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System Admin Insights
iCIMS Hacks: Interview Feedback & Automation Tips (4/10/26)
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A candid session on using iCIMS interview feedback forms for high-volume roles, scheduler tips without calendar sync, and early wins and limits with hiring automation. The group also discusses offer workflows, approvals, integrations, and what’s next for system admins navigating change in ATS workflows.
Speaker 1 2:41
All right, in any event, we're going to get started. Welcome buddy to system admin insights, a place for ISIM sis admins to talk shop and have those conversations that your boyfriend, girlfriend, wife or husband do not want to have with you. Good to see you here today, as always, and we like to start off every meeting with a little bit of gratitude. So feel free to drop something in chat that you are grateful for today. Today, I am grateful for Aaron Wagner, who is a developer who we've worked with in the past, had a great conversation with her about the joys of Claude code, and the trouble one can get into with Claude code, and you know, I'm sure some of us here have already been experimenting with it. We've been workshopping some things on our end, having a lot of fun with it, but boy, there's a lot to learn. And everybody I've talked to has run into the every every non developer. Person I've talked to who's gotten excited about cloud code has run code, it's ran into the same sort of brick wall, which is where your ambitions outpace your understanding, and that's when it's time to bring in somebody who really knows what they're doing. So had a great conversation with Aaron, looking forward to continuing that. Patrick says grateful for half day Friday, all right. Jessica says grateful for spring weather and to be starting two long awaited integration projects, something you will only hear here that's awesome. Great. Thanks for sharing that. Jessica. All right, so today is an open session. Sometimes we do presentations, sometimes we talk about what's in the news, sometimes we bring in vendors who we think are particularly interesting. But today is an open session, and we'll start with any live call questions that were posted to our platform. And Jessica, you are up first you have a question about interview feedback forms for high volume hourly roles. Why don't you walk us through this? I through this?
Speaker 5 4:43
I do, yeah, so we I've not really done a lot of digging into the interview feedback forms. I opened them up a while ago, and then I opened them up recently, and I kind of looked at the article. The building of the forms isn't like super intuitive. It's a little bit confusing with how you. Name them. And before, I'm kind of diving into this project, I really just wanted to hear from anybody who's using the forms, and then I'm hoping to find somebody who's using them in a use case that's a little more similar to our so rather than for technical roles, what I'm wanting to do is to create a very short form and a simple form that can be tied to interview scheduler or can be sent out ad hoc for high volume, hourly roles. So basically, the form would just kind of say, did the candidate show up to the interview? Yes or No. If Do you want to move forward, yes or no, if you don't want to move forward, why don't you want to move forward? And I would love to give them kind of multiple choice, couple rejection or basically, reasons that are tied to our rejection statuses. And then, you know, if you do want to move forward, what are the next steps? So couple pronged questions to that. One is, I don't think you can build any kind of conditional logic in the feedback forms to kind of say, like, based off of this response, you either have to answer these questions or you don't. So so that's one kind of question is, is there any sort of conditional logic in the interview feedback forms, or, like, the option to make questions required or not required? And then the other second piece was, just, has anybody kind of used it for this similar use case? It kind of seems like most people are using them to collect more detailed feedback.
Speaker 1 6:20
Great question. So Nina said, in chat, I have a couple short interview feedback forms that she can share with you. And Rebecca said, same, I have a few short interview feedback forms I can share as well. That's awesome. Would either of you like to speak to those or directly to Jessica's question?
Speaker 6 6:37
Yeah, I'm actually happy to share a little bit correct. There isn't necessarily logic, conditional logic within the feedback forms, which would be lovely. I agree that would be a really great enhancement opportunity. But I know we do have some very high volume positions. They're brand ambassador positions that we have that we do a ton of hiring for constantly. And we do have some short interview feedback forms that we use and and and kind of some of the questions that you mentioned, one of them being like, did they show up? Did did they even attend? If, if you don't want to move forward, why? And we just kind of do a drop down right, like, just a couple of quick options. And we like to limit that a lot for our hiring managers, because we don't need the nitty gritty details. We kind of discourage that actually. We just want really simple answers. So I do have quite a few examples of like, what that looks like, especially because we, we have quite a few forms that are tailored for different territories. So, yeah, we definitely want them to be very simple, very straightforward, very check a box here, yes, no, just so that it's simple and easy. Because sometimes these these interviews can be five minutes, right? Like, very straightforward. So, yeah, happy. I can even pull one up and be like, these are some of the example questions that we have. But, yeah, just to your point, conditional field logic would be really nice, but not an option right now. And you can make some of the fields required, so that is, is nice, and then sometimes nice to not have them required.
