iCIMS Hacks: Scheduler, Data, and Offers (9/26/25)

iCIMS admins share practical takeaways on running scheduler v2 alongside legacy, safeguarding reporting accuracy, starting data-first in change management, and mapping offer-letter variables without circular errors. Real lessons from the field to help streamline your iCIMS practices.

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Transcript

 Alex: Alright, let's go ahead and get started.
 Alex: Welcome everybody to System Admin. And it's. So glad to see you here. As always, please drop something in chat that you are grateful for today.
 Alex: Today I am grateful for the newest addition to the IRD team, Ty Miller. Ty has joined our team full time too.
 Alex: Assist our customers with iSIMs optimization. Ty, you want to wave and say hello? Yeah, good to have you here, Ty.
 Alex: Caitlin says our team for sure. What else are folks grateful for today? All right, grateful for beautiful weather, says Vivian.
 Alex: Puppy yoga tomorrow? What, I gotta ask, what is puppy yoga?
 Rachel.Savitt: So, it's a group, they have locations actually all over, if you just look up, I think it's Puppy Yoga Club.
 Rachel.Savitt: They change the breeds every week. They have them Saturdays and Sundays. They allegedly work with reputable breeders, because I am not a breeder.
 Rachel.Savitt: I'm breeder fan for all of us in Rescue that are on this call, but they also work with some rescues.
 Rachel.Savitt: So you try to do yoga, and you get attacked by puppies for an hour, and you don't have to take any of them home, which is fun.
 Alex: Great idea. All right, I learned something new, puppy yoga. Look up, it might be in your town. It probably is.
 Alex: Great, thank you. Christine says cooler temperatures, sweater weather is coming. Yeah, I love sweaters. Yeah, falling temps indeed. All right, next slide please.
 Alex: All right, a reminder that we are recording the session, and we will post the recording to Circle, to Spotify, and every once in a while we put one on YouTube.
 Alex: The transcript is incorporated into the Circle chatbot to enrich its responses. We now have hundreds and hundreds of hours of video.
 Alex: We have iSims customers and consultants talking about iSims, and all of that information is available through the Circle platform. Today we're going to do a couple of news items.
 Alex: We're going to go to members' questions, do some announcements, and then general questions. If we have time, we'll also do some networking breakouts.
 Alex: And we like to do a What We Learned video at the end if you'd like to stay on and share one nugget, something that you took away from the conversation today.
 Alex: Our leaderboard, we have folks climbing up the leaderboard, getting some Dancing Parrot awards. Congratulations to everybody. And coming events. Um, I'm starting to do, uh, like a weekly, just a mingle event.
 Alex: You know, we can talk about anything. We can talk about ISINs, we can talk about TA, we can talk about, uh, the sysadmin profession, but I will be live next Thursday.
 Alex: October at 12 noon, if you'd like to come out and have lunch and chat. And of course, we have our office hours and other events coming up as well.
 Alex: Next slide, please. And that's it. All right, so let's, um, let's talk about the news, some interesting things going on in the world.
 Alex: Um, I am start, I added a tag. To the general discussion space called in the news as these, uh, Vivian is really great.
 Alex: Vivian is very on top of stuff going on in the news. She's more, uh, in, uh, she just keeps up that stuff more than I do.
 Alex: Um, and so we're going to start putting them here. Here in the general discussion tagged in the news, and you'll find them there.
 Alex: The first thing that we wanted to talk about today is this H one B fee. And I dropped a link to an article that it has some good information.
 Alex: About what's happening there, but wanted to see how that's impacting folks, businesses and your role specifically. How is that playing out on your side of things right now?
 Alex: If at all, maybe too much.
 NinaVoelker: I think it'll affect. Our organization and then me personally, my husband owns dental practices and so he, um, is very concerned because some of his practices are remote and so he does rely on, you know, that's what the H-1B is intended for.
 NinaVoelker: When you can't find somebody, find an American citizen who can do the job, this is what we're looking for, somebody who can come in on an H-1B and, you So he's pretty concerned about it.
 NinaVoelker: I know we've gotten some clarification from our attorneys that it won't be existing H-1Bs, so it's more of a wait-and-see, but I think it's really going to impact, you know, some of the larger d companies.
 NinaVoelker: They're 30% of their new, new grad hires are H-1Bs, and so if they can't use that, we don't do a lot in our smaller dental company, but what that means is if those big companies can't afford to use to do the H-1B candidates, they're going to come after the candidates that we've been hiring.
 NinaVoelker: So it,
 Alex: it will definitely impact
 NinaVoelker: our business.
 Alex: Got it. Thank you for that. Craig, what about you? Is that impacting NYU
 Greg Mendez: yet? Uh, it's a wait and see. I think a lot of people are still trying to find out because one of the provisions in there are about revisiting rulemaking.
 Greg Mendez: And, you know, we, normally there is no cap on a number of, of H-1Bs a nonprofit or a school can get.
 Greg Mendez: Uh, and typically, you, you know, they were kind of a little, you wouldn't, it wasn't, you didn't have to pay the fees, but it was just a little easier to get through the process.
 Greg Mendez: Uh, now, uh, it looks like that's not going to be the case. And I think it's a little, like for all the men, everything was just mentioned.
 Greg Mendez: And I just think it's a little to me, but Uh, however, you know, you can a pipeline if you really want to, you know, so we can stay competitive as a country.
 Greg Mendez: A lot of foundational research starts even before someone is like a full-fledged researcher, like they're typically assisting with researchers and fellows.
