iCIMS Hacks: Confidential Reqs and Scheduler Tips (11/07/25)

Greg learned a step-by-step way to set up confidential requisitions. Vivian noted that Interview Scheduler shows busy/free time differently when using Cronofy. Kaitlyn shared that some orgs don’t need a separate confidential portal.

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Transcript

 Alex: Good to see you're here, as always. Happy Friday. We can start in one second. Welcome everybody to System Admin Insights.
 Alex: So good to see you here as always. I'm glad, I'm glad everybody found their new link. Uh, we like to kick every meeting off with a little bit of gratitude.
 Alex: Today, I am grateful for all dad jokes and sharing dad jokes with my dad. This is a recent development in our relationship.
 Alex: We've been texting each other jokes. And it's a lot of fun. And you know, who else wants to hear those?
 Alex: Just my dad. What else do we have in chat
 Kaitlyn Faile: here? I like a dad joke.
 Alex: You like a dad joke? Okay, great. Watch with, careful what you ask for. Michelle says, my husband is finally employed again after almost four months.
 Alex: Michelle, that's fantastic. So glad to hear that. Congratulations. Amanda also loves a good dad joke. Okay, all right, Vivian. Grateful for my instant pot.
 Alex: I love having dinner ready when I finish work. Oh boy. Yeah, that sounds nice. Daniella, flannel pajamas. Yes,
 Vivian Larsen: indeed.
 Alex: Yes, indeed. I'm grateful. Has Uncle Ty got his Nespresso machine?
 Kaitlyn Faile: We all are.
 Alex: Jessica says heated pajamas. Blankets? Yeah, I've never had one of those.
 Vivian Larsen: Oh, they're awesome.
 Alex: Really? I tried a weighted blanket once and I was like. Why does anyone like this? This is so weird. Greg says, doggy belly rubs.
 Alex: Yes, indeed. Grateful for care, Craig. And it says, Cheryl. All right. That's a lot of gratitude. Thank you everybody for sharing that.
 Alex: And always, uh, sets a, sets a nice mood. Let's go on to our next slide. Okay. A couple of reminders.
 Alex: We're recording the session. Can't talk today. We are recording. Recording the session, and we'll post the recording to Circle, the audio to Spotify, and every once in a while we put one on YouTube.
 Alex: Uh, the transcript is recorded. It's incorporated into the Circle chatbot to enrich its responses. And more and more, as we have more transcripts in there, more conversations, those answers that we're getting with the Circle AI functionality are just getting more and more useful.
 Alex: Next slide, please. Today, we're going to do a Now You Know with Vivian Larson, HR technology strategist, on the subject of confidential recs.
 Alex: And, And one thing I wanted to point out is that we're starting to add these Now You Know sessions as course material inside the course.
 Alex: So we are extracting them from the main call, putting them up in the courses section. So if you want to reference these, these great topics, we've done seven or eight of these.
 Alex: Now we're going to, we're going through our archives, putting them all there and then moving forward. Anytime we do a now, you know, you'll be able to access it.
 Alex: That is part of your paid membership. You always have access to the stuff that we're putting up in that courses section.
 Alex: All right. And when you're ready to go to member questions, announcements, general questions, you can stay on for what we learned video.
 Alex: If the spirit moves you. Next slide, please. And this week is our seven day leaderboard. Congratulations to everybody who is engaged in the community.
 Alex: You're getting great value. We also recently started our one-on-one on-demand consulting sessions. I don't want to call anybody out, but I know one of these people here.
 Alex: Recently benefited from, from this accessibility. Previously, we had office hours that were fixed times. Didn't work for everybody. So, we wanted to change it up, so we now have a round-robin Calendly link, and it is a fir- it's the first post in the product community if you go to the iSimms channel.
 Alex: The pinned post at the top has a Calendly link where you can grab 15 minutes with an IRD consultant at a time that works for you.
 Alex: Next slide, please. All right, fantastic. So, with that, I am going to spotlight Vivian. One moment. There we go.
 Alex: Remember to do that. Vivian, what do you have to share with us today?
 Vivian Larsen: Well, so the topic of the week seems to be confidential recs. It's come up with several of our customers and before I even dive into it, I want to do a little bit of a question to the group about why, why is everybody all of a sudden.
 Vivian Larsen: Looking for confidential recs. It's an interesting trend. It's like six different customers, some of our IRD customers, some of the folks on, uh, on the community.
 Vivian Larsen: It seems to be like a trend at the moment that everybody's starting to investigate this, and it's kind of interesting.
 Vivian Larsen: It might just be a coincidence, but it's just, several people asked it this week. So, is, is there something in the hiring cycle that has you all looking at confidential records?
 Vivian Larsen: At this particular point in time, is my question to the group. So, we didn't actually do a formal poll on this, because I didn't let Alex know beforehand that I was going to be asking this question, but, uhm, in the chat, if you want to drop why you think confidential recs might have come up for you
 Vivian Larsen: right this moment. And then with that, uhm, so Daniela, Greg. Okay, so if everybody wants to read the chat, I'm not going to read your, your, uhm, comments out loud.
 Vivian Larsen: Uhm, but just drop for me why you think confidential records are such a big thing. I'm going to share my screen real quick and just share if you need an outline.
 Vivian Larsen: Of the way to do confidential recs. I did a training internally for our team on how to do confidential recs.
 Vivian Larsen: And, uhm, Paul took that training and the transcript from that training and outlined it into step-by-steps, uhm, in here. So, there is a, a post, Building Confidential RECs and ISIMs, and as Alex has said in the past, Go away.
 Vivian Larsen: If you want to search this, Confidential RECs, that post, and other previous mentions of, of Confidential RECs will come up, but here, here's Kathy.
 Vivian Larsen: She also asked about Confidential RECs this week. Uhm, so we'll get into her interview feedback forms question a little bit later.
 Vivian Larsen: But, I just wanted to walk through, uhm, some different pieces, moving pieces of Confidential RECs. They're not. Incredibly complicated as a concept in ISIMS.
 Vivian Larsen: Uhm, it's as simple as creating a field on your REC and marking it, whether it's confidential or not, from a configuration perspective, but there are some moving pieces, uhm, associated with it that are points of consideration.
 Vivian Larsen: The biggest point of consideration most people have around confidential reqs is that they don't want non-users without a who should not have the ability to see it to have access to the person's data.
 Vivian Larsen: And in some cases I've seen them, uhm, not necessarily just not wanting to see the offer details tab. I've seen them wanting to hide the profile altogether.
