iCIMS Hacks: CXM prep + offer date workaround

Ttips to avoid “implementation spookiness” as one team gears up for an iCIMS CXM project, while Vivian explained a clever workaround for tracking offer accepted dates using the “updated date” field.

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Transcript

Alex: problem. Welcome, everybody. All right, let's go ahead and get started. Welcome, everybody, to System Admin Insights. We're about to iSIMS System Admins and Professionals get together to talk about creative solutions to getting the most value out of iSIMS.
 Alex: Let's start off with a little gratitude. So please drop something in chat that you are grateful for today. I'm gonna pick, let's see, I'm gonna pick all of the, uh, seasonal displays that are all around me in my neighborhood.
 Alex: There's just just, like, so much pumpkin and associated gourd creativity going on. It's always fun to see, and it'll be fun to see all the kids' drawings.
 Alex: Let's see, what else do we have? Paul's grateful for the internet. Paul, glad your internet's working again. Yeah, we had some, Spooky technology stuff, just seems like everything was giving us a hard time today.
 Alex: Michael, Friday, yes indeed. Jenny's grateful for Vivian's fancy do. All right, yep,
 Vivian Larsen: very nice. Straightened my hair, not that fancy.
 Alex: Oh, falls on the phone.
 Jenny Fair: Okay. It looks beautiful, I
 Vivian Larsen: must say. Thank you.
 Alex: All right, okay, so, uh, our, our. Our slide deck manager is not with us today, so we're going sans PowerPoint, uhm, we're just going to go ahead and, well, actually, I have a couple of announcements first.
 Alex: Let's do that. Let me share my screen. So, uh, one thing that I am just and incredibly excited about is that we are redoing the way that we do office hours because we wanted to make them more, uh, flexible.
 Alex: More responsive to our members needs. And so if you go over to the iSim's channel, you will now see on-demand iSim videos.
 Alex: with the IOD team. So whereas in the past, we had fixed blocks of time where you had to sign in up, and sometimes it was a small group, multiple people signing up for the same slot, this is now a way to get one-on-one support directly with an IOD.
 Alex: When you need it, and we have a Calendly link right here. That is a round robin Calendly link. So that will go to whoever is first available on our team, and they will give you amazing support and follow-up if needed, but that is one-on-one time that you can book.
 Alex: We ask you to try to keep it to one to two per week to ensure that all members have an opportunity for support, but this is a, uh, a new week.
 Alex: Way of structuring this to give everybody more access, and if we are reaching our capacity on there, we will expand the availability.
 Alex: To include additional sessions. So very, very excited about that. It is right here under product communities. It's a pin post right at the top.
 Alex: You can't miss it. Okay, the next thing that I want to cover is that in events, we have rebranded, rebranded, our free Friday calls to Friday iSims roundtable.
 Alex: And what that means is that each month there will be a new zoom link. So that might, you might forget.
 Alex: Just remember if you go to events each month, November, it's the same zoom link, December, it's going to be the same zoom link.
 Alex: We're going to refresh that link on a monthly basis. Okay, and with that, let's jump on over to our questions.
 Alex: Alright, let's see what we've got in here. So Jessica says, Jessica Juarez, you're on, actually, let's go in order here, sorry, uh, Michelle, I believe you're on the call.
 Alex: Let's
 Michelle Braunschweig: see.
 Alex: That's right,
 Michelle Braunschweig: I did ask a question. Hi. So yeah, I am just wondering if anybody knows if there's a way to make an adjustment.
 Michelle Braunschweig: To what I'm 99.9% sure came with the recent fall updates where calendar fields. And the platform are starting with Monday as the first day of the week instead of Sunday, and it's just throwing me off.
 Michelle Braunschweig: I'm not seeing it that way in search, but just any other places in the platform where I have calendar fields, it's Monday.
 Michelle Braunschweig: I'm picking the wrong dates.
 Alex: Interesting question. Vivian's
 Michelle Braunschweig: shaking her head.
 Vivian Larsen: I know
 Michelle Braunschweig: nothing
 Vivian Larsen: about this
 Michelle Braunschweig: one. Yeah, I do think it's just new.
 Vivian Larsen: Well, so just let me say this. Did you create a case about
 Michelle Braunschweig: this? I did,
 Vivian Larsen: yeah. Alright, so when this happened, let's empower this community to pile on. Uhm, create, add your case number in
 Michelle Braunschweig: the comments. Oh,
 Vivian Larsen: sure, yeah. And then anyone else who wants the same issue, go ahead and start adding your own case numbers to these comments.
 Vivian Larsen: I think if, I know from the way the help desk works. If they can see that customers are aware that this is an issue that more than one customer is experiencing and you can directly point to all of the other cases.
 Vivian Larsen: Where this issue is happening, then it basically flags it for their severity team and it will get much more attention.
 Vivian Larsen: Uhm, so and that kind of goes to, uhm, I think earlier this week, interview schedule was down. Uhm, when something like that happens and one of you observes.
 Vivian Larsen: Or if something like that, if you create a case, just put your case number in your comments. Uhm, and then when the rest of you go creating cases, comment, you know.
 Vivian Larsen: Other folks in my community are also having this issue. Here's the case numbers that they're citing that they're using so that they can actually see that this is an issue that's affecting more than one customer and directly look to all the different customers' issues with the case numbers.
 Michelle Braunschweig: Yep, I like it. Okay, put mine in.
 Vivian Larsen: Thank you. You're welcome.