 Greg Mendez: Uh, that's, that can be very, uh, very difficult. Um, and if you're thinking about pipelining, uh, that's all future. Uh, the other concern is that these idea of the these different types of tiers of H1B.
 Greg Mendez: So basically, you know, uh, once we get to the one million, five million. Uh, that is kind of on the ridiculous scale in terms of fees.
 Greg Mendez: Uh, uh, it, it just creates a really strange, even among the corporate- America, you're talking about a really strange tier process, which, uh, I think what you might end up happening is people get, you know, get very, very creative on how to bypass H1B.
 Greg Mendez: So there are other visas out there that you can legally bring people into the country. Uh, through various forms of transfers.
 Greg Mendez: Uh, and you might see them, let's say, tighten that up. You might start seeing people using that. Uh, I don't want to say abusing it, but they're gonna pay some companies, actually, quite a few companies, maybe force if you have got global locations.
 Greg Mendez: You might be forced to get really creative with that, and that might try to bypass those processes. Uh, that would, in essence, you know, obviously, uh, attract more government attention and create this vicious circle.
 Alex: No create. Cordell, you said too soon for your company. I think a lot of folks are in kind of wait-and-see mode.
 Alex: Any other thoughts on, on H1P and how that's impacting folks?
 Shuree Sockel (Enterprise): I think it'll be interesting to see what happens with the, like, the brain drain of previous times where a lot of companies think, well, it's not going to affect us because we don't have many H1Ps in the H1B employees, but our pool is going to be shrunk so much because it just limits the amount of talent
 Shuree Sockel (Enterprise): that we'll have access to everybody, even if you don't hire H1Bs. So I think while it's a wait and see.
 Shuree Sockel (Enterprise): If it all goes through and, um, it happens, it's really going to affect everyone that, that uses any sort of technical skilled roles.
 Vivian Larsen: One of the forums that I'm on, one of the things that is coming up and bubbling up is- agency fees are going to go up.
 Alex: Oh,
 Vivian Larsen: agency users are, they have a smaller pool just like you're talking about and they're not going to be able to look at H1B folks.
 Vivian Larsen: So that is going to rise as that cost is going to rise as well. So just a little ancillary thing.
 Vivian Larsen: Thank you for to pay attention to if your agencies come back and suddenly need to start negotiating higher fees. It's because they're having a harder time to and not making as many placements.
 Alex: What's a great call. I hadn't thought about that. Yeah. All right. Well. Let's go ahead and jump on over to our items questions of the day.
 Alex: I will share my screen. And Alright, so I always like to see if anybody from the previous questions has a follow-up or something.
 Alex: Greg, do you have anything on the SQL tab that you'd like to address?
 Greg Mendez: I got it. I, right. I actually did it. So, in case anybody's curious, I was actually- I followed the directions as in the post.
 Greg Mendez: You put it in a ticket. Uh, it took le- it actually- it takes about- everyone's right. Uh, it takes about 24-40 hours to show up.
 Greg Mendez: Uh, you do have to be specific and let the know which- type of searches you want. Uh, you know, uh, it is there.
 Greg Mendez: You just have to let them know, um, either tell- either provide a s- a screenshot, or just explain you're looking for the sequel tab.
 Greg Mendez: And it's there. Uh, it took a little back and forth. Fourth. Fourth. But they were able to- they were able to roll it out within, uh, within 72 hours of the ticket.
 Greg Mendez: So that wasn't- was actually much better than I expected. Uh, they did- that what's gonna- what might happen to you is that the support might say, hey, we're lugging as you- .
 Greg Mendez: We see that you have a SQL tab, but you can't see it on your end. And that is actually kind of what normally happens.
 Greg Mendez: The- the support's gonna see it even before you do. And then within 24 hours after that, you'll- you'll start seeing it show up.
 Alex: And Greg, can you mind me, what was the, the use case for
 Greg Mendez: this? Uh, it's a couple of things. One we- it's one for us to better better see the actual kind of the cold that's being used.
 Greg Mendez: Uhm, it helps us also better understand. So like when- when I assume since they can't do something or something's just really complicated.
 Greg Mendez: It gives us a better appreciation of that. It also allows us for- we're gonna- we're thinking of doing this as we switch over to start doing more API-based integrations.
 Greg Mendez: Our developers themselves, who are actually building the API, creating the SQL, uh, they'll have to be- Yeah, well, we can provide a lot more of what's happening behind the scenes.
 Greg Mendez: And it's not just so much of a black box, and it allows them to kind of create better integrations for- for items.
 Greg Mendez: Um, that's the initial thing. Right now, a lot of stuff is redone- phone. So unless you really like SQL, and you like to build that, it's probably not going to be much- much- much of a help to- more of a curiosity.
 Greg Mendez: Um, some areas you can edit, so just kind of, you know, beware unless you actually know SQL, or you're willing to kind of re- get a complete refresh on it, do it.
 Greg Mendez: Uh. But there are certain areas like the columns, like you'll see the columns, you can actually see, you know, how their phrase- you can't change that part, but it does kind of show you'll give you- kind of understand what they're doing with it, which can you can pass it on to the team.
 Greg Mendez: So, I mean, they- they- they'd limit what you can do, because they want to make sure you're not accidentally- you know, injecting very mouth, you know, uh, sequel statements that could, like, bring down the platform, or bring down, you know, your instance, which there are ways you can do that by accident
 Greg Mendez: . Uh, so I- I appreciate the fact they're limiting what you can do. But there's a lot of potential there. For those who are advanced developers or sequel users.
 Alex: God, I'm sure you have your hand up.
