iCIMS Hacks: Employee Referral Tech Updates (4/17/26)

We explore new innovations in employee referral technology, including AI assistants, digital referral cards, and cross-organization referrals. Plus, real talk on iCIMS integrations, automation challenges, GDPR considerations, and practical solutions from the SAI community.

https://systemadmininsights.com/

Transcript

Speaker 1  0:00  
Welcome everybody to system. Evan insights, so we had a little technical difficulty there to start out. Thank you everybody for your patience. And we like to start off every meeting with some gratitude. My gratitude is for the IRD team for for helping fix that little snafu. So thank you everybody. Here we are. We're ready to go. Also grateful to tofique and Tiffany for joining us today. Let's check out the chat. Please drop, drop something in chat. Cherie, grateful for zoom. Seriously, has zoom ever not worked? Sometimes it doesn't populate my calendar. It sometimes doesn't populate my calendar invites, and it's infuriatingly difficult. I can't get it to work on my MacBook at all, aside from that very consistent. Greg says, Zoom like the good old days. Yes, yep, worked in 2020. Works now. We'll have to consider that for the meetings moving forward. All right. Caitlin says, Florence tomorrow. Okay. All right, that sounds like a great Saturday. Fantastic. All right, well, let's go ahead and get started with our session. We wanted to talk about employee referrals today, and I have known echo employee referral solutions for three or four years now, and they have really stood out to me as a company that has both an excellent product and an excellent team. And when we look at solutions that we recommend for our customers and for our community, as you all know, we don't take any referral revenue from any vendor so that we can remain impartial and not have any sort of conflict of interest there, when I think of companies that really stand out as having that sweet spot of great product and great team Echo's on the top of the list. So we are very excited to have them here today. I know we have at least one sai community member in the room who is a current satisfied echo customer, but tofique. I asked tofique And Tiffany to share a little bit about because we did, we did one of these. Oh, there's the waiting room. Caitlin, I'm gonna make you co host. Great. If you could let people in, please. All right. So lost my train of thought, right? So I asked tofix since, since they have presented here before, it was about a year and a half ago, I believe, asked him to focus on what's new with the product. Hi, Tiffany, sorry about the mix up there. Ask them to focus on what's new. And again, this is an opportunity for the folks who end up having to deal with these solutions that leaders buy, to ask questions that are relevant to your role in making, in operationalizing the investments that your company is making. So tofiic and Tiffany are 100% ready and prepared to ask answer any questions that you have. We will take the next 20 to 30 minutes for this session, and then we will go to general questions about isims. So let's get started. I'll hand it over to the echo team.

Speaker 2  3:01  
Thanks, Alex. It's great to be here, and thank you for having us happy Friday and get to see a lot of familiar names here on the zoom. So I know this community has been great. So it's our second time. First time we showed up was 2024 so time flies. I can't believe it's been 2024 since the last time we've been here. But to Alex's point, I think what we'll cover today is, hey, what's new since 2024 and for those who don't know about echo, I'm going to do like a brief, just very, very brief. Hey, what do we do? Why do customers use only in early beginnings? But I want this to be conversational, so at any point, pause me, ask me questions, drop them in the chat by quick way of introduction for those who don't know me. I'm tophee. I'm one of the co founders and the CEO here on the echo side, and they have my partner in crime, Tiffany, here with me. Tiffany is also one of our co founders. She leads our customer success. So she definitely brings in just vast knowledge of what worked, what didn't. A lot of the questions that customers asked when they launched with us. So a lot of hopefully questions that come through the door I'll be able to answer, or Tiffany as well. Good question.

Speaker 1  4:09  
Tofi can just explain how, you know, I Sims. Oh, yeah.

Speaker 2  4:12  
So Tiffany and I used to be part of a startup called Ultra Labs, which help organizations attract talent through employee video testimonials. That was maybe six, seven years ago. Now I Sims acquired that company, and it's now called I Sims Video Studio. So we transitioned into isims for in 2020, and 2021, stayed at isims for a while, really helped with the transition, and then left to start our own venture. So we're very familiar with the good the bad and everything in between. I'll say that, right? Does that answer your question? Alex, awesome. I saw a few nods when I mentioned Ultra labs. So if you've been in the space for a while, you might have heard the name. It's been a while since we did this, but, but I'll share my screen here. Actually, let me, let me do this. Can you. See my screen

