iCIMS Hacks: Hiring Automation & Referral Data (3/13/26)

In this System Admin Insights session, iCIMS administrators discuss LinkedIn’s “weak ties” research and what it means for referrals, retention, and networking. The group also reviews early experiences with iCIMS Hiring Automation, potential risks, testing best practices, and workarounds for screening question and API limitations.

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Transcript

Oh, let's go ahead and get started. Welcome to System
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 moment.
Alright. We like to start off every session with a
little bit of gratitude.
Today, I am grateful for my dad. It's my dad's
birthday today, and he is in town.
I'm grateful for the gift of life
and for the ability to spend some time with him.
We're gonna go to a concert tomorrow evening, a classical
guitar concert. He's a classical guitarist by by training. So
what else we got today? So Caitlin says the IRD
team, always.
I echo that.
Vivian says grateful. She didn't burn the woods down. What
were you doing, Vivian?
Oh, sorry. You're muted.
We burned a brush pile with a stump, and I
did not really calculate how long a stump would burn.
But, fortunately, we were smart and planned it when there
were storms and rain for a couple of hours. So
Okay.
Evian Larson, HR technology strategist and part time arsonist.
Now we know.
Great. Terry says spring break. Alright. Greg says sleep. An
extra 2 hours on the weekend. Glad to hear it.
Glad to hear it.
Alright. So we wanted to Christine says grateful that my
son is turning 17 tomorrow. Alright. Congratulations. Happy birthday.
We wanted to kick off the meeting today with an
in the news segment.
So
this is from originally from New York Times article that
came out, a couple years ago, but it's getting some
more traction,
on Reddit recently. Vivian is our
our resident Reddit lurker, Redditor, whatever it's called.
And she often brings this stuff to our attention because
it's really it's really good to understand what's happening out
there. So,
LinkedIn
did an AB test with people's careers,
essentially.
And 1 would think that
the connections that you have that are close connections, people
directly in your network would matter more for the searching
algorithm to figure out who you are and what you
know and what you do. But it turns out they
thought, it might be interesting to flip that
and see who your
acquaintances are,
right, and see what that says about you. So, Vivian,
do you wanna say more about this? Because you know
more about this than I do. Yeah. So it just
basically popped up on a thread that I
lurk on called search jobs or tax where I read
what candidates are complaining about on a regular basis because
it's appropriate to what we do for a living here
to understand what that side's thinking about. And this came
up in the sense that people were really offended around
the fact that LinkedIn was actually manipulating their algorithm
to show certain jobs
and not show certain jobs based upon connections.
And
I don't know just from
different kinds of data and studies that I I've looked
at. I I don't really understand how they think their
results were accurate, but what they believe that they found
was that the the referral
market,
weak ties are stronger than close ties.
So in in our other words, they saw a bigger
success and a bigger percentage of people being converted from
a referral
to a hire
where the ties were secondary or tangential
as opposed to close
friends.
How I could tell people who are close friends? Number
of comments,
direct links, meaning somebody that you've worked with. You can
tell that they were on similar teams just from their
titles. So it's it looked at those kinds of things,
and it tried to create a correlation
between how closely related the person was. Were they an
in person
 to 1 in acquaintance or friend? Or were they
a secondary friend of a friend of a friend that
know someone through professional connections type of connection? And their
ultimate findings were strong ties were not as good at
producing
referral results as weak
ties. So there's 2 sides to this. The main the
main story is published in the New York Times. It's
cited a couple of other times,
in regards to, like, the weak ties findings. It's cited
in a couple of other articles that I've found.
There's just a couple of different
facets to this discussion.
 is, do you agree with the findings? 2 is,
do you agree with that they did this to people
because now they're manipulating people's careers?
And 3,
do you
what are your feelings on as a consumer and someone
paying LinkedIn
that they did this without really telling you that they
were doing it?
Because
they state that it is within their user licensing agreement
that you've signed as someone who pays them
that they can do this if they choose to.
So that's the discussion.
Anybody have any thoughts on that?
Were any of you aware they were doing this? Craig.
Craig, go ahead.
You're muted.
Craig. There we go. Alright.
I was not aware,
and there's, like
what what makes you wonder then
okay. So if they're going ahead and only presenting to
you
jobs that they think their algorithm is going
to be a fit for, be a fit for,
we then that converse would make make you think, oh,
for an extra fee, I get access to all the
jobs I want. So
there's nothing on 1 hand, they'll probably point saying, hey.