 Cheryl Callaway: Yeah, um, I just wanted to clarify something if anybody does this in regards to the TSC logging in as, um, like you and trying to confirm.
 Cheryl Callaway: So that is actually by design.
 Greg Mendez: So
 Cheryl Callaway: as a TSC, they can already see the sequel tab. And no matter who they log in as they will always see it.
 Cheryl Callaway: So for example, I have a sequel tab. If I log in as a recruiter. I still see the sequel tab.
 Cheryl Callaway: If I log in as a hiring manager, I can still see the sequel tab. So just be aware that if you can see that you as a user admin, no matter who you log in as that sequel tab will always be there.
 Cheryl Callaway: Um, and that's kind of cool. Uh, one of our system admins is also a software engineer. So like, she knows coding and everything.
 Cheryl Callaway: So I'm having her kind of figure out a little bit more than I am. But one thing that she noticed was when she logged in as like a hiring manager and had a report or looked at a report, um, she can see the search log security roles and stuff.
 Alex: So
 Cheryl Callaway: it was like, that's super cool.
 Alex: So we
 Cheryl Callaway: don't have to like log back out, look at search logs and then, you know, yeah.
 Alex: Very interesting. It's great. So Caitlin, you said something about, uh, customizing reporting dates.
 Kaitlyn Faile: Yes. So I have a particular client who operates in fiscal year and we were able to use Bob Coding to get the SQL language to force the dates to show up the way that they wanted to every single.
 Kaitlyn Faile: All the time. So that was real.
 Alex: Very cool. Alright, great. Let's go on to our next one here. Is Kristin on the call? I don't see her.
 Alex: Uh, let's see. TIE. TIE. So this is related to the call that you and I were on. And it was about, uh, trying to get field ideas for, integrations, like, uh, such as first in and last in, right?
 Alex: And they were trying to pull, they're doing a Power BI, uh, reporting project that's connected with API. And they're trying to get application date and first in and last in.
 Alex: Uh, does anybody have experience with that? No, if it's, It's possible to get those via API.
 Vivian Larsen: So you can't get application date via API, but what you can get is history date. So historical date, um, which is kind of a hack.
 Vivian Larsen: Um, I had a conversation with the same customer, so we went through a couple of, different ways to get it.
 Vivian Larsen: But if you do, um, history updated date, what you can basically do is extract that candidate's history updated date with every action that takes place in the system and then form your own audit trail in a data
 Alex: warehouse. So
 Vivian Larsen: she couldn't get application date because it's not exposed, but this is a workaround because you can get that date and if the date matches, it's the date the application was created.
 Vivian Larsen: So that initial date is, yeah. So not, not quite what they're asking for specifically. Um, first and last and it isn't exposed to rest at the present moment, but you can get that date.
 Alex: Got it. By the way, your audio sounds great.
 Vivian Larsen: Okay.
 Alex: Cool. Yeah. So then how
 NinaVoelker: will that customer get that? Will they, will they try to extract? At that way, or will they do a separate flat file because we're, we're going to need to do that.
 NinaVoelker: We're moving to data stream and we do use first then and last and so do supplement that with a flat file or try to extract the
 Vivian Larsen: API. So let me, let me ask this question first. You're moving to data stream or API?
 NinaVoelker: Oh, we're moving to data stream. Sorry.
 Vivian Larsen: It's, it's interesting. Um, the only reason I'm asking is I thought they were sundowning data stream. Um, so cool.
 NinaVoelker: Um, so we, we got approval
 Vivian Larsen: for it. So you are in a very unique position because audit trail is exposed to data stream. You don't have the same problem.
 Vivian Larsen: Rest API does not have the audit trail exposed, which is something that I ran into about six weeks ago with another customer.
 Vivian Larsen: Um, so yeah, you, you will have audit trail, the ability to call audit trail. In the data stream, you don't have it in rest.
 NinaVoelker: Okay.
 Vivian Larsen: So for those customers who are going API, not data stream, but API.
 NinaVoelker: Would you recommend that they do a flat file supplement to get first and last in, or try to extract it the way you were describing?
 Vivian Larsen: So it just depends on how much code you want to build, um, on the, the APIs. And, and your data warehouse side.
 Vivian Larsen: But, um, a flat file supplement is never a bad thing because you have backup. Um, and you have a secondary place that you can go and, and manually tweak things if you want to.
 Vivian Larsen: Um, you also have a little bit more flexibility with formulas and transformations in a flat file. Then you do an API.
 Vivian Larsen: So if you want to, um, the SQL conversation or convert the date, let's just say that if the country equals EU convert the date you time, you can do that in a formula for a flat file.
 Vivian Larsen: You can't do that in an API. The API is just going to call that it is that that's there. So that's just one thing to consider.
 Vivian Larsen: Yeah.
 Alex: Great. Many of the thoughts on that. All right. One
 Greg Mendez: quick question. Sorry. Uh, so you mentioned that the API doesn't have access to see the auto trail. I'm curious. Is anybody know, like, why is that the case?
 Greg Mendez: Or is that just something that it would you would think that would be something that they would that would be
 Vivian Larsen: useful? It's rest to be very clear. It's REST API that they don't expose it to. It's the data stream they expose it to because it's constantly updating and it's live.
 Vivian Larsen: So this is not this is my very loose understanding of this technology's answer. You can definitely ask. I sims and they may give you a different one, but because data stream is streaming and it's constant audit trail is constantly being updated for every record in the system.
 Vivian Larsen: It is realistic to capture in a streaming environment in a REST environment. It's scheduled. And so the packet size
 Alex: would be.