 Alex: Anybody else in the group have experience with this here?
 Michael Yates: No, I haven't experienced it yet.
 Alex: Okay. All right. Well, thank you, Michelle, for the question. And, uh, let us, keep us posted on what you, what you hear if you find a resolution for that.
 Alex: Okay, Jessica. Jessica Juarez.
 Jessica Juarez: Hi, y'all. I wanted to know if anyone knew how to do an output of percentage, you know, that there's a group by with a total output.
 Jessica Juarez: And I wanted to know if there's possibly a percentage I can't find it or is there a possibility? Do I have to create a group?
 Jessica Juarez: Okay, sir. Anyone know?
 Alex: Calculated fields resulting in. In a percentage.
 Vivian Larsen: I don't know of a way to do this natively.
 Vivian Larsen: I'm pretty sure there's a way to create formulas that will do it. So you may need to create a formula for this, this particular piece.
 Vivian Larsen: Does anybody know how of a way to do this natively in the system?
 Jenny Fair: Vivian, were they, were you, able to do anything with, with percentages on the, uhm, the analytics piece with career sites?
 Jenny Fair: Does that give any of
 Vivian Larsen: this? Yeah. That wouldn't affect her recruiting workflow searches, though. That would only affect, like, candidate supply, uhm, experience. And they're, the stuff that, is, is on the career sites piece is usually, like, a pre-packaged set.
 Vivian Larsen: She won't have a lot of
 Jenny Fair: flexibility or
 Vivian Larsen: ability to change
 Jenny Fair: it.
 Vivian Larsen: Uhm. Yeah, I have seen this done from a formula perspective, but I've never seen it natively. Daniela. I will say, though, that I'm not very versed in time-based metrics.
 Vivian Larsen: I've only actually recently started playing around with them. Um, Daniela, you. You, you had made a comment. Have you been able to do percentages in time-based metrics?
 Daniella McDonald: No, it was only. Uhm, like, numbers of candidates or just, uhm, specific candidate names, just so that the hiring manager could see, like, who was moving forward.
 Daniella McDonald: Yeah, it wasn't, like, totals or anything like that.
 Alex: My crazy, I, I, I feel like I remember grouping being able to do something like that. Like, if you group.
 Alex: By, uh, and then the group by bar itself would have percentages that you actually wouldn't get in the rest of the results.
 Alex: It's been a minute since I tried to. It total or a
 Vivian Larsen: sum.
 Alex: Not a percent. Okay, not a percentage. Yeah, got it.
 Jessica Juarez: Hmm. All right, I'll look into. Seeing if I need to go the formula
 Alex: route. Yeah, I mean, you're, you're getting to the whole, uh, funnel issue and funnel-based reporting. Which can be kind of tricky and often requires manual, manually working with the data outside of ISIMs.
 Vivian Larsen: A little plug for my favorite way, way to solve a lot of these problems, you might want to think about a data warehouse integration.
 Vivian Larsen: Customers want to get to a certain level of maturity, where ISIMS is just not able to do some of the data analytics pieces, uhm, and X, extracting the information into a data warehouse gives you some of the flexibility to do some of the different things that you've been trying to do.
 Vivian Larsen: Uhm, I know you've asked a couple of different questions. Over the last couple of weeks, uhm, and months about different types of reporting challenges that you've had and you just might want to consider data warehouse integration.
 Vivian Larsen: At this point for some of the things you're trying to do.
 Jessica Juarez: Thanks.
 Alex: Alright. Alright, thank you for the question. The floor is now open. Who else has a question today?
 Townsend Wilkinson: I've got
 Alex: one. Please.
 Townsend Wilkinson: Uhm, in the offer center you can see the date that someone has accepted an offer. Does anyone know if there's a way to pull that into a report?
 Townsend Wilkinson: Because the closest I could find was, Just the, the recent status update.
 Vivian Larsen: So wouldn't it be updated date?
 Townsend Wilkinson: Is that an, is that in an
 Vivian Larsen: offer search? Yeah, it would be in an offer search and it would be updated date. So the date that they last updated the offer status would be the accepted date.
 Townsend Wilkinson: Okay. This might, that, yeah, that might be super basic and I just haven't, uh, used the offer tool before. So, you are correct in that there is no specific
 Vivian Larsen: accepted, uhm, Amanda's saying that create a date because when the offer is accepted. Accepted, it creates a new version. Yeah, I know that you're, you're right in looking at for it's, like, offer accepted is not a specific, uhm, reportable piece.
 Vivian Larsen: Have you tried? Are you trying it in filter or are you trying it in
 Townsend Wilkinson: output? Output.
 Vivian Larsen: Have you tried filtering off of it?
 Townsend Wilkinson: I have not.
 Vivian Larsen: Sometimes things are available in filter that aren't available in output. Fun fact for everybody, if you're not aware of that.
 Vivian Larsen: Sometimes you can find things in filter that aren't aren't found in output. Uhm, Cheryl is saying that she used updated data on recent offers.
 Vivian Larsen: item similar to notes. Yeah, so it's it seems like it sounds like most folks are using my idea like and it isn't my idea.
 Vivian Larsen: It's just for today. Most folks are using the updated date as the date that is the offer accepted, because it would be the last one.
 Vivian Larsen: The last date that the offer was updated.
 Townsend Wilkinson: How? Okay. No, yeah, that makes sense.
 Ariel Hsieh (she/her): This is an aerial from bias. I just wanted to do a quick plug to I've asked about this. Also. So many times we have the docking integration and.