There's nothing we're not doing anything implicitly wrong. Point to
us where we're doing anything wrong, where it's not illegal,
which is true. That's not they're not doing anything illegal
yet. I mean, unless somebody, you know, passes a law
after this recording.
But there is something here,
about
you're locking someone in. Because the whole point of LinkedIn
is I'm supposed to not only connect with people, but
the idea is I'm also, like, see possible career paths
that I never thought about. And if I'm always if
you're just basing it on my,
people I associate with, maybe even what I'm currently doing,
then I'm never gonna be I'm gonna remain in my
bubble. And I may never find about an opportunity thing
finding out, like, we've all had an opportunity. When you
find out, wait, people get paid to do that?
Opportunities that don't exist that don't exist today, that'll exist
tomorrow,
because of AI, because of new technologies.
If I can't
if I can't get if they're if I can't step
away from that and be able to open myself up
to that, I'm always gonna be kept in that rut.
And I feel like they may be inadvertently killing us
creating a self a self prophecy for some people,
and kind of doing the very thing they're trying not
to do. But I just there's something about I know
they're gonna, you know, they they'll say, hey. If you
wanna open up the world here for an extra fee
on top of what you're paying or just extra tier,
we'll give you access to everything unfiltered.
I feel like that's the direction they could possibly go.
Yeah. Definitely always
social media companies are definitely always looking for ways to
monetize their product in in new ways. That's that's a
alarming 1. But, yeah, I agree. They could be doing
that.
Anybody else have any thoughts on
finding out that LinkedIn has been doing this? It's it
wasn't a short period of time. It was, like, 4
or 5 years that they were doing it.
Well, I'm just curious if if if preferencing
your week does that actually give you the ability to
break out of your close associations bubble? I mean, is
there potentially an advantage to that?
There could potentially be an advantage to it. But to
Greg's point,
at 1 point, I was considering a move into being
a product manager. And if the algorithm is only showing
me jobs that directly fit 100 percent
my background
Yeah. Then I'm not gonna see I have a bunch
of friends who are product managers.
They're a weak tie, but would it have considered those
weak ties, the kind of weak ties that were
right to show me the the positions because they wouldn't
be showing positions that directly match my background. Yeah. But
now that I know that,
now I know how to gain the system. Yeah. So
now if I if I'm like, well, I would like
to product manager roles. I don't feel like paying for
the tier. What do I have to do? I'm gonna
start reaching out to product managers, and I'll start
in okay. A AI is doing rapid connection requests. And
if I send out to 1000 and only 15 or
 respond, well, now little by little, I'm gonna edge
the system to basically put my way. Mhmm. That's polluting
the that's kind of messing up they're gonna start mucking
up their algorithm.
And if anything, instead of having, you know, have free
connection experience we've been wanting, people are gonna be insanely
strategic about how they do it. And I could see
start seeing a whole world of spam link networking farming
happening in order to game this. And or just to
be mean if I'm a if I'm a if someone
just to really
discourage them from wanting to monetize this because we're gonna
we're gonna basically pollute the dataset.
I know LinkedIn has a reputation for having a very
locked down API. Are there tools that do that that
automate connection requests and
and that sort of thing? I None that I'm aware
of. But, you know, now that people know that they're
but now you've given people an incentive to figure it
out. Sure. Yeah. So I would say right now, no.
But,
let's,
I could I could technically do that. I could
right now just be a lot more strategic
about my networking. So if I want wanna be a
product manager,
I could be like, you know what? You're not a
product manager. I'm not gonna accept your request. I'm not
going to even, like, consider you.
I'm gonna look only for product managers, and I'm gonna
start searching. That's that's, you know, even if it's a
on a small scale, that's gaming the system. Yeah. They'll
probably try to get around that. But, again, if you're
trying if we
I think the the question they're gonna wanna know is
once you have this data, what do you do with
it? There's also kind of a darker side of having
this data besides monetization. What you've done is, you know,
a form of social analysis, a social ratio analysis. And,
on 1 hand, it could be used for good. Another,
I can totally use that to start if that if
if they start
paying if they start monetizing that by saying, hey, Alex.
Wouldn't you wanna know that data,
for both marketing purposes? Yeah. And maybe,
I'm a private investigator. I'm trying to track someone down.
I could I could easily start tracking people down by
doing by going backwards through social network analysis, and I
can find other things,
you know, about people just by looking up at their
who they're associated with. So So it's a darker side.
It depends what they wanna what they wanna monetize. But
I could see a monetizing this in different ways that
may not be so,
I don't think people would be happy with.
I would like to see so on the on the
subject of, like, employee referrals and bringing people in from
your network, I would love to see attrition data
on employee referrals versus regular employees. Has anybody done that?