 Vivian Larsen: Significantly greater in a rest than it is in data stream in data stream. It's a one to one action. The action happened.
 Vivian Larsen: The action sent information and rest. It's all of the actions that happened since it last ran. So, yeah.
 NinaVoelker: Uh, on the ice. I was reporting an analytics design thinking session that was this week. That was one of the big things that not only if you're using API, but also in platform that they were asking for is the ability to pull some more of that
 Greg Mendez: information.
 NinaVoelker: Yeah. I'm on a trail.
 Greg Mendez: Yeah, it's, it's, it's, it's a, it's something that, um, our developers are getting to look at, especially as like, they're wearing their options about a warehouse, but they're, they're trying to find, okay, is there information that just can be pulled with.
 Greg Mendez: Without having to store it unnecessarily. Uh, that's just kind of the thinking, the kind of, some of the crunchy they're doing behind the scenes on that team as they get kind of more involved on, kind of understanding the items framework.
 Greg Mendez: Yeah. Thanks.
 Alex: Alright. Cheryl, you had a question about transfer candidate activity.
 Cheryl Callaway: Oh, I was just kind of curious about it. So, um, I hadn't, uh, was talking with somebody and they were talking about like, um, a recruiter had messed up their requisition.
 Cheryl Callaway: And transferred somebody to, like, Rec B from Rec A and needed to transfer it back. And somebody had asked me a question like, oh, what will happen with transfer candidate activity?
 Cheryl Callaway: Um, and so since I don't really use that too heavily, I wasn't sure if it would mess up. Anything, or if I could just move them out of the status that transferred them initially.
 Cheryl Callaway: Um, I ended up in, I had them just reach out to Isums and con, I like, I contacted Isums and was just like, hey, what happens with this?
 Cheryl Callaway: Cause I was curious by that point. I just think. Uh, finding out what happens to it. They said pretty much nothing.
 Cheryl Callaway: So I don't really know. I haven't tested it. Um, we don't really have that set up. So it's just one of those kind of like, whatever.
 Cheryl Callaway: I put it back on the person.
 Alex: Does anybody else here have experience with, uh, using transport candidate activity in that way?
 Vivian Larsen: I helped design it. Um,
 Cheryl Callaway: so.
 Vivian Larsen: Great. I have a little bit of experience with it, but it's, it's evolved a little bit since the last time I had my hands on it.
 Vivian Larsen: It was never d- zined to do this, what you're describing. It was always point A to point B, point B back to point A.
 Vivian Larsen: It wasn't even a conversation we had in the initial scoping. So I'd be very surprised if it handled this well, cause I know we didn't test it to do
 Cheryl Callaway: this. Well. Well, it wasn't so much about transferring using the transfer candidate activity to get back to wreck A, because they can't do that, right?
 Cheryl Callaway: Because they're a manual requisition A. Um, it was more of a, if I move them out of the status and all their information, like, is it all?
 Cheryl Callaway: God is all the reporting gone, is every, all the application information gone, or is it all the same in ISIS?
 Cheryl Callaway: Uh, TSC had stated that, um, all the data is still
 Vivian Larsen: there.
 Cheryl Callaway: Yeah,
 Vivian Larsen: so I'll say, I agree with them. Yeah, so any, any information you move from wreck A to wreck B is going to live.
 Vivian Larsen: In wreck B, but none of the information is going to transfer back from wreck B to wreck A, so your workflow status and all of that.
 Vivian Larsen: Unless in wreck B, you also do a transfer candidate status and send them back to wreck A. Um, I think that will fail because they're already in.
 Vivian Larsen: It
 Cheryl Callaway: did fail.
 Vivian Larsen: Yeah.
 Angela Biehl: I have a quick update on this because we had this issue. We have a few subset of positions where we don't actually post them.
 Angela Biehl: So we'll do one major post and then transfer candidates to a few specific wrecks. Based on which one they're being considered for, and that's what we use the transfer candidate for.
 Angela Biehl: Um, we've had the situation where we transfer them over. Uh, it's, it's ended up in both situations. I've never tried to transfer candidate back, but when we did want to report on the initial one, we We just removed the last candidate transferred status from the original job A.
 Angela Biehl: And then the workflow looks exactly as it did before. The infos in both positions. And it essentially looks like you didn't do anything, but the candidate data is in both requis-
 Alex: right, thank you for that, Angela. Alright, Cheryl, thanks for the question.
 Cheryl Callaway: Let's
 Alex: see here, Ingrid, Ingrid on the call. Don't see Ingrid. Good. Vivian, is this a question?
 Vivian Larsen: Mm-hmm.
 Alex: Okay.
 Vivian Larsen: I'm stumped.
 Alex: Alright. It can't happen.
 Vivian Larsen: So basically what's going on is, um, in the offer center, so this is a cring-screenshot. Out of it, the customer is changing offer amount in iteration.
 Vivian Larsen: So it's rescind- the offer is extended, it's rescinded, and they bumped it from 110 to 130. When they bumped it to 130, they're being given, not just the two- for the recruiting workflow offer amount.
 Vivian Larsen: But on the bottom, they have these two random submittal fields that show up out of nowhere. And what- there are no other fields in the system called submittal.
 Vivian Larsen: They- we don't know where they're coming from. Um, other than this being the original submittal. Like the original record of the original offer that was created.
 Vivian Larsen: So if she doesn't check all four, what's happening is it's overriding the information. So if she only checks recruiting workflow amount and recruiting workflow bonus offer.
 Vivian Larsen: And leaves the bottom two unchecked. It's overriding. Her offer amount field on the offer details tab with the original amount that was first entered for that offer amount.