Speaker 5 8:52
Good to know, yeah, my concern is getting the managers to complete the forms, because obviously we don't want it to be a required if you didn't move forward, if they did move forward. But the biggest challenge with high volume hiring for us and operations is just, we'll hear from the hiring managers if they want to move forward, but they don't ever tell us this person didn't show or they did show up. And we just don't want to move forward. And why, and for record keeping and compliance purposes, we really need to know why, but it's just very difficult to get that. You know, they're only concerned about the ones they want to move forward with. Rebecca,
Speaker 1 9:29
thanks so much. And Rebecca, correct me, if I'm wrong, I think this is your first session. Is this the first time joining us?
Speaker 1 9:40
Rebecca, you still there? Okay, Nina, do you have anything you'd like to add to that?
Speaker 7 9:50
So I'll share. I'm just gonna share it in the chat. It's a dummy candidate, so you can actually just click right on it. You should be able to get to that feedback form. It's pretty. Similar to what Jessica was mentioning. We don't say Did they show up or did they not show up, but we have most of our hiring managers who have the teams integration, so it will remind them, hey, we still need you to fill this out. And then we also have something on the dashboard for the hiring managers and for the recruiters to show any feedback forms that have been completed or that are pending. So that's pretty helpful too, to see, oh, I'm a hiring manager. I'm logging in, I see I have a feedback form I need to complete, but the teams, I think that's what's caused us to get more filled out.
Speaker 5 10:38
Nina, I love the idea of going ahead and asking for offer details right in the form, instead of them having to follow up. So there's some good inspiration in here. Thanks for sharing.
Unknown Speaker 10:48
Of course, I'll send another one too in the chat in just a minute. Jessica, I also have experience with this, so I built a custom iPhone that we collected
Speaker 5 11:01
all of that information for AAP reporting purposes. Specifically, we were getting just straight up garbage feedback,
Speaker 8 11:09
and we needed to, we found that we needed to guide them a little bit more. So the custom I form that we created was, do you want to move forward? Yes or no. And then that decision would either ask more questions or it would just let them out at that point.
Speaker 5 11:27
So I've done it with a custom iPhone and a specific status related to sending that iPhone. I like, um, I like the idea of tying it to the feedback forms, just because it's less work in terms of, like, it's automated. If we move to interview scheduling, which is my other question in there, and we're moving to it sends the reminders, I like that you can put it on the dashboard, but that's a good potential solution, especially if it's like we have to have, if you have to have those answers for compliance, which our situation has changed, thankfully, so we don't like have to have them as much anymore, but we still want to have them.
Speaker 1 12:15
All right. Any other thoughts on that? See, Michelle said, once an interviewer completes a feedback form, can they revisit it to remind themselves of their rating? Rebecca said yes, they can revisit the form. Excellent.
Unknown Speaker 12:32
All right, Jessica, thank you so much for the question.
Speaker 1 12:35
Next question, is Cordell on the line today? Don't see Cordell, so the floor is open. Who else has a question today?
Speaker 5 12:48
I did actually, if I can take more time, if nobody else has one, I had a question I posted prior to the interview feedback forms. That's kind of related.
Unknown Speaker 12:57
Let's see UKG onboarding one.
Speaker 5 12:59
No, it's the interview scheduling. One feedback, how to build a report. Anyone currently using I Sims interview scheduling? Oh, I didn't tag it as a live call question. That's why.
Unknown Speaker 13:10
No problem. So you can find it here.
Unknown Speaker 13:17
Read it too. It's just go ahead and read it.
Speaker 5 13:20
Yeah. So I was just curious. I asked this a few months back, but nobody was at the time. I was curious if anybody is currently using the isims interview scheduler without the calendar integration I already have, like, in my mind, a plan and a workflow for how to utilize this. But I was just curious, so I'll wait to go down that rabbit hole. But Is anybody using it right now, and just like manually setting availability for the self inner or the Self Scheduling invites?
Speaker 7 13:52
I mean, we're heavy users, but we have the integration with the calendar, so I can't help there.
Speaker 9 14:00
Gotcha? Okay, we're considering that as a contingency, because we're still our IT teams and security teams and privacy people. They're still reviewing the existing integration between I Sims and both the calendar and the zoom, and they've raised concerns. I just literally received another email maybe about an hour ago, about about that integration. And yeah, there's some concerns. And so we have told our business units that, hey, there's a possibility, if you want to move forward, you we might have to go initially without the scheduler. And I don't know if they're going to go move forward with it. I think they're just like, because I think the amount of time for them to set up their slots and do everything is about the same amount of time for them to do like their candle or through poll or whatever else you're using today. So that's kind of like where they're at right now.