Unknown Speaker  5:00  
on yours? Yes,

Speaker 2  5:02  
awesome. Let me bring it down here. Makes it easy to follow. Awesome. So again, for those who don't know us or just know about echo, I always just start with, hey, look, our mission is to help organizations attract and retain frontline talent. Frontline is our bread and butter. You'll see in our product, in our customers and how we speak about things. 76% of folks working in the US are frontline, and I usually think they're forgotten about when people build tech products. So we said, hey, we want to focus on those who in the past 20 years, people never build products. For my dad is our frontline employee as well. So it's personal for me. So that's our mission. Hey, we want to help organizations attract and retain frontline talent, and we all know referrals are one, if not the strongest, source to help do so. But today, most organizations, they either face a manual tracking nightmare when it comes to their program, or faces low engagement for those on the front line. Again, not doing a full demo, just want to give maybe a brief overview what we do for the overview what we do for those who don't know us. What we do is we solve both those pain points. So our solution is used by customers across the United States, both from healthcare to construction to hospitality. The majority of our customers are healthcare to really automate the tracking from an administrative perspective, and also increased referrals from a frontline perspective to help them attract and retain talent, right? These are some of the customers that we work with today, and a lot of those are isims. And I think shout out to Nina here. I saw her name. Imagine here is one of our customers as well. Actually, we just spoke to the team yesterday. So really, the idea is, hey, how do we maximize our employee referrals from a front line? So make it easy, transparent and fun. How do we have a partner that not only gives us a product and says, Good luck, and then, how do we automate the tracking from an administrative perspective, right? That was just a quick overview what we do. I won't go into demo just for those to give context for those who maybe it's their first time hearing about echoing the team. All right, I'm going to dive into what's been new since we last showed up here at Sai, but I'll pause here and see if anyone wants to double click with any questions so far, because I was streaming through I don't want Alex, I think I'm doing a sales demo. Okay, no questions. TJ, stop me if any questions pop up in the chat. Cool. So what's new since you last saw us, actually, this is perfect timing, because we've been launching a lot of cool stuff here and there that are effective, right? Not just launching stuff for the sake of launching stuff. So the first thing we've worked on is related to this point. You know, when launching a new product to 1000s of employees, I'm sure a lot of you have hundreds, if not 1000s, if not 10s of 1000s, of employees in your workforce. When you launch a new product, especially for employees on the front line, all employees will use the new platform. From day one, employees will stop using the old process, and you will not have to manually interfere. Not, okay, right? None of these will happen if you know Borat, he has this, not so.

Speaker 2  8:10  
None of these points will happen if your system insights. You know this more than I do when you launch a new product employees, a lot of employees will not use the new platform. From day one, a lot of employees will still use the old process, and you will have to manually interfere to make things happen, to tie the knot between what's the old process of new process, right? And I'm sure many of you have faced this in previous products. So the reason I bring this up is one of the things we worked on to solve this issue. And any vendor that tells you, hey, as soon as you, as soon as you launch a product, whether it's a referral product or an internal mobility product, etc, you know, employees will suddenly start using this not true, and we know that we're transparent with our customers. So what we did is we built someone called Eve. So Eve is an AI employee, referral assistant, and she works very smoothly with isims and any other ATSs. So what Eve does is she helps with change management when you launch Echo to your employees, as well as employee awareness. So how she works? Created this diagram here. Let's say an employee doesn't use Echo, so when you launch Echo to your you know employees, you your TA team sends a campaign. Hey, this is a new way to refer someone. An employee doesn't follow that process. He tells our friend, hey, put my name on the application. That's the old way of you know, referring me getting a referral bonus for for sake of this example, employees called Bob McKay, right? Or actually, Robert, but his friend put them as Bob, right. Bob Mickey, hey, I was referred by a current employee. His name is Bob. What Eve does is she first checks if this referral is made in Echo. So she's integrated with ISIS, because we have the integration with ISIS. So she checks, hey, has this? Has Bob actually went through echo first to make the referral before their friend applied. If not, she matches. Is the employee. So she matches Bob McCain to Robert McCain because we also integrate with the hrs system of an organization, and she's smart enough to know short term names. So if a friend put Bob McCain, she goes, Oh, that's probably Robert McCain. If someone puts Jen right last name, she knows who it is, right. But here's a caveat, if she's unsure, maybe someone put my friend or they put my cousin, right, she reaches out to the candidate. She actually reaches out to the candidate saying, hey guy, look, you mentioned your employee referral. Can you please confirm or refer to you by using this link, this will help us credit the right employee, and if a candidate clicks on the link, they can confirm the referral by more unique strings like email or employee ID, not name because, you know, we tried name didn't work on the application. Once she confirms this, so whether from the candidate or whether Eve matches it herself, she logs it into echo, so the admins don't need to manually go into egg and say, Okay, let me add a referral to make sure my payout team gets this, but the cherry on top, she reaches out to the employee. In this case, Bob McKay should have probably said, Hi, Bob here. But Hi Bob Kyle listed you as a referral on their application. Our system log this for you, and it will count as your referral if they get hired. But for future referrals, please submit them before the candidate applies. Simply text the word refer at any time to this number. So what Eve is now doing, she's eliminating any manual steps that any admins need to take when launching a new product, and she's also raising awareness among employees about the new process, or has been very, very powerful for a lot of our customers, especially with like we have a customer with 55,000 employees, and a lot of our employees go, Oh, I didn't even know about this. When they get this text, they text the word refer, and suddenly they they learn about the platform, and they make more referrals. So it ends up being like a flywheel effect. But I'll pause here and see if anyone would like to double click with any questions, or would like me to zoom in on any parts of this.

