iCIMS insights: anti-ghosting laws, AI disclosure, and upcoming Indeed feed changes (10/17/25)

iCIMS admins unpack the new anti-ghosting law in Ontario, how AI disclosure rules are evolving, and what the 2026 Indeed feed changes mean for ATS admins.

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Transcript

Kaitlyn Faile: Okay, so let's go ahead and get started. Hi, everybody. Welcome to System Admin Insights, where I- some system administrators get together to talk shop and ask and answer each other's questions.
 Kaitlyn Faile: So Alex is on vacation for the first time in a very long time. So I am hosting today. So today's going to be a little bit different.
 Kaitlyn Faile: Just, please don't judge me too hard. This is not my usual gig. So- I'm trying to do all the things today.
 Kaitlyn Faile: But welcome. So as usual, I'd like to start off with a moment of gratitude. So please drop something in chat.
 Kaitlyn Faile: You are grateful for, can be personal, professional. I am personally grateful for caffeine. I- Bye. Was also on vacation recently and came back with something and have been heavily caffeinated.
 Kaitlyn Faile: So, I am very grateful for all the caffeine. And I am the chat. Beautiful weather. There. Yes, I am not looking forward to, uhh, it getting dark at 5 p.m.
 Kaitlyn Faile: and I don't like that. I like coming alive in the springtime when everything turns green again. It
 Vivian Larsen: all has its ch- But fall is definitely my least one of my least favorite teases because they got to start putting the garden to bed.
 Kaitlyn Faile: Midnight at 4.30, standing L.A. Yes. I- I do not like that feeling at all. And I live across from a cornfield, and they have let it all dry up, so I'm just waiting for them to cut it all down and then make dust go everywhere.
 Kaitlyn Faile: where we're going. So it's really super fun. Uhm, okay. Awesome. Let's see. Creeping into the sa- How finally, yes, I am also in the south.
 Kaitlyn Faile: And I was told today that our leaves aren't changing because we haven't gotten as much rain as we, I usually knew which I thought was interesting.
 Kaitlyn Faile: I didn't know that
 Vivian Larsen: was the thing. Yep.
 Kaitlyn Faile: But, okay. So, Vivian, I- I will let you take over and I will start doing the
 Vivian Larsen: waiting
 Kaitlyn Faile: room. Come up. So, I'll have that one. I don't
 Vivian Larsen: Alright, so hi everybody. Um. Um, We, uh, was just looking through some of my usual sources this weekend and something caught my eye.
 Vivian Larsen: Um, there's a new anti-ghosting wall that is- is going to be passed in Ontario, Canada. Um, anti-ghosting in a nutshell, it means that if someone has been interviewed with- If you, fortunately, they're at least looking at interviewed, um, you have to return some kind of communication to them about your
 Vivian Larsen: hiring decision. So, let's talk about that one first. So, notifying candidates of the hiring decision. decision. I've been at companies where the hiring cycle, you don't have a decision within 45 days.
 Vivian Larsen: . . . They're still interviewing finalists. They're still people that are kind of going through the process so you can only give people a soft, warm eep- if even that, um, budgets changed.
 Vivian Larsen: So I've been in many scenarios where 45 days is very optimistic. 90 days. It's typical. Um, is that something that you, yeah, Greg, I, I was floored when I saw this one too.
 Vivian Larsen: Thank you. The thing to note is that there is a very similar legislation that's looked at being looked to be passed in California.
 Vivian Larsen: So, if this goes through- And it's adopted, well, California is watching this law. Um, there was another article I found when researching this, that California is- watching to see how this rolls out, and they will adopt something similar in the event that this comes through.
 Vivian Larsen: Um, and- that this is adopted, well, it- it starts genuinely- We're a first of 2026. So if you do any business in Ontario, Canada, um, and it's where the ken- um, Cheryl, it's where the.
 Vivian Larsen: Canada lives, not necessarily where the job is located, too. So that's a real humdinger. Until then, Bye. Um, so, any thoughts on this?