 Ariel Hsieh (she/her): It's really nice because they accept the offer. It comes in right there, but it's not pullable in any search. However.
 Ariel Hsieh (she/her): Um, with some of the hiring automation testing that they've been doing, we piloted that and, um, they are 1 of the.
 Ariel Hsieh (she/her): The features there is having that be able to trigger the status update. So right now it's kind of, um, annoying because.
 Ariel Hsieh (she/her): You know, the offer gets accepted, but if the recruiter doesn't see right away, and maybe they actually accept the offer yesterday, and the recruiter sees today, and then they.
 Ariel Hsieh (she/her): And manually move the status to offer accepted today. Technically, there's like a one day difference, but with the hiring automation, there's a Actually exploring that offer accepted through DocuSign, being able to auto update the status of the recruiter.
 Ariel Hsieh (she/her): So then that way you could actually use that in the search, which was, which would be the offer accepted. The date last in offer accepted.
 Ariel Hsieh (she/her): So just wanted to throw that out there that that is being tested and hopefully coming down the pipeline for the future.
 Ariel Hsieh (she/her): That
 Townsend Wilkinson: would
 Vivian Larsen: be awesome for you. I have actually seen custom integrations where folks capture offer accepted. In a data warehouse solution and then from there.
 Vivian Larsen: I'm sorry. My cat is being very derpy and then send back to back a status update change for workflow status update.
 Vivian Larsen: So I've seen folks actually use API to update the offer experience. Accepted status by seeing offer accepted date automatically to so might not solve your current problem, but it's just kind of a food for thought out there.
 Vivian Larsen: If you have a data warehouse integration, you could potentially write back offer accepted and moving the status. Excellent, yeah.
 Townsend Wilkinson: Well, thank you.
 Alex: Great, thanks for the question. You know, Townsend, as we were getting ready started here, before we started the call, you mentioned a couple of things that are challenging in this new role.
 Alex: Do you want to maybe pick one of those and pick people's brains?
 Townsend Wilkinson: That's a big
 Alex: question. I
 Townsend Wilkinson: know.
 Alex: So, so many things to choose from.
 Townsend Wilkinson: Uhm, I, I suppose the one that's on my mind right now, uhm, is just, ehm. how does everyone handle incoming requests for either configuration changes or just data updates?
 Townsend Wilkinson: Because right now, I, I'm getting pings, I'm getting calls, I'm getting emails, I'm getting Zendesk tickets, and there's no set process to, to handle any of this.
 Alex: And so for some context, how many employees at this organization?
 Townsend Wilkinson: Uhm, I think there's about
 Alex: 3,000. 3,000. And it's a regional nonprofit, is that right? Yes. Got it. And we're going through some digital change stuff.
 Alex: Where all recruiting processes were on paper and they're now just getting to use more sophisticated systems,
 Townsend Wilkinson: right? Correct.
 Alex: Great, So, uh, uh, Greg has his hand up. Greg, you want to address that?
 Greg Mendez: So it does depend. I know right now you're not. So there's a, there's probably a lot of change in management happening with different processes and systems.
 Greg Mendez: What we do because of our size. We do have things go through tickets. Uh, so, you know, especially when it comes to reporting after a while, it just gets kind of funky really quick.
 Greg Mendez: Uh, the other thing we also do is, uh, and we're trying to get better at this, is document those changes and have people doc, you know, look literally document them.
 Greg Mendez: So, between emails and making sure you go through a chain of command. So, I've had people come up with some great ideas, which I completely agree with, and I'm like, yes.
 Greg Mendez: But let's go ahead and document that. Submit that via, you know, via a ticket, via email, whatever's going to depend on your organization.
 Greg Mendez: But you want to document it so that, you we can start putting together a spec sheet, a running log, uh, but before you even get to the log, you want to be able to also include, why are we doing this thing?
 Greg Mendez: to begin with? Uhm, what's the justification when it comes to resources? And if it's something really big, uh, you know, you have to justify.
 Greg Mendez: The hours are being spent and, well, you're gonna have to take away for yourself or your team from another project, uh, because they're gonna ask, why isn't this being done?
 Greg Mendez: I, you know, at first, I always thought that was a lot of extra paperwork, um, until, uh, this year started happening with school.
 Greg Mendez: With so many projects and we were realizing, well, if we're not gonna get additional resources, then we have to then indicate, tell people, why do we have to turn your way or say.
 Greg Mendez: We can get to that, but only on, maybe in 2026. Uhm, the other thing to do, if you see a lot of stuff coming up.
 Greg Mendez: And it's coming from leaders. Uh, I, I, I love doing, uh, road map exercises throughout the, you know, every year or every other year.
 Greg Mendez: And have them vote and prioritize. Um, but this is separate from like maintenance and like, you know, the, the keeping the lights on kind of activities.
 Greg Mendez: This is stuff that new enhancements, big changes, stuff that's going to require resources, either time, money, or, or bandwidth.
 Alex: You're sort of at the, at the, you're experiencing the difference between order taker and consultant, which I think is a dynamic that we all.
 Alex: Russell with both internally and as consultants, right? One thing that Greg said that I really liked was the documentation piece.
 Alex: It was all great stuff. But the documentation piece is, I think, particularly important because your supervisor probably doesn't have any idea, or some idea, right?
 Alex: But is not aware of the full breadth and scope of what you're being asked to do, right? And so you can definitely be going nuts and working on and doing all sorts of stuff.
