iCIMS Hacks: Scheduling Without Calendar Integration (10/3/25)

Workarounds to schedule interviews without calendar integration using fixed weekly windows and self-scheduling. Reminder: default duplicate-checking is first name, last name, email; with the fall release you can include phone number. Quick wins for smoother scheduling, better data integrity, and more control.

https://systemadmininsights.com/

Transcript

00:51 Alex: let's go ahead and get started. Welcome, everybody, to System Admin Insights, where ISIM super users get together and share ISIM's best practices and collaborative. 00:27 Alex: . Made one year at IRD, today is her one year anniversary at IRD. So, so glad you're here, Caitlin. Congratulations. What else do we have here? 00:40 Alex: Michelle says she was just asked to be a peer mentor for a new employee. That's really cool. That's really cool. 00:48 Alex: 16 says the Cubs won their wildcard series to advance to the next round of playoffs. Excellent. Congratulations. Greg is picking out a new computer this weekend. 00:58 Alex: No. Actual apples. 01:01 Greg Mendez: Actual 01:02 Alex: apples. Okay. Thank you. That's great. That's a lot of fun. I've done that in the past. And, uh, Terry says hockey starting next week. 01:11 Alex: Caitlin is somehow preparing a family dinner for 30 plus people. What did you say was on the menu? It was, uh, make your own pasta. 01:18 Kaitlyn Faile: Choose your own adventure 01:19 Alex: pasta. Yeah. Choose your own adventure pasta. I love it. It sounds, it sounds manageable. 01:27 Kaitlyn Faile: Awesome. Lots of garlic bread is waiting for me to get in there and 01:31 Alex: get this. It is good. It is a perennial cloud, crowd pleaser. For sure. Alright. Alright. Next slide, please. It's a reminder that we were recording the session and we'll post it to Circle, Spotify, and every once in a while we post it to YouTube. 01:48 Alex: The transcript is incorporated into the Circle Chatbot to enrich its- responses. Today we're going to start off with a little tech show-and-tell. 02:00 Alex: Then we'll go to members' questions, a couple of announcements, general questions, and we'll do a what-we-learn video at the end of the session. 02:06 Alex: If you'd like to participate, we may squeeze in a networking breakout, too, if we have time, depending on how our conversation goes. 02:14 Alex: This week, congratulations to everybody who's on the top of our leaderboard. Shari, you get the Dancing Parrot Award. Congratulations. And we- We have some coming events coming up. 02:26 Alex: Just reminder that you can grab time with the RID Consulting Team in our office hours. And I think with that, I will grab the screen share. 02:39 Alex: And, uh, the first thing that I wanted to share is just, uh, a couple of news items over here in general discussion. 02:44 Alex: So, the first one is that California has just enacted, some interesting AI legislation. Governor Newsom signed landmark legislation to govern the development of AI technology. 02:58 Alex: I encourage you to check out this link here. And my reading of this was that, But the burden falls on companies to audit and make sure that the tools that they're using are not causing any sort of uh, uh, unwanted impact. 03:15 Alex: And of course that is very problematic for a number of reasons. But it's an interesting article. I encourage you to give it a read. 03:21 Alex: Greg, you mentioned that for those of us based in NYC who have contended with a similar regulation, we need to find out if these existing standards carry over and map to the new California regs. 03:29 Alex: Yep. Otherwise, it's a new layer for those using AI or considering using AI in the recruitment lifecycle. It's an excellent point. 03:37 Alex: And then Greg, you also shared another thing here, uh, apropos of AI. Uh, why recruiters need to think like consultants. 03:46 Alex: Can you get like a quick snapshot of what the just that article is? I love that. I love that 03:50 Greg Mendez: concept. Yeah, it was actually shared with my team coincidentally. Probably about, uh, just just over an hour after you had posted yours. 03:57 Greg Mendez: And I thought, wow, this is, this is, we're all thinking along the same lines. Uh, it, basically the article is about how we, we know AI is coming, how it's going to be, uh, bm. 04:09 Greg Mendez: I'm able to, uh, implement a lot of various efficiencies. So the question come, the challenge to those in the TA space is how do you go to the next level? 04:18 Greg Mendez: How do you evolve? Um, and what advantages they get you? And the idea is that the premise in the, in the, in the. 04:25 Greg Mendez: Posting is about how agencies, recruiters, HR really need to think from this perspective of being gatekeepers to being more of a consultant advising role and be able to leverage AI. 04:41 Greg Mendez: The analytics and the storytelling that's going to be coming from that and allowing AI to kind of leverage AI to allow us to, to do that for our leaders. 04:52 Greg Mendez: But it does kind of get provided cautionary tale to those who don't evolve. What's waiting for them on the other side as well. 05:01 Alex: Yeah, it really does. And, uh, you know, it would be nice if we had a choice, right? Some time to sit around and think about it, but stuff is evolving just so rapidly at a speed that I don't think any. 05:13 Alex: Anybody has ever experienced. 05:17 Greg Mendez: Yeah. Yeah, I think, I think, uh, I think we might have had that opportunity. Just a few years ago to kind of think about it and say, well, let's wait about six months, see what happens. 05:25 Greg Mendez: I think a lot of us are going to be, uh, pulled kicking and dragging. If we don't opt to do it ourselves. 