Speaker 5 14:57
Gotcha Well, Greg, if you're interested, I can. Let you know after we do some testing. But my plan to move forward right now is to still so we're utilizing Microsoft bookings right now, and we just put the bookings link in an email template that we send. But the problem with that is, when we're doing things via bookings, i There's no system of record, and I Sims as to when the interview is happening, because recruiters aren't going back and doing it. So I think what we're going to move to is, when there are situations for like a recruiter phone screen, or when we still want to utilize bookings, we're going to change how we utilize bookings to no longer send calendar invites For bookings and are sort of the way that we're going to frame it to candidates is we'll create the email template through i Sims, and it will say, select your preferred interview time, and we'll show the bookings that notification would just go to the recruiter, and then the recruiter would still have to schedule it through interview scheduler, because essentially, we want the candidate to be able to still get the text and email reminders through when you use interview scheduling. We want them still to be able to click cancel on I Sims. We want all of the data and the tracking and the visibility, but the only way to kind of still get that calendar access. And then for other situations where, again, in the high volume hiring, sometimes our hiring managers just say, hey, Tuesdays and Thursdays from eight to noon. And so in those cases, we could still use the I Sims invite to self schedule. It's not going to have like their outlook won't override if they happen to have a meeting that comes up, but again, kind of like, so we're going to do some testing to see do the benefits of this approach outweigh the cons. Nina has her hand raised,
Speaker 7 16:36
yeah, one thing to consider. I mean, that approach will certainly work. But when you when they get those reminders and they can cancel the interview, there's also a button on there where they can reschedule. And so if your calendars aren't integrated, you'll have to find a way that limits that, or it's just going to let them pick any time on the calendar. So just keep that in mind, the Reschedule button.
Speaker 5 16:59
I'm actually so glad you mentioned that, because I meant to ask about it, and from what I read in the articles, there wasn't a way to disable the Reschedule option.
Speaker 7 17:08
Yeah, so that's probably gonna be a challenge with your whole approach, is that they will if they click. I mean, I love that they can reschedule, right? Because then there's no human intervention. But with your approach that may not work.
Speaker 5 17:24
Yeah, I wonder if anybody has any thoughts on whether or not they think I Sims would be if we put in a ticket, if they would be able to, just like, remove the Reschedule button.
Speaker 7 17:36
I think those standard messages are hard coded because I've asked for a few other changes, and I've not been able to get any support on changing those standard messages.
Speaker 5 17:48
You could always ask, is it, do you know if it's a possibility? Nine, if, when they click the Reschedule, if you have it locked down, like to not show any calendar availability, if it just doesn't let them reschedule, like it shows no available times, and then we could use our own messaging to say, like, if you need to reschedule, you have to reply to this message or reach out to your recruiter.
Speaker 7 18:09
So I don't know that, but they would have to have a way, because they're because they let you do the schedule now, option which doesn't give them the option to reschedule on their own. So I would think that there's probably a way to do that, happy to do some testing with you, like you can send me an invite if you want me to see what it looks like if I try to cancel. But there would have to be a way, because if you do the schedule now button, and you just pick the time that you're going to schedule that person for, and then you send that to me. I should not be able to get a Reschedule button, but I've never tested that, since our calendars are integrated, but I'm guessing, if you use schedule now, there is no Reschedule button.
Speaker 5 18:59
Okay, that's good to know. So basically, as long as we don't do the self because we would only do the self schedule invite if there is some availability put in there by the manager manually, otherwise, the majority of the time, we're going to be doing the schedule now, and if they don't have the option to reschedule when you do the schedule now, that would be doable.
Speaker 7 19:19
I would try that. I would send an invite with the schedule now and just see if it gives them the option only to cancel or to reschedule. And if you want me to, like I said, I'm happy to do some testing with you, but
Unknown Speaker 19:34
I'm guessing they don't get the Reschedule button then
Unknown Speaker 19:37
got it Okay, some good things to think about. Thank you.
Speaker 1 19:42
Welcome, Nona, you had posted something recently about automating the job approval process. Anything you'd like feedback on there?
Speaker 7 19:48
Yeah, I've got a new process for my support center roles where they want the same process for job approval so you know when you get to the. Yeah, you the hiring manager selects all their things, and they say, Okay, I'm finished. And then it takes them to that screen where they need to set up the job approval, and I can't get my team like, that's where we're stalled. Is there a way just to say for every job that's for job code XYZ. This is the standard approval process,
Speaker 3 20:35
tying it to that job template, right? Yeah, you can tie a job approval process to a specific job template.
Unknown Speaker 20:42
How do I do that? I can't find anything online,
Speaker 3 20:47
so it's a field that is enabled on the job details tab, and it so are you using global approval lists? First of all, yes. Okay, so your global approval list, you should have an option for job template approval. There's also an option for offer approval. It's in the standard set of fields in the job details, in the back end, you might just need to unhide it.