Looking at, like, our do employee referrals
at link it to hiring manager satisfaction,
do they actually result in employees who stay longer and
perform,
better? I mean, we all I think we all sort
of take that,
well, I do. I take it for granted that employee
referrals are generally a great source of and we and
we've talked about that a a lot on here too
and being a great source of talent. But if if
if somebody has actually run attrition date 90 day and
 year attrition data on employee referrals, I would love
to hear
about
it.
Terry, you're unmuted. Did you have something? Yeah. I know
we run it.
I don't know how recently.
In fact, I was
asked to run it for our North Italia concept,
this morning.
The HR director asked me to run it for her
hourly restaurants.
We know it's
there's a a strong correlation between
referrals and our manager positions and their tenure as well,
but,
they really wanna run
it more on the hourly again,
to have a more recent But, yeah, I think the
the statement that our
VP of talent
said is that we get
they're 30 percent referrals are 30 percent more likely to
stay,
for the first year. Okay.
But when I run it again, I'll let you know
what the numbers are. Great. Thank you. Yeah.
Mhmm. I've also built this for a couple clients. We
called it quality of hire.
Yep. So that tracks depending on where that data is
stored, whether it's your HRIS, whether it comes back to
recruiting,
tracking it down that way is 1 of the more
difficult pieces,
but then actually
following it is just a matter of running a report.
Yeah. It's interesting. I just did a quick Claude search
on that question, and the first thing it quotes is
an ISIMS study.
Interesting.
Yeah. The it's basically the frequently cited data points that,
referral hires retain employment for a median of 38 months
compared to 22 months Uh-huh. For nonreferral
hires, presenting a 70 percent improvement in tenure. And then
ISIMS is what it's quoting.
That's great. Very interesting. Be really curious if there's any
difference between,
turnover
or attrition
and the or the quality of hire for referrals that
are pick where there's
between a referral that where you actually offer the the
employee who got actually the the referral
as with a bonus versus nonpayment. Like, does it matter,
or does the bonus
incentivize
looking for higher quality candidates? Because there might be additional
rules attached to that. Like, you might say, well, the
person's gotta you can't just they just can't be hired.
They've gotta pass probation or they've gotta be they've gotta
be at least a year.
I wonder if there's any difference. There may not be,
but I'm kinda curious.
I I I got distracted for a second. So are
you trying to are you trying to say that there
may be a mercenary aspects to employee referrals? We get
the we get the payment and maybe refer somebody who
I'm just saying there could be. There could be. I
don't know. Like, if if someone said to, you know,
if you just had a referral program where you said,
hey,
We we, you know, we'd love to hear referrals, and
then we'll give you kind of a shout out, or
we, you know, we're just kind of pursuing a personal
phone saying thank you. Thank this person.
Versus
connecting a financial,
a bonus to that saying, hey. Look. You know, if
your
referral
gets hired and then passes probation or last at least
a year, you're gonna get a 1 time
 dollar payment.
Does that change the kind of candidate
the referral is gonna look at? Is it increase the
quality, or there's no there's no, there's no increase? Because
if there's no increase, then that tells you, like, hey.
Maybe it's just, you know, we don't have to offer
financial. It's just people being really good to each other,
and that they just want a nice feeling of helping.
That does it. And it's more about just, you know,
working on the psychology versus no. It it makes a
big difference, Greg, and I think the bonuses actually do
do play a role.
I don't know. Tell you from my personal experience, because
I've been paid an employee referral bonus 3 times in
my career,
that I was more concerned about my professional reputation and
who I was referring than the money.
So I was if I'm gonna have to work with
this person and people are going to be like, Vivian's
the person that brought this person into the company, I
was more concerned about how they reflected on me Mhmm.
Than I was on getting a check.
And to counter that,
blue collars, so trade workers
love
a bonus,
whether it's
got the strings attached or not.
I've seen that work really well for my blue collar
clients who are more trades oriented. So I think there's
a white collar, blue collar difference there too.
There's also the you know, how invested are you in
the company to begin with? So if you're looking at
staying for a company for a long time and are
concerned about your reputation as a company, that's 1 thing.
If you're looking at this company as a stepping stone
to something else in a year and you can pick
up some a couple of thousand dollars for referring somebody,
that is a different set of motivations.
I'm gonna reach out to Echo and see see what
studies they can share on this because I'm sure they've
done their research, Echo employee referrals.
Alright. Great topic. Thank you so much, Vivian, for bringing
that to the table.