 Vivian Larsen: Any ideas, any questions on this? Anybody out
 Greg Mendez: there? I appreciate the Job security, that's what it's definitely going to give me. Umm, you know, I saw this and there were lots of things.
 Greg Mendez: On the one half of the candidate perspective, I, And I said, you know, some of the ghosting, you know, are we ghosting people or are recruiters ghosting or the company is ghosting candidates?
 Greg Mendez: candidate. Because the recruiters learned that ghosting, when they were candidates, was okay. So it's
 Vivian Larsen: kind of
 Greg Mendez: hope. So I think, from a ghosting perspective, it's- I d- get it. Umm, they are saying it's not 45 days from the whole process.
 Greg Mendez: It's 45 days from the final interview. So- one could argue that, okay, the actual in- the whole process may take many months, but the final interview.
 Greg Mendez: Now. There's a- a lot of graders into the reporting and what that means, how he doesn't have final interview. Uhm, what I thought was really interesting about that was- That's how they cobbled all of that in an added teeth.
 Greg Mendez: We have a big one to California, New New York State, D.C., Colorado, Massachusetts, if any of them do pass it, um, places like, like my, like NYU, like, we have, like, we work at NYU in California.
 Greg Mendez: That has a ripple effect. Because a lot of employers don't want to start, like, having a mismatch, so what do they end up doing?
 Greg Mendez: They end up having to start pulling their processes across the country. Umm, and that makes for messier. So really- I'm really interested to see, uh, once they make it live, are they going to happen to any amendments, uh, what these penalties are really going to- look like, who's- how they really- how
 Greg Mendez: they're going to really enforce it, uh, and then they want that data retention. Well, I gotta- He three years of communication.
 Greg Mendez: That's kind of scary. Banking is just on that. Uh, there's our vendors that we've even, we've even worked, that we've even been on, that we've connected with, that talk, discuss that.
 Greg Mendez: And do that for a f living, but that means that we've got to change our retention rules around as well.
 Greg Mendez: And that could be in conflict with other data retention laws that exist today. So it's like, which, which, which is the a little less.
 Vivian Larsen: Yeah, the first thing that struck out to me because I'm so big into the privacy laws is. is. It's the fact that that three year retention is a direct conflict to CCPA and GDPR and all of the other, which obviously somebody in Canada wouldn't necessarily care about GDPR, but if there are a number of different
 Vivian Larsen: laws out there that that retention piece is in direct conflict with and there's a lot of sticky, um, legal precedent that's going to need to be established around it.
 Vivian Larsen: But the thing that really hit me was in the one point in that article I shared, the fine is $100,000 per
 Greg Mendez: applicant. For
 Vivian Larsen: applicant? Yeah, that wasn't- Ouch. So they're, they're not messing around on that one. Um, I think, was it Angie that just said that they're also proposing new ones in?
 Vivian Larsen: Kentucky, um, as well as New Jersey. No, Nina. Um, so they're, Kentucky and New Jersey are also going, and you just said- Like, New York is also proposing on as well, Greg.
 Greg Mendez: No, saying is if you start hearing places like New York, Colorado, Mexico, because a lot of times- The reason I mentioned that DC, Colorado, California, masters is New York.
 Greg Mendez: Um, if any of them actually start doing something like that, it typically- The other states tend to follow, usually within a couple of years after, uh.
 Greg Mendez: Bye-bye. It, it, you know, it's not a rule, but you tend to see that. So, if Cal- that's why we're- California does it, that means Colorado, or- That's it.
 Greg Mendez: They're probably not too far behind. DC tends to lag, but as soon as DC does it, it tends to, like, start trickling pretty quick.
 Greg Mendez: And, That's kind of how we sell paid transparency started, right? We started to call around in a few other states, and the next thing you know, we're all having to, we're all
 Vivian Larsen: doing it now. Yeah, GDPR was- That's the same way CCPA passed and then, uh, Massachusetts and yeah, that's- so they tend to create a snowball effect where it becomes the way of the land.