05:31 Alex: So I 05:32 Greg Mendez: think the question comes down to you decide, how do you want to go? How do you want to approach this? 05:37 Greg Mendez: You want to be on your terms or be dragged kicking and screaming? 05:40 Alex: And it's really up to you. Yeah. Agreed. Thank you, Craig. Share in that. Um, also, I can- I encourage you to check out this article here, the Wolf and Admin Clothing. 05:49 Alex: This is something that Vivian shared with the team. Uh, Vivian, uh, knows a lot of people in cyber security. And she's always on top of what is the shadiest stuff that's going on out there that we need to be aware of. 06:01 Alex: So this is a fan. Fantastic article that talks about those laptop farms and all that other creepy stuff that's going on. 06:07 Alex: Encourage you to, to check it out. Vivian, anything else you want to say about this article? 06:13 Vivian Larsen: No, just that every time I start digging into the topic, there's more. 06:17 Alex: Right. It 06:19 Vivian Larsen: just keeps getting worse and worse. 06:20 Alex: So just, just 06:21 Vivian Larsen: keep an eye out. There's shady stuff happening out there. And if something looks weird, you're first into think is probably 06:26 Alex: right. Yeah. Yeah. Great. Well, thank you. Alright. Well, you know, sort of own the same theme. Of the consultative aspect of our work. 06:37 Alex: It kind of dovetails into what I wanted to talk about today. I went to a software demo at Microsoft headquarters in Midtown on Monday. 06:45 Alex: And they had some really interesting vendors. One of which I wanted to share with. With community, something called text ql. 06:53 Alex: And text ql, uh, it promises to dive extremely deeply into your data. Or individual products wherever you have massive amounts of data. 07:06 Alex: And give you the ability to chat with that data in a natural language interface. And so, I wanted to give you a quick demo. 07:14 Alex: We kicked the tires on it. I, uh, created 30,000 rows of synthetic data. Yeah, that's similar to what you might see coming out of Isim's. 07:21 Alex: And I asked it a few questions. And while I'm doing this, I have a spreadsheet on the side and I am manually fact checking the stuff that it produces. 07:30 Alex: So the first thing that I did was I asked. I asked it for a simple number of hires per month and total hires, right? 07:39 Alex: Couldn't be easier. And it gave me this in about 30 seconds. And a couple of, a couple of call outs here. 07:46 Alex: First, if you've ever played around with, uh, Chachi BT or Claude to try to do things like this, you're probably aware of how tricky it is to get the cosmetic aspect of it right. 07:57 Alex: So data latables will be screwed up, or things will be overlapping. They'll be illegible. Uh, and you have to go back and forth, and the next thing you know, you could have just done the same thing as Excel faster, right? 08:08 Alex: So I was really super impressed by the quality of the visualization that it cranked out on the first go here. 08:15 Alex: And it also added a couple of things that I hadn't asked it. For just on the because of the magic of AI, it added this cumulative total hires line, which I liked. 08:25 Alex: It also added this summary statistics box down here in the lower right hand corner, again, not obscuring any of the pertinent things we want to look at. 08:34 Alex: And on top. Of that, it gave some highlights and insights into. What these, what these figures mean. So then I wanted to give it something that required a little more calculation and I asked it for a time to fill visualization. 08:50 Alex: So, uh, the first time we did that. Uh, and again, this is natural language. It can actually sit in slack as well. 08:58 Alex: Right? And, and the, and the value here is that it's the, it's the processing power that they bring to this specific use case. 09:06 Alex: But it's also the. The ability to crank out really sophisticated visualizations that can look across all systems. Right? If you connect, if you connect it. 09:15 Alex: Um, so this is what it gave me here. And, you know, I'd ask for this, but it gave me some other things too that may or may not be useful. 09:23 Alex: But the notable thing about this one is that it's inaccurate. Right? So I was fact checking it on the side. 09:30 Alex: I asked it to try again. And then I, uh, gave it a screenshot of what I actually saw. Right? Fact check. 09:39 Alex: And you. This is, and so this is where that consultative. This is one aspect of that consultative piece. Because as, as, as we're looking at this, we're thinking about the time that we put into, or either us or analysts are putting into manually creating charts like this and finding that data. 09:55 Alex: In fact, checking it, right? This is really, in, in my opinion, one of the most sophisticated things that I've seen so far. 10:02 Alex: And it definitely is, uh, coming after that type of human function, right? The, the question is, how much do we try? 10:11 Alex: And one of the key aspects of being consultative is earning trust, right? This thing on its own is not going to earn anybody's trust unless somebody with domain specific expertise has fact checked it and trained it. 10:27 Alex: Right? So another thing that you can do with this tool is you can train it. So harkening back to our conversation about source reporting, you can train it to always recognize certain aberrations in your data and to always correct for those without the need of having like a power BI develop. 