We're gonna move over to our
member submitted questions.
First, I wanna drop a link. If anybody has something
they would like to share with the group. We had
a wonderful presentation from Jessica Smith on Applying Network a
couple weeks ago.
And, if there's something that you're doing in ISIMS that
you're really proud of and you'd like to share with
the SAI community, please fill out that form, and we
will get back to you and schedule you in the
calendar.
Alright. Now we're gonna jump on over to
our submitted questions here.
And, actually, first, before we go to these, I wanted
to
ask Greg. You know, Greg, you have been playing around
with hiring automation,
and I noticed some posts in ISA in, in our
discussion channel. Would you like to share what you're noticing
and and some first impressions?
Sure. And I, you know, I just actually checked, late
last night to see if they made any updates, but
now it's the same experience still so far. So,
for those who have test environments who are we're known
as wave we're we're part of wave 1, and we
get to see the features ahead of time for the
testing and to get an idea of what change management
we need.
So the hiring automation
feature that has been really towed it,
you know, touted out there. We we I took a
look at it.
The
this the I know we there's been some back and
forth already, and and ISIM's credit, they already told us
upfront.
Hey.
If you do statuses, be aware. Interest criteria will not
it's gonna bypass interest criteria. Mhmm. And if you have
permission, which Oh,
you know, on 1 hand, from an automation piece, you're
thinking that's a nightmare. On other hands, it it kinda
makes sense. Yeah. So it's a tool that you would
have to use, you know, sparingly and and care and
and and with some guardrails because it's gonna do exactly
what it says.
The challenge though is where is that right now the
product as it is,
it's still kind of buggy, which again, it's test environment.
So it's very possible in a few weeks it'll be
fixed.
But things like error messages,
you know, it just tells you there's an error. It
doesn't tell you what the error is. It doesn't tell
you what you need to fix. It just tells you
there's an error.
That is very Microsoft Windows 2000 kind of experience for
those who it's like, okay. If you're not if you're
not gonna help me, then
I don't know what to do with it.
The other thing is that if your hope was,
I wanna send emails,
that get triggered,
kind of like an a light event event notification light
based
on an action. In this case, a status change
or an offer status change.
I wanna send out an email. You would they told
us there'd be stuff like recruit workflow variables and other
stuff there.
Technically, there are, but you only get a you it's
a very, very, very, very slim pickings. So for example,
when it comes
to,
job information, I get a choice of, like,
the link to the job, the portal link, and then
I get the link I get job title. That's it.
No posting number, no department, no division or unit,
nothing else.
It's it's a little disappointing.
And so I actually reached out to,
ISM support early this week, and I said, hey. I
just wanna make sure that maybe I got the wrong
did I get the wrong version of hiring automation? Maybe.
That's it. Maybe. Right? I'm trying to get put benefit
out. Or is there more to come? You know, maybe,
you know, developers are busy. This is the wave 1.
The baked product is coming in wave 3 and 4.
Just tell me that. They're looking into it, but I
haven't heard anything. I reached out to,
my CSM,
my my point person, and I said I said I
share back and I said, you know,
it you know, again, same questions. They're looking into it.
But I said, if it's not,
if you're trying to send out email notifications and stuff
like that, it it's not gonna be for you. And
even with the status stuff and what you can send
out, what you could do, it's still pretty light.
The user interface itself
is a pretty
it's slick. It's very easy to follow. So I'd love
that, and I do acknowledge it. Listen. I this is
a bit I'm glad the developers are finally trying to
take this on.
I just don't know if it's ready for prime time.
If this is 1 of those things that maybe they
should pull back and say, look, you know, we did
testing,
and sometimes testing tells you we're not ready. Should we
just pull back?
The good news, though, there's some good news to this
is they on their road map videos, if, if you
check out the new release resources on their road map
videos, they do mention
that there's more coming to this. They they are it
looks like they wanna invest more in this product in
this feature, and it looks like they they officially said,
we're look we're, you know, we're planning at some point
in the future to release,
be able to,
do job statuses
and track jobs. So if you if you put a
job into a certain folder status, you're gonna be able
to do an automation based on that. That's great because
you can't even do that with notifications.
So that's a big step. I just wanna have basically
once we get someone moving to a certain status,
or they get they move their their offer letter certain
status that
we have more we can do. I think what we
can do is very weak, and what we can send
out by email very, very light. So there's a lot
I think there's a lot of room for improvement.
And I'm hoping that, you know, a few weeks when
it goes to production, it's gonna be a different story.
But it really is right now as it is,
I think it you gotta manage your expectations.
You really do.
