iCIMS Hacks: Attention Span and Application Drop-Off

A practical discussion on candidate attention span, notification fatigue, and where applications lose candidates in iCIMS. System Admins Experts review poll data, time-to-complete reporting, internal vs external applications, and why regular audits matter for protecting the candidate experience.

https://systemadmininsights.com/

Transcript

00:01 Alex M: Welcome, everybody, to System Admin Insights. Happy New Year from me. The IRD team, and Fiona, that's her new favorite place right there on my couch. 00:11 Alex M: Good to see everybody. I to kick off every session with a little bit of gratitude. Today, I am grateful for IRD team member Ty Miller. 00:22 Alex M: And his amazing ability to present complicated information in very user-friendly visual format. He shared some stuff that he's working on for a customer of ours who, uh, they're working on their CXM. 00:35 Alex M: And he created this beautiful diagram, uhm, of all the different permutations and workflows that can happen. It's very digestible. It's very easy, I think, for, for, for somebody to understand from varying levels of, uh, technical depth. 00:46 Alex M: So kudos to you, Ty. Thank you very much. What else do we have in chat here today? We have good news. 00:54 Alex M: Caitlin's son turning eight. Very exciting. Tanya says being able to work remotely and escaping to Florida to avoid the cold New York weather. 01:07 Alex M: Yeah, that sounds nice. Very nice. All right, let's go on to the next slide, please. A couple of reminders, we're recording the session. 01:16 Alex M: We'll post the recording to search. Spotify, the audio version, and Select Sessions will go to YouTube. The transcript is also incorporated into the Circle chatbot to enroll. 01:26 Alex M: It'll enrich its responses whenever you search something in the Circle SAI platform. It'll look through everything that's posted and all that. 01:34 Alex M: Also, all of these transcripts, too. Next slide, please. Today, we are talking about Candidate A. Attention span. We've all been talking about attention span internally and notification fatigue and how to set boundaries and expectations. 01:50 Alex M: around where we're looking, when. Candidates are certainly inundated with all sorts of touchpoints, so Vivian is going to lead us the conversation about that. 02:00 Alex M: We're gonna have general questions and announcements and a What We Learned video at the end if you'd care to participate and share. 02:06 Alex M: What You Learned. We, uh, welcome your participation at the end of the call. Here's our seven-day leader. Leaderboard, Ariel, Kristen, and Tonya, highly active in the platform, congratulations. 02:20 Alex M: And that's it. All right, so, uh, Vivian, let me double check that I've got our polls ready in the right order. 02:29 Alex M: I'm gonna start with, Application, Experience, and Candidate Engagement. Yyyyes. Okay. Okay, so Vivian, do you want me to launch the poll, or do you want to say something first? 02:41 Vivian Larsen: Let's start with the poll. 02:43 Alex M: Okay. 02:43 Vivian Larsen: Uhm, so, let's just ask everybody. I'm going to start with where this came from. My brother actually sent me a text message because I was complaining. 02:54 Vivian Larsen: Over the holiday about my new oven. I got a new stovetop. My 30 year old one finally kicked the bucket and we replaced it. 03:01 Vivian Larsen: And the dang thing is, The dang thing beeps at me any time I put anything on it. And it just sits there and beeps and beeps and beeps and beeps. 03:08 Vivian Larsen: And then I got a new dishwasher because my dishwasher died. Yay! I got two new appliances. No. Both of these things are constantly beeping at me. 03:15 Vivian Larsen: And they're driving me nuts. I'm at the point where I'm like searching for the actual speaker on the inside of the thing so I can just cut the dang wire and call it a day. 03:24 Vivian Larsen: And so my brother sent me this research on the fact that one of the things that I've been suffering from nowadays is notification fatigue. 03:30 Vivian Larsen: And that it's a thing, uhm, that at this point we've got phone notifications, things are coming at us from left and right, uhm, and, uhm. 03:38 Vivian Larsen: And so, his response to some of my, my, the fact that it frazzles me and I feel like I can't pay any attention, yes, they do blink, Cordell, uhm, is the fact that attention span has gotten significantly shorter, uhm, and the statistic that he quoted was that somewhere in the early 2000s, uhm, the average 03:58 Vivian Larsen: attention span, meaning, like, the amount of time someone could sit down and complete a task, was 2 minutes and 47 seconds, and currently, it's somewhere around 40 seconds. 04:07 Vivian Larsen: 47 seconds, depending on the research that you read. So, of course, being the ATS person that I am, my first thought was, well, what does that mean for kids? 04:15 Vivian Larsen: I mean, we've things like know, how does that impact how candidates are applying? I mean, we've all been looking at mobile apply rates and things and how everything switched from, uhm, standard web application to mobile application in 2016-17-ish, but. 04:31 Vivian Larsen: Now we've all got this TikTok world where you're, you know, expecting to absorb information in a 5-second to 10-second little clip. 04:39 Vivian Larsen: How is that impacting candidates actually completing some of these long, complicated candidate experiences that we've had? So here's the poll. 04:47 Vivian Larsen: Everybody take a minute to read some of these different questions that we have for you and answer the poll and then we'll start the conversation. 04:55 Alex M: So the first question is approximately how long does it take candidates to complete a typical application in your system? Second is, do you currently track application drop-off rates? 05:08 Alex M: Candidates who start but don't finish. And a third question is, if so, if you track drop-off, what is your typical rate? 05:15 Alex M: We'll give it five more seconds. Okay, great. 05:33 Alex M: And I will share the results. There we go. 05:39 Vivian Larsen: All right, so some interesting findings here. Uhm, you're, the majority of folks are saying under 10 minutes, which is a good thing. 05:47 Vivian Larsen: Uhm, the folks that are under 5 minutes, I applaud you, because that's a great thing. I will just ask how often you test. 05:55 Vivian Larsen: Uhm, and so the reason that I ask that question is, I have seen some clients that start R-Secret candidates. Uhm, we've asked, you know, how long do you think your candidate application is, as a starting point for some of those conversations. 06:11 Vivian Larsen: We frequently get the under 5-minute mark, but then when we go and test them, when it comes to going back and refilling in improperly parsed fields. 06:19 Vivian Larsen: And making sure that the data that was coming off of the resume matched what was parsed into all of the different fields. 06:27 Vivian Larsen: That's really That five minutes really stretched, uhm, and so our average was 12 to 15 for a lot of folks that we did secret candidate for. 06:35 Vivian Larsen: Uhm, that's not saying all of them, because some of you are on the phone, uhm, but that is saying that we, we often found that they were a little longer, uhm, than expected. 06:43 Vivian Larsen: And so, just, if it's not something you're regularly testing, going in and being a, ah, tester of your own systems, uhm, I would recommend that you do that. 06:55 Vivian Larsen: Has anybody, let me, before, before we keep talking, has anybody on a regular basis, have, does anybody have any kind of regular, frequent, cadence, they use to test their candidate experience? 