Speaker 7 21:11
Okay? I'll come back next week if I can't figure that out. I I figured there had to be a way, but I read and read and I could not find it. So it's job approval.
Speaker 3 21:23
It's job approval, group or job approval. It will say job approval somewhere in the field name, I'd have to go into config and look for the specific field name. Did you post this as a question? Because if you did, I'll reply with this item. I did.
Speaker 7 21:37
Yeah. Thank you. I did not tag it as a Friday.
Unknown Speaker 21:42
A Friday post.
Unknown Speaker 21:48
All right, any other thoughts on that?
Speaker 1 21:54
Okay, the floor is open. Who else has a question today?
Speaker 9 22:00
Alex, well, Alex, I just want to call you out on thanks again. We met last week with iCIMS about hiring automation. They seem to have been pretty receptive, and I think I feel like some of the stuff we were talking about wasn't a surprise to them, and I know that I was really super excited to hear that this is not going to be a feature where they're just going to drop and just kind of like walk away. They they are really invested, you know, in, you know, in the coming calendar year to, kind of what we what we've kind of saw with hiring automation is kind of phase one. They're looking at ways to both with feedback and what's on the developer roadmap to really build it out. And so that's something that I'm super excited to see, kind of like, what's what the summer will bring, you know, in terms of, I mean, we already saw for those for the coming release. Right now, it's we've already seen that as a new log is gonna be, we'll be easier to log and look up the log of for the hiring automations rebuilt in so super excited about that. So I think it's just going to be, you know, and as we start thinking about it, if we take it from the from the perspective of, hey, right now, it's a bit generic. So if you kind of take your use case to be a bit more generic, there are definitely some opportunities there. It's just really more about managing expectations about what it is and what it's not. I think, you know, appreciate, I appreciate this isn't a conversation with with items.
Speaker 1 23:29
Yeah, appreciate your involvement, Greg, and you know, I think we're all deeply invested in the success of this new feature. I think it really, it has enormous potential, and I'm looking forward to hearing more from folks who are working with it. Anybody else have any new things I've learned about hiring automation recently or use cases that they're experimenting with?
Speaker 3 23:56
Hi, it's Christine with lettuce. I actually got one thing to work properly when we move the offer letter, we built a rule, or whatever it's called, a step when we initiate an offer and send it to the candidate, when they sign it electronically, it does move them to our offer accepted status, Bin, Fantastic. The challenge, and maybe this is what it is, because so new, there's zero instructions in the community, unless they've added it in the last week. You know, there are different features as you're building, you know, whatever you're trying to automate, and there's just not a lot of explanation. What's the difference between a workflow status change, an offer, an interview like there's just a lot of at least for me, I couldn't find really any resources. And I think I got it to work by chance. I originally built it as a workflow status change, which meant as soon as I moved somebody to offer sense or initiate. It, I think is what we call it. It automatically moved them to offer accepted. And I was like, something's not right. So I went back, built a second, and there's just, you have to select the offer is what you're trying to automate, and then it will move it to the correct bin. So hoping that there's going to be some more. There's a level up series of Level Up courses that are happening right now, I think I'm scheduled for the 20th. So hoping to see if they have the whoever the instructor is, has any more resources, or a timeline on more resources. So happy to share if they give me anything, is that one of
Unknown Speaker 25:33
the 20th is that specific to hiring automation?
Speaker 3 25:35
It is. Yeah, there's a whole series of them, like one or two a week. So if you guys, anybody wants to check it out, I'm sure they're listed in the in the community.
Unknown Speaker 25:47
Fantastic. Thanks for sharing that.
Unknown Speaker 25:48
Anybody else playing around with hiring automation?
Speaker 4 25:54
Hey, it's Patrick from intelligent weights. We tried a very simple one where once the background screen has been approved by HR, it would notify the recruiter that the background screen is done, and I keep getting a failed status. So I am not sure, and this was a very simple setup. I'm not sure what we're doing wrong, but we have not had one
Speaker 1 26:18
go through successful yet. Sorry to hear that Anybody have a guess of what that might be about.
Unknown Speaker 26:31
It's new territory for us, too.
Unknown Speaker 26:34
I don't think Vivian. Do we have any customers using it
Speaker 1 26:36
right now? Not to my knowledge, yeah, okay. Do well, Patrick, if you figure that out, keep us posted and drop it in the in the channel over here too. Maybe folks can weigh in. Okay, we'll do all right.
Unknown Speaker 26:52
All right. The floor is open. Who else has a question today?
Speaker 1 26:59
Christine Dornbusch, I think this may be your first session. Is that, right? This is my second call. Second session. My apologies. How are you doing today?