 Vivian Larsen: I'm and I mean, at this point, there's so many different salary transparency rules out there. It's probably just the best practice at this point to stay compliant to all the different places where that- that's a problem to just post salary.
 Greg Mendez: Uhm. That's what we ended up doing. And we ended up- we saw the writing in the wall and we were like, well, we could- This one at a time.
 Greg Mendez: But we realized it's just going to be too much work. I mean, that's where these laws are intended, right? They're intended to say.
 Greg Mendez: You make it so painful, and so difficult, you just realize, you know what? I'm going to submit. I'm just going to do it.
 Greg Mendez: And that way it goes. And I'm not saying- That's a bad thing. There are some really good intentions here. Uh, I think someone punched in the chat saying, yeah, we're going to have to make those interviews, uh, select your- To $100,000.
 Greg Mendez: I mean, if you're looking to optimize your ATS and you're looking for an excuse, like, for the dollars for an ATS.
 Greg Mendez: A dollar for- get- bringin' a consultant to do- do- you make- you go- redo your reporting, and your- your hoof workflow?
 Greg Mendez: I mean- You it's cheaper than a hundred K. Her applicant.
 Vivian Larsen: Well, and I think what's interesting about it is- as you dig into it and- so I- I did a whole chat GPT thing on it, which was just too long to share.
 Vivian Larsen: Um, as you dig into it, there are some, some different rules, um, different- Nuances to the law, things like if the job is over $200,000, it doesn't necessarily, the compensation is over $200,000.
 Vivian Larsen: It doesn't, It doesn't apply internal job postings. It doesn't apply. Um, but I think the other, there's a portion of it about ghost jobs.
 Vivian Larsen: Essentially, you can't post a job that doesn't, and also, like, sourcing requisitions are directly mentioned in the law. So, thanks a- like, evergreens might fall stru- fall under scrutiny to it, too.
 Vivian Larsen: So, like, we don't have all the answers. It doesn't take effect until January 1st, until the- First person litigates against it.
 Vivian Larsen: You don't really get some of that solid ground of final. This is what, how it's going to be interpreted, but it's.
 Vivian Larsen: You know, something that your legal team might want to just take a brief look at and make sure that you're as close to compliant as possible or you plan or you have a plan.
 Vivian Larsen: to show that you're compliant to it in the
 Greg Mendez: event. I have a funny feeling that, uh, there's gonna be some additional amendments and- And guidance once the January 1st comes along, uh, cuz I think once, once the reality hits, we're gonna realize, you know, we didn't address.
 Greg Mendez: A, B, or C, and we're probably gonna have to take care of
 Vivian Larsen: that. The AI disclosure piece of it is interesting to me, uhm, b- because it's not the first time I've seen AI disclosure being discussed.
 Vivian Larsen: I had something from a legislative perspective, so. No. I feel like that's another one of those cases where we can all proactively get ahead of where the tide is turning and proactively.
 Vivian Larsen: I start indicating any place where AI is being used. Uhm, there, the U.S. is very behind the curve as far as this p- is concerned and actively doing everything they can to not legislate AI in any manner.
 Vivian Larsen: Uhm, but the U is not the- The EU is actually very actively in very different places, um, and at very different levels, starting to legislate how AI is.
 Vivian Larsen: Disclosed. Not necessarily how much it's used, but the disclosure of it. Like, there's even, uh, law proposed I was reading about in.
 Vivian Larsen: Umm, I think it was Romania where they were saying that if you used AI to write your resume, you had to put a watermark on your resume, the AI- I was used in helping this, which I thought was kind of interesting because it's kind of like, how are you an individually prosecute every single person who
 Vivian Larsen: doesn't disclose? Umm, but yeah, it's, there's, there's a lot of buzz and up and coming around the AI disclosure, so it seems to me like that needs to be something you're- Everybody just proactively puts out there that AI was used in writing this job description or there are AI tools being used in the
 Vivian Larsen: back for screening.
 Greg Mendez: I, I think, isn't that, I think, is actually a good position there, because I think, is, is a best practice.