07:04 Vivian Larsen: Their reply, and how long it takes. There 07:14 Alex M: were a couple of comments. So, so Tanya shared that I wonder if having different pages on an app versus everything on one long scroll affects the attention of users. 07:24 Alex M: Does moving to a new page feel like you've started a new task? So your attention resets. It's one thing I notice when I click around and look at other ATSs. 07:31 Alex M: and I will I looked at a couple of Ashby instances. It seems like Ashby is very into just one page the last time I looked, right? 07:38 Alex M: One medium length page. But Viviana, what's your opinion on that? Like, multiple screens versus one long screen? 07:46 Vivian Larsen: Well, you think about the attention span every time you scroll. If switch to another screen, it resets the clock in some ways. 07:52 Vivian Larsen: So if I have a huge, giant, you know, 30-minute form to fill out, that you've got to scroll and scroll. 07:59 Vivian Larsen: First, that looks awful on mobile, and is a terrible mobile experience. And second, uhm, I don't know if you've ever filled out, like, an online application, like, your taxes, or an I-9. 08:10 Vivian Larsen: You, you, there's a f-t-e there. There's a fatigue level where you just continue to go, is this over yet? So it's, it's kind of painful, in my personal opinion. 08:20 Vivian Larsen: But everybody has a different take, and I'm sure there are ways to create meta-links within the different pieces so that you can jump around to the appropriate parts. 08:33 Alex M: Interesting. And then Jessica said, I think we're in an interesting time with EasyApply. We have to balance EasyApply. We have seen a lot of issues with candidates not reading what's on the job ads and just applying based on the job title. 08:48 Alex M: That's a 08:48 Vivian Larsen: really good point. So EasyApply is actually an example. I have. I think EasyApply was created as a way to supersede some of these longer candidate applications. 09:00 Vivian Larsen: Also shows a little bit of, in my personal opinion, lack of awareness on Indeed's part in regards to the, to what kind of data is necessary for some of the various workflows and organizations and industries. 09:16 Vivian Larsen: I mean, a DoD contractor, I don't know that you can customize some of that stuff as much as somebody who's, who's doing, uhm, government contracting that requires a lot of information. 09:27 Alex M: Yeah, Jessica also shared, it feels like we're really candidate-centric, which is great, but it makes our jobs as recruiters harder. 09:32 Alex M: It's harder in a lot of ways, uhm, you know. 09:38 Vivian Larsen: Okay, so the next question, uhm, next poll was, do you currently track application drop-off rates and candidates who start? But don't finish. 09:46 Vivian Larsen: This is actually pretty easy to do with career sites. There is a career site metric, uhm, called candidate drop-off. So, uhm, yes, but we don't review it regularly, uhm, was a, uhm, good portion of the response, no, but I'd like to start, and no, and I'm not sure how to measure this, is a good, uhm, 10:03 Vivian Larsen: piece as well. Caitlin, what was this the, I, I missed that, we were talking about a report, was this the report you were talking about? 10:10 Kaitlyn Faile: Yes, with some tweaks. 10:12 Vivian Larsen: Okay, it's fine. Is it something you want to share? 10:14 Kaitlyn Faile: Uh, I can find it. 10:16 Vivian Larsen: Okay. Um, so we do have a report that we, we use and we often build for some of our customers, um, and that candidate matches, like, tracks this a little bit. 10:27 Vivian Larsen: So we'll share that with you in a moment here. Uhm, and then, if you track drop-off, what is your typical rate? 10:32 Vivian Larsen: Uhm, so, 78% of you said you don't track this. Uhm, and less than 20%, uhm, so if you track drop-off, so you, it's less than 20% of your candidates drop-off. 10:45 Vivian Larsen: Or the, uhm, one out of the nine, uhm, that answered 20 to 40% of them, uhm, drop-off. So, okay. Seems like this is something that we could potentially do some additional learnings on, so this might be a good time. 11:01 Vivian Larsen: Building this report might be a good topic for now, you know, uhm, in the future, so that's something, uhm, just in, in circles. 11:09 Vivian Larsen: If you want to vote, if that's a now, you know, you'd like to see, uhm, I, last, last year, funny to say that now, uhm, put out a poll for, you know, topics. 11:17 Vivian Larsen: If anybody was looking for something specific to learn, uhm, kinds of reports and building those kinds of reports is part of what we could potentially teach you. 11:25 Vivian Larsen: So, Caitlin, do you want to talk through what you're about to share? 11:28 Kaitlyn Faile: Sure. So basically this is a version of that time to go. Complete, um, per step report, Naina, that you were talking about. 11:38 Kaitlyn Faile: Um, but basically it's looking at anything that's been updated. In the past 30 days, the source portal is not blank, so they have completed something somewhere, and that the time to complete application steps in minutes is less than 30. 11:51 Kaitlyn Faile: That way, if someone has something open, and they just kind of forget about it, it drops them off, because, ideally, that's about what they want to we see is the high end. 12:00 Kaitlyn Faile: So over here you can see it shows you by, this is by portal. And, ahem. Then by step, and you can see the number of people and how long it took them to complete each step. 12:13 Vivian Larsen: In this case, that a little over five minutes is the average, if you would look at that, and under, actually, under five minutes, uhm, is the majority. 12:22 Vivian Larsen: And then there's just a couple of them that are a little over five minutes, probably like 60-40, uhm, if we're looking at this. 12:28 Vivian Larsen: So, that that's to me is an indication that there are some stocks in this workflow that could be kind of evened out, um, where people are. 12:37 Vivian Larsen: Kind of getting stuck filling some pieces of the form out because in a best case scenario, it should be that threesome, three seventy-four. 12:45 Vivian Larsen: But there's a s- Significant number if you look 1,800 people that are over four. 12:49 Kaitlyn Faile: So the other interesting thing about this one is that this is their external portal. And this is their internal portal. 12:56 Kaitlyn Faile: So internal is taking them longer for some reason. So. 13:00 Vivian Larsen: And it should 13:01 Kaitlyn Faile: be the 13:01 Vivian Larsen: exact- Um, 13:02 Kaitlyn Faile: Jennifer, 13:04 Vivian Larsen: can you add whether the job had- It's a job-screen question. Questions are not. 13:11 Kaitlyn Faile: Yes, it's good. Okay. 13:11 Vivian Larsen: Sorry we can't stop. All right. Good, 13:12 Kaitlyn Faile: kidding. If they're in your library saved with a search nickname? 13:17 Vivian Larsen: Yes, yeah. Yeah, they have to be searchable. Um, for- anything from a reporting perspective. So that's something we can share a screenshot of on SAI on Circle to give you the filters. 13:29 Vivian Larsen: Mr. Smith. Specifically, um, not necessarily about the data on the right hand side, but you can definitely share the filters for folks if you'd want to try and recreate that ability in your own platform. 13:38 Vivian Larsen: How big of an issue is this for everybody? Since we're bringing it up and it seems like there isn't a lot of clarity from- everybody about following this. 13:47 Vivian Larsen: Is this a problem that you're aware of? Has it ever come up in your business? Yes. 13:57 Jessica Smith: Uhh, uhh, application time has always. always. It's been under five minutes, I think it's under three minutes, so it hasn't ever really been a problem for us. 14:08 Jessica Smith: It's more so the inverse of that problem. That I had mentioned. 