Speaker 8 27:08
Good. Just hoping to pick up some nuggets. It sounds like my take on the hiring automation is probably the consensus among this group that it's maybe more limited than useful at this point,
Speaker 1 27:24
you know it's, it's in early release, right? And folks are kicking the tires of it on it, and figuring out what's possible what's not, and providing feedback to items to let them know how to continue to make it more useful. Have you? You haven't tried it out yet?
Speaker 8 27:42
No, I'm trying to think of use cases that aren't already in the bucket of we can't do this yet.
Speaker 1 27:51
Got it? What are some of the things that you've considered? If you don't
Speaker 8 27:55
mind me asking, initiating assessments automatically. Yeah, I haven't
Unknown Speaker 28:01
heard anybody take that one on yet,
Speaker 8 28:06
and but based on what Christine just shared, I am going to look at we don't have an offer accepted status. We jump straight into launching onboarding after an offer is accepted. But right now, that's a manual click for our team. So going to explore that one. Hearing that that does work, once an offer is accepted, I assume you're using the offer management tool within the ATS and then moving them to the next status. That would be, yes, correct,
Speaker 9 28:39
you know, I'm actually thinking of, you know, under the category of like, look, you know, work with what you've got right now. So there are two actually cases, use cases. I'm actually going to try to float to my team and see if they want to do it. One is if, if an offer, we use offer module. So if an offer, my if the offer, it comes in and is accepted by the candidate.
Unknown Speaker 29:06
Give the hiring manager the heads up,
Speaker 9 29:09
you know, because that's always a question comes up, did my candidate accept it? And have a quick generic just have a generic email that they says, yeah. They, you know, so and so, you know, accepted the offer for so and so row. It's not gonna have all the bells and whistles, but that, that sometimes is all you need. Something simple. That's what hiring managers want. A quick Just tell me if they accept it or not. The other one, the other case scenario I can think of, is we have a variety of different rows in healthcare where they after they've applied to the row. That's when we want to be able to have them complete a or upload certain references at that time, not during the process. And right now, we have to put it on the on the job, port on the job itself. And it's kind of confusing, you. Here, at least there. If someone actually applies to the row, we know we can easily pick them up and then just send out that generic email with the link, with the notification. So I think if it's if it's something that's kind of generic, I think that could work. That's a simple communication. It doesn't require too many variables, and it could lend itself to this. So that's something I might, I'll be, might be toying with in the next few weeks, and see if I can get enough people on board with that. Because that's that seems to be the Forte right now, for for for hiring automation,
Speaker 1 30:36
and Greg, did you catch Christine's original ask there
Unknown Speaker 30:41
about the I didn't get the last.
Speaker 1 30:43
Remind us again, the first thing that you're considering,
Unknown Speaker 30:48
oh, initiating an assessment.
Speaker 1 30:50
Initiating assessment. That's right, Greg, do you think that's feasible, given
Speaker 9 30:55
I don't see anything in there other than like, unless you had like, unless it was a really generic link that takes them to somewhere where they could do it. There's, there's no way of connecting it to something very specific, because you're limited to the very the variables right now, and it's just sending a notification. So it has to be very generic. It'd be something you're like, you know, you're okay with having, like, maybe the heads up saying, Oh, by the way, you're going to getting an assessment email from so and so company, or from here's the step, here's the process, so you don't scare them off. They don't think it's a phishing scam. But unless you're using the same link all the time, it's not going to work just yet. I mean, that actually might be a good argument for an integration in the future, and checking with I Sims and your vendor. If there's an existing connector you could do because we're good, you're doing that with reference checking right now,
Unknown Speaker 31:54
but yeah, you have an integration with the assessment vendor.
Speaker 9 31:57
Okay, yeah, like, it might be good just to give them a heads up email saying this is going to happen so that can help your recruiters not have to have that city competition over and over again. And, you know, but it won't be, yeah, I can't see with the current process. There's no web hooks. There's nothing that could initiate it doesn't it could kick it off. It would just basically be just a heads up email, just something that very like, it had to be very, very basic. Yeah, there's nothing there other than, like, maybe, I don't know. Let's see what. Let's see what the future months, in terms of releases come out with, if they're going to add in some functionality, or if they're going to have a way of doing, like, a web hook, or something else where you could, like, take then that person who has been Venetia, and then do something with them. Yeah, because the template, the notification is going to go out, you could build the template within hiring automation, but it's got to be applicable to everyone in that category. Or you could, mean you could, you could definitely tie it to a search template. That's definitely possible, but the messaging itself has to be somewhat generic.
Speaker 7 33:06
Christine, can I ask what assessment you have? A an integration with predictive index? Oh, yeah. I'd be interested to learn more about that. That's what we use. But we've heard the integration is not usable.
Speaker 5 33:27
Sorry, we also use PI and yeah. And I heard maybe I'm missing something, but I heard like it doesn't work with any integrations the hiring automation. What exactly is it that you're trying to do that you wish it could do? Christine launch pi automatically once they move into a certain status.