 Alex: And from their perspective, they may think that the asks are pretty easy to take care of. Often at a company that size, it's going through that change management, uhm, there, there is, there is sort of an underappreciation for the art and craft of, of goods and system administration and the time that
 Alex: actually goes into it. So, you know, uh, uh, quantifying your value to the company can be a great exercise. Well, some of the great ideas in chat here.
 Alex: So, uh, Amanda said, we have a shared mailbox that generates a ServiceNow ticket with each email received. Paul said. Paul says, uh, text engagement if you have it.
 Alex: Paul, can you speak to that? I'm not sure what you mean there.
 Paul Day: Wait, sorry, what was
 Alex: that? So, we were talking about, uh, Townsend's
 Paul Day: issue
 Alex: with tickets coming in and you, you mentioned texting.
 Paul Day: Oh, well, so, uhm, when I used to work for QuickCheck, we had, uhm, about, uh, 250 hiring managers, and then, like, the rest of the organization on ISIM, so I was supporting them.
 Paul Day: And, uhm, I used, uh, text engagement license to, uh, for the recruiting department, so we were able to log in and all work together.
 Paul Day: And, like, get, and so basically everybody was texting us for help through text engagement, and we had that text engagement login where we would log in and field all the responses, uhm, over text.
 Alex: Got it. And then you mentioned Microsoft. Oh, sorry, go ahead.
 Townsend Wilkinson: I was just saying, that's awesome.
 Alex: Yeah, that's very creative. And you also mentioned Microsoft Forms, and Tony jumped in. And so that's what we do. So we have a Monday.com form that we put on our clients' dashboards, and that's how we take – and so that's right there in our isms, they can use it right
 Paul Day: there. I think the big difference there. So, umm, with Microsoft Forms, I had to create We'll see A lot of automation through Power Automate.
 Paul Day: It through Power Automate to get it all functional to where we had a dashboard. Uh, and the tickets, you know, you worry because there's the projects, uh, app in Microsoft Outlook that you could use as.
 Paul Day: I'll see the dashboard for project tracking, but you have to link it all through power automate. So it depends on the work that you want to do.
 Paul Day: Like, you know. Monday.com is obviously a lot easier to set up. Uhm, and it also, I think gives you a lot more accountability to.
 Paul Day: Like, like, greater, you know, um, overview of the tickets coming in so that you can have greater. Later. A bit better analytics on, like, what you're improving and where the tickets are going down and tracking all that, you know?
 Paul Day: So it depends on, like, the intensity. I think of what your intended outcome is, you know? Okay.
 Alex: Thank you for that.
 Vivian Larsen: Some of my more tech savvy clients that, um, were actually software firms. Would you? Use JIRA as a way to track stuff.
 Vivian Larsen: Um, same kind of concept as what everybody's saying, just a lot higher tech. Um, and the really cool. The cool thing that I liked about it was that anytime there was a change request, like an HR person was saying, we need to make this field required.
 Vivian Larsen: Or at a new field, um, there was a panel of several admins who were all in different business units who would be able to look at it and say, well, Okay.
 Vivian Larsen: We add this at effects and then they'd be able to look at all of the different things that it would affect if they wanted to actually make the change.
 Vivian Larsen: And then if the change. Was approved. There was like a log. Essentially they'd run that individual change like a project within a case and then go through.
 Vivian Larsen: You know, test it. Everything was all, all the notes on it were in that one place. And then later on down the road, if you had an issue, if you want to understand.
 Vivian Larsen: And why that change was made, you just quick searched Jira. Um, so I found that extremely helpful with very large customers.
 Vivian Larsen: They were doing a lot of change management. May not work for a smaller organization, but you could
 Paul Day: definitely adapt this to our Jira Monday through Pretty intensive, I think. Um, and really complicated to use. Um, one fun thing I've been learning recently, because Monday, Dr.
 Paul Day: Com release their product, uh, Monday dev. Right. And so now all these companies that use Jira are integrating it. With Monday and using Monday instead.
 Paul Day: So I don't understand that, right? That sounds so funky and weird. Cause it sounds like you're doubling up. But, uh.
 Paul Day: Uh, something out there in Gera is just so complex that people are choosing to integrate one by one. Like literally your Gera- or flows into Monday Dev.
 Paul Day: It's so crazy. Um, but yeah, I just wanted to mention that.
 Alex: I understand the business priorities and how the requests relate to those in order to prioritize what gets changed. Why are they making the request and maybe it's a bigger.
 Alex: That's, that's, that's a great call out. Right? So often, uh, folks will ask us, Hey, can we do this? And the first question, uh.
 Alex: and and and the first question we always ask is, well, why? Why do you want to make that change? Some things are very easy and transactional, but.
 Alex: I'm going with the The the The video The video on the The on the Um, a lot of things, it's, it's really important to get to the bottom of what the root cause is.
 Alex: Like, what, where is, what's motivating this? There's a larger- conversation need to happen. Yeah, it's a great college, I know.
 Alex: Alright, tell us- And I hope, uh, there's a lot of hope some of that's useful.
 Townsend Wilkinson: Absolutely is. Thank you
 Alex: everyone. Certainly. Alright, the floor is open. Who else has a question today?
 Shuree Sockel (Enterprise): I wanted to ask if anyone has turned on the geo blocking that. you Yeah, we talked about over the summer.
 Shuree Sockel (Enterprise): Um, Ariel had made a post with the pre-approved countryless. us. And we had a short discussion about, um, what it would entail and, um, just wanted to check.