 Greg Mendez: They, they, when you're setting up your- your AI, and you're in, I think there's a section, because we're about to start that process ourselves, where you have, you could put in disclosure, you know, something along- You know, you A.I.
 Greg Mendez: is being used here, and then there's a way to opt out, and I think best practice is, you know, uh, especially New York City.
 Greg Mendez: You know, if someone says, I want to opt out of the A.I. process, you have to provide, have a process already established internally, you know, uuuh, To do that.
 Greg Mendez: You can't, if someone wants to opt out, you'll have to do it. I think New York City might be uh, an interesting framework.
 Greg Mendez: To look at, cuz some people might, some may start following that model in addition to the audit. They, they do have a way of opting out and then.
 Greg Mendez: I sim is also already has some of those same features in place. Maybe some of that might be, may have come from their experience with the European clients, but I see I.
 Greg Mendez: I don't have the box. They do have some features to address that. See you even today.
 Vivian Larsen: So does anybody else have any thoughts on this? I know there's been a pretty lively chat.
 Shuree Sockel (Enterprise): It definitely conflicts with our data retention that Um we have built for various countries and we have the privacy policy that says for each country how long.
 Shuree Sockel (Enterprise): long. We will keep their data. So this throws a monkey wrench into that and I feel like we're getting to the point where now.
 Shuree Sockel (Enterprise): How are you? You have to program for exceptions, which we never like to do. We like some straightforward rules so that when we're searching, We can select the right candidates and get rid of them when we say we're getting rid of them.
 Shuree Sockel (Enterprise): So this is gonna be difficult to fact. After, and there, and when we talk about, well, after it goes into place, um, they might come back and change their tune.
 Shuree Sockel (Enterprise): of one way or another to make it more clear, well, you know, then maybe you've deleted too many people or not enough people.
 Shuree Sockel (Enterprise): So I'm a little worried about the whack-a-mole nature of what could possibly happen, but. I did bring it up to our HR legal team and they weren't aware of it whatsoever, so thank you for adding this.
 Shuree Sockel (Enterprise): To, um, our radar and the great conversation about it, I was surprised that it wasn't. and already being discussed somewhere, but now it will be.
 Vivian Larsen: Yeah, January 1st means, like, we all need to start preparing for this now. Now. Let's go. Yeah, yeah. That's, that was a part of it that struck me.
 Vivian Larsen: There's a couple of other things that are, uhm, I'll post them when I have more detail about them. There's a- a couple of other things similar to it on my radar.
 Vivian Larsen: They're potentially looking at maybe mid-year, mid-next year that are coming up. There's a great website. I'd- We shared it about three weeks ago, um, on basically all employment law.
 Vivian Larsen: Um, that kind of aggregates everything. Intelligency has a good story. For that kind of thing, if you want to look at them, uh, but there's a couple of different places, and I'll go share them again as resources in general for all of you.
 Vivian Larsen: Um. We're all in a highly regulated field and can, there are lots of gotchas, so it's always a good idea to keep what's, to know what's coming.
 Vivian Larsen: Anybody else have any thoughts on this before we move on to questions? Thanks. Alright. Caitlyn, do you want to take over and share questions?
 Kaitlyn Faile: Will I answer questions? Thank you very much. Alright, let me refresh. It doesn't look like anything new's been posted. Let me just make sure.
 Kaitlyn Faile: Thank you much. Nope. So, the floor is open. So, any question? Are anybody about isomes? Yeah, general. I
 Shuree Sockel (Enterprise): don't know. General. Yeah, indeed. Upcoming changes. Umm, for March of 2026 to. To go away from the single source feeds into the single source feed.
 Shuree Sockel (Enterprise): I think- we talked about it on a previous call, and I didn't find that thread right away, so I wanted to bring it up again.
 Shuree Sockel (Enterprise): and we do have single source feeds going from each of our portals to indeed that have. Have a good day.
 Shuree Sockel (Enterprise): I think the Apply URL was built in a certain way from each portal, and we also send through some of our- Our custom fields.