 Vivian Larsen: So there's some really key things. To think about as you're going into the process of developing your own confidential rec strategy, uhm, and those are what are your ultimate end goals?
 Vivian Larsen: What, what are you trying to hide? Are you trying to hide job? Are you trying to hide the candidates associated with the job?
 Vivian Larsen: Trying to hide data on the candidate's profile, but it's okay for others to see the candidates. You need to make that decision at the start of deciding that you're going to build this, but functionally.
 Vivian Larsen: Uhm, there's the moving pieces that are associated with it are first and foremost, you're going to create a field. This is our test site, so I can't follow.
 Vivian Larsen: This all the way through, uhm, because there are pieces of it. I cannot configure, uhm, in here, but the first thing to start with is a confidential.
 Vivian Larsen: Uhm, this all the way through, uhm, I've seen people go a little crazy here, um, where it's not just confidential yes, no.
 Vivian Larsen: It's confidential, it's executive. Um, it's, um, doctor, it's healthcare leader. So instead of just simply being a yes, no question, which is the simplest.
 Vivian Larsen: Keep it. Simple, uhm, configuration of this. I have seen people build layers into this, um, which has had various, uhm, l- levels of success, and we'll talk about that as we explain the rest of the solution.
 Vivian Larsen: But first things first, we're gonna explain, yes, no, is the requisition confidence. So if I theoretically mark this, yes, my next layers of configuration are three-fold.
 Vivian Larsen: Hold. You You can start with one of three ways to limit your users from seeing this information. The first one is- So let's talk about search locks real quick.
 Vivian Larsen: If you're unfamiliar with search locks, search locks are all or nothing. Thank you. All or nothing, meaning, if I have search locked a profile, I am not allowed to see that profile in any sense- It's an, area whatsoever.
 Vivian Larsen: There is no gray. They are on or off. So a key thing to think about search locks in this case, this particular- um, search lock.
 Vivian Larsen: This is where you would go see it. I'm gonna see if I can think of a place where there's definitely gonna be a search lock.
 Vivian Larsen: Um. Mm. Hiring manager. It's a little easier when I can show a customer site, but we don't really want to do that in this instance, the user.
 Vivian Larsen: Sure. I mean, it's never gonna have one. Uhm, so a search clock is basically anything. So this is the area of the system.
 Vivian Larsen: It's anything that you can actually show in the f- filtered portion of a report. So let's just say that confidential rec equals yes.
 Vivian Larsen: If I can build it in a report, I can build a search lock. Like it. So in this case, confidential equals yes.
 Vivian Larsen: The place where I cannot do in a search lock is dynamic filter. water. So I can't say if confidential equals yes and confidential access on my employee profile equals yes then show me.
 Vivian Larsen: Okay. That is not something that is possible in search locks. Search locks affect this area of the system if I'm going to be able to do a quick search.
 Vivian Larsen: And they affect this area of the system if I'm going to be able to search. If you have turned search off for your user groups, hire- sering manager, user groups very often have turned search off.
 Vivian Larsen: Or, if you have enabled the feature that allows this search. Right here, um, to be a, I'm sorry, the bar is in the way, and the persons are here to be a.
 Vivian Larsen: So I want you to keep that in mind. There is a way, it's a simple checkbox that makes this person search.
 Vivian Larsen: Good. Mere recruiting work flow search locks. Then, umm, you can basically give them the search. And, uhh, uhh, obright to search locks in the recruiting work flow area, where if you would build a recruiting work flow search lock off of a recruiting workflow search parameter.
 Vivian Larsen: Where job file confidential equals yes. Then, um, don't show me the requisition. This is the simplest path to- what you are looking for.
 Vivian Larsen: Like, if- is not- yes, in this case. Like, I would build this search lock. Is not- yes. And this then per log in group.
 Vivian Larsen: I would have a recruiting workflow search lock and then I would change- this to be act as recruiting workflow search.
 Vivian Larsen: So that is the simplest path. Simpleest steps. Now, the place- Please. That's where this breaks down. And a lot of people are like, this isn't enough.
 Vivian Larsen: Is where I have great areas where- I have a TA leader who needs to be able to see confidential wrecks, but not necessarily see the offer details tab or the- the information on the offer details tab for the candidate.
 Vivian Larsen: Or I have a executive, um, who needs to be able to see that the confidential wreck is act. Um, but not necessarily be able to search other people's profiles in the system.
 Vivian Larsen: We'll time. Umm, search blocks are one to one where if it is, yes, if confidential is not, yes, then I cannot see it.
 Vivian Larsen: Period. I can see, I can see the nose. I cannot see the yeses. Um, or vice versa. If you would just do is yes in the case of, uh.
 Vivian Larsen: you You only wanted them to see confidential racks. Like, if you had a confidential recruiter logging group. All of this is dependent on logging groups, though.
 Vivian Larsen: So So. You have to keep that in the back of your mind. This permission, search locks, security rules, which we'll get into in a minute.
 Vivian Larsen: New license access control. They're all dependent on the person being in a unique logging group that you can can define permissions for.
 Vivian Larsen: Um, so I'm not watching the chat. Are there any questions?
 Alex: So Amanda had a question. She said, what would we do to make that person's quick search or work flow
 Vivian Larsen: search? It's a simple setting in the background. You're going to have to call the help desk, um, and you tell them to have this act as a recruiting work flow search.
 Vivian Larsen: I'm ehm, fair enough. I'm really certain it's not something that we have the ability to do as user admins. Um.
 Alex: And, and Kate mentioned she would love to do something like this for confidential recs and test recs. But so many of reports are at the max filter limit already.
 Vivian Larsen: So that's where you rely on search locks in the. the back. ground. Because if it's search lock, you don't need to add it as a filter.
 Vivian Larsen: It won't show up in their search. So in that case, if you. Or max out on filters in your searches.
 Vivian Larsen: Search locks don't have anything to do with the search itself. They're in the background. On the user's logging group profile.
 Vivian Larsen: Umm, so the next piece, that's- Sir. Search blocks are pretty much, yes, no, on, off. There's not a whole lot else I can talk to as far as search blocks are concerned.
 Vivian Larsen: The next layer of configur- is going to be security rules. Now, security rules, in this case, are a very seldom used.
 Vivian Larsen: . . . . . piece of isms because they are limited to five per profile. So you have five in person, five in recruiting workflow five in job.
 Vivian Larsen: And so basically you get five potential security rules for each one of those different. That's right. Um, profiles. You can have different uses of each one of those five forever.