Anybody else on the call kicking the tires on hiring
automation right now?
You just did I think I did.
Jerry?
I I did. I,
I'm actually trying to build an automation
through
using 1 of the reports. I haven't been successful yet,
and I'm not getting any errors. But,
when somebody applies and states that they're a referral,
automatically
moving them to a employee referral status when they apply.
Yeah. So I haven't been able to make it work
yet, so I'm not quite sure what I'm doing wrong.
But,
I mean, to Greg's point, the user interface is is
nice.
The other inner iterations that I've seen
from Nishat,
the future state of it is really nice. This is,
to Greg's point, just,
I don't know,
very elementary.
Vivine, are you in contact with Nishat?
Mhmm. I just
would it I will see if she's willing to come
and cover it. That would be fantastic.
That'd be really great. And so, Greg, are they definitely
going live in a few weeks, or is that is
that confirmed? It it's it's still on the release notes.
I actually share with them. I was like, look. I
mean, maybe,
you know, either should scale back and just focus on
statuses. Because the status part looks like once they figure
out once they clean up the error mess the error
handling, and they give people like, you know, Terry's point,
guide people into exactly what is the error. I think
from a status perspective, it could work. They are telling
us interest criteria is not respected.
So they've been very transparent about that.
But from the email notification, texting notification piece, I think
that piece
that maybe they might wanna reconsider.
Maybe just needs I I I I I think it
has a lot of potential,
but I'm not I am kinda mixed if it's ready
to be released for spring 20 26.
Either I I mean, I I tell them I recommended
someone. I was like, either scale back what you're leasing
with it or maybe not release it and just kinda
give yourselves more time to develop and test it. There's
no harm in doing that. I think we just don't
wanna I told him, my position is you don't wanna
harm the reputation and you don't wanna kind of, like,
really perturb,
the administrators.
I I would rather this come as a summer release
and be really and come back with a great product
than have kind of a very elementary product you really
can't use much Mhmm. Of, and it make them look
bad. And then and the the developers lose all that
street cred when it come when they're trying to push
out future Yeah. Future releases. That that's that's my concern.
This is really But from a status perspective, in theory,
if we can get past the error and, like, if
we get it to work, it looks like it will
work well. Email notification part texting,
that's a especially email part, that's
that doesn't unless you wanna stick with some really, really,
really, really, really basic stuff, it may not be ready
for prime time. But it's still on it's still it's
still on the docket according to everything you release.
What are what are the potential pitfalls of this? Because,
you and I were talking a little bit. My my
biggest concern is that you can't roll anything back. You
know? If and so you said an automation and there
were some downstream implications that you weren't aware of and
you catch it 2, 3 days later, that could be
a problem. What what do you see as some of
the the dangers?
This is 1 of those things where you have to
when you're doing the automation, you're going to have if
you're not if you don't have a test environment, you're
really, really gonna have to document, and you're gonna have
to use test jobs and test candidates
to be to make sure that automation works exactly. Because
it's gonna do exactly what you want, but if you're
not careful, you could accidentally do a lot in bulk
quickly.
And like you said, you can't undo it. So if
if it's something it it could it could be an
embarrassing it could cause an embarrassing mistake for a company,
especially if you're doing with a a job record posting
that has hundreds, even thousands of people. Yeah. It can
you can make some invisible really quick.
Especially offers, offer status as well.
It has a lot of potential, and there's some great
stuff you could do,
but you really have to test. This is where a
test environment really works. So if you don't have a
test environment
and you're doing this, you and you're not doing this
already, you really need to get into the to GRU
of
the practice of setting up using test candidates and setting
up test jobs to test this. If not,
weird things are gonna happen in the strange place. And
then document. This is what Vivian's,
best pack with documentation. Because 6 months from now, if
you've got more than 3 automations going, you're gonna forget
what repairs what and why you're doing it. Especially with
no lack because you don't have no interest criteria means
there's fewer guardrails.
But, again, great potential here. Save a lot save a
lot of working steps. So I can I see why
they didn't they decided not to not to respect the
entry criteria when using a hiring automation because of its
purpose?
What's the customer enablement around it? Is it just some
documentation or their trainings you can do?
I'm still looking for the the training documentation to go
live. It hasn't gone live yet as of yet as
I saw yesterday. Hopefully, it went live. I didn't see
this morning yet.
They're supposed to do, like, a, you know,
some videos on it eventually in the academy.