 Shuree Sockel (Enterprise): And when we asked, indeed, about what, about health. how this change would impact us. They said that we could be grandfathered in.
 Shuree Sockel (Enterprise): And as long as we didn't build additional single source. They would still be able to, to, um, run. on.
 Shuree Sockel (Enterprise): Alright. So, of course, we've got about 10 different people from, indeed, on our account team and they all have a, slightly different story.
 Shuree Sockel (Enterprise): Have we had examples of other customers of, indeed, that say, yes, you can be grandfathered in? And then, And continue to use your single source feed or is everyone using the, the isomes feed?
 Shuree Sockel (Enterprise): You Or what is the variation here? And what's this talked about? Did I imagine it? Um.
 Vivian Larsen: You I thought you had brought up a couple weeks ago how, indeed, was changing their, umm, data capture, where you were losing the ability to- to tell them specifically what they were taking and how long they could keep it.
 Shuree Sockel (Enterprise): Yeah, that they have several initiatives. Umm. One was about encouraging a two-way feed where they could see our statuses. Mm hmm.
 Shuree Sockel (Enterprise): And no, whether people were dispositioned or hired or not, which we, we don't use their apply network. We don't use.
 Shuree Sockel (Enterprise): Um, any sort of status back to them, but the changes with the feed is. Thank you for your time. Uh, an additional initiative.
 Shuree Sockel (Enterprise): Looking how did they word it? and starting March 31st, jobs delivered through single source feeds will no longer be eligible for organic.
 Shuree Sockel (Enterprise): in beginning. If the jobs can be delivered through an integrated ATS feed with, indeed, apply. Bye. So we have that option, but we're sending them separate individual feeds.
 Shuree Sockel (Enterprise): needs.
 Vivian Larsen: So I'm searching the community and it doesn't look like the specific issue has been taught. Bye bye. In the past, has anybody else had any recent?
 Vivian Larsen: It's a, Uhh, sure. Yeah, that's you. I was going to say you posted about it, uhm, the discontinuation of the recruiter extension IRX.
 Vivian Larsen: Back. And last November.
 Kaitlyn Faile: I'm also not seeing
 Vivian Larsen: anything.
 Kaitlyn Faile: Yeah, in my assistant either. Here. So, interesting. Might be some more breaking news.
 Vivian Larsen: Yeah. around.
 Kaitlyn Faile: Yeah, I'm seeing indeed won't accept jobs via XML from agencies or employers. Layers.
 Shuree Sockel (Enterprise): We have a separate feed server and we send several vendors like custom feeds so that we can include a. . additional columns of data that they want.
 Shuree Sockel (Enterprise): That helps with our reporting or we have. I have I think, like, a university partnership that we actually send a recruiter name and contact information which they use and we don't have that in.
 Shuree Sockel (Enterprise): Any of the other feeds. So using our own feed server has allowed us to build whatever type of feed the- vendor needs with as little or as much data as appropriate.
 Shuree Sockel (Enterprise): So switching to a single source. of course. It seems like it's going to cause a lot of headaches. I'll have to look at what are the, the differences that we're using with the, with our custom Indeed feeds.
 Shuree Sockel (Enterprise): But I know the apply URL is one of them and because, because we have separate portals how our apply URL was built as a, I believe it's a custom field.
 Shuree Sockel (Enterprise): I'll need to look back on that and just see how big this impact is gonna be. Thank you.
 Kaitlyn Faile: I just have more info I can share. I just shared a link in the chat that basically lists out. You know?
 Kaitlyn Faile: The timeline. Um, and what's changing specifically. So it looks like the main thing is instead of using XML, they want you to use their.
 Kaitlyn Faile: Or API, which is very much in line with all of the other things that have been building up to
 Vivian Larsen: this moment. Um.
 Kaitlyn Faile: time. I
 Vivian Larsen: think this is one of the motivations behind apply networks, and one of the reasons I started implementing apply networks in the first place is because this change was kinda- coming and they were given some instructions by ending that they needed to comply.