 Vivian Larsen: for everything. You can very logging group in your system. Don't do that. Umm, you can. But this is just because you can doesn't mean you should.
 Vivian Larsen: Because security rules. Or one of the hardest things to troubleshoot. When there are problems with user access. So if you call the help desk and say, my users can't see, you know.
 Vivian Larsen: Twenty things and you have all five security rules. And each one of your security rules is configured differently for each login group.
 Vivian Larsen: That is going to be a rabbit hole. You'll. So, be, be judicious with security rules because they are very, umm, they're very powerful.
 Vivian Larsen: All right. They're very powerful. Let me just explain what a security rule is. For those of you that have never used them.
 Vivian Larsen: So security rules are applied at the profile and feel. y'all. So they're very again, they start with a report. Here is a report that I've configured for security rule.
 Vivian Larsen: Cool. All this is, is, is the job confidential rec is yes. And if I were going to apply this recruiting workflows- Close.
 Vivian Larsen: Search to a security rule. I would ask the help desk to apply it. You do not have as admins the ability.
 Vivian Larsen: To apply a security rule. Help desk needs to take that SR confidential report that I created. We'll see you in the next and put it here.
 Vivian Larsen: So if, and they won't do that in a test site, or I would configure the whole thing for you, but, um, if I did have that.
 Vivian Larsen: I would have SR, um, confidential is here. And then per login group, I would apply the rule and then hide.
 Vivian Larsen: Bye. Cabs or fields. And that is what a security rule does. And once again, you have five per profile. Um, so very.
 Vivian Larsen: Very. Common one that I see configured is IMHM. So you'll, you'll, in a lot of newer provision sites, you'll see a secure.
 Vivian Larsen: But it will already apply called IMHM. And it basically means that the only way they can see any of these tabs is if they are the hiring manager in the state.
 Vivian Larsen: The standard hiring manager field on the requisition. That's a really common one that I recommend you look into if you want to get a little bit more.
 Vivian Larsen: I'm not if you granular on your permissions. Um, but bottom line, a security rule is the next layer and it will stop you.
 Vivian Larsen: Um, it can basically let you hop. I'm glad that this offer details tab when the conditions that were in the report that I built are present.
 Vivian Larsen: Press. So that's the, the gotcha moment for everybody. So when that, the conditions in that SR confidential were confidential equal.
 Vivian Larsen: financial equity. Yes, are present. Then I have hidden this offer details tab so they can see the candidate. They can see the profile.
 Vivian Larsen: Well. They can't see the offer details tab. That's, that's the security rule that I most commonly build for this. The fourth, the third.
 Vivian Larsen: The other that is a little less common, a little bit more powerful, and also a little bit trickier to use, is new items.
 Vivian Larsen: very soon. access controls. Umm, so new items access controls once again, also report based. So you have three layers. I'm gonna go.
 Vivian Larsen: Go back. Um, and folks, keep me honest. Um, Alex and Caitlin, if there's any questions, stop me. Cause again, I'm not looking at the, the
 Alex: chat. I got one. Yep. So Greg asked, so you can't test security rules and test environments?
 Vivian Larsen: You have s- absolutely can. This is a partner, uhm, can fix I, they won't give us, um, that kind of thing in the partner can fix it like they wont let me build.
 Vivian Larsen: A bunch of different portals and that kind of stuff. I had to fight for an onboarding portal on this. It's just part of the partner agreement.
 Vivian Larsen: But you having a- you can absolutely ask them in your test site, just screen test in your case, um, that you want to apply SR Confident.
 Vivian Larsen: and and then go play around with it. Umm, okay. So, access controls, there's a couple of things. Things that you want to think about with access controls.
 Vivian Larsen: Access controls are the only permission's configuration that allows- how dynamic filtering. So, they're very powerful when you have your data table really- Really room.
 Vivian Larsen: So, if I have information on my person profile, so Vivian Larson has cost center- You know? One, two, three, four.
 Vivian Larsen: And the job has cost center one, two, three, four. And I want to create a rule where only show Vivian, and cross center jobs and person profiles and recruiting work profile for the profiles where person cost center is.
 Vivian Larsen: ? ? 1, 2, 3, 4. This gives me the ability to dynamically filter based off of something on my profile. file. So that is a really key thing to think about with new items, access controls, security rules, search blocks are one to one.
 Vivian Larsen: and yes, no, on off, no gray binary. Security rules are based upon something that- you can filter off of a report, and dynamic filtering is not available in security rules.
 Vivian Larsen: New items, access controls. rolls. That's right. Dynamic filtering is possible. So where you would apply this in the case of a confidential requisition, um, is if.
 Vivian Larsen: If you questions, please you are limiting and forcing folks to not have this toggle. That is a key crucial piece.
 Vivian Larsen: Um, if they can talk. They can basically over override these access controls. Um, there is a report. So if I just go and look at the recruiting It's really, a workflow version of this report.
 Vivian Larsen: And just in this case, we'll do full access. access. view. Uhm, there's nothing configured in this particular site if I would want to say where in this instance.
 Vivian Larsen: and in our conversation today, confidential is not yes. In this case, and apply that to a login group. So my general hiring manager login group, my general recruiter login group, I'm going to build an access control where job confidential is not yet.
 Vivian Larsen: And what this will do is when you configure this for that group at the end of the- uu uh, uh there's search experience, umm, if they're searching here, this is a crucial thing.
 Vivian Larsen: Again, this doesn't honor access control. And this is the kind of search that they have access to. Then, it will basically show them you do not have access to this profile.
 Vivian Larsen: Umm, it will give them, like, if I could type in the job number, I could type in the person's name.
 Vivian Larsen: It will show, like, the card, uuuh, uuuh, on the left with the person's name, but none of the data associated with that will show.
 Vivian Larsen: Umm, so I'll do a deeper dive on access controls and configuring access controls. And a later conversation. Umm, been talking at you for about 20 minutes now, so I'm gonna pause here.
 Vivian Larsen: The one piece that I haven't covered. Which I'm gonna cover in a subsequent session is confidential portals and confidential posting.
 Vivian Larsen: So. So, now that you've got this internal set of configuration where you've limited your users from seeing data they should not see.
 Vivian Larsen: How do you get that job in the hands of the candidate or the candidate is giving you their information in a way they don't see other jobs that they can't not be looking at.
 Vivian Larsen: Uhm, and that is going to be a confidential portal. We'll deep dive into what a confidential portal configuration looks like.