 Shuree Sockel (Enterprise): And see if that was turned on by anyone yet?
 Greg Mendez: We're about to go that route. out. We're about, uhm, we're just trying to get confirmation of the exact countries. But right now, so far, it looks like, um, anyone in mainland China?
 Greg Mendez: We're. We're going to block from, uh, our portals. Uh, and, I mean, right now it goes to customer support. And then- We'll kind of walk- I'm walking this to it, but right now we're just kind of just- we're probably about another month away, month and a half away before we- we start geo-blocking.
 Greg Mendez: Uh, that was per the request of our- our office over in China. I I mean, the one thing I will say, though, is, uh, you know, we- we- I did provide this one in caveat to everyone.
 Greg Mendez: Everyone. was, you know, if someone- if someone is clever enough to get around a v- a certain VPN, you know, we can't stop
 Shuree Sockel (Enterprise): them.
 Shuree Sockel (Enterprise): . Yeah, for sure.
 Cheryl Callaway: This is Cheryl Callaway. Uhm, we turned it on. Did you have a question about it that I can-
 Shuree Sockel (Enterprise): ehm, it looks like it's just, uh, as straightforward as opening a ticket. It's so is it that straightforward and have you had any feedback or, um.
 Shuree Sockel (Enterprise): Like, can you, I guess if it's blocking you, there's not really a way to measure it, but I was just wondering if there was any impact that maybe s- some of the, the applicants that previously were coming in, maybe has that stopped or have you noticed any difference?
 Cheryl Callaway: Thanks. Yeah, umm, so I haven't done any recording on it yet. Umm, really, sorry for that. Okay. Umm, we turned it on somewhat recently.
 Cheryl Callaway: Umm, so I haven't really done any recording on it. Umm, to see if it's meeting any difference. Umm. But, yes, it was as easy as just, like, reaching out and telling them which countries we wanted it turned on for because they, although they have- Bye.
 Cheryl Callaway: I mean, like, uh, a standard list, you can just pick and choose, like, which countries you want. Okay. So, good, good- You Question, and now I think I'm gonna go see what I can find out, and if I do, I will let you know.
 Shuree Sockel (Enterprise): Okay. Thanks, Cheryl.
 Cheryl Callaway: Yep, you're
 Alex: welcome.
 Cheryl Callaway: Thank you.
 Alex: Ariel asked Cheryl, which option did you use, fully blocked, redirect with cookie or redirect without cookie? Thank you.
 Cheryl Callaway: I actually don't know. Uhm, I will find out and I will get back to you.
 Alex: Alright, thank you. Thank you. Thanks for the question, Shuri.
 Shuree Sockel (Enterprise): Thank you,
 Alex: guys. Absolutely. The floor is now open. Who else has a question for the group today? you
 Terry Smith: Yeah, like, this is Terry with G State factory. I have a question for the
 Alex: group.
 Terry Smith: So one of our brands, so. Hello. Welcome to stock. We have the career sites product for all of our brains.
 Terry Smith: They're all using custom, uh, iced. Things managed, templates, and one of our brands is going to request for 2026. It's free.
 Terry Smith: It looks to redesign, uh, their career site to fit within, uh, people- the abilities of the CMS. So, my question is, is to the group is, do any of you have careers?
 Terry Smith: We're still here. And is it 100% managed by the CMS? And if so, would you mind sharing your career site URL so that I can.
 Terry Smith: You provide some examples of the capabilities of the CMS to, uh, to this brand? and I guess course question is anybody using the CMS to 100%.
 Terry Smith: I mean, it's their career site.
 Jenny Fair: Could be a great, Rob question. again.
 Cordell Ratner: I have some but I'm not personally, we're using it for our internal career site. Bye. Umm, and I miss part of the question, Terry, so I'd be happy to put you in touch with somebody.
 Cordell Ratner: big. Is managing it on our side if that's helpful.
 Terry Smith: Yeah, that would be very helpful. Thank you, Cordell. Um, I'm also gonna reach out to our, uh, uh, uh, uh, account manager and see if she can provide us with some, uh, some other companies that may be doing it, but I thought I would start here.
 Alex: Anybody else look all using CMS right now? It's a relatively new thing.
 Terry Smith: Thank you. All right. I'm going to go our career, our cheesecake curacitis partially managed. I think we have four pages that are managed by the CMS.
 Terry Smith: We'll see you
 Greg Mendez: video. I have a question then based on that, if it's relatively new, cause I've worked with CMSs before, but now with ISIMs, is it?
 Greg Mendez: What would be the downside of using the CMS? Is it just more just people haven't gotten to it, or is there something a- about it that people are just kind of still relatively slow and adopting?
 Greg Mendez: update.
 Terry Smith: Thanks. Capabilities are limited in the design aspect. Um, you know, obviously if you use an engineer. Mayard. Uhh, site that ISIMs manages.
 Terry Smith: They have more ability to, uhh, affect your brain. Or customize your branding. Umm, and the problem that we're experiencing right now, I'm not able to anybody else's, but, You know, we're wanting to change the great places to work logo, and it's taken two weeks to get that changed on so far.
 Terry Smith: So it's, You know, their, their career side scene is just a bit slower, and we're finding that they're only working on one ticket at a time.
 Terry Smith: And we have 16 different brands, and, you know, if five of those different brands. and submit tickets within a week to get some branding changes on the career sites.
 Terry Smith: You know, it's taking a really long time. Umm, you know, the CMS would allow us to build our own custom landing pages for new restaurant openings.