10:43 Alex: All right. Currently, if you have a nice dashboard, okay, you see something wrong. You see another visualization, you go to the developer, they work on it, crank it out. 10:52 Alex: This is really reducing the time drastically between the idea and your head and seeing something actionable. So I am. I asked it to fact check me. 11:01 Alex: Gave the screenshot showing that my values were different. And, uh, it said thank you for catching that error, right? The issue was my calculation used fractional days, hours and minutes, uh, and. 11:15 Alex: and Hannah's calculation used only whole days, giving 1.82. All right. And I said, do you want to redo it? Yes, redid it. 11:26 Alex: And now I fact check all of this. And it is 100% correct. Umm, uhh, apparently I haven't, I haven't tested this out yet. 11:33 Alex: Apparently it can actually build dashboards that you can use over time, right? And again, it can connect via API to Snowflake or, or individual systems. 11:42 Alex: Uh, but I wanted to share that with the group just to give you a sense of, what, what. What's out there? 11:48 Alex: What's ahead? What's coming? I am not, uh, endorsing this product. I have had access to this demo site for two days. 11:56 Alex: Right? Uh, but this or something like it. And who knows if it. Maybe Microsoft is developing their own thing. Like this. 12:04 Alex: It's a plugin for Power BI. I have dreamed of something like that for. I've dreamed of a Power BI dashboard that I could talk to for years. 12:10 Alex: Right? The fact that this company was hosted at Microsoft. Uh, at their event makes me think that they're probably positioning to be acquired by, by developing this little. 12:19 Alex: Something being acquired by Microsoft. But, uh, I just wanted to share that with the community. Any thoughts or impressions about what you see here? 12:34 Greg Mendez: I'm. I think, I think if one lesson I can take from this is just kind of, at least for now, it's all, it's all in a prompt, right? 12:44 Greg Mendez: So I guess if we, if you, if you've redid this exact same process and chart today, you're going to be like, oh. 12:52 Greg Mendez: Okay, now I know I have to specify whole numbers, uh, just to make, just to save myself and it a lot of work. 12:58 Greg Mendez: Um, so it is, at least for now, all in the prompt. Uh, I'm really curious, you know, I've seen different kind of companies say they can do some of this. 13:08 Greg Mendez: And I know I'm really curious to see, you know, what direction this is going to go over the next year or 13:14 Alex: two. Yeah. 13:14 Greg Mendez: Uh, what I'm really curious to see also will, you know, will company companies like Isim's open. Up their API eventually to something like this. 13:28 Greg Mendez: So if you, if you were someone, because right now we've got to embed it or we have to export it. 13:31 Greg Mendez: But if, you know, if this was something where we could just connect directly to the ATS, uh, assuming, of course, you a. 13:40 Greg Mendez: And it allows you, of course, comfort 13:41 Alex: level, you know, 13:43 Greg Mendez: just makes you wonder what it would be capable of. And then that way, someone like ISIMS wouldn't have to worry about focusing on their energy on, sorry, things are not, it's not their bread and butter per se, but actually be allowed to. 13:56 Greg Mendez: Go ahead and focus on other features. 13:59 Alex: That's a great point. And Vivian, I've been being to ask you about that. So there is an API connector, uh, functionality here. 14:07 Alex: Do you think it would be as simple as just getting a key from ISIMS and plugging it in, if all of the, um, right. 14:12 Alex: What documents were signed? 14:13 Vivian Larsen: I don't see why they wouldn't. As long as, as long as there was some guarantee on the side of the vendor. 14:21 Vivian Larsen: So there's, uh, there's a vendor approval process. As long as the vendor goes through the vendor approval process and gets vetted. 14:28 Alex: And. All the security 14:30 Vivian Larsen: issues are addressed. I mean, my biggest concern would be when we talked about when we talked about this internally, who keeps the data and what do they do with it? 14:38 Vivian Larsen: And is there a way for you to guarantee that they're segregating your data in a way that it's not teaching their greater LLM? 14:43 Vivian Larsen: Mm hmm. Mm hmm. That would be their prime, prime concern. So long as they satisfied ISM's info sec team, I don't see any reason why they wouldn't. 14:51 Alex: Yeah, interesting. Looking at their website, they're not focused on HR and TI, TA right now. Um, but, uh, yeah, I think it's going to be. 15:00 Alex: Probably flexible tool if those connections could be made. Other questions or thoughts on this? Okay. Great. Well, um, let's jump on over to our questions for the day. 15:24 Alex: Let's see what we have in here. Uhh, Jessica. I think we had a hard time finding somebody else who is using CMS right now, the Contact Management System. 15:40 Alex: Is anybody on the call using CMS? 15:45 Jessica Smith: If you're not familiar, it's the tool where you can edit your career sites, pages. 15:54 Cordell Ratner: I'm not the expert. I'm not the expert. We are using it. And, um, I haven't read. This question, but I can certainly put, um, is it just going to factor where the person who does run CMS, if that's helpful? 16:13 Jessica Smith: It'd be great, Cordell. Yes, specifically if they have experience with. A blog page, that's where I'm running into a bit of a snag. 16:21 Jessica Smith: Um, the documentation in the academy videos and in the articles isn't super in depth, so. 16:31 Cordell Ratner: Yeah, okay, let me, um, catch up. Up with you, uh, through the, um, S.A.M. sites, DM, or I'll catch you till like 10. 