Speaker 8 33:47
I think it's after the ask. So we do already have it that it launches automatically when you move them to a status. I think the ask would be once a phone screen is completed, like the interview and time comes up the piece with interview scheduler that it would automatically update the status to, you know, assessment invitation and send that out.
Speaker 5 34:15
Okay, got it? You mean, versus somebody right now having to go in and manually put them into the status to trigger the assessment? Yes, well, what happens, though, for the people who are phone screened that you don't want to send an assessment to, like,
Unknown Speaker 34:29
what if they don't pass the screen?
Unknown Speaker 34:34
That's a good question for recruiters.
Speaker 8 34:40
I think they send it to everybody, but you're right. It doesn't make sense. If they're not passing the screen, I'm gonna have to something to think
Unknown Speaker 34:46
about when you get to that point.
Speaker 8 34:49
Yeah, let me follow up with the recruiter who asked about that enhancement. Oh, sorry. The Ask was once they've scheduled their phone screen. Ah,
Speaker 8 35:08
but that would get messy, because then, like, what status did they want them to be in their phone screen status and an assessment status? Well, and it just
Speaker 5 35:16
depends on whether I would also just question, like, are, is the recruiter referring to their behavioral results or an interview guide during the screen? Because otherwise, like, what we do is they complete the screen and then, based off of how the screen went, they get the assessment sent to them. Although sometimes, I don't know, some managers do want to see in advance before they'll even screen a candidate, because they're really looking for a very specific profile or fit score.
Speaker 8 35:46
Yeah, these are good questions to consider. I'm a follow up with that recruiter who asked about that automation, because
Unknown Speaker 35:55
there's some caveats we need to clarify.
Speaker 1 36:02
All right. Vivian, by the way, I sent you a slack if you can check slack real quick. Christine, you had one other thought here, is it possible to advance recruiting workflow status when an I form is completed? Did I miss that? Did we cover that?
Speaker 8 36:16
No, we haven't talked about that one yet. I'm just pulling out the release notes to see if that was captured as a limitation or not.
Unknown Speaker 36:27
Anybody know, Greg, what do you think
Speaker 1 36:34
I was multitasking? Sorry. Is it possible to advance a recruiting workflow status when an I form is completed through
Speaker 9 36:41
hiring automation. When it's completed, I know we can get an event notification.
Unknown Speaker 36:50
Oh, well, here, here's how I would do it,
Speaker 9 36:54
if you can, and how you could do it, probably through through hiring automation, if you can build a search template that picks up when the person has completed it, then the higher omission could pick them up. And instead of an email, you would move that person to that status. So it's more of a question. So as long as you can report on it, let's say anybody that you know, then that, then that, then you can, then you can move that person to that status. So once you, once you have the search template bill, it says person has completed it this I form during this period of time. And you can even restrict this. You can even restrict it to the job, if you're looking just for a certain job or where the criteria is, as long as you can do that and report, then in hiring automation, that report would be, would be available. So it's not
Speaker 8 37:49
a real time activity. It'd be like you have to have that, have the search template look at a certain time frame, like previous day or version
Speaker 9 38:01
the automation is supposed to work almost, almost in real time. I know they're not trying to call it in real time, but it's supposed to be almost in real time. So if I, let's say, for example, that the quest, the I have someone who applies to a job, and I'm looking at, there's, you know, when they were new in into that they were newly put into that stat, into that applied to our role. So I would look for the status, that means new applicant in my on my instance, the when they're when, when they do that. Shortly after that, the system hire information is going to come along, pick notice that that person is putting that is, and it's going to, then if there's a search template associated with it, it's actually going to, it's actually going to run the search template. It's actually run the search and anybody that matches with that would then be the people that is going to act on it. So that's why some people, even they like the if you're nervous about using entrance criteria, not I mean not having entrance criteria, but you want to restrict how many people are gonna be impacted by that email or status change search. The search templates will be your friend, because at least with that, you can control for that.
Speaker 1 39:13
Yeah, okay, good food for thought. Yeah. All right, we're gonna take a little break here. Caitlin has loaded up the wheel of fun. Caitlin, if you want to screen share, while Caitlin does that, next week, we're going to have a special presentation from echo employee referral solutions. Wheel is spinning already. Okay? All right. So, Jeff Mueller, you will be the recipient of a free copy of Vivian Larson is from zero to ATS hero the accidental admins journey, looking forward to what you to hear, to hearing what you think about it. Jeff. Jeff, if you could DM Vivian your mailing address, we will get a copy over to you ASAP. In the next couple of weeks, we've got echo employee referral solutions or high volume. Volume employee referrals, great app, great product, and a great founding team. Again, we don't take any referral revenue from any vendor. I'm always looking for great products, plus a great team behind them, and I have a lot of experience with them, so I'm excited to have them here on the call the week after that, on the 24th Angela Beal, an sai member from ATCC, will be presenting on interview scheduling and what she's done with it over at her organization. And May 1, we're going to dive back into the I Sims developer site that is Vivian's now you know section developer site session three, with that the floor is open. Who else has a question today?