 Vivian Larsen: Uhm, in. Uhm, a subsequent session. So any questions from everybody in the group? Uhm, as to the simple step. Simple but complicated steps to do, uhm, confidential portals.
 Vivian Larsen: girls. Umm, Danielle, you created it's a custom field. As far as where to hide it. Maybe we'll of a of a Let's just Alright, so Umm.
 Vivian Larsen: Greg, you have raised your hand. Go ahead. Let's
 Greg Mendez: have a quick question. Um, have you ever used, uh, the secu- Okay. We're going the confidential job portal. You can, you can hide the offer tab.
 Greg Mendez: Um, have you had a client who've combined that with? Locking down the offer letter in the offer module? Like are they handing that separate permissions or are they finding some way to- uh, combine those?
 Vivian Larsen: So go back to the very beginning of the conversation where I said it is crucial that you have a unique logging group.
 Greg Mendez: Right.
 Vivian Larsen: So if you think about the offer management training we did a little while ago, where we were talking about permissions on individual letters, that is.
 Vivian Larsen: That's where you would apply that. Yeah.
 Greg Mendez: Okay. Great.
 Vivian Larsen: All right. Any other questions on confidential rdals? Uhm, uhm, um,
 Kaitlyn Faile: I've got one. So, if you do not, if you're not required to post your requisition somewhere, is it? . Is it necessary that you configure the portal side?
 Kaitlyn Faile: Or can you only keep it on the requisition side
 Vivian Larsen: without having
 Kaitlyn Faile: to post it?
 Vivian Larsen: the poor. The portal is not a requirement, but the portal is a nice to have. Um, so again, we'll deep dive into the portal piece of it in the next conversation because that's a.
 Vivian Larsen: whole conversation in and of itself. Um, but yeah, you don't have to have a portal, but it is recommended.
 Kaitlyn Faile: Thank you.
 Vivian Larsen: Alright, so do we want to go to questions? Questions?
 Alex: Any other questions on this subject? and if not, right, thank you so much, Vivian. and we will now go to our awesome space.
 Alex: . One moment. Alright, let's see what we have in here. Is Liam on- the call. Liam, you had a couple of questions in here.
 Liam Orr: I did. Uhm, I hoping not to wrap a fireman, but- I'm that. So, we, and thank you to Cheryl, uh, for replying to it, but I'll.
 Liam Orr: All right. I'll kind of put it out there. Um, so for the first one for, uh, start date field and, um, time to start reporting.
 Liam Orr: Um. This kind of came up because we have a time to start field. We don't really use it on any standard reports.
 Liam Orr: Um. I'm. Or the TA teams. And some people started kind of grabbing it and using it and they were getting negative numbers and ultimately that.
 Liam Orr: But. I'd like. Turned out to be they
 Paul Day: were
 Liam Orr: adding it to the wrong reports as an additional output field. Um, so we've kind of since redirect. And we've created a standalone report for it.
 Liam Orr: Um, but we talked to our technical partners. ism about it because the, the standard start date field that we use is person start date.
 Liam Orr: And we were never told. Hold. By the time we went live, that there was a recruiting work flow start date field, which seems like it would be the better option.
 Liam Orr: So, uhm, part of the reason they were seeing. Some negatives along with looking at candidates that, um, hadn't been hired yet is the fact that there's an old start date in there from her.
 Liam Orr: So now we're kind of going through the process of discovery. Discovery. Of, um.
 Liam Orr: Exploring what it might look like to update our start date field to the recruiting work for one versus. If comments, please the person wants.
 Liam Orr: So, um, I was mostly curious if anyone had run into these types of issues before, um, I had been. And using, uhm, a person's start to eight field and kind of transitioned over to recruiting and workflow start to eight field or, uhm, the x.
 Liam Orr: kind of general gist if people run into this type of thing.
 Vivian Larsen: Do you use Einstein's
 Liam Orr: onboarding? We
 Vivian Larsen: do. Okay. So that person's start date is crucial. It's what defines how your tasks are due.
 Liam Orr: Right, that was- was another thing our technical partner brought up, and he's taking a way to kind of come back to us to see if we can replace the recruiting- for a start date field into that, instead of the person start date field, cause he did call out, it would, uhm, it would mess with our due dates
 Vivian Larsen: . Uhm. Yeah, and I was kind
 Liam Orr: of getting that vibe from it, but, um, he's. Hopefully optimistic, generally, so he's going to check for us anyway. Um.
 Liam Orr: Yeah, I mean, things change. change. Right, but I'm kind of thinking along the same lines as you. It's probably not.
 Liam Orr: So that might end up being a roadblock for us. I mean, I think we. have a roundabout way of circumventing the negative numbers.
 Liam Orr: Um, and it is more user error driven than anything. anything. else at this point, but, um, yeah, here's-
 Vivian Larsen: Do you have, um, in your workflow statuses, do you have? I have a status that you use to trigger onboarding, and then a status that uses the hired auto launch action.
 Liam Orr: No, that's well, they're the same. So we have the onboarding wizard in with the hired auto launch action together as one status.
 Vivian Larsen: Do you send your internals? What's the onboarding?
 Liam Orr: Uh, we do.
 Vivian Larsen: Okay, so that's unique. Um, so do you have require auto launch- The Checked on that status.
 Liam Orr: Uhm, I believe so, but I can go double check.
 Vivian Larsen: And- . is the field required- is the person's start date field required on the profile for the logging group that is most- most frequently made- making the mistake.
 Liam Orr: Yes.
 Vivian Larsen: Okay. Um, so the- require auto lunch, I would double check that one because that might force them to fill it out.
 Vivian Larsen: Um, it is part of the pop up. In the onboarding workflow auto launch action, thus the person's start date is where that is mapped to.
 Liam Orr: Right.
 Vivian Larsen: So if they're. If they're, if they require auto launch action is checked, they will not be able to close out and cancel and move forward without filling everything in.
 Liam Orr: Interesting. Yeah, no, we don't have that, that check. So you're saying, um, that brings up another. If interesting point. So auto launch required.
 Liam Orr: They won't be able to close the window until they would like complete all the onboarding setup steps and everything like that.
 Vivian Larsen: That's it. It won't move the person to the status until all the steps are finished.
 Liam Orr: Oh, okay. Mm hmm. We'll
 Vivian Larsen: see. So,
 Liam Orr: yeah. That's, that's an unintended good takeaway from this.
 Vivian Larsen: So that my first, my first, The first recommendation to fix it moving forward is to require the auto launch action.