 Terry Smith: Umm. You know, and really, you know, promote that brand, especially in a new market. You know, if we're going to a new market, we're going to want to include… You know, how we're going to integrate into the community and things like that.
 Terry Smith: And, today, I mean, it does take an act of Congress to act. At a paid store for your site right now.
 Vivian Larsen: Yeah, something to add.
 Alex: And the government shut down so it's
 Terry Smith: even harder for me. You
 Alex: Jessica, you have a hand up? Is that regarding this question?
 Jessica Juarez: Yes,
 Terry Smith: I
 Jessica Juarez: dropped R-U-R-L in the- I don't have Uh, we do use the CMS. Um, I don't personally manage it, but, Terri, if you need someone to talk to, I can connect you with- Bye.
 Jessica Juarez: Um, the- our internal, um, who's in charge of managing it. Um, Ariel is correct. It is a- limited. However, uhm, Terry, the- the items that you- you shared that.
 Jessica Juarez: I mean, it's- it's- pretty quick. It's on- on your team to update it. It's pretty- it's from what I understand it's user-friendly and you don't- uh, a whole converse to change up a page.
 Terry Smith: Yeah, I- I use the CMS for the four pages that we have now. now. And it is very easy, but they are very basic pages.
 Terry Smith: You know, an FAQ, and a new restaurant opening page, but it goes. Those new restaurant opening pages only link to jobs.
 Terry Smith: And we'll want them to, again, you know. You give a little bit of a, of a cultural dive into the location in that particular area.
 Jessica Juarez: Oh. you Yeah, I know our team just recently changed it up. I know they're constantly updating it. So I guess that's one.
 Terry Smith: I mean, it very much.
 Alex: Ariel, you mentioned that you felt the branding was limited. Uhm, what are some of the cool things that you are personally missing?
 Alex: Ariel? for real.
 Ariel Hsieh (she/her): Hey, sorry. Uhm, yeah, uhm, it's, it seems kind of basic, but I'm in just like the types of block that they have for the layouts, um, interactive like transitions between items, um, videos.
 Ariel Hsieh (she/her): videos. Being able to embed videos within the banners. Uhm, we have some, like, custom, like, we- my custom kind of infographic type things that we've built, um, on some of the pages that have, you know.
 Ariel Hsieh (she/her): Like, different, like, geographical things and whatnot. Um, and so, and being able to kind of like, um. Thank you your time.
 Ariel Hsieh (she/her): Like, carousel through, like, interactive moving pieces. Um, and so, basically, it would have been a really big chain. And from what we have now, um.
 Ariel Hsieh (she/her): Because, yeah, it would have just been, like I said, just, it's very. very . kind of reminiscent of, like, you know, like building your Myspace page back in the day.
 Ariel Hsieh (she/her): Like, very simple blocks layouts. I'll see you in And so, I think for us to, like, from a tech company perspective, umm, you know, when you compare, or two other kinds of those, like, really fancy career sites and stuff, umm, it's just a real, it's a pretty big departure.
 Alex: You're breaking my gen X heart right
 Ariel Hsieh (she/her): now.
 Alex: Hahaha. What's wrong with my space? Uhh. It
 Ariel Hsieh (she/her): was awesome. So, so are you
 Alex: looking at, uh, particular vendors right now? No. For a career
 Ariel Hsieh (she/her): site? Not quite. We did, uhm, engage a consulting firm to help us do a, uh. Bye. Like a, uh, review of our career site so that it independently came in and kind of just gave a, like, looked at it.
 Ariel Hsieh (she/her): Everything and gave us some recommendations and things like that. Um, but we just haven't really been able to pull the trigger on and, uhm.
 Ariel Hsieh (she/her): On it and it's kind of, and we still kind of have it gone to the point where we're, you know, we would have a full team ready to be able to take that on.
 Ariel Hsieh (she/her): Umm, but we did, we are still potentially considering CMS for the internal, umm, just because that- that caught. It does tend to change more often, umm, and it would be significantly easier to be able to manage that ourselves and, you know, having the internal career site be not quite as flashy is not
 Ariel Hsieh (she/her): as big of an issue for our branding team. So we still are looking into it, but. Eventually for the internal site, but, um, yeah, like I said, it's just, it's too big of a departure from what we even now currently have on the external career site.
 Alex: Got it. Uh, you may want to check this out. This is, uh, a deep f- has, uh, key questions to ask and it reads some of the leading ones out there.
 Alex: Then. And I it's overview of each one from a specifically isomes customer perspective.
 Ariel Hsieh (she/her): Ah, cool.
 Alex: Yeah, we actually, um, I'm par- Docs it a whole demo for us too for their career sites and their career sites are s- super awesome.
 Ariel Hsieh (she/her): Um, so we did briefly, um, you know, consider that as well, but I think. Thanks for watching. Um, but yeah, again, didn't pull a trigger, but I remember, I think they showed it, it was, um, McDonald's.
 Ariel Hsieh (she/her): There, the paradox. Right off. Uh, McDonald's is, like, one of, like, paradoxes, like, OG customers, and, like, they have, like, such a fun and cool site.
 Ariel Hsieh (she/her): Uhm, so I remember being really impressed by
 Alex: that. You know, they're famously hacked recently, right?
 Ariel Hsieh (she/her): No, I didn't know
 Alex: that. Oh, yeah, so. So, I'll make Donald's career site. The Paradox website. McDonald's was hacked.
 Ariel Hsieh (she/her): Oh, no.