Speaker 2 40:56
Hi, this is Townsend and Ellen. I had a question. I am not 100% sure whether this is ice related or indeed related, but I am curious if anyone knows exactly how isims sends jobs to indeed through the Apply network. I since we've implemented it a couple months ago, we've noticed that some of our RECs just aren't being sent over in that integration, and no one at indeed has been able to explain why my next step is to open a support case with isims, because my impression was that everything should be going through the Apply framework.
Speaker 7 41:44
So do you have similar jobs? For example? Okay, so here's something that we ran into. We have two dental practices in the Green Bay Area, and if we have a dentist listed for each one of those, sometimes it will only post one because it says, No, you already have a dentist position posted in Green Bay. So we have had some challenges with similar roles in similar cities. I see
Speaker 2 42:15
the job titles are different. This particular one I'm looking into now is actually a hiring event. Our recruiters create them as as jobs in the ISIM system, and then we just use them for sourcing so that the title of it is different than the other ones, but not like the only difference is the date that they put in the title.
Speaker 3 42:42
Do they? Are they? The job title includes hiring event. Yes, that's why, indeed, doesn't like that in general. I don't, I don't. Hi, it's Christine from lettuce, um, I have not experienced that issue via the Apply network, through items, but when I have tried to post a similar scenario, indeed, will not accept it because it says hiring event and the job title. They haven't figured
Unknown Speaker 43:15
out a way to get around that.
Speaker 5 43:16
So so some of their rules, I can't confirm this is the case specifically for hiring event, but they'll let you do what you want if the job is sponsored, is the short answer to that. You can't have the weird variations in the job title if it's organic, even if it's through apply network, but if you're paying to sponsor, they'll let you do a lot more, I see. So if you put a low budget on it, it might suddenly show up. But I guess for us, like, because in order to put a budget on it, it has to, like, feed over in general anyway. So that might not
Speaker 2 43:53
right, and we haven't really run into this prior to the Apply network integration. But as far as I know, this is the way they've always been doing it. So I am
Unknown Speaker 44:11
pretty stumped on this one.
Unknown Speaker 44:14
Vivian, do you think, oh, go ahead.
Speaker 7 44:16
Nina, sorry. I was gonna say typically, when your job is not being pushed into indeed, it'll tell you why. If you go into your indeed account, it'll have like a, you know, have like an error icon.
Speaker 2 44:30
Why I can't actually find it in indeed, which is the stranger part,
Speaker 5 44:39
it's not posted to a different portal that isn't enabled on apply network. Is it double check that?
Speaker 2 44:52
Oh, man, I guess that is the first thing I should have checked. Hey, it is, oh, there's, it's on one i. Uh, our resume optional portal, but not our external career portal. That is what is connected.
Unknown Speaker 45:06
Okay, awesome. Thank you. All right,
Unknown Speaker 45:11
thanks. The question
Unknown Speaker 45:13
the floor is open. Who else has a question today?
Speaker 8 45:18
I have another one. This is Christine with medical solutions. We are just exploring other sourcing tools in addition to LinkedIn recruiter, which is our primary tool we use, and pretty sure we want to move forward with juice box. There's an integration available with isims. It's API, and I guess I'm a little bit confused, and just want to triple check is there is anyone else running into limited integration slots, as they call them, with your isims contract.
Speaker 9 45:59
Yeah, the connectors, you get a certain number of connectors that are in your subscription. If you want more connectors, they'll take your money. You just got to talk to your account manager and, you know, do it. But typically, if you review your contractors description, it'll tell you the number of connectors. And if you're if, depending on like, if you're doing like, an hrs integration connector, your integration, people can find creative ways to use that same pipe with multiple integrations. But let's say you want to, let's say I have one more connector available, but I have two distinct systems I want to integrate with, and I want to use both. I want to, I want to integrate both. I would have to talk to my account manager about, oh, you know, once I have confirmed there's, there's a connector for I Sims how much it would how much it would cost, and then you would pay, you would work with account manager at this, you know, right now, for the add on amendment. And then you could work on negotiating a better deal when your contract renewal comes up,
Speaker 5 47:03
an important call out that I recently learned the hard way, you cannot just do the connector for one year. If you add the connector to your contract, you're stuck with that connector for your full contract term. So if you decide after a year that you don't like juice box, you would want to repurpose it with something else, because you're going to be paying for it regardless, right?