 Vivian Larsen: So it's basically going back and updating it. And if she goes back and updates the offer again, it recognizes it as another change and.
 Vivian Larsen: in. 7 It's strangely enough that second time around all it shows is the two fields. It doesn't show the two bottom ones.
 Vivian Larsen: Anybody ever run into this before?
 Cheryl Callaway: I haven't run into this specifically, but as far as I'm. time. I'm aware submittal is the, the fields. Um, like when you're in the offer letter, instead of doing like an insert variable, if you do the insert the submittal variable, um, the submittal will.
 Cheryl Callaway: Add a. that's it. The field on the right side within the offer modules that you can edit it directly and that updates the offer details field.
 Cheryl Callaway: So, I would assume that when she's not grabbing the submittal fields, it's, it's now, you know, updating the submittal field.
 Cheryl Callaway: If fields do the whole thing in reverting your offer details back. So, I don't think I've ever seen it happen like that, but at the same time, I'm surprised she's not just grabbing everything and updating it.
 Cheryl Callaway: Um. So, it
 Vivian Larsen: could be a big issue, the way we've got the variable We're able mapped in the template.
 Cheryl Callaway: Right. Because in the template, if you just use a normal ad variable with the green highlighted, it, um, it comes over as just the variable.
 Cheryl Callaway: Like, you can't update that. You would have to go into offer details to update that. Um, if you use. Because submittal, then you can update it within the offer template and make changes and it syncs it to the offer details.
 Cheryl Callaway: So I'm thinking that because you guys seem to have them both or that's showing both, I'm wondering if that's why it's just reverting it because you're not updating.
 Cheryl Callaway: I'm to submit a field also.
 Vivian Larsen: Gotcha. That is a new path of inquiry. I think you're probably onto something there. I'll go test.
 Cheryl Callaway: Yeah, I can't see that that should be the way it works. Just, I'm pretty sure that's how it does it though.
 Vivian Larsen: Definitely a, definitely a good new line of inquiry. Thank you.
 Alex: Thank you, Cheryl. Any other thoughts on Vivian's question? Okay, let's see. Ingrid's not here. All right. Let's open up the floor to general questions.
 Alex: What's on your mind today? No question. Too big or small. We talk about some scariest stuff. We talk about some simple stuff.
 Alex: If you're new to the call, don't feel intimidated.
 Christine Hill: Uh, I'll jump. Go ahead.
 Greg Mendez: Go ahead.
 Christine Hill: Sorry. Go ahead. Hi, it's Christine from Lettuce, entertain you. Uhm, is it? I don't know. How many of you are using the new ISEM scheduler as part of your workflow?
 Christine Hill: Uhm, we just had a question come up. We're not sure if we want to do this, but I just thought I would throw out, throw it out there.
 Christine Hill: Uh, our internship manager travels heavily in the fall and starts collecting intern- internship applications via ISEMs. But what we don't have the ability to do is to interview for several weeks until kind of the heaviest part of her travel is done.
 Christine Hill: And so to keep up on things, what we were wondering about is if we could certainly use the invitation. To schedule an interview with us, but make it so it would bump out a certain amount of time.
 Christine Hill: So for example, she starts traveling in September, but she doesn't want to start interviewing until the first week of November.
 Christine Hill: Does anybody know if there's a setting that would allow her. She can block her calendar, certainly, right? But I wasn't sure how many weeks in advance or how much it will show in applicants to schedule, if that makes sense.
 Christine Hill: So we don't want to schedule for the first, you know, for the next month, but you. You can start looking at her schedule beginning November 1st.
 Christine Hill: Does that make sense? Is anybody using it that way and know anything about the parameters of how far it will serve up, um, calendar space for her so people can schedule interviews in the future?
 NinaVoelker: I think 30 days is the max.
 Christine Hill: Okay.
 NinaVoelker: Yeah,
 Christine Hill: we're kind of thinking it would be that as well. So maybe if we decide to try it, we can, but okay.
 Christine Hill: But that's just a sort of hard-coded setting. That's not something you can adjust. That's just how it works, you think?
 NinaVoelker: You can adjust it down from 30 days, but you can't adjust it. At least in my settings, I can't adjust them 30 days on the template.
 NinaVoelker: But you could wait to send the, hey, thanks for meeting us at whatever universe. You know, wait to- two or three days, I think that's reasonable and then send it.
 NinaVoelker: And so that would give you a little bit more time.
 Christine Hill: Yeah. And she would just block her calendar out, obviously, so that, um, those times wouldn't be available until such time as she wanted them to have the availability to select from.
 Alex: Right. Okay. Awesome. Thanks for the insight. Right. Thank you for the question, Christine. Who else has a question today?
 Greg Mendez: So I have a quick, very quick. Uh, it's an API related question. Uh, that seems to be a theme all of a sudden today.
 Greg Mendez: Uh, so my, um, my team, we're kind of kind of getting ourselves reacquainted with the, uh, the developer's site. Uh, they wanted to quickly know, uh, cause again, they're getting.
 Greg Mendez: They're getting used to the whole API thing. And as we start, uh, plotting our conversions from a file exports or imports to, to an API REST API.
 Greg Mendez: But they wanted to know it was, uh, I, I, I believe we can go ahead and we can, we can, we can, um.
 Greg Mendez: We can, we can pull data based on a, uh, a recruiter, a work, recruiter workflow status change. But can that also, can we also, uh, query based on a job folder change?
 Greg Mendez: So for example, if a job has been filled or if it's been. Placed under a particular folder status for that job is as the API able to act on that.