 Alex: Ah, Paradox, hack. Thank you. See if I can find that. Yeah. Yeah, this is on Wired. I highly recommend Wired as a new source.
 Alex: Vivian, I think you read Wired, right? Yeah. Yeah. McDonald's AI hiring bot exposed millions of applicants stated to hackers who tried the password 123456.
 Alex: Yeah. So, I'll put that article in chat. up. Alright, great question, great discussion. Yeah, sorry er- I didn't mean to, uh, rain on your parade today.
 Alex: I blame Vivian, Vivian's the one who funnels all, all, all this bad news to us on this. It's very important.
 Alex: To, to be aware of this stuff. Yeah. And I haven't seen any follow up with that either. It was like a one story and then I don't know, uh, how that all played out.
 Alex: I hope, baby, did you hear any other news about
 Vivian Larsen: that? No, I actually follow a couple of folks in the InfoSec community and that's one of the reasons why I hear some of this stuff.
 Vivian Larsen: And, That one got a blip.
 Alex: Like,
 Vivian Larsen: it wasn't one of the major
 Alex: hacks. Yeah, yeah. No big deal. Uhh, uhh. Cool. Alright. Who else has a question today? I'll see you later. Floor is open.
 Alex: No question too big. No question too small.
 Vivian Larsen: I do want to call out that if you are, um, on the free Friday. And I'm not a paid tier member.
 Vivian Larsen: Typically the way you ask questions is on the free Friday calls. Um, the paid membership is part of is where you can go in.
 Vivian Larsen: The community and add questions because that was a question that came up in the channel a
 Alex: little bit ago. Oh, okay, great. Thank you. Yep.
 Greg Mendez: Let's have a quick question. Uh, so are we literally just signed yesterday afternoon, um, a five year renewal? We are now trying, we're now going to be in the process in the next couple weeks of figuring out which solution we turned on first because we, we're going to go, we got, we agreed to like.
 Greg Mendez: Career sites, videos, suites, CXM, LinkedIn, RSD. I was pretty much everything except the agent ticket. I believe a CXM is going to be probably one of the first things they want to- start in 2020, in Q126.
 Greg Mendez: And I was wondering for anybody who was using CXM, uh, now that you kind of look back at- living with it and your- the implementation.
 Greg Mendez: What advice would you give to someone- to an organization About to embark on the wonderful world of CXM?
 Alex: Ty, I know you have- you have some experience with CXM? you. 7
 Ty Miller: Yeah, yeah, kind of a love-hate relationship with CXM a little
 Alex: bit.
 Ty Miller: it.
 Alex: It's a safe space
 Ty Miller: talk, go ahead. Yeah, I think you'll find, and especially when your recruiting team gets into it. I'm to get, uh, first and foremost, it's a marketing tool.
 Ty Miller: I mean, it's, I've been thinking about how to, like, really react to it, but it's, it's, you know, sourcing isn't really what its main focus is.
 Ty Miller: Like, when you get interested, it's really good at, It's really good at recruiting campaigns. But how do you turn a campaign into a direct source or a placement?
 Ty Miller: Right, um, so some of those recruiting strategies are going to require kind of your team sitting down and, asking themselves if, like, do they send mass emails right now?
 Ty Miller: How are they going to use automation? How is their automation information? How are to get from CXM back to the ATS?
 Ty Miller: Because they're two separate modules. It's not like connect where it's built into the ATS. Yes, and they're maybe used to working with it, right?
 Ty Miller: It's two or three extra clicks to get into their pipeline within CXM. them. working on an implementation right now. And one of the things we're thinking about is how we can use tags.
 Ty Miller: Cause those are one of the few things that are gonna say. I think between the three, umm, so using tags to reference what activity.
 Ty Miller: You have done because you can't really see that, right? You can't see if somebody replied to an email campaign when you go back into the H.S.
 Ty Miller: Yes. That means they might have to check two or three different places to see if this person has a good engagement score.
 Ty Miller: Uhm, so just. I think it brings new things that, you know, your recruiting team may not be used to using.
 Ty Miller: Uhm, and kind of a new approach to. Recruiting, but also without really directly. Enhancing their direct sourcing efforts. That's kind of been what I've.
 Greg Mendez: That's wild because I remember, uh, I sometimes been trying to get on to CXM, I think for like a year and a half.
 Greg Mendez: Now we've done, so I've lost track of how many demos and meetings. And they, you know, the reason that they were looking at CXM and our, our, our, our team.
 Greg Mendez: I got surprised by the last minute funding that they got for it, uh, was because of the sourcing. They may actually make, they kept living, they can't actually.
 Greg Mendez: Pushing up, pushing up, pushing up and, and, and hyping up the sourcing and pipelining component and not hyping as much as you know, the automation component.
 Greg Mendez: So it's such a wild thing to hear someone who's actually using it. Cause that's exactly what I recommend to be expecting to use it.
 Greg Mendez: We're sourcing and pipe lighting, uh, with maybe it's such an automation. So this is really eye opening. I'm glad, I'm glad to hear this straight from someone who's using it.
 Greg Mendez: We saw a
 Alex: couple of folks who are about to. . .
 Jenny Fair: enterprise clients that use the the marketing platforms.
 Jenny Fair: It's it's critically important that, you know, recruitment marketing and recruitment, the who's actually used. I think in owning the system because it's, it's both function and have functions within that platform.
 Jenny Fair: And so alignment there, it's. Is, is critically important and to not stall, but, but to your point just now, it's, what are we intending it to use?