 Vivian Larsen: Umm, moving backwards, you could do a bullsh- get it and just cross-reference one to the other. Umm, to fix some of your negatives, so essentially run a person report.
 Vivian Larsen: forward. Where start date, person start date is blank, and then the recruiting workflow start date is running recruiting workflow search.
 Vivian Larsen: Or person's start date is blank, and the recruiting workflow start date is not blank, and then just bulk get it to clean your system up to fix your data.
 Vivian Larsen: Umm, that's usually, when it comes, when it's a reporting issue, start with fixing the data. Cause if the data's wrong, there's nothing and you're going to do to fix the problem without fixing the data.
 Liam Orr: Sure. So the, the whole thing is, um, the recruiting pretty more for a start date. We didn't even know existed until Wednesday.
 Liam Orr: Um, so it's currently a hidden field. So we have no data in for recruiting workflow. Start date. Now, we also capture a proposed start date for the offer letter, but it only goes to the offer letter, and we don't use it in any other kind of reporting.
 Liam Orr: Umm. button. So the, the benefit of the recruiting workflow start date if we were capturing that would be, umm. to use it in, in like a time to start report.
 Liam Orr: But, umm, I'm going to ask kind of a far-fetched question, umm, other than kind of, of manually going in and doing bulk updates to match data or something like that.
 Liam Orr: Would there- be a way to capture, so, like, for the auto launch action for Hired, we have, um. one. 3 the person start getting in there, which is what they, they fill out when they're completing that part of the workflow.
 Liam Orr: Um. Is there any way for it to do? To allocate that same value and mash it to the recruiting workflow start day field, so we're capturing both at the same time.
 Vivian Larsen: via API. But not natively.
 Liam Orr: Hmm. Okay.
 Vivian Larsen: So I have seen people build APIs where they've called pulled the data out to a data warehouse and then written it back to other fields.
 Liam Orr: Yeah, that's, uh, we're not going to do that.
 Cheryl Callaway: Why not just have ISIS bulk update all the- you're the start date on the recruiting workflow. So on the offer details tab.
 Cheryl Callaway: Bye bye. But all your hires?
 Liam Orr: Uhm, I think, then my question is. So, Uhm, for historical stuff, I think that works, but then how do we get it moving forward, and is it something that we have to keep both?
 Liam Orr: Yeah, if you're
 Cheryl Callaway: requiring
 Vivian Larsen: the auto
 Cheryl Callaway: launch action,
 Vivian Larsen: now they can't skip it. you So you're fixing it moving forward by requiring the auto launch action where they're forced to fill it in and then you're fixing their historical data.
 Vivian Larsen: So you're you're, Reporting is right.
 Liam Orr: Okay. Alright, I will reach back out. ... If I have more questions after we talk a little bit more about it.
 Liam Orr: Thank
 Alex: Alright, Liam, Liam, you're actually the second question, too, if you want to.
 Liam Orr: Yeah,
 Alex: grab that one.
 Liam Orr: Um, so, This is about point in time reporting, so this kind of came up, um, from the, the product by a nearest station a month ago or so.
 Liam Orr: No. We were talking about dashboards and, and reporting. Um, and a lot of people had mentioned that they, they would handle point in time reporting.
 Liam Orr: By doing schedule reports and kind of taking that stuff out of isomes, and I know it was, um. For enhancement requests, it was, something that people kept bringing up as isomes to kind of configure away in the future for us to do this natively within, within isomes.
 Liam Orr: the ehm, but I was curious, um, if, um, what others have done and- if it's got to report what types of data people are exporting.
 Liam Orr: Uhm, I know, uh, Cheryl had kind of commented back in. Uhm, umm. On the post to that. Uhm, you're now using a connector to kind of drive everything into a data lake, which we do have a snowflake.
 Liam Orr: Uhm, the, the connector, but it's not technically ours. It belongs to a separate team, um, within the company. Uhm. So for, for, kind of, some of the higher level, um, uh, points.
 Liam Orr: In time reporting stuff, like how many wrecks were opened yesterday, uhm, or open at the end of yesterday or something, something of that effect.
 Liam Orr: I'm just curious. What other people have been doing to kind of handle that? you
 Vivian Larsen: I think it really depends on what you're trying to achieve. Um, so I think your question's a little broad, which is why you're getting silence.
 Vivian Larsen: Um. I had, let me give you an example. I had just finished a project for a customer where they had a, um, messy database with.
 Vivian Larsen: A bunch of different, the same piece of information was in a bunch of different fields. And they were having trouble getting this information on their user.
 Vivian Larsen: Umm, in a place where their users weren't asking for it in a way that they had to extract it into an exported report and then do all kinds of macros in Excel.
 Vivian Larsen: And-ing. You look up and then send each one of them an individual email. This poor person was doing this for, like, 20 different business units.
 Vivian Larsen: Um, and so- We first started with cleaning up their data. Move it, Vinnie. Um, we first started with cleaning up their data.
 Vivian Larsen: And then we, um- got that one data point in their system to the point where we were able to rely that it was accurate in every single instance.
 Vivian Larsen: We created a new f- field. We both get it at that new field. We made sure that piece of data was accurate for every single record in their system.
 Vivian Larsen: And then from there, we We'll be back. We built new dashboards off of it where it was, um, let's just call it cost center.
 Vivian Larsen: Um, it wasn't for them, but let's just say for cost center because I use that example early. I was able to build on some dashboards where it was open jobs by cost center, open, closed jobs by cost center, on hold by cost center, and so on and.
 Vivian Larsen: And then we were also in the process of doing a, um, H.R.S. integration for them. So they were putting that cost center.
 Vivian Larsen: And then they on their employee record. And now I can say on their profile where job profile matches employee profile costs and.
 Vivian Larsen: So essentially that real time cost center using a profiling field, which I've got a course up on now. now. If you want a quick go look at that if you're unfamiliar with them.
 Vivian Larsen: I can say show Vivian Larson's jobs by cost center. And show Vivian all jobs in her cost center approved within this month, this year, this week.
 Vivian Larsen: However, I would want to slice it. Does that answer your question?
 Liam Orr: Uh, I think it gives me a starting point, and I appreciate that. Um, I will go watch, um, what you have out there and- um, may just come to office hours with you, and if I have any questions.
 Liam Orr: Okay. Question.
 Alex: Great. Thank you so much for the questions. Alright. Kathy. Kathy.
 Kathy Nava: Hello. Um, okay, so we just implemented Interview Scheduler, and we're just going through the configuration. We'll see you guys in the presentations.