 Greg Mendez: I don't know if anybody tried that or has worked with items to do that.
 Rob Bursee: So think about it, uh, from the approach, Greg, of, uhm, like, a triggering of that, right? So a candidate moves in to offer extended.
 Rob Bursee: That would be like a status that you're running a report to check for and all of that. So. So if you have a report that's created, you can run your API based upon that report, basically.
 Rob Bursee: Okay. So when I, I think about my past uses where I wanted to move candidates that were in offer extended, the ones that had actually signed their offers and all of that.
 Rob Bursee: I created a new status called offer accepted. I basically set the API up to look for all the variables. So it's looking at the I forms to make sure the I forms are complete.
 Rob Bursee: It's looking at the person to make sure the person has all the fields filled out. And if it qualifies thinking from the context.
 Rob Bursee: Of what a candidate or what a recruiter would be checking for. I'm replacing the recruiter essentially with the API to do what the recruiter would do to say they qualify.
 Rob Bursee: And then I'm advancing candidates to the next status basically. So again, kind of thinking about that. I'm using those SQL values to program your API to look for that search parameter.
 Rob Bursee: If it, this is the parameter, like, this is be your search results. These are the candidates that fall into that search
 Greg Mendez: parameter.
 Rob Bursee: And then you're ingesting that into your API. To take the next action or evaluate those candidates based upon the report output.
 Rob Bursee: Okay. Remember what to do with them next.
 Greg Mendez: Alright, that's a good way of thinking about it.
 Rob Bursee: And many times, like you got to think about APIs with each. Module in the system. So you've got jobs, you've got person, you've got recruiting workflow, you've got offer if you're using offer management.
 Rob Bursee: So you might have to have multiple API calls to pull all of that together. Because one's not going to hit them all.
 Greg Mendez: Right. That's, I'm making a note of that. That's
 Vivian Larsen: good to know. Also, remember you have 10,000 calls a day as a limit typically. And I know that Rob, that came back.
 Vivian Larsen: Yep. Right. Yeah.
 Rob Bursee: 10,000 a day. Yep. Unless you purchase a higher volume API.
 Greg Mendez: 10,000 a day. Uh, anybody that have curiosity, because that's, that's good to know. Um, if I am trying to load data, because we have one point where, and if it's just too much, I could talk this in office hours.
 Greg Mendez: Uh, we were talking, they were thinking about converting. One of our, uh, file imports that come, well, they go from our HRIS to, into, into, uh, items, and it loads daily, uh, new employees.
 Greg Mendez: Uh, but it also, it's, it's complete full file. It's not a good, uh. We just, we just
 Vivian Larsen: update it.
 Greg Mendez: Um, yeah, it's not a delta. So, is, if we load that up, um, I would have to see how they're gonna work that out.
 Greg Mendez: I'm thinking that could theoretically exceed, if it's more than 10,000 employees. I wouldn't have to do that in one call.
 Greg Mendez: I'm thinking they can't. Um, that might, that could exceed it. Yeah, you'll, you'll have,
 Vivian Larsen: you'll have to have a deeper dive about all of the different things that you're calling and it's 10,000 per API, like integration.
 Vivian Larsen: So, it's not 10,000 per platform. It's per integration.
 Greg Mendez: So,
 Vivian Larsen: keep that in mind too. Um, that does affect things. But if you're trying to do a full file of every employee record, every job, every, that would definitely hit it.
 Vivian Larsen: Cause you guys make.
 Greg Mendez: Yeah.
 Vivian Larsen: Okay. So you just, you want to be judicious about what you're going to be mapping if you're going to do a full file and not a delta.
 Vivian Larsen: But why aren't you doing a delta? Is really the question that I would ask. That's the better way to
 Greg Mendez: go. Okay. Yeah.
 Vivian Larsen: The error reporting, if you run into a problem and say, something breaks, you are going to have a nightmare chasing down what happened if you're doing a full file.
 Greg Mendez: Yeah. Okay. Yeah. Thank you.
 Alex: All right. Thank you for the question, Greg. Caitlyn. Ready to spin the wheel of y'all. Umm. Some lucky attendee today.
 Alex: We'll get lunch on SAI. Let's spin the wheel. Round and round it goes. Is that a full spin? Daniella! Congratulations.
 Alex: Bon Appetit. Caitlin will send you a link for a DoorDash gift
 Daniella McDonald: card.
 Alex: Hope you
 Daniella McDonald: enjoy.
 Alex: And see we've got
 Daniella McDonald: some
 Alex: typing. There we go. Alright. Uh, back to questions. Who else has a question today? Cortel, go ahead. How did a
 Cordell Ratner: hard time hearing your Cortel? Can you, can
 Alex: you hear me at all? Yeah, that, that works. Mmm.
 Cordell Ratner: Yep. Okay. So, um, I want to set up a field and I want to know if, um, if it's- possible to pre-populate the field with text so that, like, in our, um, for instance, this is, uh, we're going to use a term end date for a job posting end date.
 Cordell Ratner: Um, but it's a custom- let's say it's a custom field that I create. Is, um, and I'm going to use this field to, uh, be a postable field that I'm going to show on my career site.
 Cordell Ratner: Um, but I don't want that field to ever have a, like, a, a blank. Uh, entry in it. So if I, if it's possible to pre-populate with, like, the words, not applicable, and then have the recruiter type in whatever I want them to type in so that it shows up on the career site.
 Cordell Ratner: But if they don't type in anything- then the word, not a, not applicable, will show up on the career site.
 Cordell Ratner: Um, so I just don't want that field to ever be blank. Is that a possibility?