Good news about it is you can enable it per
login group. So if you're kinda concerned about this going
being available,
to your power users yet, by default, it's not available
to everyone except it's it's by default, it's only available
to user admins, and you can go by login group
and enable
who can do this. So that's a real I I
I appreciate they because they don't always do that with
features. That's a nice plus if we're able to control
that. And I think that also
indicates to the this kinda says indicates to us how
powerful this is. So you don't wanna open this up
to everyone. Yeah. You would really wanna open this to
only your power users who've been trained on this or
maybe your user admins or or or customized user admin
population.
So is it configured by login group?
Didn't no. I saw it was more for, like,
enabling the feature. I didn't see anything about can you
change it per login group. Haven't explored that part that's
in the a universal system automation.
Yeah. That that's why it can't honor entrance criteria. Yeah.
Yeah.
Can you explain that, Vivian?
Entrance criteria is in the database. It's configured on the
same tree as like, it needs login group even though
Got it. Yeah. Yep.
Got it. Interesting.
Alright. Well, thank you for sharing your experiences, Greg and
Terry, and and keep us posted on how this develops
because of, this has been much anticipated release, and I
know a lot of people don't wanna get their hands
on it. So looking forward to continuing that conversation. Sure.
Before we continue, if there is a now you know
that you would like Vivian to focus on, we are
drawing up our calendar in the next couple of weeks
here for the next few months. Any aspect of items
that you would like Vivian to do a deep dive
on for the community here on the call, just fill
out that form, and we will take a look at
it and,
schedule it up if it's something that makes sense for
the group.
And with that, let's, move on to our questions. I
see only 1 unhearted question. That is Liam. I don't
think Liam is on the call.
So,
the floor is open.
Who has a question today?
Hey, Alex. I've got a question. I I posted it,
but I didn't post it to the Friday calls. Oh,
okay. But it's about,
screening questions. There we go.
So
I'm working on a project that,
will basically,
it's a rec refresh automation.
Right? So
if a rec is open 30 days,
or
the manager reposts,
you know, takes it off of what we call hold
you know, the hold folder,
that this automation will automatically refresh our reqs
and then
transfer
candidates from certain bins
to the same bins on the other on the other
requisition.
And
what,
ISIMS told my vendor
is that job screening questions
cannot be migrated via API.
I can report on them, but they can't be exported
can't be brought over via API. And I was wondering
if anybody's,
if that is in fact true. I mean, the iCEM's
guy said you can't even report on it, and I
sent them a report of our screening questions,
which was unfortunate for for them. But,
you know, they're saying we can't do it via API.
So first of all, can you explain why you wanna
do this in in the context? What's driving this?
Yeah. So,
you know, like most,
you know, high volume hiring, you're we're using Evergreen Recs.
I can't expect the manager to 1 of our 3000
managers to create a job when they need it or
Yeah. Things like that.
So we're using this. We're building this automation.
And the other part of it is because,
Indeed is making
is removing our ability to use a third party API
vendor.
So we send our jobs to our advertising vendor right
now, and then they send them over to Indeed. And
Indeed, they said we have to stop that. So,
we're wanting to build
the automation to automatically refresh our jobs.
Got it. So I saw Vivian nodding her head with
the API thing.
It's not the job screen questions are not exposed to
the API to my knowledge.
And so they are correct in that answer.
Job screening questions are very difficult to extract from the
system.
So the questions themselves, meaning, like, if I would wanna
do a full extract of all the questions with no
candidate ties, just the questions and answers,
that is something that they can do and extract via
CSV.
And then the questions themselves are something that can be
emailed
as a standalone
variable.
So I have seen
a
event notification
hack for this,
and
it was with mixed success.
So there is no automated API
call that you can make to grab the screening questions.
But what there is
is a variable where you can insert the recruiting workflow
screening questions in an email template
as long as it's a recruiting workflow email template. And
so I've seen a customer,
and this was Henke,
absorb an event notification triggered email that went to a
fixed single email address at a data warehouse
and then absorb that data from the data warehouse
into a third party secondary system
so that it could be housed somewhere else. And then
they were able to manipulate the information
into a free text box that they sent back via
API.
So they couldn't send them back in the standard screening
questions area because it's just not open to write to
via API, but they found a circuitous
hack.
Oh.
Yeah. It's it's really hinky.
But it works. I've done it.
So, again, the steps are create an email template using
an event notification to email a third party that has
to be a fixed email address.
With that variable,
what the screening question answers are, send that to another
place to get it processed,
cleansed,
and then sent back via text in a text field
into the profile.
Definitely not worth it.
File that under Hinky.
Yeah. I'm sorry.
Where there's a will, there's a way. Yeah. But
you really gotta have the will and the resources and
the money to do it. Yeah.