 Jenny Fair: Is it. Is it events? Is it, is it for sourcing? Is it talent pools? Are our recruiters going in there, you know, .
 Jenny Fair: It's really defining. It's not, okay, here's what all that it does. Great, let's do it. It's kind of flipping it out.
 Jenny Fair: Obviously, like every. Project. It's okay. What are we actually looking to get from it from an outcome and go backwards because it's not.
 Jenny Fair: It, it, it is. There are some, some pieces to it. And I think there's a lot of creativity amongst the tool set.
 Jenny Fair: So it's, it's so out. I think it's. What is your outcomes and make sure you've got all, you know, recruitment, you've got marketing and all, all those spokes that would have a hand in some of those decisions.
 Jenny Fair: That's
 Greg Mendez: really good advice. Yeah, we're, um, like our career sites, for example, we're gonna. You know, I share with them saying, we have to bring our branding people, our marketing people.
 Greg Mendez: I just, you know, as much as I like to say, I have that eye. I have a little bit, but they're the.
 Greg Mendez: I mean, they're subject matter experts. And exactly. I think for the automation, there's a, uh, uh, variety of methodology in the marketing.
 Greg Mendez: About the best timing and how to do it. And, you know, so I would definitely want to, you know, I don't want to reinvent the wheel.
 Greg Mendez: If I have someone who has that expertise to do that and- give them access so that they can actually own that
 Jenny Fair: piece.
 Greg Mendez: Yeah.
 Jenny Fair: I've seen projects start, right? When, you know, because I'm not having that in life. And, and so, yeah.
 Greg Mendez: That's great advice.
 Alex: Sure. I had a few things she talked in chat here. Thank you. . . Cheryl, any one of these you want to speak to?
 Cheryl Callaway: Yeah. Umm, contact lists. If you do upload a lot of content- contact lists, like, if that you may collect at events that you can't necessarily use, like, uh, like the event management tool, which uses, like, you know, people have to log- .
 Cheryl Callaway: . . . so, uh, no, no, no, no. We've, we've,
 Greg Mendez: um, hmmm. We've used ISIMS for events, um, are, you know, I was one of those people back in, I think, uh, 20 .
 Greg Mendez: . 20 . . . back in 2019, 2018. We started start, we started using, uh, everything from the QR code, you know, using QR codes and every thing to connect to, to connect.
 Greg Mendez: Umm, we had a lot of people, we even tried doing uploading the, uh. Thanks for your time. Uh, we had a, we got a lot of feedback from recruiters.
 Greg Mendez: is the action. of the way from it. Um, especially with, uh, they're looking for a lot of it more experienced individuals.
 Greg Mendez: And so we found out when we upload, um. Not just the context, but multiple, try to attempt to upload multiple page resumes or CVs.
 Greg Mendez: That kind of, it just crapped out. I could just, the process just. Stop for them and after, after like months and months of trying, they just kind of pivoted away from that.
 Cheryl Callaway: Oh, I was thinking more like. Sign up lists, like maybe guys held any events where it's easier just to have a sign up list or just collect names and things like that.
 Greg Mendez: Um, okay. When
 Cheryl Callaway: I've done it, I've had contact lists, I've had to upload and, like, the CRM doesn't always do things correctly or, like, I've had, I've only- Glitches, so just be aware of things like that as you're moving forward and using them, and it's just more also the setup, right, of how you set up.
 Cheryl Callaway: The system with tags and things like that, you know, try to be, like, start thinking about how you want to set up those things and how to work it.
 Cheryl Callaway: Um, because. You know, we all create tags and then when you try to use the tags to tag people and search for it, learning, for example, the tags are.
 Cheryl Callaway: And or, uh, search, not an and search, so if I'm looking for, you know, um, IT and. and accounting because I want something, or I don't know, just I'm just throwing things out.
 Cheryl Callaway: If I pick those two tags, I don't see IT and accounting. I see people that have IT. So, things like that is where I was like, oh gosh, okay, I'm gonna have to read you some of my tags to combine those things.
 Cheryl Callaway: Thanks. So, things like that.
 Greg Mendez: Good to know. Yep.
 Cheryl Callaway: Yeah,
 Greg Mendez: the reporting that can get you can sneak up on you know,
 Cheryl Callaway: reporting
 Greg Mendez: requirements.
 Cheryl Callaway: Yep, and get all your collateral in place now. It's all your marketing
 Greg Mendez: materials. Start asking for it. Okay, that's good. That's good advice.
 Cheryl Callaway: Yep.
 Alex: Jenny, you had a quick question. . . . About, uh, Leap? Oh, which put in chat?
 Jenny Fair: Yeah, I did put in chat. Any of our healthcare industry clients at- I'm attending the Leap TA conference in San Diego next week.
 Jenny Fair: Just curious. I
 Alex: couldn't see where you have any health. Good?
 Jenny Fair: No, I shouldn't say. All right, well, I will hopefully be back next week with some. Cool information to just share.
 Jenny Fair: There's some interesting, really content rich material out there, so I was just curious if anyone was joining, I would say we should meet up.
 Jenny Fair: Thanks.
 Alex: Alright, thank you. Who else has a question today? All right. you can probably get that. And if not, we will go ahead and move to our breakouts for some small- group networking.
 Alex: It's a great time to catch up with folks about what's going on in your world with ISEMs and HR Tech.
 Alex: If you want to drop, you're not into breakouts and I wish you a wonderful weekend. I'll let folks opt out here.