 Vivian Larsen: The simplest answer is just make the field required. Make not applicable the first value at the top of your drop- down list.
 Vivian Larsen: Um, so is it possible you could jump through all kinds of CFL loops to try and do what you're trying to do?
 Vivian Larsen: Maintaining that would be a beast and not worth the lift. So your simplest answer is to just create a single select list option.
 Vivian Larsen: You know, make it required and then make not applicable one of the values. And the reason I'm saying that specific kind is because then it's postable on the candidate portal.
 Vivian Larsen: Um, you will have to make it. I don't know that read. I've got a double check. I don't think read-only is an option for the portals.
 Vivian Larsen: Does anybody remember a free option? Read-only is an option for the portals when you're creating a port feel and field and applying it to portals?
 Vivian Larsen: I guess it's just hidden or required. I gotta double check that. Let me go double check that. Um, if you can make it .
 Vivian Larsen: . Read-only, then it'll achieve what you're looking for.
 Cordell Ratner: Okay. Alright, thank you.
 Alex: Alright, thanks. Thanks for the question, Cordell. I always like to say hello to new members. I notice this is Tara, at least, first system evidence.
 Alex: Insights call. No pressure, Tara, but would you like to say hello to the group?
 Tara ali: Hello. Oh, yeah. I'm coming in from the Milwaukee Brewers and I am, uh, soon to be taking over I've since administration, but I work on the workday side right now.
 Alex: Oh,
 Tara ali: fantastic. Listening in and trying to get some tips and pointers.
 Alex: Fantastic. Well, welcome. Really glad to have you here. And I think you are our first professional sports team. So that is very, very exciting.
 Tara ali: Yes, it is.
 Alex: Thanks for joining.
 Tara ali: Thank
 Alex: you. Any questions on the top of your mind right now you'd like to ask the group?
 Tara ali: Not offhand.
 Alex: Okay, if you think of anything, just raise your hand. Let us know.
 Tara ali: Okay, thank you.
 Alex: Alrighty, who else has a question today?
 NinaVoelker: Uh, Alex, I would be curious if anybody else is using isms to do term notifications.
 NinaVoelker: So, for example, in California, you have to send a term notification, uhh. Within a certain number of days saying their last date and the reason they were termed.
 NinaVoelker: And so we couldn't figure out how to do that in UKG. So we used isms and just curious if anybody else is using isms for term notifications.
 Alex: Isms for term notifications. Anybody doing that?
 Vivian Larsen: This isn't just because you can. Doesn't mean you should answer. So just take this with a grain of. So. But I had a, uh, I implemented a large school district and the way that that school district work was every single year.
 Vivian Larsen: They termed their teachers. And then they rehired them. So they had to send out new contracts. So the way they did it was they basically left their hired.
 Vivian Larsen: But they the end of their job because they didn't care about metrics. This is why it's not a good idea.
 Vivian Larsen: Um, but they left their hired action at the end of their job, not in the hired status. So it said hired, but the hired flag wasn't checked.
 Vivian Larsen: So it didn't close the previous requisition. So they just had one map. That's the requisition where they hired 20, 24 teachers.
 Vivian Larsen: Everybody was in there. Their offer letters were extended to that job. It had every single, like, the number of openings was every single opening.
 Vivian Larsen: And then when they termed them, they sent every single person, um, uh, notification. notification based on an event notification when they moved them to the next status.
 Vivian Larsen: So they'd move them to the term for 2025 term for next school year status. And that would trigger a rejection notice essentially, and that rejection notice would basically be what you're describing.
 Vivian Larsen: Um, and then the next year they would send them new contracts because they'd start the whole process over again. So can you hack it to do it?
 Vivian Larsen: Yeah. Why?
 NinaVoelker: Well, ours is a little simpler than that. It's just a campaign that's set up to say anybody who, so UKG pushes.
 NinaVoelker: So with the term date, right, so anybody who's termed, and then the term reason pushes it back into that employee tab, right, in Isums.
 NinaVoelker: And then the campaign runs each day to say anybody who shows as. The term date yesterday, uh, send them this campaign.
 NinaVoelker: And so it's not affecting any status updates or job updates or anything like that. It's just purely pulling that from their employee tab and sending them.
 NinaVoelker: This email template.
 Vivian Larsen: Um, when you say campaign, are you talking connect or CRM?
 NinaVoelker: Well, connect.
 Vivian Larsen: Okay. Yeah. So not everybody that doesn't have connect, which is because it was great, um, does have disability, but that is probably the only way that you could realistic.
 Vivian Larsen: The only do it is to run a campaign on updated date and employee folder change, um, to be able to send that.
 Vivian Larsen: Um, otherwise there's no workflow status change or form update to do an event notification off of.
 NinaVoelker: Right. And it's not an event notification. It's just a campaign that says, show me anybody who's, we're not even using the person's folder.
 NinaVoelker: It's just show me anybody whose term date was yesterday. So it's very simple. Um, but we've got some other states that require.
 NinaVoelker: It as well. So I'm just wondering how other people do their term notifications. Maybe Workday has something that UKG is pretty limited in.
 Vivian Larsen: Yeah, you're, you're probably doing it the best way I Sims can functionally do it with. If the connect system at this point in time, um, but I will say this in my past life as a system administrator, um, we would always argue that anything employee related was HR.
 Vivian Larsen: Yes, anything candidate related was eight was eight. Yes. So that would just be a little nugget. If there's any way work day or your HRIS can do it, do it there.