14:15 Vivian Larsen: So I'd be curious for some of the folks that aren't. Texas. Retail. Uhm, more professional because this is when, and I hate using those words, but. 14:24 Vivian Larsen: Uhm. Thanks. More of a, um, skilled professional or degree professional type of apply, those we would expect those to be longer, especially if there's license, shirts, and. 14:33 Vivian Larsen: Thanks for your notifications, health care, that kind of thing. Um, I would expect those applies to be longer. I wonder, Caitlin, if you, is there any way to filter, maybe by tags or skills? 14:46 Vivian Larsen: Um, if the application is longer based on the kind of job? 14:51 Kaitlyn Faile: I think you could do that based on the title or if you have something on the detail tab for the job that indicates what level it 14:57 Vivian Larsen: is. Yeah. Yeah. That would be something you could easily do where it was just exempt. No one exempt if you just wanted to do that. 15:05 Alex M: Sheryl had a great observation. She said in her experience, most internal apps that take longer. I noticed. It's because it's questions such as, have you informed your manager? 15:13 Alex M: Or did you receive negative performance review? Because people stop and don't want to answer so they sit on it and- Yeah, makes the averages worse. 15:19 Alex M: Yeah, makes a lot of sense. 15:21 Vivian Larsen: That's a great call out. I wonder how many of them are uncomfortable questions. Like, the end date on the- professional experience. 15:31 Vivian Larsen: That's often a really uncomfortable thing to fill out for somebody who's got a large gap in their employment on account of- I feel, like they have to explain it, and I'm sure that that's kind of like an analysis paralysis point for a candidate who's applying. 15:46 Alex M: Yeah, I looked up- on his approach. She said, uh, we avoided this by not asking these questions, but stating that we'd be checking these things that they need to meet eligibility requirements to proceed. 15:53 Alex M: See. Yeah, timing is everything. 15:56 Vivian Larsen: Is that a statement made in person? Or is that something that you actually put out there in writing anywhere? 16:01 Tawnya Fairchild: That's on our internal application. I form. 16:04 Vivian Larsen: Okay. And 16:09 Jessica Smith: a project that is related to this and is an interesting or different approach to take. So. No. Right now, our internal application process does take longer because we have an eye form and internal application, uhm, that they're filling out with some of those questions. 16:23 Jessica Smith: And we don't have eye forms as a part of the initial apply process for the external portals. And then one of the things is we ask. 16:30 Jessica Smith: For more information from internals, and we refer to it as their talent profile. So when we kind of do this big communication- And in this launch that we have planned in Q1 of this year with our new career site through CMS, we are inviting all of our internal employees to log in and update their talent 16:48 Jessica Smith: profile at any time. And then when they're up. Applying, they don't have to refill out that information, but we're asking a lot of information for them based off of their career interests and their skills and we're. 16:58 Jessica Smith: We're framing it as hey, fill this out and we can source you when internal openings come up and we can notify you faster and match you with opportunities. 17:06 Jessica Smith: communities. So if you kind of ask them to collect some of that information on the front end, then they might not have to go back and do it every time they're applying internally and you can kind of frame it as positive thing for them. 17:30 Vivian Larsen: I like that, thank you. Okay, so, Alex, I think let's go- Go ahead and move on to the next piece. 17:34 Vivian Larsen: Because we don't want to take the whole call up. 17:36 Alex M: Okay, so we've got candidate experience factors. Which of- Do you believe causes the most candidate frustration in your application process? 17:42 Alex M: You can select up to three. And have you made any changes to reduce- application complexity in the past year? Here. 18:11 Alex M: Okay, we'll wait for a couple more responses, a few things to click here. Give it 10 more seconds. Three, two, one. 18:27 Alex M: Oh, come on, we're coming in. Okay, let's share the results. . 18:35 Vivian Larsen: That's really interesting. The majority of you think having to create an account is the problem. Why? Does anybody want to speak 18:47 Jessica Smith: to that? braceble and Duplicates for hourly operations positions. 18:55 Vivian Larsen: Gotcha. So that everybody's experience. If 19:00 Lauren Esposto: you're going into apply again, remembering your username and password. If it's. Not safe or having to reset. 19:10 Lauren Esposto: Um, and then they just give up. Or that's what I would do personally. 19:15 Vivian Larsen: Yeah, 19:17 Kate Guenther: I agree with Lauren. I feel like that's been our experience where they, because when you're. You're applying for jobs. You're usually applying for multiple jobs. 19:26 Kate Guenther: You've got to create an account with every single company that you apply to. It's like, I'm not going to. They're trying to reset my password to log back in. 19:35 Kate Guenther: They just create a new account. So same with us. We end up with tons of duplicates. And it's just. Seems like kind of an unnecessary step. 19:45 Kate Guenther: It's interesting. 19:47 Vivian Larsen: Interesting. Cause that's one of the areas that a lot of the new AI tools are starting to automate, creating an account across the board for the candidate with, it's almost, there's one of them, um, job right that I remember using, like, back when I was searching, um. 20:03 Vivian Larsen: Bum. Bum. That would actually automatically create a username and password. It was almost like an SSO type of tool. Um, so. 20:11 Vivian Larsen: No. Candidates are starting to get around that and repetitive data entry. The bots that people are creating for themselves are getting around that. 20:19 Vivian Larsen: So, it's interesting that we see it on the recruitment side as a problem and candidates see it on their side as a problem and that there's some- one in the intermediary trying to figure out a way around that problem. 20:33 Alex M: Patrick said multiple accounts created because they can't remember. her. Their login. It's just their email. It's their corporate email. Right? 20:41 Alex M: That confounds me. Okay. Okay. All right. Good morning. Patrick, is there- is there something other than their corporate email? Or they just don't know that their corporate email is their login? 20:52 Patrick C IW: They don't know that their corporate email is their login 20:56 Alex M: and 20:56 Patrick C IW: it gets really frustrating. 20:59 Alex M: Got it. Got it. Katelyn, can you think of an example of what you said there? You said that you've seen what count is created by some other external factors. 21:07 Alex M: They don't know that. I had one in the first place. 21:09 Kaitlyn Faile: Yep, that's what Vivian was kind of speaking to you a little 21:12 Alex M: bit on 21:13 Kaitlyn Faile: the internal side, but on the external ivi- even seen where someone who filled out the, like, a connect form to express interest or anything like that. 21:24 Kaitlyn Faile: At 21:24 Alex M: that 21:24 Kaitlyn Faile: high level, they end up in your system and then some of the systems are configured in a way that automatically creates login so they don't know they have one. 21:32 Kaitlyn Faile: And don't know that clicking reset password will send them something with the jumbled up letters and random numbers that you get. 21:40 Alex M: Got it. Thank you. 21:42 Jessica Smith: Easy apply is the other problem because they're creating new accounts on pla- This is like indeed and there's nothing I sims can do to prevent that. 21:52 Jessica Smith: So for us, like if most of your candidates are coming from one of those sites. All have our We have our tonight. 