 41:14

Okay for no more questions today. Oh, you know what? I forgot, Kayla, we did spin the wheel of fun. I got it. Were you gonna say something? You're gonna let me end this meeting

Unknown Speaker 41:22

without No, I was gonna say something like, right now. Oh,

Unknown Speaker 41:25

okay, great. Let's do it. I think

Speaker 1 41:39

everybody's still here. All right, here we go. Time to spend spin the wheel of yum. Actually, somebody will get lunch on us. Heather Schultz, congratulations. Bon appetit Caitlin will send you a DoorDash gift code for lunch on Sai. And with that, thank you everybody for joining today. If you'd like to stay after and share one nugget that you learned. We'll do that in a moment, but if not, I wish you a restful and restorative weekend, and we'll see you here next week, same time, same place. Bye.