 Kathy Nava: And I'm at the point of the, uh, the notification templates. And I was told that we can. Mm. You know, customize, like, specific to, I think, like, one of the main points is we want to make something customizable to bring in, like, if.
 Kathy Nava: Where, for those onsite interviews, bring in, like, instructions on how to enter the building, parking details, and, you know, anything else that they might want to, uh.
 Kathy Nava: And include for our specific onsite locations. And, and, and trying to set that up, I just, I'm kind of having a.
 Kathy Nava: Hard time to, how to create those type of custom, um, notifications. Education templates. I don't want to override any of the default templates that are in the system.
 Kathy Nava: And that's why I put that screenshot to. Kind of show, uh, well, this, I think what is the second screenshot, I think it was showing pretty much, uh, what the templates look.
 Kathy Nava: Like, uh, well, like the last template, I put, uh, notification settings, um, and I just don't know really. We'll see you next how to add.
 Kathy Nava: It's not like the email library, you know, in the system where you can click an existing template. bless it and do like an override or like a save ask to kind of create a, a new template.
 Kathy Nava: Here, it's just. . It's a different setting. And so I'm just trying to wrap my head around how can I create a custom notification.
 Kathy Nava: Like, for example, uh, interview confirmed. Uh, no. you I'm going be specific to on site where I can then add those instructions to that one.
 Kathy Nava: But I don't want to overwrite the default. I hope that makes sense. I'm just trying to figure out how to customize it without removing any of the default templates that are in the system.
 Kathy Nava: Because I think isomes, I want to say isomes told me, I can go to the default and I can save it there and it's only going to save.
 Kathy Nava: To the new, umm, notification one that I created. It will not over. over. Right. The default template. I think they set that, but I'm just scared to try that or, you know, I just wanted to see what anybody else help.
 Kathy Nava: Oh. How you guys are doing it, if that makes sense. Thank you so much. And this is just to the notification templates, not the actual interview invite template.
 Kathy Nava: in the middle the plate.
 Rob Bursee: And I want to confirm you're using the latest version of Interview Scheduling, is that correct?
 Kathy Nava: Yes.
 Rob Bursee: So with the- the most- recent, uh, fall release, you have the- the new notification customization sets, if you will, or notification sets.
 Rob Bursee: That will allow you to create, uh, uh, sets based upon the job type. If I can steal your screen share for just a moment.
 Rob Bursee: And I can kind of give you a preview of what that looks
 Alex: like. Can you go right here?
 Kathy Nava: That would be great.
 Paul Day: Rob, what you're referencing, though, is tied to, like, the job category, right?
 Rob Bursee: Correct. That is correct. All right.
 Kathy Nava: So, is it driven by the job category? Does it have to be a job category?
 Rob Bursee: It is, yes. Yes. So, in that aspect, your job category here kind of drives the set that you can, you can do here, but it- .
 Rob Bursee: Again, if you have jobs that you do on site only, that you want to customize, so, like, accounting, or what have you, you could- kind of create a, uh, in-person set.
 Rob Bursee: And then, essentially- you know, go through all of the, uh, the options here to, you know, customize your notifications to the candidate, to the interviewers, and- customize everything from the emails to text as well.
 Kathy Nava: Do you have to go through every single one or only whatever e- Steak. Steak. What you need from
 Rob Bursee: there. It's only what you need for this, for this particular job set. So if you, you mentioned the defaults, right?
 Rob Bursee: So you've got the- the default options here. Yeah. You can see what your default options are, but you can create sets outside of that with the new sets.
 Kathy Nava: Okay, so if I just want, like, something for just, uhh, like our corporate office, and they want to do on- on site, uhh, interviews, and it could be for engineering, marketing, corporate, it could be for anything.
 Kathy Nava: Umm, it could it won't work unless I select a job category.
 Rob Bursee: That's correct.
 Kathy Nava: Hmm. Interesting. Thank you for
 Rob Bursee: it may require you to go back and rethink the way your categories are set up currently. Yeah.
 Kathy Nava: Yeah.
 Rob Bursee: And, uh, this is, again, going to allow you more flexibility and capabilities on top of that to go back and redefine how you do.
 Kathy Nava: Okay. So, Rob, can you go
 NinaVoelker: back in there? So when you're creating. You your template for, let's say, on site, right? You got your
 Rob Bursee: phone,
 NinaVoelker: your phone screens, your teams, you got all your business. When you're creating that template, if you can go back to the template
 Rob Bursee: for this. The initial setup, yeah.
 NinaVoelker: Uh, no, uh, cancel that and go over to the left to templates. Let's.
 Rob Bursee: So this is just the type, yeah.
 NinaVoelker: Yeah, create a new template. Mm hmm. Here go. And then when you scroll down, see it has the notification set.
 NinaVoelker: So if you've got onsite, support center, or corporate, scroll up a little bit, and that's, that you can save this so
 Rob Bursee: that, you know, it's counting. So this is,
 NinaVoelker: Do that. I would say that it is a template for online interviews and have my notification set that said, okay, HR, IT, you know, whatever, and then when I use that template, it's gonna pull that notification set.
 NinaVoelker: So I think you only have to do one and one. To get all your corporate position. And then when you send the proper interest to the template, it's gonna do the right note of patience.
 Rob Bursee: That makes perfect sense, yeah. And you can see that it used the short name that I gave it here versus the actual job function.
 Kathy Nava: . . . uh-huh.
 Rob Bursee: That's What we are here, you're testing that.
 Paul Day: Note your instance, you were trying to do it like By location, right?
 Kathy Nava: Yeah. Because
 Paul Day: you have multiple locations.
 Kathy Nava: Yeah, I was trying to do it by location. nation. Just, you know,
 Paul Day: really. So it sounds like, it sounds like she would have to create like by location job categories. stories.
 Rob Bursee: Right. Corporate office, right. Yeah.
 NinaVoelker: So if you have a support center in California, one is Arizona. I'm not. And one in Texas, then you're going to have three interview templates, right?
 NinaVoelker: On site
 Kathy Nava: and corporate.
 NinaVoelker: All right. And then you'll have each of those notifications. I haven't seen those notifications. That's pretty slick.
 Rob Bursee: That's brand new, so.
 NinaVoelker: That interview. Cool is fantastic. It's so easy to use. That just adds another layer of awesome on it.
 Kathy Nava: Yeah, and you. I said it was in the fall release.
 Rob Bursee: Yes, it was just released in the fall release.