21:56 Jessica Smith: We have like, there's no, nothing you can really do to prevent those duplicate accounts. That's 22:00 Vivian Larsen: it. Interesting. Any other thoughts on this topic? Perfect. So, if not, the next question of the poll was, have you made any changes to reduce application location complex. 22:20 Vivian Larsen: in the past year. Uhm, we got two out of thirteen said yes. Five out of thirteen said yes. Yes. One or two changes, no but we're planning to and no our process works well as it is. 22:33 Vivian Larsen: Uhm, so for the latter, the no our- process works well as it is. Kudos to you if you're 100% aware of it. 22:40 Vivian Larsen: I will say, I don't think this group is actually guilty of this. Uhm, Um but, uh, when I was doing optimizations, one of the biggest things that I would frequently hear is there's no audit process. 22:52 Vivian Larsen: So we don't. . Have any kind of regular governance over what this looks like. There was no yearly audit. There was no, like, nobody ever looked at it. 23:00 Vivian Larsen: It was set it and forget it. And I'd get customers that were six, seven years past their initial implementation and it was still the same exact process that they implemented. 23:08 Vivian Larsen: Six or seven years before. Um, so if you're already doing this, good. And like I said, this group, I would, holy, not be sp- surprised if this group has a regular governance process because everyone here is pretty on it. 23:21 Vivian Larsen: Um, but it was probably one of the most regular things that I would see. Alright, anybody else want to speak to that? 23:31 Vivian Larsen: I'm gonna We'll her. We will be Does anybody have a good governance process that they'd like to share with everyone? 23:36 Vivian Larsen: Good 23:40 Alex M: And can you clarify a little bit about what you mean by that, Vivian? 23:44 Vivian Larsen: Meaning a frequent, um, audit for your candidates. Um, I will, so I will regularly get projects with folks that want to look at their portal. 23:56 Vivian Larsen: I'm actually doing one with an- with a customer right this moment, and the branding's off, because branding doesn't auto refresh, so the branding may address on the bottom of their- their- um, portal is not the right address, because they change the brand the other main website, but nobody really knew 24:13 Vivian Larsen: . you know how to go and put a case in to ask Isens to refresh the branding so that the branding would update. 24:19 Vivian Larsen: So there's just a simple little thing that I If somebody would apply and just do a fake application every quarter, somebody could have caught. 24:27 Vivian Larsen: But there at this point, thinking that- it's probably been like that for about a year and a half, because that's how long it's been since they changed their address. 24:34 Vivian Larsen: So just like that, when I say governance, just a regular process that you have of going in and applying to a test job to test your flow and just. 24:44 Vivian Larsen: Yeah. Critically look at it to see if there's anything that's off or if any links are broken. Um, links being broken is probably one of the other things I would frequently see. 24:53 Vivian Larsen: Where the drop-downs on 24:54 Alex M: the 24:54 Vivian Larsen: main copy. So every time, if you have a legacy portal, every time, um, you change- anything on your primary page, it's not going to automatically update that on the ISIM's copy. 25:07 Vivian Larsen: You have to refresh the copy. For those links to change. So if you don't know to do that, which, why would you know to do that? 25:15 Vivian Larsen: Um, it's something that will regal- It would be a gotcha. 25:19 Alex M: So Cordell said he- we have a TA marketing person who reviews our internal external career sites and is looking at the applicant experience- that's- that's ideal. 25:27 Vivian Larsen: Yeah. That's the best case scenario. Okay. Now. Well, that's about a half an hour of our call. Um, topic-wise, does anybody else have anything else to say on the topic of attention span and- candidate experience? 25:47 Vivian Larsen: Alright, well then if you want to go to questions, Alex? Thanks, Alex. 25:49 Alex M: Alright, thanks Vivian. Thanks. Let's jump on over to SEI platform. for him. And, our refresh- Thank you very much for here. 26:06 Alex M: Let's see. You We will start with Ariel's question. Ariel, you have a CXM question. General. We've got some engagement here. 26:19 Alex M: How are things going here? Uh, 26:24 Ariel Hsieh (she/her): this is Ariel. You know, um, yeah, we are just picking off, um, the CXM upgrade and, um, starting to meet with our, our project person next week. 26:35 Ariel Hsieh (she/her): And so she had, you know, asked our, our sourcing team and our early career team are, . The primary, like, users of, are going to be the primary users of the two features, uhm, because they're really the only Sierra. 26:50 Ariel Hsieh (she/her): And so it was, uh, we had to ask those internal teams to be bringing Thank you. And, you know, whatever use cases that they have that they want to use this for. 27:02 Ariel Hsieh (she/her): And then I think we also wanted to kind of focus in on, um, how we- can use this for internal, um, candidate experience since the OMP product that, um, never really worked. 27:14 Ariel Hsieh (she/her): part. For us, well, as being deprecated and we want to kind of figure out a way, you know, maybe we can utilize this campaign. 27:20 Ariel Hsieh (she/her): And so, I really liked how. . . I think, um, yeah, someone had commented that they do use it for internals. Um, so I just wanted to kind of see if anybody else is using it in one. 27:30 Ariel Hsieh (she/her): So it has worked really well for them. And, um, so that way, in case, um, you know, our internal teams don't bring it up, um, that. 27:38 Ariel Hsieh (she/her): Uh, we can keep note of it. 27:43 Alex M: Great. I know that not a lot of members have CXM right now, but Patrick. Dr. Keck. I had some feedback here. 27:48 Alex M: Patrick, you want to share a little bit about your experience? 27:52 Patrick C IW: Yeah, hi, Ariel. Umm. I'm, ours has been, umm, we wanted to focus on our internal talent first, and what we did is we were supposed to have opportunity marketplace. 28:01 Patrick C IW: place. And, instead, we ended up with CXM, and we're trying to use it as a way of capturing our internal talent skills and structure. 28:10 Patrick C IW: . . engaging central and what we did was develop the very complicated tag system on the ATS side, as you've also known. 28:18 Patrick C IW: .. . . VII over to the CXM side, and we were able, our size, our company's about 150, and we were able to capture everyone's throughout the day's certifications, their education level, and anything else extra that we don't know about them is part of our- annual performance closeout. 28:36 Patrick C IW: And we actually just got done doing it today and out of 150, about 130, filled it out. All right. So it was very successful with the way we set it up with our campaign automation and, um, emailing and whenever they would complete it. 28:50 Patrick C IW: It would move them into a pop line that would show they were complete and the ones that hadn't completed it, it kept them in the need to get it done pop line. 28:58 Patrick C IW: And it would send them reminders. So we're very happy with the results of that right there so far. And now we're about to start working on it. 29:06 Patrick C IW: On our external strategies for this month. 