 Vivian Larsen: Interesting. Or apply a framework, I think, is what we're calling it. Hmm.
 Shuree Sockel (Enterprise): Mm.
 Vivian Larsen: Yeah, so I just want to call out there was, um, hold on. I'm gonna share this real quick. Um, a little bit ago, if you searched the beginning of the m On, there was a webinar on apply frameworks.
 Vivian Larsen: I'm not saying this is the answer to your question, but it might be something to go look at. I posted the.
 Vivian Larsen: Recording. I was not able to attend. I was actually off that day, but the product team member, um, you've met him Jason.
 Vivian Larsen: He shows up here every now and. Again, um, shared this with us and we just shared it out here in general so that you could all look at it.
 Vivian Larsen: So I do recommend you take a look at this record. Or they go over the apply framework, it might be a solution to your problem.
 Vivian Larsen: He was specifically talking about LinkedIn, um, in this webinar, so. It might not be, um, but I know indeed is gonna be used.
 Vivian Larsen: I think that same, um, framework and it's intended to take advantage of their APIs is my understanding. So it's- You might just have to go that way.
 Vivian Larsen: Yeah. Okay. Yeah.
 Shuree Sockel (Enterprise): Thank you.
 Kaitlyn Faile: Thanks, Sherry. Anybody else who is open? Thank very much having
 Heather Schultz: I do have a question for the group of- about updating a person a question.
 Heather Schultz: So we have a person screening question that we would just like to modify the wording to be a- a bit more- Clear.
 Heather Schultz: So my question is, should I edit the actual question? Is my concern is that will it look like past candidates have and it's heavy.
 Heather Schultz: I've answered that question and not the original question. Or it looks like when I go in there, I can only just delete out.
 Heather Schultz: What a question- if I wanted to create a new question, it looks like I need to delete it out. So is that lost historically as well?
 Heather Schultz: What would be the best of- Ouch for that.
 Vivian Larsen: Even everybody a chance to answer, but the answer I have always. LA. Great. What I've always, um, had is create a new question and unpost the original question from the portals.
 Vivian Larsen: So. So, So if you, you, to have a question go up on a portal and be part of the, the
 Heather Schultz: apply,
 Vivian Larsen: it, It will take it off of that portal so it's no longer something they can't, it's going to answer. So it's the equivalent of deactivating Making it an active question.
 Vivian Larsen: And yes, the changing the question itself, editing the original question. We'll back, modify, and act, look like everybody's answered that
 Heather Schultz: question. Yeah. Yeah, I didn't see how I can just un-post the question, but I'll just dig a little further and see if I- I can- I can do it that way.
 Heather Schultz: Cause that would be my preferred method is just un-posting nothing.
 Vivian Larsen: Yeah. Yeah, if you click on that little post to- If you like on with the
 Heather Schultz: flag
 Vivian Larsen: at the top there, you should be able to hit the shift button and unselect the, um, portals that it's
 Heather Schultz: there.
 Vivian Larsen: That's posted to you.
 Heather Schultz: Okay. Yeah, I just couldn't get it to work to not post to one, so I'll mess around with that. Thank you for
 Vivian Larsen: that. You're welcome. And then if you have an inactive portal, you could always leave it in an inactive portal to post
 Heather Schultz: to as well. I thought I considered that too. We have a group of inactive portals. We did some, uhm, company consolidations, uh, maybe I just posted there and, yeah, it'd be done with
 Vivian Larsen: it. I used to fight
 Heather Schultz: you. Yep. Alright, thank you. Thank you.
 Shuree Sockel (Enterprise): We figured out the question editing the hard way. We had a TA that, uh, how to screening question about if someone would accept a certain salary range.
 Shuree Sockel (Enterprise): And they went in and- I edited that question, so then it looked like all the candidates said yes to the salary range that was really a different amount.
 Shuree Sockel (Enterprise): And it caused a lot of trouble. So, don't add it, the
 Vivian Larsen: question said, but. No. Alright, does anybody else have any questions for this for today? Okay. Okay.