16:41 Cordell Ratner: But, uh, I don't know that we're doing blogs, but maybe my person has more experience than I'm aware of. 16:52 Jessica Smith: I appreciate that. Yeah, and I know I mentioned this before, but, uh, just a quick update, because I'll update everybody on how this goes. 16:57 Jessica Smith: We have career sites, and we worked during implementation to do those. When we were, we started exploring CMS because we wanted to. 17:05 Jessica Smith: To revamp our internal career site, which is not currently on career sites. And we wanted to find, um, a low slash no cost way to do that. 17:15 Jessica Smith: And so we actually provisioned CMS and we're building just the internal career site in CMS. If you change all of your career, your existing career site pages over to CMS, well, you have the flexibility to do things in there. 17:29 Jessica Smith: You lose some of the customization options. So we opted not to move our external career site pages to CMS and to continue to sub. 17:37 Jessica Smith: I'm admitting tickets when we want updates, but we are developing the internal site on CMS and there's some really cool things that we're doing with it. 17:45 Jessica Smith: Um, because we're going to be moving from just a very, very basic portal page right now that is our internal career site. 17:52 Jessica Smith: Um, and so there's what you can do. Landing pages, you can do, uh, you know, all different types of information. 17:59 Jessica Smith: So we're doing some cool stuff with it. 18:05 Alex: Alright, thank you Jessica and thank you Cordell. Let's see. Uh, Michelle, I believe you're on the call. Yep. 18:13 Michelle Braunschweig: I am. Yeah, last week we were talking a little bit about how to keep candidates from being able to update their person's source. 18:22 Michelle Braunschweig: Um, when they come back at a subsequent time and doing. No application. And I wanted to restrict that on our, uh, platform, but I wasn't sure where is that setting? 18:35 Michelle Braunschweig: What is it called? And I had a little struggle when I was trying to get my request through with support and in pointing them to just the right. 18:42 Michelle Braunschweig: It's a So, hoping somebody knows. 18:48 Vivian Larsen: So it's in person, candidate, um, portal candidate searching. You just go and you hide the, how did you hear about this candidate field? 18:58 Vivian Larsen: Or how did you hear about this company field? 19:01 Michelle Braunschweig: And if you do hide it, does that mean it doesn't get answered the first time? 19:07 Vivian Larsen: Yeah, it doesn't get answered the first 19:09 Michelle Braunschweig: time. So, the person comes. Okay. 19:11 Vivian Larsen: Yeah, so you're not gonna get the person's source. She'll get the. So there's two different places where this is configured. 19:17 Vivian Larsen: It's on the person profile fields under portal candidate. You would hide it on the portal candidate and that's the person source. 19:25 Vivian Larsen: But then under applicant tracking recruiting workflow fields source workflow. Those are the fields that are shown when they apply the second time. 19:34 Vivian Larsen: So it's the same set fields and it's capturing the information from the same place. But it's the different source for it's the middle version of those fields. 19:43 Michelle Braunschweig: Okay. So follow up question. Is there any way to collect a person source one time but not have that source be editable subsequently? 19:57 Vivian Larsen: No. 19:58 Michelle Braunschweig: Okay. That's probably why I was having a difficult time navigating with them. Yeah. Perfect. Alright. Thanks for moving. 20:04 Vivian Larsen: You're welcome. 20:06 Alex: Alright. Thanks for the question, Michelle. Uh, let me jump over real quick to a comment that Shari made about identity scoring. 20:14 Alex: So this was a comment on the Wolf and Admin clothing thread. And, uh, Shari- said that she would love to have a vendor that would check the email to find if it's on a spam list, use it used in social media or gaming slash discord, newly created domain makes sense, et cetera. 20:29 Alex: Phone number gets the same level of scrutiny of likelihood of being used as a spam number. Et cetera, et cetera, IP verification, LinkedIn profile verification. 20:38 Alex: So this is at the top of the funnel, right, to weed out those applications that are fake. Shria did a little, um, uh, searching around here. 20:47 Alex: And these are the vendors that, uh, uh, uh, Chachippity came up with. I don't really know them. So verify. I've heard of Glider AI, Tofu, endorsed. 20:58 Alex: Um, uh, Jessica, I think you mentioned that you were vetting solutions. Is that right? 21:05 Jessica Smith: Ah, and I'm sorry, I missed the first part. Are you looking for specifically, what are you looking for solutions for? 21:11 Jessica Smith: Cause we're vetting solutions, but there's so many different approaches you can take with 21:14 Alex: this, 21:15 Jessica Smith: um, in terms of like ID verification, reference checking. Um, there's other ones. So we've spoken with a fee. Which ones are you looking for? 21:28 Shuree Sockel (Enterprise): My comment was more in general around the functionality of an ATS being able to provide a- You confidence level of the candidate coming in based on some of these resources. 21:45 Shuree Sockel (Enterprise): Umm, I also am aware of some additional identity verification systems. One of them is called so-cure-s-s-s o-c-u-r-e. 21:57 Shuree Sockel (Enterprise): And they do a lot of, umm, the identification, like, using the person showing their actual, umm, driver's license or passport. 22:09 Shuree Sockel (Enterprise): And I wasn't really thinking about it that- far, I was thinking about what capabilities are possible to do on the very, very front end. 22:19 Shuree Sockel (Enterprise): And, and probably not, like, I 100% guarantee this is a person that is legit, but, We have found some red flags in, you know, mostly publicly accessible places. 