Yeah. That's a little more than I'm really interested in
doing.
K.
But thank you.
You're welcome.
Any other thoughts on the group on solving this issue
for Terry?
So I think it's not worth the squeeze.
Yeah. I think what we're gonna end up doing is
just getting our it's our box restaurant concepts in there
or Yeah. I think we're just gonna get them to
go
to jobs.
Requisitions without job screening questions.
Yeah.
You could also have them put the screening questions in
an I form,
and then the I form is transferable.
So if it's a consistent,
like, these are the questions, you could even create a
dependent I form with what kind of role are you
applying to, associate, blah blah blah.
And then it shows the right questions as long as
they're consistently repeatable.
So I think I did, something that just as an
aside, since I'm talking about job screening questions,
in 1 of those release, road map videos,
they also meant to mention that they're gonna be revisiting
in the future job screening questions.
The interface,
making it searchable, making it a lot easier to navigate
and work with.
So, again, if you take a look at the new
if you take a look at the new release video,
new releases section and go to the road map videos,
there is a section under they call it a hire
video where they kinda they've given us a head map
saying, this is coming. And they didn't give an exact
timeline,
but I'm glad they're gonna be doing that because that's
for the average person who's gotta go and add job
screen questions manually, it it's they they admit it's it's,
you know, it's it's an area where they they're kind
of, lagging. So I'm glad they're gonna be rethinking that
from the perspective of the average recruiter or hiring manager.
Won't, Terry, won't help you in terms of, like, doing
a bulk, but it might help with the overall experience
down the line.
Yeah. I'll I'll look forward to,
seeing that. I haven't I haven't looked at the road
map video. I saw it the other day when I
was looking at the release notes.
Alright. Well, thanks for asking the question, Terry.
Caitlin, how are we doing on a wheel?
I have not.
What's that? I don't have it. Don't have yet. Okay.
So toward the end of this call, we're gonna spin
the wheel and give away a copy
of Vivian's book from 0 to ATS hero. I would
hold it up right now, but I think my dad
stole it. I think he's waiting at my bedroom.
So, Vivian
has Vivian, you got it?
This is everything that I wish I'd known when I
had my first ISIMSIS
administrator job. It covers all of the things that are
necessary
to fully utilize
ISIMS.
And, really, it starts it starts at square 1. So
if you'd like to get a copy of that book,
you can hang out here, and we'll spin the wheel.
And
let me also put a link in chat. It's
on Amazon. You can get both a paperback and
an ebook copy.
Alright. The floor is open. Who else has a question
I'd like to bring to the group today?
Hi. It's Christine from Lettuce. How are you? Hi, Christine.
I was hoping Jessica was gonna be on the call
because this is an applied network
question, but maybe Vivian will be able to help me
with this. So
when we are we currently only have the LinkedIn applied
network,
live and going,
during the build in the marketplace to configure the apply
network,
and did the mapping
in order to have the 2 questions when you open
a job or a job template you create.
 questions were added. Is this job available to the
public network? And then you would select which apply flow,
apply flow you wanted to attach to that said job
template.
So when you open the job, you can either change
it or make sure that it's done correctly.
What I've noticed
is that
in open jobs where
this was already configured
and then even if I go to create a new
job template,
the only field that is showing up in the job
details
screen
is the actual applied network
workflow,
not that question. Yes or no. Is this pub is
this going to be open to the public network?
And I don't know if that's a change that ISIM's
made that I somehow missed, But there is an instance
where I'm gonna post a job, but I kinda don't
want it to go to my LinkedIn apply network, but
I can't remove it.
If it would help, I can show you what I'm
talking about.
Yeah. I'm going through the documentation
on the apply network on the developer site.
Yeah. You can I don't
I don't see anything in here on first glance about
being able to hide
a job specifically?
It's just interesting that the the build changed.
So, again, I I don't know what changed, but,
you know, after
having a job
and using,
kind of our standard apply workflow or whatever for that
process,
I realized,
oops, I added a specific screening question for this job
that is unique.
And when Jessica was talking about all her different apply
flows,
I realized, oh, shoot. The people on LinkedIn are not
getting this because I never created a new workflow specific
to this job, so that's what made me start digging.
And then 2, I'm like, wait. Where is the question
that was on the job
template and to create a job? Is this job public?
Yes or no? And then the selected work, apply workflow.