 Greg Mendez: So, I have a question. Uhm, I know I brought this up maybe a little, a couple weeks ago in terms of, I was just trying to compare notes about interview scheduling.
 Greg Mendez: Uh, it looks like my team really wants to do interview scheduling. Here's the catch, though. They are, They are still using Lego CUI.
 Greg Mendez: Uhm, it's kind of a lot bigger conversation about switching over to them. I won't go down. All that rabbit hole, of course.
 Greg Mendez: I know that's a big conversation, but has, and I know the base what I've, what I've been able to read.
 Greg Mendez: What people have shared with me here, and both isms, the best perks that you get the most use, uh, the best use out of the AVA scheduler if you use.
 Greg Mendez: So, what are, what would have been your lessons learned when it comes to, you know, going down the route of using the interview scheduler?
 Vivian Larsen: Anybody using interview scheduler out there? 8.
 NinaVoelker: Are you talking about, uh, I think there are two. I don't know the names of the dip because there's so many different interviews.
 NinaVoelker: Have you just got? There's the old school one where you could do attachments and there's the screen that says, send this to the candidate and send this to the is that the one you're talking about or you're talking about the new one where you just have to drop down, drop down, for the- 1 5
 Greg Mendez: That new one is only for those who are using the current modern UI, user interface for Verizon. s s s s s s s s umm, that's what we're at right now.
 Greg Mendez: We, we don't, we have to use the, the other, the older versions of, of the interview scheduler. I mean. Umm, we can't get all fans.
 Greg Mendez: We can't get through the zoom integration. Uh, we can't do not, they, not with the, not with the, not uh, uhh, the newer one you can.
 Greg Mendez: The newer one you definitely can. You can do that. You can do a lot more connections. Umm, I just haven't seen that as an option.
 Greg Mendez: The reason I'm, I'm trying to- I'm trying an idea of it. If I'm seeing a lot more people saying, yeah, we got, you know, we're, we're trying to get our ideas, basically what do people do?
 Greg Mendez: Like, what, you know, what were the, what did they do to actually, in terms of not only bringing the items in, but what were some of the lessons they learned?
 Greg Mendez: Like, when you did, you did, you did a scheduler. If you had to look back and do it over again, what would be the one thing you would do over again?
 Greg Mendez: Or what was it, you know, what piece of advice would you give to an organization? It's about to embark on the interview schedule kind of journey.
 NinaVoelker: It's such a simple, so we use old ice I'm still because you know, uhh, there's just things about new ice I'm just not there yet.
 NinaVoelker: In my opinion, but umm. Mm. Mm. You know, we'll switch over at some point, but we actually use both of the interview scheduling tools.
 NinaVoelker: Some teams use the- and where you can send this note to the candidate because there's more customization. So, like, when we're interviewing doctors, they want some- It's additional customization to be able to say, hello, doctor, so-and-so instead of using those kind of- the templates that you have to
 NinaVoelker: use on the new one, but we actually use both. I get very little complaints. Thanks. Umm, making sure that the calendars are actually integrated.
 NinaVoelker: I'd say that is the biggest thing we. We'll see have had somewhere. For whatever reason, everybody else's calendar was working, but I had one hiring manager.
 NinaVoelker: It just would not sink. Thank you for that. And so I think making sure that that works otherwise what you'll end up with is, um, stun the link.
 NinaVoelker: Thank you. So the candidate, the candidate goes to self-schedule, and you can't actually see what's available and what's not. Do some testing on that to make sure that that's all not as truly connected, because you don't want them scheduling at times, but, you know, that your interviewers are not available
 NinaVoelker: . Okay. It's a little more complicated. One of my team's does panel interviewing, so coordinating two or three calendars. Do they all need to be at one point?
 NinaVoelker: One time? Are they step, step, step? Uhm, but to me, that's one of the simplest implement. Thank you very much.
 NinaVoelker: So, uh, I've ever done with Isums. It's just so straight forward setting up the templates that your team needs, figuring out.