29:11 Ariel Hsieh (she/her): Yeah, that's, that's awesome. Yeah, I know, um, I do like. The idea of using the pipelines. Um, so we have like 5,000 plus employees, so I don't really think that like we could utilize. 29:22 Ariel Hsieh (she/her): Togs for that, but, um, I did also kind of hear about the idea of instead of because the talent communities like those pipe. 29:30 Ariel Hsieh (she/her): Like, um, you can't join those if you already have an account, which, of course, all of our employees already do. 29:38 Ariel Hsieh (she/her): So I did also. You're kind of about using an event. And so having employees be able to register for the event through the career. 29:46 Ariel Hsieh (she/her): Thank joining us today. And then that would put them in a pipeline and then based on how they interact using the automated campaigns. 29:53 Ariel Hsieh (she/her): Somehow still unclear. They would move from pipeline to pipeline and fill out different information. Um, so I was just wondering for your. 30:03 Ariel Hsieh (she/her): Um, how did you kind of do the comms? Um. And how often and did you have that kind of automation based on like how they interacted with? 30:09 Ariel Hsieh (she/her): I'm going with the request. 30:13 Patrick C IW: So we did the same thing. We set up in a bit page where they could go in and fill the- Thank And I will say that we had some that had some difficulty with getting in and submitting a- profile and working with the project manager. 30:29 Patrick C IW: They were having to go into the back end and change something on them. I'm not sure what that was. But. 30:34 Patrick C IW: But, Umm, people would have, you know, difficulty trying to save, like, an uploaded resume. It wouldn't take it. And instead they would. 30:43 Patrick C IW: We just update everything else and then hit submit and then it took it. Because what we did is we set up a pipeline of all the current employees. 30:51 Patrick C IW: Based off their ISM's folder status and that's how we were able to segregate that these are the ones that are going to receive the communication. 30:59 Patrick C IW: And once they complete it, they go over here to this other pop line that says that they're done and that was all set up inside the campaign automation. 31:07 Patrick C IW: Umm, and I continue to screenshot of what our automation looked like. 31:12 Ariel Hsieh (she/her): Yeah, that would be great. I would love that. Thank you. Thank you. 31:15 Patrick C IW: Sure, no problem. Um, one thing I would recommend, and this happened to us on the very first day, uhm, we did our email design, just using HTML. 31:23 Patrick C IW: TmL coding, uhm, we had AI, draft it for us, and just kind of threw it in there. Our Outlook server rejected it completely. 31:31 Patrick C IW: We're going to send a blank email, and we immediately had to pivot and send out a company-wide email saying, ignore that. 31:39 Patrick C IW: Here's the- . . . . . email with instructions of what we need to do, and because of that, we kinda lost the tracking ability of, you know, what's the and we'll do it. 31:48 Patrick C IW: It'll show you who delivered to, who opened it, who clicked it, you know, and did it bounce. And unfortunately, for us, it showed that it delivered . 31:56 Patrick C IW: . and delivered nothing. It set the blank email. So we had to kind of pivot real fast on that right there. 32:01 Patrick C IW: So I highly recommend using the actual email template builder within CXM because the HTML will have Outlook or however your email thing could be. 32:11 Patrick C IW: It could block it. 32:14 Alex M: That's a great heads up. Thank you. 32:16 Ariel Hsieh (she/her): Yeah, super helpful. Thank you. 32:18 Alex M: Ty, I know you wait on this. Wait in on this earlier. Anything you want to add to the conversation? 32:25 Ty Miller: Yeah, I mean, not too much. I mean, thanks for sharing. very Patrick. That was really interesting. I think I've never heard that kind of use case for, for how you can use it internally, even talking with the. 32:35 Ty Miller: I. Thim's consulting team, and it's super interesting to see that you can use it that way. Um, it would also be interesting to hear how you take stuff out, but. 32:43 Ty Miller: But. A lot of my thoughts have been about, um, the external usage, right, and how you're interacting it and building it into your recruiting workflow. 32:51 Ty Miller: Um, because, like, when you look at it, especially your automated campaigns, right, you're at some point taking it out of CXM. 32:59 Ty Miller: At some point, e- you're, you're having to build it into your workflow and into your planning of, you know, who, one, who's going into the pipeline, right? 33:07 Ty Miller: That's right. Talk to- about that, uh, being specific on, on who you're contacting, but then also hire you converting them, um, into hires. 33:15 Ty Miller: errors. Um, and I think, you know, in the use cases I've personally interacted with, right, we've been looking for very specific people, so, um. 33:23 Ty Miller: I'm. I think it's easy to understand how you use it when you have maybe 10,000 people you're trying to contact, and you're trying to weasel that down and organize them. 33:32 Ty Miller: That's super easy to understand, but if you're having to deal with complicated situations, right? Like, if someone, how do you treat? 33:40 Ty Miller: People who have applied to previous jobs, right? Are you going to send them the same email that you're going to send someone, um, who ha- has never applied before, or maybe you just got their contact information or they went to an event. 33:52 Ty Miller: Um, and so I think, you know, just to be- brief, but like being super specific and clear about, you know, who's going into those pipe lines, and then what's happening with them as we take- them through the stages of our workflow. 34:06 Ty Miller: Um, like Patrick mentioned, you can use those tags externally, too, right? You wanna know who's gonna be a direct- lead, right? 34:13 Ty Miller: Who are we calling after this, um, who's really highly desirable, um, and who are we just kind of, you know. 34:20 Ty Miller: You kicking or touching points with, right? Uhm, so yeah, that's kind of what I've been working with. 34:26 Alex M: Thanks for that talk. Like. Right, any of the thoughts on CXM? Okay. Okay. Let's see. Jan Baldwin, we didn't get a whole lot of traction on this one, but maybe somebody in the community has- something to share here. 34:45 Alex M: She asked, is anybody figure out how to offer skill survey training to new team members since Isum's acquired the platform? 34:52 Alex M: A few. Thank you. So many years ago, anybody trained their team on skill survey with something to share? And Jen, you wanted to add any context to that? 34:58 Alex M: Umm, yes! 35:00 Jennifer Baldwin (She/Her): Yes. We've had a lot of questions recently, primarily with people who have advanced degrees in data. I'll see you later. 35:08 Jennifer Baldwin (She/Her): And analytics and or statistics about how the results are calculated. And so. No. Previously, I would have called our rep at Skill Survey. 35:20 Jennifer Baldwin (She/Her): I did reach reach out to Stacey, our Repadysum. She directed me to a number. of things within the community. But it's very vanilla kind of training. 35:31 Jennifer Baldwin (She/Her): It's very. Very . . Basic. So if anybody has any . . insight on how to explain the results and how the calculations are made, that would be 35:46 Alex M: better. So I thought you were talking more about like how to train folks to use it as end users. But you're talking, oh, more about like . 