 Kathy Nava: Okay. Okay. I'll have to go back and look at that. But, uhm, in C. So I'm assuming that information is in the list of there as well.
 Kathy Nava: So I can read it. Thank you.
 Rob Bursee: Yeah, absolutely. And the release notes and everything. So that is, is literally brand new hot, hot into the release. Okay.
 Kathy Nava: Thank you.
 Alex: Thank you so much for sharing that, bro. Alright. Before we go to Jessica's question, I want to run a quick poll.
 Alex: Uh, we're doing some infrastructure. structure. stuff with SAI, and we're thinking about bringing the meeting into the circle platform itself.
 Alex: One thing that we would lose however is. The ability to do breakouts and I've gotten some mixed feedback on the value of the breakouts.
 Alex: So, uhm, I'd like to run a poll and just take the temperature a little bit. Cause then a lot of people drop, they don't necessarily want to do it.
 Alex: Uhm, but if we were to lose the ability to do breakouts as part of this event. How much, or how would you feel about that?
 Alex: Okay, 50% responding. I'll give it a five more. Four seconds, five, four, three, two, one. One. Great.
 Alex: That is unambiguous. Appreciate it. Jessica, you had a question. Let me share the screen here. here.
 Jessica Smith: Yes, thank you.
 Alex: This is
 Jessica Smith: actually also about interview scheduling. Um, and I had sort of touched on this before. So we were- After looking at interview scheduling, unfortunately, um, RIT department declined the approval to integrate micros- off office for that calendar visibility.
 Jessica Smith: And so, now we're in the process of evaluating whether or not we can still make it work because- there were a lot of benefits that we wanted to capture, and it would be something that is not any additional expense, right?
 Jessica Smith: Because it's already available to us in the- But there's a couple of issues that I'm running into, and I was curious if anybody else is using interview scheduling without- Sit down.
 Jessica Smith: The calendar integration has had- and has found some workarounds for these issues. Umm, so, from my understanding, I know that- .
 Jessica Smith: What we can do is we can manually set calendar availability for hiring managers, right? And we can use it that way when we're sending invites out.
 Jessica Smith: For candidates to self-schedule. The problem is that, um, that's not a practical approach for recruiters with phone screens. Because they're not going to re-update their calendar availability every time before they send out a self-scheduling invite.
 Jessica Smith: Bye. Umm, currently we're using Microsoft Bookings, which is free and meets our organization's requirements regarding, umm, the ability to- like, viewing access to calendars and whatnot.
 Jessica Smith: So, if we were to try to continue to use bookings to send out, Umm, and then somehow still schedule the invites through interview management.
 Jessica Smith: And that is just pretty clunky. Thank you. Because we can't turn off the notification. Like, we would want the candidates, I'm pretty sure, to accept the invites if they're sent through interview scheduling.
 Jessica Smith: I'm guessing, so that we can go ahead and track that they're there. And if they need to reschedule or cancel, we would want them to do that through interview scheduling.
 Jessica Smith: But they would get, like, a booking's caught, uhm, we can adjust booking so that it's not a calendar invite, so that they aren't getting too, So, a invites one from Isim's interview, scheduling, and one from bookings, but they would still get a confirmation, and you don't have the ability to custom,
 Jessica Smith: minimize what that confirmation says in bookings to say something like, hey, if you need to cancel a reschedule, do it through Isim's, which even if we- that's just not a great user experience, it's pretty clunky.
 Jessica Smith: So that's sort of the first pieces, you know, are you- How are your recruiters handling self-scheduling without the calendar integration, or are they just not sending their phone screens through interviews?
 Jessica Smith: The management. management. Alright, and if there are no responses for that, I did have another question. Bye.
 Rob Bursee: Yeah.
 Jessica Smith: Uhm, sorry. Can you clarify what you mean by
 Rob Bursee: that? I like it, like a-a-a stan- standard link for your recruiters. Like, is it a static link that's the same URL every single time that somebody uses bookings?
 Jessica Smith: Yes. Yeah, so in bookings, you can have different services. And so for me, I would have, like, candidate phone screen, 30 minutes.
 Jessica Smith: And it is the same link. Every time, and it's connected to my, you know, real time calendar availability.
 Rob Bursee: Okay, so the reason I asked that- that question is- is my past organization a long, long time ago, used calendly and every recruiter had their own- calendly link and they had a free account basically back then.
 Rob Bursee: And what we did was tied in and we created a field on the- employee profile. So that way that recruiter's link could be URL linked directly in that field.
 Rob Bursee: And then- we reprogram that to e-mail templates. And then associated that e-mail template to a status for an event notification.
 Rob Bursee: So- . . . Anytime, like, a recruiter reviewed candidates. And say you go through, like, you start your day, you're reviewing all your candidates, you get rid of the onesie.
 Rob Bursee: this. That don't qualify or what have it. Then you have your remaining candidates that are qualified. They would bulk grab all of those candidates and advance them to this.
 Rob Bursee: . That is, that would send out the event notification to allow the candidate to schedule on their calendar. Now, again, that's not, you know, d- that's not going into items necessarily as far as to schedule date, but it allows you to have self scheduling, essentially.
 Jessica Smith: No. No. That's not the issue, because right now we already have all of the links in email templates that are tied to the request phone screen, or send phone screen.
 Jessica Smith: And by status. So we're already accomplishing that. Like, we're already doing it through Isense. It's already in the email templates.
 Jessica Smith: My problem is if we want to. We'll leverage interview scheduling because bookings doesn't have a lot of stuff that interview scheduling has.
 Jessica Smith: It doesn't have the text confirmations unless you pay. More money for a certain subscription. It's not as easy to reschedule.
 Jessica Smith: Like, if you reschedule, you also can't set limitations like you can in a- So, like, we get a lot of candidates who don't respond, and then two months later, they go back.
 Jessica Smith: back. and, and access the same eml and put time on the recruiters calendars and they're like, hey, this job closed two months ago.
 Jessica Smith: Nice try.
 Rob Bursee: Right.
 Jessica Smith: So we want to. We to utilize interview scheduling. It's just without the calendar integration, uh, you know, it's difficult, first, particularly for phone screens.
 Jessica Smith: It's not ideal for how- ehm, but we can make it work. Uhm, but just not realistic for recruiters at all.
 Jessica Smith: Okay.
 Rob Bursee: Okay. I don't have another, another idea there on that aspect,
 Jessica Smith: um. Okay. No, thank you. Uhm, I bet you will for my success. And question with, with this. So from what I read on a previous post in the community, if you.