22:34 Shuree Sockel (Enterprise): And because of these reasons, they've been flagged as an orange, high likelihood that it could be, uh, fraudulent, or just, the some sort of indicator that would allow us, when we see our high volume of candidates, to be able to know the ones that we should probably invest a little bit more time looking 22:56 Shuree Sockel (Enterprise): into. It's probably just a, you know, like a dream that it would all flow seamlessly into isomes, but I just wanted to bring it up because thinking about a third party doing it, where would you run this process? 23:15 Shuree Sockel (Enterprise): How would you have to engage the candidate, um, who is the appropriate vendor to be doing this? You know, I was even thinking about, you know, what does our background check company do for us? 23:29 Shuree Sockel (Enterprise): Is this a service that would make sense for us? Is this background check vendor to do? Um, and it just feels like the most convenient place to locate this sort of flagging would be upon profile creation in an ATS. 23:47 Alex: Yeah, the vendors that I'm aware of are mostly further down the pipeline. Like you mentioned, but a top of funnel thing. 23:56 Alex: I don't really know of a solution for that yet. I reached out to a couple of vendors to see if they know. 24:00 Alex: Anybody else heard of something like this that they can recommend? 24:04 Jessica Smith: Yeah, like we haven't gotten that far yet, but it's coming. Right now, it's a little bit manual. 24:14 Jessica Smith: Like, I know one of the things that we're working on is just documentation and training for recruiters in hiring me. 24:20 Jessica Smith: But it is very much a manual process right now. Like, one thing is, you know, if you have the LinkedIn recruiter integration and their profiles linked, you can check that out again as a way to verify. 24:31 Jessica Smith: You can look at the way that they're responding to certain screening questions, like sometimes. There are tells that they used AI to apply. 24:38 Jessica Smith: Um, but it's like a manual checklist. 24:42 Alex: Yeah. Yeah. 24:44 Jessica Smith: Hopefully one day. 24:45 Alex: Okay. Well, I'll keep you posted if I hear about anything. All right, let's jump back over to our items question. 24:52 Alex: Questions? Let's see, is this Ingrid's question? Is Ingrid on the call today? I don't see Ingrid. Ariel, you let everybody know that the fall release notes are published. 25:08 Alex: Thank you so much for sharing this. And, uhm, I'll turn the question to you, Ariel. What are you excited about from the fall, fall release? 25:24 Ariel Hsieh (she/her): I haven't gone through everything in detail yet, but definitely excited about all of the CRM CXM stuff. That's been something that we've really been trying to invest in, and we're going to gear up to transition to CXM. 25:40 Ariel Hsieh (she/her): Um, and early 2026. So that's been really exciting. Um, and then also been looking into potentially utilizing the interview feedback. 25:50 Ariel Hsieh (she/her): Um, so we don't use interview scheduling, but, um, might want to switch over to the. The interview feedback and then saw that there was a new enhancement there where the, um, interviewer feedback can now be hidden, um, for the interviewers until they submit their own to kind of help prevent against the 26:11 Ariel Hsieh (she/her): bias. Um. But I had a really interesting conversation about that with another TA leader of, you know, maybe instead of, like, that's kind of like a more old school mentality of, you know, we want to keep it all private. 26:23 Ariel Hsieh (she/her): Um, you know, don't let the bias affect, but then actually, what if we actually, Actually, strategically used that in order to build and structure the interviews, right? 26:33 Ariel Hsieh (she/her): So like, interviewer one goes, asks about A and B, gives their feedback, interviewer two then goes and reads that, you know, initial feedback and says, Oh, interesting. 26:42 Ariel Hsieh (she/her): I want to like dig more into this and. And, So one and so forth. So, um, kind of just to open up an interesting, uh, conversation about interview feedback in general. 26:52 Ariel Hsieh (she/her): But, um, yeah. So those were kind of the two things that I was looking at. 26:59 Alex: Great. Well, thank you so much for sharing that here. And we're going to be going through these notes as well. 27:03 Alex: And we will, in a week or two, have some more things to share with the group about this and some more conversations we can have around it. 27:13 Alex: Alright. Vivian, you had a question. 27:17 Vivian Larsen: Uh, it wasn't a question. It was more as a LinkedIn, um, applied network webinar that happened earlier in the week. 27:23 Vivian Larsen: Um, and it's one of my product team friends shared some additional follow-up. So I just shared it to the group. 27:31 Alex: Great. What were a couple key insights from that? 27:33 Vivian Larsen: Um, you put me on the spot 27:37 Alex: and I don't know any on top of my head. 27:41 Vivian Larsen: Um, it was just, like, there were some follow-up questions. And so Jason, who sometimes joins these calls, uh, some of the follow-up questions. 27:49 Vivian Larsen: I wasn't able to join the webinar, but I shared it with the team, with a 27:52 Alex: group. Perfect. Thank you. 27:55 Greg Mendez: Alex, 27:56 Alex: that was, 27:56 Greg Mendez: uh, at the webinar too. It was actually a really good webinar. They're gonna be doing it weekly. So if you haven't had a chance, definitely worth it or to cook the recording. 