35:54 Alex M: . . how do we interpret these results and what's really going on? Under the hood. 35:57 Jennifer Baldwin (She/Her): Yes. Yes. 35:58 Alex M: Mmm. Okay. Got it. Mmm. That's a tough one. Mhm. And is there, is like, a specific thing that, that you're comfortable sharing that went wrong or that invited, uh, scrutiny that, that, the f- flag this for somebody or is it generally? 36:16 Jennifer Baldwin (She/Her): Great question. Nothing really went wrong. Um, however, there's been a I love you. A lot of additional scrutiny and people have shied away from candidates because they're interpreting the results. 36:28 Jennifer Baldwin (She/Her): notes. 36:29 Alex M: In 36:30 Jennifer Baldwin (She/Her): one way, and I, I'm not confident that that's the correct way, but in the absence of additional information. information. You know, I don't have a ton to give them. 36:41 Jennifer Baldwin (She/Her): on. I 36:45 Alex M: mean, from a back-end sort of perspective. I mean, go 36:51 Vivian Larsen: I- I probably shouldn't share this, but it's my understanding that there isn't a lot of investment being done in so- skill survey. 36:58 Vivian Larsen: Um, and that they're not really pushing forward with the tool. So I wouldn't even know who to tell you to talk to on the ice- on the ice- inside. 37:06 Vivian Larsen: Is that what they- the impression they've given you? Thank you. 37:09 Jennifer Baldwin (She/Her): Well, everything that they shared with me is really basic. Like, how to set up? up. A user. How to send a profile? 37:21 Jennifer Baldwin (She/Her): I mean, send a survey. Like, guys, I know this much. Thank you very I've been using it for several years. 37:27 Jennifer Baldwin (She/Her): I want to know how you're calculating these things. Thanks. Yeah. 37:33 Alex M: Is I some still selling skill survey? Was that the one where? 37:38 Vivian Larsen: I honestly don't think so. Um. I'm. . . . I, I'm not sure if they've decided to do just existing. Don't quote me on this. 37:47 Vivian Larsen: I am going off of 37:48 Jennifer Baldwin (She/Her): that. 37:48 Vivian Larsen: Year plus old. Hold it. Information, but it was my understanding that they were going to stop selling it actively. 37:55 Jennifer Baldwin (She/Her): Okay. 37:56 Vivian Larsen: Yeah, 37:56 Alex M: so. Looking into it. 37:57 Vivian Larsen: Again, don't quote me on this. 37:59 Alex M: Okay. So Ariel says they don't sell anymore and they at least support you if you already had it. So. 38:03 Vivian Larsen: Yeah. 38:04 Alex M: Yeah. Yeah. Jan, it sounds like a. May have trouble getting answers to looking for. However, I will share with you, um, the guy who sold me skill survey 11 years ago. 38:13 Alex M: He was at the company. For seven years, J. Charness, I'm going to put his LinkedIn in chat here. And, um, I'll, I'll connect. 38:21 Alex M: Next. I'll connect you both. He may have some insight since he was there pre-acquisition. Um, and who knows, people stay connected, maybe be able to help get sponsors. 38:29 Jennifer Baldwin (She/Her): Thanks, Alex. 38:31 Alex M: Sure. Okay. Okay. Uh, next one. Cathy. Cathy, are you on the line here? Cathy? Thank you. Yes. No, you are. 38:47 Alex M: Hi. So, uh, you want to share your question here? 38:51 Kathy Nava: Yes. So, we have, um. Mm. What have, we're having issues currently with our interview feedback forms. Well, it's really not the forms per se. 39:01 Kathy Nava: It's the reminder. E-mails that go out for these feedback forms. Um, and it's very, um, it's just like out of control. 39:08 Kathy Nava: Like, we're getting ex- Thanks. And it's just, it's becoming a- a lot, and when we do have an isense ticket put in so they can kinda look into it. 39:22 Kathy Nava: Umm, but I don't know if this is, like, an isolated issue. You like, it's just art issue, but, I mean, like, we're getting, like, 20 plus e-mail, like, e-mails and reminders. 39:33 Kathy Nava: fingers. Umm, and it's just, like, in just a day. So, I know that's not normal, but I just didn't know if anybody else, Yeah. 39:42 Kathy Nava: Umm, in regards to their feedback forms, if their reminders are fine, or if, is anyone's seeing anything similar to our issue with just the constant notifications that just won't stop. 39:56 Kathy Nava: Thanks for your time. 39:58 NinaVoelker: Uh, mine are fine. Uh, I've been creating a new form, so I've been sending dummy candidates to myself. All four. 40:06 NinaVoelker: All week, um, and a little bit of last week, and I've not seen any change in the standard cadence. Thanks. 40:14 Kathy Nava: Hmm. Interesting. Okay. Okay. Well, that's, maybe it is an isolated it But, uh, yeah, I just wanted to see if anybody else had experience that, but it doesn't sound like it. 40:28 Kathy Nava: That's it. Okay. Any 40:34 Alex M: other thoughts on that one? on. 40:38 Kathy Nava: Sorry 40:41 Alex M: about that, Kathy. That's 40:43 Kathy Nava: okay. It was a long shot, but it was just definitely worth asking. Okay. Now, that's the question. 40:46 Alex M: Alright, thanks for the question. 40:48 Kathy Nava: Thanks. 40:50 Alex M: And now I know you had a question. And then after 9 I will do, just go do your question. 40:54 NinaVoelker: Sure, so I just got this yesterday. I was hoping somebody on the team could say we've already done this. Here's what you do. 41:02 NinaVoelker: You know, um, but I understand a new law went into effect for California as of the first related to signup bonuses. 41:10 NinaVoelker: This where you have to have some pretty particular documentation and sign-off from candidates, and it cannot be included with the off Off. 41:18 NinaVoelker: So, I'm not familiar with the offer module, umm, you know, I know iForms, you can do custom iForms now, I've done. 41:26 NinaVoelker: the homework on that, and I could create that, but is that how everyone is doing it, so I send the candidate their offer, and then separate Currently, I send them the I form where they sign off on, and I kind of put some of those things that, like, the clawback period and the- . 41:42 NinaVoelker: . You know, being able to contact an attorney, those have to be separate from the offer. Has anybody else addressed this? 41:49 NinaVoelker: Thank 41:49 Kate Guenther: We're in the middle of talking about that right now, and I think we're gonna go a similar route. out. where we're gonna set up eye forms likely through onboarding because I know you have to give them the option to potentially defer receiving their sign off. 42:06 Kate Guenther: Bye I'm doing this as well. Um, we haven't fully thought through it yet, but I think from what we've discussed eye forms is probably the e- for something this 42:18 Vivian Larsen: custom eye forms are your best bet. Okay. Okay. Okay. So 42:24 NinaVoelker: that's the only other way I could gather a second signature, right? Offer signature and then, okay. Okay. Okay. There 42:30 Vivian Larsen: it is. There's no other e-signature option with just standard ATS. Unless you have onboarding. Do you have onboarding by any chance? 42:37 NinaVoelker: Uh, no. Now we, We have onboarding through UKG, and it's one of the only things that is actually functional with UKG, so uh, I'm not touching that. 42:47 NinaVoelker: Right now. 42:48 Vivian Larsen: Okay. No, and I was thinking about it since onboarding, anyway. 42:50 NinaVoelker: Um, so 42:51 Vivian Larsen: yeah, and I formed the, so this is just kind of a little nugget for everyone. The only- way to capture an e-signature of any kind outside of the offer product is an iForm. 43:02 Vivian Larsen: before. So, if you need an actual e-signature, iForms your only bet. Thank 43:08 NinaVoelker: you. 43:08 Vivian Larsen: Thank 43:08 NinaVoelker: you. 43:11 Alex M: Alright, any other thoughts on that one? Great. All right. Jen Baldwin, I want to send you an email about that follow-up. 43:23 Alex M: And with that, we'll go to Jessica Smith. You had a question or two? 43:26 Jessica Smith: You, yes. I have two quick questions. Um, curious to know what other practices people follow when they need to flag a profile? 