So I don't know. I just was throwing it out
there since there was time to see if anybody's experienced
anything like this. So I just parsed the stuff from
the developer site, and what I'm getting is,
the answer is yes. You can do what you're asking
to do, but it's an indirect way. It's not just
like a toggle button like you would hope. It's that
the there's 2 conditions that have to be met. The
job has to be public,
and it has to have an associated apply workflow.
So if you're not meeting both of those conditions that
it's
not public
and it's not got an associated ply workflow, then in
that case, it wouldn't go
out. So you can potentially
use that loophole as a way to hack it and
not share
the job if that's your choice.
But if not, it's interesting that you say that because
I did try that, but let me make sure that
the 1 I tried it on is actually meeting both
of those criteria.
Yeah. So remove the apply workflow from the job. Yeah.
And make the job or and make the job a
non public job.
Got it. Okay. Yeah.
My computer's freezing up, so, of course, I can't do
anything. Okay.
I will try that just to see what happens. But,
yeah, just it it thank you. It looks it looks
different. And oh, and speaking of the developer site, I
did request credentials,
but they closed my ticket and never did it. Is
that because they don't think that I should be asking
for it? I mean, I am a system admin or
a user admin or whatever. No. It's because it timed
out in someone's queue, and they get dinged if it's
older than a certain age. So just ask again. Again?
Okay.
Absolutely. Thank you.
Thanks for the question, Christine.
Caitlin,
are you ready?
It is time for the wheel of fun.
Caitlin's gonna share her screen. There we go. Got everybody
in the call. Go ahead and spin that wheel.
And
it looks like it's Christine. Christine, you get a free
copy of from 0 to ATS hero.
Caitlin will reach out and get your address, and we
could send you over a copy of that book. Congratulations.
Alright.
Floor is open. Who else has a question today?
No question too big or small?
Well, a fun fact here.
I'm going through I'm actually been back and forth because
we were trying to roll out, interview scheduling on our
platform.
But we use the legacy UI.
And so we've always been told since the beginning of
time, look, you know, you've got you have a a
couple of options, but,
they've used different terms. And so a lot of times,
we just, you know, we know the legacy interview management
is what we've been using.
We've been using a different interview manager that they said,
you know, for to prepare to configure.
You know, that's basically been just for legacy UI. So
my CSM was like, hey. Why didn't you use the,
TalentCloud interview scheduling? I was like, because we were we
were told that that's only for those in the UI.
And
I said, perhaps we're having a tech, terminology issue here.
Maybe I'm thinking I'm using the wrong term.
So they looked into it today and they found out,
like, hey. It just turns out that you actually, you're
telling cloud interview scheduling is
enabled
in your production test. It is available to legacy UI.
So that new release stuff you've been seeing actually applies
to you even if you have legacy UI. So I
was surprised if you're actually,
been thinking of
using
the area legacy UI and you're, you know, you're still
and you're not sure if you you can use interview
scheduling, you can. You just have to, like, use you
know, there there is the option of the legacy interview
management. That's the stand alone 1 that doesn't have all
the bells and whistles. And sometimes that
 is actually useful, especially if you've got some pretty
complex
scheduling requirements and you're more like, I'm just gonna schedule
and just send out the stuff. That's where legacy interview
management works well. But if you're like, no. We're not
you know, we're gonna have standard
AV scheduling. We're not gonna have any special requirements or
need a lot of attachments.
Then the TalentCloud AV scheduling is something that you as
a client who's been around for a while using legacy
UI is available to you. You just gotta connect with
the support team, your CSM, and everyone, and they can
make sure everything, is enabled.
And there's no added cost. It's free.
Just little PSA there. Excellent. Thank you.
Michelle Hale.
How are you doing, Michelle?
Doing good. Thanks for asking.
Missed a couple of meetings.
Yeah. I hadn't seen you in a couple weeks. How
are things going? Anything you working on?
Well, we just went through, and I wanted to thank
Cheryl too for the feedback.
Working through the
text engagement
consents and
trying to figure out how all that works since making
some changes
to be more transparent to our applicants when they sign
in
to consent or not.
So the articles were a big help, and ISIMS actually
was a big help. Text engagement got a hold of
us and helped walk
walked us through all those changes. So Great. Glad to
hear it. Yeah.
Alright. Well, it's a smaller group today.
Spring break is happening.
I was informed. I lose track of these things.
So we'll give it a couple more seconds here. Anybody
else have a question they'd like to bring to the
group? We do have time.
Going once.
Going twice.
Alright. Thank you, everybody. Enjoy your weekend.
I hope you get some rest and
some peace this weekend.
Always great to see you here. We'll be here next
week, 1 30 PM eastern.
Have a wonderful weekend, everybody. Bye.