 NinaVoelker: You know, do they need to be 30 minutes, 60 minutes, 90 minutes. I'd be happy to demo or let you, like, look into our system, if you want.
 NinaVoelker: I can send you some. Umm, I can send you some links to schedule an interview with me if you want to kind of see what that
 Greg Mendez: looks
 NinaVoelker: like. Sure. I'm sorry. But to me, that's one of the simplest tools I sense has given us over the last
 Greg Mendez: decade. Sure. No problem. I'll. My, uh, I'll reach out. Yeah, absolutely. That'd be great. Um, yeah, I think, I think, I think with their, they're really excited.
 Greg Mendez: They want to go this route up to be a. Their, their recruiters. I think, I just want to make sure we're giving, you know, we're managing their expectations as well.
 Greg Mendez: I don't want to, like, prop. Something that I can't do just simply because we're not on the new UI. Uh, they might get on the UI eventually.
 Greg Mendez: Uhh. Same reason, but I think you kind of summed it up right there. You know, they're not right just there yet for what we need to do.
 Greg Mendez: Not yet. Not yet. Think- Think it might- Change your mind next year. Never know. Never
 NinaVoelker: know. Um, it'll come. Uh, yeah. We have the legacy, uh, happy to show you what that looks like. Send me, uh, send me an e- mail or send me a, um, put your name, put your e-mail address in the chat.
 NinaVoelker: And I'll send you some invites. You can see what it looks both versions and- and uhm, then, happy to schedule time if you want to pop in there.
 NinaVoelker: I've actually done that for several people on, uhm, the isomes community site where I- see their struggling or trying to figure it
 Kaitlyn Faile: out.
 NinaVoelker: Because we don't have
 Kaitlyn Faile: those
 NinaVoelker: technical out managers anymore. more. Or at least we don't. We're smaller companies,
 Greg Mendez: so. Same here.
 NinaVoelker: I try to help when I cancel that I can get it back when, when I need that. But. Have good day.
 NinaVoelker: I'm happy to walk through that with
 Greg Mendez: you. Sure. I just threw it in the chat. I don't mind. Other people have to see my email, so not a big issue.
 Greg Mendez: Thank you.
 NinaVoelker: Welcome.
 Vivian Larsen: Okay. So, great conversation. Uhm, anybody else have a question for the group today? Bye.
 Shuree Sockel (Enterprise): I have one question about the, drop down list for time frames when you're selecting a custom time frame, or last week, or last year, or next year.
 Shuree Sockel (Enterprise): Umm, can we write new options for that, like, to put in a specific fiscal year? And add that to all of our time drop down lists?
 Shuree Sockel (Enterprise): I feel like that was a sequel option that some- I've already had mentioned previously. Does anyone use- We
 Tawnya Fairchild: tried- We tried to do this with sequel- equal. Hitting and it kept not working. Um, every time our fiscal year reset.
 Tawnya Fairchild: So after asking several times, they did build a custom time filter- filter. For us to match our fiscal year.
 Shuree Sockel (Enterprise): Okay.
 Kaitlyn Faile: I've also done this with a client as well. Their report- starting was based on very particular dates. And you just put in a ticket and say, we need to create this based on- time.
 Kaitlyn Faile: This data and apply it to these reports. And you should be able to get that for you.
 Shuree Sockel (Enterprise): Thank you.
 Vivian Larsen: Okay, so any other questions from anyone for the group today?
 Kaitlyn Faile: Good call out, Patrick. Yes, be very specific. Thank
 Vivian Larsen: All right. Well, um, do we want to go to breakouts?
 Vivian Larsen: Thanks.
 Kaitlyn Faile: Sure. So.
 Vivian Larsen: Anybody wants to hang out for some networking breakouts? We will, um, break everybody out. everybody. out for some networking time.
 Vivian Larsen: And then everybody is more than welcome to join them. And if, and join us at the end of the networking break.
 Vivian Larsen: Great. Scouts for a recap.