43:34 Jessica Smith: file. In the system. So in our case, a candidate responds with profanity or a threatening message, you know, to an email. 43:42 Jessica Smith: Now, to a recruiter. As far as I know, our options within ISIMs to kind of identify those profiles so that they're not considered for future- roles is really just putting a tag and a note on the profile but those can be easily missed when they apply to other jobs. 43:59 Jessica Smith: And they're being reviewed. So I'm curious if anybody else does anything else within the system to kind of, like, flag those profiles. 44:07 Jessica Smith: Yeah, same with 44:10 Kate Guenther: a specific folder, a person folder that's, like, access for Um, in my experience, though, what they tend to do or what we've seen in the past is they will just continue to create. 44:23 Kate Guenther: You have a accounts. So we haven't found a way to stop that from happening. Um, but we did person folder. 44:29 Kate Guenther: Learn. 44:33 Jessica Smith: And thank you. Yeah. And I thought the same thing. Like, we can't prevent them from doing other accounts. One thing you can do is if they did apply. 44:38 Jessica Smith: Bye bye. Bye bye. Bye bye. Bye bye. Bye bye. They're a code of conduct and then they can take action on their end with sending them a warning or disabling them their account. 44:54 Jessica Smith: So we've- We've done that recently as well. 44:58 NinaVoelker: Mmm, good to know. On the folder, the only thing I would say is I made mine so- I made it like a restricted folder. 45:05 NinaVoelker: But then the recruiters can't view that because oftentimes what happens is they apply- can it applies and they don't even look- at the folder. 45:12 NinaVoelker: They're just looking at the name and their, you know, application and they- so I make the people in that folder not visible to recruiters. 45:19 Jessica Smith: . Uhh, okay. Yeah, because that's kind of the same problem as the notes or the screening. like if you don't see if it's not right in front of you, it's easy to miss. 45:30 Jessica Smith: So, good, um, suggestion. Thank you, Nino. Um, the other quick question- I had was- and there's a lot of different ways to do this. 45:38 Jessica Smith: I'm just curious to know, like, what has worked best for you all? How do you identify- to five. My former employees, um, as candidates on jobs. 45:48 Jessica Smith: I know there's an event notification you can do based on source. We could put a- on our dashboard. Um, recently one of our leaders reached out to me saying, Hey, this former employee applied and they're great and why did they wait? 45:59 Jessica Smith: Thank much. Five days before they were reviewed, um, but it was a high volume of applications. They were overlooked because they actually lived on the other side of the country. 46:07 Jessica Smith: And the cantor and the recruiter didn't catch that they were a former employee because they just rejected them based off of the distance from the job. 46:14 Jessica Smith: So just curious, um, what people, do and what has worked best for them to kind of pull out those former employees and make sure that they get seen. 46:20 Jessica Smith: Thank you. 46:31 Alex M: Any thoughts on that? 46:33 NinaVoelker: Yeah, we just have a um, factoid on the recruiters dashboards that say, former applicant on my job. So they can see that pretty quickly, you know, when they come in, they look at new jobs, new app. 46:47 NinaVoelker: I'm, But they have that just on that little small dashboard on their, you know, on their daily check-in. Okay. 46:55 Jessica Smith: Thank you. 47:00 Kaitlyn Faile: With that also, Alex Vivian, Ty, you guys. Could you figure that out from the number of associated workflows? Opposed? Reliably, consistently? 47:15 Kaitlyn Faile: If you've been only using your Isense ATS? 47:18 Vivian Larsen: Possibly. Obviously. You'd have to really dive into it, though. Because some of the things that you're looking at live in the audit trail, and some of that's not reportable. 47:28 Vivian Larsen: Ty, do you know of any other way? 47:34 Ty Miller: Not related to audit. How did that happen? Trails. I mean, the first thing that came to my mind was tags, but that's just because I was talking about 47:39 Vivian Larsen: CXM, 47:40 Kaitlyn Faile: too. 47:40 Ty Miller: Um, and then, like, might have mentioned, you can have, you know, easy widgets to reference on the dashboard that's pulling and looking for that tag. 47:49 Ty Miller: Um, or if the recruiters were in the habit of, of, checking that when they look at the candidate overview and especially new items. 47:57 Jessica Smith: And I don't think there's a way to, put people into a different bin based off of their source if they list they were a former employee, right? 48:05 Jessica Smith: Because that would be ideal, like, just so that if they're in, the job on the people tab, because we have that for our internal employees and our employee referrals. 48:15 Jessica Smith: Manually. 48:15 Vivian Larsen: We'll see you in yes. If they came in through a unique portal, yes. 48:21 Jessica Smith: No, it's the say it's the external portal they'd be applying on. Okay, done. And then we're relying on them to choose the correct source by saying, I am a former employee or we do actually have a person screening question that says, uh, did you pre. 48:32 Jessica Smith: I don't know if we could do something based off of either question response or source. 48:38 Vivian Larsen: So that person profile. Bye Well, when you're in the workflow and you're looking at the person tab and legacy, I haven't played with it in new items. 48:47 Vivian Larsen: There is a way to modify. Hey, the filters on what's showing. So where you see, like, the bins and statuses and it's collapsed on the job where you're looking at the people tab. 48:55 Vivian Larsen: Um. You can modify the filters that actually show you information there. So if you, you can actually map. So if you have a, a. 49:03 Vivian Larsen: I'll a few minutes. Question, like what you're talking about Jessica. Um, you can actually map that question to the columns that are showing on that people tab and legacy. 49:12 Jessica Smith: Mm hmm. Well, 49:13 Vivian Larsen: so you could potentially do that and then apply like a sort by to your grouping. 49:19 Jessica Smith: We have the. Not now, but it's still like this person still got overlooked. So, but that's a, that's a good solution. 49:26 Jessica Smith: Thank you for your attention. We have that now for Source, though, and a couple other things. 49:31 Vivian Larsen: Yeah, you can get pretty messy there. So, um, back in the- I don't know, I haven't done it in a long time, but there's a way in legacy, and this is why it kind of died. 49:43 Vivian Larsen: Um. Come on. That you can create a jobs dashboard. So that people tab in the job. Um, recruiting workflow is a, uh, profile that, like, I don't have other, and you can actually create a widget and create some reports for yourself. 49:59 Vivian Larsen: Um, I'll Please. Right around with my test site and then see if I can still do that and show it in an upcoming, now, you know, but it's not something I'd get your hopes too high. 50:08 Vivian Larsen: Up on, because, um, I don't actually know that it's supported by new items. It was a conversation. Anyway, you don't, you don't all need to know that. 50:16 Vivian Larsen: Let me play. I'm going with it and see if it's something that you can actively use in new items. And what I'm talking about is, there's a, um, just a way to create a couple of quick- quick. 50:24 Vivian Larsen: You can quickly access on the recruiting workflow, just like the people tap, that gives you the ability to, um, filter things- and slice and dice that recruiting workflow itself very differently. 