 Jessica Smith: Thank you. Don't have, um, the calendar integration set up, then you can't choose video and. and link to a different, um, like video scheduler platform.
 Jessica Smith: Does anyone know if that's true? Because. We can- Because we use, um, Cisco WebEx for all of our candidate in our video interview scheduling.
 Jessica Smith: And so I want to be able to- say, hey, this is a video interview, but then put the meeting link, you know, in there, and it's external, and I heard that that's not possible.
 Jessica Smith: If you don't have the calendar integration, I'm so curious, is that true? Is anybody else doing that? Now. Because we don't want to cause confusion to candidates by, you know, not labeling it as a video interview.
 Jessica Smith: Love
 Cheryl Callaway: This is Cheryl. I recall hearing that same thing and I remember looking at. I don't like just testing it real quick and at the time, um, when it first got released, it did not work.
 Cheryl Callaway: Like, there was no way to do it. I don't know if they've updated it, but I thought I read something saying that they were gonna update it.
 Cheryl Callaway: Or fix it or something. I don't remember that. Okay, so now. Okay.
 Jessica Smith: I think anything else would have a platform that wasn't connected with I sense yet and maybe. in beginning. just tried that.
 Jessica Smith: you
 Alex: Any takers? So Paul, you so- I've implemented the same thing for clients in the past. For Microsoft Bookings, you have to use power automate to build out your automations.
 Alex: Okay. Paul, anything else you want to add to that?
 Paul Day: No, that's just kind of like the Microsoft. soft. Uhm, sweet. Power Automate is what, uh, helps you connect all their apps together to build.
 Paul Day: We'll in the build out, like, automations and stuff like that. Um, so maybe some of the things could be possible in Microsoft Bookings.
 Paul Day: You would have to just play around. The power automate to see if you could design those automations in there.
 Jessica Smith: Okay, yeah. Thanks, Paul. We do use power automate for quite a few things with. Within the org, um, but I hadn't thought about it for these other things.
 Jessica Smith: Um, and I'm not sure if they wouldn't. Yeah, I'm sure I would. That'd be possible, but that's something to look into, as far as not allowing them to, you know, like, putting an end date time for the invitation.
 Jessica Smith: And same w- with, like, we really wanted it to be reportable and trackable and isome so that when you're in a requisition and you're looking at a candidate and you see there's go- for an interview, we can see what day, what time, we can report on all of it.
 Jessica Smith: Uhm, we will, uh, veenience of interview scheduling. Have a And with rescheduling and canceling and the text messages that can go to the hiring managers as well as the candidates.
 Paul Day: No, absolutely. I totally get it.
 Alex: Any other thoughts on that subject? Project. Alright, Jessica, thank you so much for the great questions. Anybody else have a question today?
 Alex: We've got five minutes and then we'll wrap up.
 mhale: This is Michelle. I have a question just along the same lines of the new interview scheduling module. I'm wondering if it's- if anyone knows if they're gonna allow us to schedule conference rooms at some point.
 mhale: Because it's hard for us to move forward to schedule on-side- side. Interviews if I can't schedule rooms. and I will see you
 Kaitlyn Faile: Bye-bye. Nope. Uhm, I know there's a post in S.A.I.
 Kaitlyn Faile: about this. Where several work rounds were offered up.
 mhale: Yeah, and we used to work around, so I'm just, it would be nice to be able to, like, in the old.
 mhale: and the legacy interview module be able to schedule a room and have it tied to our conference rooms. Didn't know if there was any future.
 mhale: Or updates that it might be scheduled for.
 Alex: Caitlin, what would I search for here?
 Kaitlyn Faile: Uh, conference.
 Paul Day: That's so interesting that that, functionality would be removed because I used the legacy version at my pre, at QuickCheck and, uhm, And, yeah, we had no issues with, like, scheduling, uhm, conference rooms.
 mhale: It's great if you're using the legacy. Because it allows you, our conference rooms are tied. All you have to do is use the drop down, pick your room, and it sends it to everyone.
 mhale: And so, in order to- for us to move to the new module, it's workarounds and it just seems silly that we have to do that.
 mhale: That's right.
 Alex: Okay, I found it. So this was addressed on our July 25th call conference room scheduling. So you can find that in the platform.
 Alex: And there's a timestamp for it, too, as you can jump right there.
 mhale: Yep. But again, that was before the new module. Okay.
 Alex: I just didn't know if maybe next we're using those workarounds. I mean, that's not the case. I'm just trying to seize it on.
 Alex: I. That's some's radar at all, to be able to
 mhale: get that done. The other thing we have problems with, too, we pay for the Microsoft Teams module. Yeah, all of our conference rooms use Microsoft Teams rally bars.
 mhale: And when we schedule video. I'll you in the interviews through Microsoft Teams, you go into the conference room and it'll schedule the interview, but it.
 mhale: soon. It won't give you the join, but so in order to actually have a video conference. Friend. 5 5 In that room, you have to go in now and identify the meeting ID and password and manually log in.
 mhale: I just. Thank you very My IT department stumped on. How to get that to work. And isms hasn't had any good solutions.
 mhale: should I didn't know if anyone else was running into that as well.
 Cheryl Callaway: Are you using teens?
 mhale: Thanks. Yes.
 Cheryl Callaway: Okay. I may reach out to you. I want to confirm because I'm pretty sure, like, when we schedule our- You our, um, conference rooms, it invites our, like, the team's conference room itself also.
 Cheryl Callaway: So it books a conference- on conference room and schedules it and everything so they can use it. Let me get back to you just from what I am and how it works.
 mhale: It's just hard. You know, with that not working, now the managers have to remember to bring in with them their ID and password and it should just work.
 mhale: I mean, it's all the same platform, but yeah, that'd be great if you had a solution for that.
 NinaVoelker: Are you using both legas- and, uh, the new interview scheduling tool, or you're just using the new tool.
 mhale: So, four. Or, Recruiters doing their pre-screens. We are using the new scheduling module. Works great. When we're scheduling hiring, Managers.
 mhale: And it has to be, uh, on site in a room. We're using the old, uh. I interview module. So we're using both.
 mhale: We'll see you next week. We would like to get away from that, but we've got to get through some of these hurdles before we can do that.
 mhale: Bye.
 Alex: Alright, well, thank you so much for the question. If you'd like to stick around and share something that you learned for what we learned video, we'd welcome you to join us.
 Alex: If not, Have a restful and restorative weekend. Thank you, everybody. Talk to you soon. We'll see soon.