 NinaVoelker: Yeah. So I own both sides of that. And so I know that the, I know that you, or at least I don't think UKG can do it, which is why I'm like, well, we've got to get this done.
 NinaVoelker: Isomes can do it. Let's use isomes until we get another product that can do it. That offboarding piece is a pretty big challenge for us.
 NinaVoelker: So. Isomes is doing it for now.
 Alex: All right. Thanks, Nina. All right. Let's do some networking breakouts. Caitlin, are you ready? All right. So this is an opportunity to meet with two or three of your peers.
 Alex: We'll spend seven minutes in breakout. You can talk about something great that's going on with Isomes. A challenge that you're working with or.
 Alex: Anything at all. So we will see you there in just a few seconds.
 Kaitlyn Faile: I do the shuffle. All done.
 Alex: Okay. We're shuffling. Not only is Caitlin managing breakouts, but she is dodging the task from wasps. Rare wasps species. Okay.
 Alex: Just one. I'm being a little dramatic for effect here. A rare blue wasp. I had no idea such a thing existed, but
 Kaitlyn Faile: I asked Google Lens and they were like, we got nothing. I was like, I promise it's real.
 Alex: It's
 Kaitlyn Faile: terrifying and I hate it. Okay, here we go. This meeting is being- recorded. it.
 Alex: Alright, welcome back everybody. We have time for maybe one. This meeting is being recorded. Let's have a question today. Any other questions for the group?
 Alex: I have just one call
 Greg Mendez: out. No one has that. Uh, they can reach out to me. Um. Um. But I am, look, we're, we're currently on legacy UI.
 Greg Mendez: Um, I don't know when, when we're, if we are going to move to the new UI in the next year, uh, unless, um, as we get a notice from ISIMs that's required.
 Greg Mendez: So we're looking at, uh, we were just doing a project. I was going to interview scheduling and using the interview scheduler was a big, big ask.
 Greg Mendez: And so, um, I took a look and I was going with, uh, on the community found, uh, you know, confirmed that, of course, there's a difference between the UI and the, and the legacy UI interview scheduler.
 Greg Mendez: There's some definitely things you can do in the new one that you can't do in the old one for different reasons.
 Greg Mendez: But I was wondering, is there anybody that is currently using the legacy interview schedule that I may, I can connect with, just so I can kind of get some
 Tara ali: information,
 Greg Mendez: get your experience about how you kind of, uh, implemented it, and if, you know, if you could look back, what would you do different kind of situation?
 Greg Mendez: I'd love to pick your brain.
 Michelle Braunschweig: Great. We're using the legacy. Oh, sorry. Go ahead, Michelle. I was going to say you go ahead, Angela, but yeah.
 Michelle Braunschweig: Uh, we use it for, well, we use both, actually, um, when we want self-scheduled calls with the recruiter, then we use the new interview scheduler.
 Michelle Braunschweig: But for anything a little bit more complicated that we're scheduling, we.
 Greg Mendez: Interesting, okay. Yep. Uh, if you don't mind, I might reach out to you directly and just me pick your brain and ask, you
 Michelle Braunschweig: know,
 Greg Mendez: yeah, like, my team has been asked a lot of questions. It's definitely beyond a scope of, it's just a call.
 Greg Mendez: Uh, but a lot of it's from, like, everything from, like, you just said, day to day, how are you using it to.
 Greg Mendez: You like, hey, you know, now that you've had some time to look back, you know, what would advice would you give to a team that's going to start, start that process.
 Greg Mendez: Um, our team is very excited about that. One of the things we, we actually had them vote almost like shark, shark tank style and, you know, different options that they want to see.
 Greg Mendez: My sims and, you know, it's going to consistently get popping up. Um, it's a big time suck for a lot of them in terms of coordinating and getting that done.
 Greg Mendez: So anything, even if it can, even if it can enable the digital assistant one in the first phase, just keeping it basic, I think that would make their lives much easier.
 Greg Mendez: Thank you.
 Alex: Any other thoughts on that?
 Angela Biehl: Greg, I was just going to say that we started using the legacy interview scheduler and then when the new interview scheduler version two came out, we s- s- s- s- s- s distribution to that.
 Angela Biehl: Ehm, and we have everyone on newICEMS except for our system admins and recruiters that can swap back and forth with the toggle.
 Angela Biehl: Um, but the new version two interview scheduleer beats the legacy interview scheduler hands down. Can
 Greg Mendez: an interview scheduler 2.0 run on legacy UI? Or that has to be, no, that's what I was thinking. I was like, oh, okay.
 Greg Mendez: Just that would check. I was like, oh, wait, wait. Maybe I read wrong. Okay.
 Angela Biehl: No, no, we had the same thing. We actually still have both available. We're only using. The new interview scheduling. Um, but our system admins still have the visibility for the old legacy interview scheduler in the system.
 Angela Biehl: So I could show you what that looks like as we had it configured, but we're not currently utilizing it and I wouldn't want to schedule with it considering all the new setups with B2.
 Angela Biehl: Good to know.
 Alex: Alright, thank you for the question, Greg. Any final quick questions? And if not, if you're new here and you're not yet part of our online platform, these calls, these Friday calls are free forever, but if you would like to dive into our online platform platform.
 Alex: We have office hours and a lot of additional resources or AI chatbot, the ability to message folks on the platform.
 Alex: You can go to the channel here and apply for membership and that will connect you with Jenny Fair on our team.
 Alex: With that, uh, if you'd like to stay after and do a quick what you learned video with us, you're welcome to.
 Alex: We'd love to have you. And if not, I hope you have a restful and restorative weekend. And great to see you here as always.