50:35 Vivian Larsen: Um, so that might be a solution for you, Jessica. 50:39 Jessica Smith: Ooh, I would be interested to- I hear about that because I thought of some other use cases as well. So thank you. 50:44 Jessica Smith: Yeah, 50:45 Vivian Larsen: but again, I'm not so sure if it works with new items because I know I had a couple conversations- about it and it was maybe we'll do that. 50:51 Vivian Larsen: And I don't know if they ever did. So let me play around with it and see if they did. How do 50:55 NinaVoelker: you see your current and f- ehm, how do you see your current employee application? So if you got a posting and you got 1,000 applicants, how do you quickly determine who your current employees have applied for that job are? 51:09 NinaVoelker: Well, 51:10 Jessica Smith: we have an internal career portal and if they apply via that. Yeah. They're put into a separate bin under new submission or a separate status under new submission or yes, I'm getting the bins and statuses mixed up. 51:21 Jessica Smith: But they're separated into different bins and statuses. So, and that's why we always encourage people to apply VR employees. Referral Portal, because we say, hey, if there's a lot of interest in this role, and 400 candidates have applied, you're gonna be called out in prioritizer. 51:37 Jessica Smith: As in seeing first, if you apply via the correct portal, otherwise, you know, somebody might not ever get to you before we make a hire if there are hundreds of applicants. 51:45 Jessica Smith: Sure, 51:51 Alex M: you'd mention why not- the folder to the candidate list. Can you explain that? 52:00 Cheryl Callaway: I was talking about the candidate- tab, but I think that, um, Jessica, you and Vivian kind of talked that through, and some of them, like, you already had that listed. 52:07 Cheryl Callaway: It's good. 52:09 Jessica Smith: Yeah, we don't have folder, but I will say, like, we have a lot, and there's probably not room that we're gonna add. 52:17 Cheryl Callaway: Yeah, 52:18 Jessica Smith: kinda running out of room, right? 52:19 Cheryl Callaway: Like, there's more important things to a point. Mm 52:21 Jessica Smith: hmm. Yeah, we 52:23 NinaVoelker: can do it 52:23 Jessica Smith: frequently. 52:24 NinaVoelker: You'll miss that. You'll miss a former employee if they apply with a new email address. So using that, but I love Cheryl's suggestion on that question. 52:32 NinaVoelker: Thank you for your attention. Because you could put that in as an output column to say are your former employee and say yes. 52:39 NinaVoelker: So at least you could visually quick. Look there. 52:43 Jessica Smith: Yeah, then it just is kind of training the recruiters to do that. And that's my fear is that I don't know. 52:48 Jessica Smith: Uh. So that they're gonna, they're gonna be, like, this doesn't come up often enough to where I think they're gonna be looking for that every time. 52:56 NinaVoelker: So I have a quick dash. I have a report from my recruiters and, like, every morning they log in, and if there's anything other than a zero, they know they have work to do, and you could put a report. 53:05 NinaVoelker: Like that on there pretty quickly, like, former employees. 53:09 Jessica Smith: Yeah, that's what I'm thinking is probably going to be our best option. I was, like, that or an event. Notification email. 53:18 Jessica Smith: I'll probably go the dashboard report route because we do have a lot of different. Bye. Seeing kind of thing for other purposes that can be of candidates, et cetera. 53:27 Jessica Smith: Thanks, everybody. 53:29 Alex M: Alright, thank you. Thanks for the question. Jen Baldwin asked nine if you can share a pic of that dashboard. forward. 53:37 Alex M: Alright, real quick, uh, Kaitlyn dropped a handy-dandy resource in here. So this is a- . I love that she created to list out what she personally recommends to our clients for what your view in their ice wasteful ecosystem. 53:53 Alex M: So we- you can take a look at that. It includes an annual candidate experience audit. We've got a couple more minutes left. 54:01 Alex M: Any other questions? Questions for the group. group. So Cordell hit it. 54:18 Alex M: So, so he said, Alex asked in a post what is the most complicated project we used AI to solve. You'd think it- could have successfully picked winning powerball lottery numbers that would be nice. 54:29 Vivian Larsen: But 54:29 Alex M: my prop must still- what's it? It 54:32 Vivian Larsen: did! There was a lady who used AI to win the lottery. We 54:34 Alex M: thought it was a little bit ago. 54:35 Vivian Larsen: Look it up. Yep. 54:36 Alex M: Stop it. Not 54:37 Vivian Larsen: kidding. 54:38 Cordell Ratner: Hey, what was- what prompted you to use? 54:40 Alex M: Yeah, no! No! No! 54:41 Vivian Larsen: No! It wasn't powerful, but it was the lottery. She's gone a couple million dollars. 54:48 Alex M: I refuse to believe that, but- Go ahead. It's gonna be a link, I w- I will consider it. Umm, so, Cordell said, uh, but my prompt was still equating. 54:54 Alex M: Uh, do you think Clawed Way better tool to use? I- I mean, when I shared that- that- that post, it was more about, like, using AI for, uh, deeper things, and it's kind of transactional. 55:06 Alex M: Stuff that I think is where everybody starts with AI. And so, I was interested to know if- if anybody is using a- AI, personally even, um, to go deeper, as opposed to just going faster. 55:21 Alex M: Thank you. Alright, the temptation is that we're going to just wipe things off of everybody's plates, make everything you think go faster, automate, automate, automate. 55:30 Alex M: But is anybody found a way to go deeper using AI? Can you 55:34 Vivian Larsen: give an example? 55:36 Alex M: Yeah, I can. and um, and it's a little abstract. pressure testing concepts. . . before taking action. Right? Deepening my understanding of concepts I don't fully grasp. 55:54 Alex M: And, working through conflict for coming to the table with a view or an ask. e s And, and these kind of fall into the realm of stuff that's internal that, uh, has to do with EQ. 56:10 Alex M: Thank you. You as much as IQ, right? Um, and maybe it's just me. I don't know. I feel like not enough attention goes to this though. 56:18 Alex M: so it's okay. Everything I see about AI is like, task automation. And a lot of people are super skeptical about automating. 56:26 Alex M: Analytics, because where the data goes, it's secure. Can we trust the results? Is auditing the results going to take as much time or more than using AI to create the results? 56:37 Kaitlyn Faile: I will say I had an interesting experience today where I was asking just anonymous questions. . . of AI, like, I didn't use any names, I gave it nothing data-wise, and it gave me someone else's data. 56:49 Kaitlyn Faile: Yeah. 56:50 Alex M: Really? 56:52 Kaitlyn Faile: It was a TA question and it was telling me all about this one company's structure and their time to fill. 56:58 Kaitlyn Faile: No. And, like, all these things and I was like, somebody put something in here they probably shouldn't 57:04 Alex M: have. It was 57:05 Kaitlyn Faile: interesting. Yeah. 57:06 Alex M: Bye-bye. Interesting. Scary. Alright, what's something to po- No, I know you just shared something in chat. What is that? 57:20 NinaVoelker: Oh, that's the, that's what I was asked for. . The picture of that dashboard. 57:24 Alex M: Ah, great. Thank you so much for sharing that. Okay, and if there's no more- questions. Thank you, everybody. Once again, happy New Year. 57:33 Alex M: So happy to see everybody again. And we will be back here next week. Same- time. Same place. Have a restful and restorative weekend. 57:44 Alex M: Bye, everybody. Bye, y'all.