28:04 Greg Mendez: But if you have a- LinkedIn RSC enabled on your platform. They did give- you just jump toward the end of the- the Q&A. 28:13 Greg Mendez: They give a, uh, kind of an important PSA of what you need to disable on your LinkedIn RSC to avoid- uh, duplicate- uh, duplicate posting to LinkedIn. 28:24 Greg Mendez: Um, it's only if you have a LinkedIn RSC enabled, uh, in in ISIMS. Otherwise, you should just follow the directions and- they do kind of a- a pretty decent step-by-step in the recording on how, uh, what- what- what you need to turn on and- and how- and- how to do that with, uh, within the systems can- 28:39 Greg Mendez: can fake. 28:41 Alex: Alright, very cool. Thank you, Greg. Mm-hm. Jessica, you have a question? 28:47 Jessica Smith: Yes, okay. So this is a question on ISIMS interview scheduling tool. So- So six or seven months ago, I had submitted a request to my IT department. 28:58 Jessica Smith: We have a lengthy process anytime we implement anything new, especially with things like that, actors and all of the security concerns that are out. 29:05 Jessica Smith: There right now and it's not looking like we're going to be able to get the Microsoft calendar integration portion of interview scheduling approved and I thought this was really interesting and I feel like more companies are going to be coming up against this but what I was told by my department. 29:21 Jessica Smith: Is that because of the, uhm, like, what is it, two way calendar, authentic or read right access that it requires that's not overly customizable. 29:31 Jessica Smith: It's a security concern and that companies like Calendly who have the same access. There have been scenarios where. Here. Uh, hackers have basically, like, gotten into calendar invites and have sent fake calendar invites on behalf of the CEO or situations like that. 29:47 Jessica Smith: So that's where the concern is and it's an absolute no for them when they look at the way the access is set up. 29:53 Jessica Smith: So with that being said. That limits us a lot with, you know, calendar access and tools and I'm just curious if anybody is implemented interview scheduling without the calendar access or has another tool that is a little bit more friendly because there's a lot of the other features with. 30:10 Jessica Smith: There's an interview scheduling that would be really beneficial for us versus the method we're using now, which is Microsoft Bookings, which has the calendar integration and it's a link that we're putting in email templates, but it doesn't have the same capabilities as far as, like, sending out multiple 30:26 Jessica Smith: notifications. Or allowing candidates to really easily reschedule, and we are in a high-volume hourly operations position, so, like, ease of text reminders to hiring managers and candidates is really attractive to us, like, ease of rescheduling is really attractive. 30:42 Jessica Smith: But without the calendar integration, you know, it's not as much there, so just kind of curious, like, has anybody implemented interview scheduling over just, like, legacy scheduling or something else without the calendar integration, and they feel like it's still, they've still found a way to make it 30:58 Jessica Smith: work. Or do they maybe have other potential solutions for that? 31:09 Alex: I think this subject has been a popular one, and it's come up numerous times. And, uhm, Rob, I see you on camera. 31:17 Alex: Did you have something to add? 31:18 Rob Bursee: Yeah, I've got actually got a couple of customers that have implemented it that way without the actual calendar or integration. 31:24 Rob Bursee: So, basically their approach is they have designated specific days of the week like to. Tuesdays and Thursdays from one to four or whatever is their interview window and their leveraging using self scheduling that way. 31:39 Rob Bursee: So that way that the hiring manager has agreed that this is our interview windows. This is the same standard every week. 31:46 Rob Bursee: So. So, That way they're leveraging the self scheduling tool. So it's sending the link out and all of that and allowing the candidate to book on those calendars, essentially. 31:56 Jessica Smith: Right. There's manually setting up the availability with those windows, 31:59 Rob Bursee: right? Correct. So you're blocking it off. So it's only off. Offering those two days of the week or what have you or whatever they come up with. 32:06 Rob Bursee: But that's, that's what's working really well for them. 32:10 Jessica Smith: Okay, that's similar method that a lot of our recruiters are using right now with Microsoft Bookings. And so that was my, you know, the ideal scenarios that we have full calendar. 32:18 Jessica Smith: Visibility, and if not, that's our second sort of option. 32:22 Rob Bursee: Alright, thank you, 32:24 Alex: Rob. 32:26 Rob Bursee: Yep. 32:26 Alex: And your thoughts on that? 32:32 Ariel Hsieh (she/her): This is Ariel from Visat. I think I've talked. About this a lot as well with this interview scheduling. Um, I'll reiterate again, we do use paradox and that is able to integrate with Microsoft Outlook calendar because it's only, it only reads free busy. 32:47 Ariel Hsieh (she/her): We do have, uh, we are trying to integrate zoom right now and that's kind of a whole other thing. Because now, uh, giving access to every employee zoom calendar, zoom accounts gives that access to all the meetings via zoom, which is kind of the same, but different. 33:01 Ariel Hsieh (she/her): Um, but that's been working well for us is, um, you know, paradox being able to just do, just re- read free busy and not all of the content. 