Speaker 9 47:23
You repurpose it. So basically, if you're not going to, let's say you weren't going to use those two systems, you could, you did? You can disconnect and then say, I'm going to repurpose for this, or I'm just not going to use it. I'm going to hold on for something else. So a number of us, we keep a spare connector ready to go, because you never know. And then the then you use the other ones, but they're, they're very valuable commodities. And there's, you know, there is both the price at the vent, the the other system is going to charge you for their setup. There's the chart. And then there are fees. There's a one time fee that isims will charge you for setting up that connector, and then there's the actual cost for having the connector to begin with. Yeah.
Speaker 9 48:12
So even if a vendor, even if a vendor you're working with says, oh, it's they're not going to charge you, you have to assume until isoms tells you, otherwise, you're going to get charged for that, for the setup and and the configuration of that, of that, uh, connector,
Speaker 10 48:28
I'd like to quickly jump in and piggyback. One thing that Greg said is really be aggressive about calling back your connectors, because they're going to charge you, and you might have a couple sitting on the side. So be aggressive. Make sure you you follow up with those. I see it all the time.
Speaker 8 48:45
Yeah, we've been told we're out of connectors. And I was like, really for an API, it's like, I mean, isn't it just a link? Like, I don't know anything about integrations, but I just, I just feel like that was news to me that you only get a certain number and we'd have to pay more.
Speaker 3 49:05
There's a reason for it. It involves server time. So there's 10,000 calls, usually for each API integration that are opened up on the server. So it if they were all free, it's a server architecture cost, essentially very so there's a reason they charge for them, and it's also there because you're limited to 10,000 calls a day per API key and integration. That's essentially a per connector limitation if you're doing an API integration. So, yeah, somebody else, I interrupted. Somebody else.
Speaker 5 49:40
Yeah. No, all good. I was just gonna say, yeah, some other ATSs do do it differently, because when we went through before our renegotiation phase, I was pretty shocked, not having worked with other ATS, is that another one was like, oh yeah, we don't charge for those.
Speaker 7 49:59
I. Out, I think they get you one way or the other. Just like we don't have state income tax in Texas, but we have higher other taxes, right? Your sales tax is higher, your
Unknown Speaker 50:12
property taxes higher. So I think they get you one way or the other.
Speaker 1 50:16
This isn't the first time I've heard about juice box. Christine, was it you that you that you were you're looking at juice box, yes. And what appealed to you about the platform?
Speaker 8 50:30
Well, I was not one of the people that trialed it, because I'm not typically a source here, but our recruiters and our sourcing specialists were saying that it was drumming up talent that apparently exists on LinkedIn, because juice box only pulls people from LinkedIn, but I don't know, however, their AI algorithm is set up, it brings more people to the surface. LinkedIn was not happy when we shared that with them, no, they said that's against the policy, their policy. And I was like, Well, I don't know. That's someone else's fight, I guess Interesting.
Speaker 1 51:09
Well, we'll reach out to them and see if we can get a demo for the community here, because it's come up a few times. I'd like to, like to learn more about what they're about and and share that with folks to keep us posted. So are you definitely moving forward? Are you still the contracting phase?
Speaker 8 51:25
Contracting phase, but we trialed a few different tools, juice box, and seek out. They're very similar but extremely different price points. So juice box instead,
Unknown Speaker 51:38
interesting.
Speaker 9 51:38
Okay, great. Good to know Alex looks like they're, looks like they whatever look it's they're going to be expanding soon, because it looks like they just raised another 80 million.
Unknown Speaker 51:52
Yeah, I saw that. So
Speaker 9 51:54
that means there looks like, looks like there might be some interesting announcements from them, development coming in. So it looks like they're here to they're here to play. They're here today. They want to stay and they want to they want to go for the space.
Speaker 1 52:06
Yeah, that's a lot of momentum. I think I just found a chat and cheese from a couple months ago on them as well. Interesting, very FinTech II vibe, this website here, all right.
Unknown Speaker 52:19
Well, we have a few more minutes for any other questions today. Questions
Speaker 1 52:27
today. Jessica, Jessica says her company blocked their website.
Unknown Speaker 52:31
Okay, don't even look at them. Don't even think it. Don't even think about it. Must have been the.ai Absolutely not.
Unknown Speaker 52:39
Yeah, it's like a chat. GPT, yeah,
Unknown Speaker 52:48
any other questions today?
Unknown Speaker 52:57
Going once, going twice.
Speaker 1 53:03
All right, if you would like to join our moderate discussion channel and get access to on demand consulting with the IRD team of expert icems consultants, you can go to the lock screen in circle. You see information there. I hope everybody has a restful and restorative weekend, and we'll see you here next week at 1:30pm Central. Take care, everybody. Thank you. Take care. Bye.