33:09 Ariel Hsieh (she/her): So that was fine with our security team. Um, but yeah, I think it is something that we're over time, um, with all of the issues that come with the various scheduling platforms. 33:23 Ariel Hsieh (she/her): Um, you know, before we were always trying to kind of solve for, like, well, literally anyone, anywhere of, like, all 5,000 people could be an interviewer and, like, needs to, like, be connected and be able to, like, you know, be scheduled and give feedback and all of this. 33:39 Ariel Hsieh (she/her): And, um, now I think we're really starting to pair that down and, you know, see, okay, like, who really should be, being able to be an interviewer, giving feedback, being able to be scheduled, and then that is kind of more helpful from, like, a security. 33:55 Ariel Hsieh (she/her): A security standpoint for, you know, it being more limited and then also hopefully to be, have a better kind of culture around, like, interview scheduling, because I feel like, um, you know, in our, in our, uh, business, it's not something that's necessarily really been prioritized. 34:11 Ariel Hsieh (she/her): In the way that I think we would be able to get the buy-in of a very large group of hiring managers all saying, no matter what, like, people can schedule on these days. 34:19 Ariel Hsieh (she/her): And if we, you know, we won't let anything come up that will, like, cause this to be cancelled or rescheduled, because they, seem to like to prioritize all kinds of other things over interviews, which is, you know, a different problem in and of itself. 34:33 Ariel Hsieh (she/her): Um, so, yeah, I think it's kind of just opening up a lot of these kind of different, different topics around scheduling and security when you're trying to, um, You know, taking to account all of these different people and the potential security concerns. 34:47 Alex: Ariel, Tonya, had a question for you, I believe, in chat. 34:50 Ariel Hsieh (she/her): Oh, um, yeah, we, so we haven't decided yet, but we are, um, going to see if we can integrate it with, like, LMS. 34:58 Ariel Hsieh (she/her): Um. In terms of having to complete, like, a required, like, interviewer training. Um, so then if they have taken that course and, um, you know, um, through the LMS, then they would be able to be an interviewer. 35:12 Ariel Hsieh (she/her): That's kind of one of the main avenues that we were looking at doing. Thank 35:17 Alex: you. Great, thank you. 35:19 Jessica Smith: Sorry, I had a follow-up question for Ariel. Thanks for sharing. It was just curious if Paradox offers this because my sort of, like, dream scenario, and I know I've talked in here before about how I want to use maybe a text engagement sequence for this. 35:31 Jessica Smith: The first workaround is being something that would basically, uh, like, prompt hiring managers to say, this person showed up or they didn't show up and they were a yes or a no and if they were no, these were the reasons. 35:43 Jessica Smith: I was curious if Paradox offers that. Um, I know, I don't- I think right now it's not really built into interview scheduling, but, like, we would love a way to automate that process because our recruiters can so much time putting down hiring managers to say, did they show up? 35:58 Jessica Smith: Did you like them? Did you not like them? Why didn't you like them? 36:00 Ariel Hsieh (she/her): Um, yeah, so actually that it- Is, uh, something that Paradox does offer. We're actually looking into implementing it. Um, we don't have it quite yet, but yes. 36:11 Ariel Hsieh (she/her): So, Paradox, it's- I don't know if it's actually new or just kind of new to us that we're looking into it now. 36:19 Ariel Hsieh (she/her): Um, but yeah, they do have, like, interview feedback in that kind of way where it's not just so you can do kind of survey, type out to the candidate. 36:31 Ariel Hsieh (she/her): Um, but you can also do that, you know, with the hiring manager or what they interview. So you can, again, through, like, text or email and, um, set up various templated, um, questions that they can answer. 36:43 Ariel Hsieh (she/her): So that isn't that paradox offers now. 36:45 Jessica Smith: Uh, good to know. Thanks. Yeah, anything that's just kind of like the system knows an interview was scheduled and it inter- review is now slated to be done. 36:53 Jessica Smith: How can we automatically follow up with them versus the recruiter having to look at their list and manual. I do that. 37:00 Jessica Smith: Cool. Thanks. 37:01 Ariel Hsieh (she/her): Yeah, I think they're, they're doing a lot more in general of just trying to be like that full cycle. You know, so obviously they do like career. 37:08 Ariel Hsieh (she/her): They have gotten into like, um, applications, kind of like easy apply type things, um, a lot more geared towards, I would think, like, more high volume high, high volume hiring. 37:17 Ariel Hsieh (she/her): Um, but yeah, so I feel like they're kind of. Definitely investing into like all the other areas outside of just interviews. 37:24 Ariel Hsieh (she/her): You scheduling piece, but more full cycle. And then I, um, I would imagine ever since now that they're, they've been apart by work day that they're going to, you know, probably prioritize that even more. 37:40 Alex: Alright, thank you for the question. Caitlin, let's give somebody a free lunch. It's time for the wheel of yum. We should have some theme music for this. 38:00 Kaitlyn Faile: I said we 38:01 Alex: should, I bet you could make some. Uhh, I bet you I could. Elizabeth Collin, congratulations. Caitlin will send you a link to a DoorDash gift card and- enjoy lunch on SAI. 38:13 Alex: And with that, the floor is once again open. Who else has a question today? 38:22 Shuree Sockel (Enterprise): I have a little question about the duplicate checking functionality and isms. Um, and actually when I was researching this yesterday, the little snippet that came up in my research was Vivian and Alex talking about. 38:40 Shuree Sockel (Enterprise): And this in 38:41 Vivian Larsen: August. 38:42 Shuree Sockel (Enterprise): Umm. In the SIS config that we have access to, should we be able to see that duplicate checking criteria field or is that something that isms needs to. 38:56 Shuree Sockel (Enterprise): To modify. Do you 38:58 Vivian Larsen: remember? Isms needs to modify it for you. It's a, it's a set of, it's a couple of fields. 39:04 Shuree Sockel (Enterprise): Okay. The, the reason it came up, and I searched for it and I couldn't find. I knew I had seen it before, but I couldn't. 39:12 Shuree Sockel (Enterprise): I couldn't find that I had access to it. And our recruiters were recently complaining about duplicates that they were entering people that were already in the system with a slightly different email address, but the same name. 39:28 Shuree Sockel (Enterprise): And they said this didn't happen before when we would type it in. It would show ones that had the same name. 39:36 Shuree Sockel (Enterprise): But the email was different. So I went and looked in our test site, and sure enough, that was working as expected, but our productions the site was only matching on an exact same email address. 39:50 Shuree Sockel (Enterprise): So the same name with the slightly different email, it let them make that record. So we opened a ticket, and they came back and said, yeah. 40:01 Shuree Sockel (Enterprise): In your production site, duplicate checking criteria is set to email the strictest setting. And I don't know how that would have got changed. 40:12 Shuree Sockel (Enterprise): So I wanted to ask the group, is anyone, like, aware of impact? So that could have changed in any sort of update, or would that field, is there a, like, audit trail? 40:25 Shuree Sockel (Enterprise): And, I mean, there's not 40:28 Vivian Larsen: one. There's no audit trail on that. Um, and I have a suspicion. That because of the age of your system, yours was set that way from the very beginning. 40:38 Vivian Larsen: Um, but the way that. So I know that they were going to be doing something from a release perspective to update and add additional duplicate checking criteria. 40:47 Vivian Larsen: Um, I don't. I don't remember in the recent release notes if that was actually, actually, no, it wasn't part of the spring release that they had some updates to duplicate checking and that's why we even started talking about it. 40:59 Vivian Larsen: Rob, do you remember if 41:00 Shuree Sockel (Enterprise): there's any? It was related to phone number. Yeah. The phone number. 41:02 Vivian Larsen: We need 41:03 Shuree Sockel (Enterprise): to with our neighbors in that was, Cheryl found something. 41:08 Vivian Larsen: Okay. Yeah, that, um, thought so, that there was something in one of the recent releases related to duplicate checking. So my first suspicion would be that this release is one of the reasons why you're experiencing a different outcome. 41:21 Vivian Larsen: That they've changed some of the duplicate checking criteria and it's modified the way that your system is always behaved. But in every customer provision, which is like when you first get a new system that I've ever set up, um, first last and email was the default. 41:37 Vivian Larsen: So first last and email is, is the most strict. And then you can modify, you can add middle name, like there were, there were a couple of different options, but yours sounds like what would have been defaulted. 41:49 Vivian Larsen: Now is your system behaving differently after the fall release? That's something we'll have to. Yeah, 41:53 Shuree Sockel (Enterprise): let me, um, let me just share real quick. So. Oh. So. This was what we got back that it was changed to this setting. 42:12 Shuree Sockel (Enterprise): Email strictest. Mm hmm. Where. Our test site and what it was before was set to first last and email. So, we asked for it to be changed back. 42:27 Shuree Sockel (Enterprise): But it was just, you know, maybe in the last release when they were adding, um. First, last, and phone, maybe somehow it moved ours, but I wanted to bring it up. 42:41 Shuree Sockel (Enterprise): It might be something, if anyone on the call has concerns or wants to double check that it remained as you. 42:50 Shuree Sockel (Enterprise): So, intended for it to be that you would just make sure. 42:59 Vivian Larsen: Yeah, the test site is what I would expect the default to be. 43:02 Shuree Sockel (Enterprise): Yeah, we did too. Yeah. 43:06 Alex: Alright, any other thoughts on that? Yep. Amanda had a question here in chat. Did you have to put in a request to see that setting? 43:18 Alex: I don't see any of this in my platform. 43:20 Shuree Sockel (Enterprise): It is not in my platform. I was showing the screenshot that I received, um, so we can't see it. 43:27 Amanda Trammel: Action, thank you. 43:30 Alex: Alright, thank you for the question. Who else has a question today? The floor is open. And Caitlin, let's do some, small group networking. 43:47 Alex: This is an opportunity to meet with one or two other community members to talk about what's going on in your neck of the woods. 43:53 Alex: Something great that's going on with ISIMs, a challenge that you're having. Caitlin is, Setting them up, we will have six or seven minutes in breakout. 44:05 Alex: If you can't do breakout and you need to drop, have a great weekend, but I hope you can stay. And then we'll come back at the end and say goodbye.