Speaker 3  12:01  
Hi. This is Greg from Nye. I feel really quick, probably a more adoption question or things your clients have got. So especially nowadays, we're training a lot of our users to be very careful with phishing and not to click on links and emails they don't expect. They didn't expect, which is a good thing I can see probably early on, this would probably scare some people, and they're probably thinking, Oh, good one. I'm not clicking on that. I'm assuming, somewhere along lines, we're doing a quick introduction to Eve. We're telling people, you know, if you get this, this is okay or what, what's the how have you partnered with your security to the security teams as well to make sure this is kind of a smooth process. So I mean, like you said, a lot of people will hear about it. Yeah, they may not actually do anything or not, or they may not get involved for like, a couple months down the line.

Speaker 2  12:51  
Yeah, absolutely no. Great question. Thanks, Greg, so you're right fishing, text, links, etcetera. So if you look at the screen here, there's two texts involved. One's going to the candidate on the left. This one's for the candidate right, and this one's for the employee. So maybe I'll start with the employee side. This text for the employee. When it gets the employee, they have probably heard about the program through our other marketing pillars that we work with customers on. So like the banners, the posters, the emails, the internal campaigns. So everything we do with customers, before Eve gets to work, we inform employees, hey, we're relaunching our program. Here's the way to refer someone. You know, text refer to this number. So this text actually comes from that same number, right? So employees are familiar, at least, like, if I get something related to the referral program, I know it's part of this, like relaunch that we did, that I've seen all across the hospital, right? Like, banners, posters, etc. That's the employee part, the candidate part. Good question. I mean, we never had first time I get this question, seems from a candidate time. We never had any candidate issues in like candidates actually clicking on this server. Now the best case scenario would be the candidate wouldn't even get this text on the left, because Eve does the matching on her own right. If Kenny puts like Greg Mendez, he goes, Oh, that's probably Greg Mendez. Or, you know, if your name is probably longer in your hrs, she knows who you are. So these are very, very limited scenarios that Eve reaches out to the candidate to confirm we never had any issues. And I would again, I'm taking the best guess here. I think it's because the candidate probably has applied, like we even does this thing once every day. So when the candidate gets this text is actually the the it's the getting them right after they submitted an application, like the date the next day. So when they get this they say, Oh yeah, I did apply to, you know, Maine Health, or to NYU or to etc, so hopefully, like, it reduces, like, Okay, this is phishing. I'm not getting this, like, you know, three days, three years later, and they're using my first name, etc. I would assume that's the case. That's why candidates click on the link. But we never had any issues, at least on the candidate side. Does that answer the question, Greg, I know it wasn't, you know, fully covering that.

Speaker 3  15:00  
Part does. It does. And I think, you know, I'm glad, I'm glad to know that the, it's a pretty robust lead up and adoption process. So thank you. Yeah. Also say, just from

Speaker 1  15:10  
what I don't know, if you guys know what I've seen on LinkedIn, you do a lot of work on socializing your product with your customers, which I don't think is common. You know, I can't think of the last time that somebody implemented the tool, and the vendor was there, helping to get the word out to the but because of the nature of what you do, imagine it's essential to adoption.

Speaker 4  15:30  
Yeah, actually, I, I'll jump in, but tofique is going to show you. So when you think of implementation, I think everyone just thinks of the technical setup. I always say arguably, that's, that's almost the easy part, right? We're, we're rolling in a huge change management process with organizations that are like 10s of 1000s of employees. Sometimes, we all know that sometimes it takes like, 10 emails to even get one employee's attention. So we know it's going to be continuous promotion to ensure the adoption continues to grow. So part of the project implementation is not just the technical setup piece, but very important to us is just this communication and marketing strategy to promote the new way of adopting So with all of our partners, we always make sure that we are take a very active part in also crafting, like the communications plan, how we promote internally, and we always include some of these physical marketing aspects here, where that CTA text refer to 67000, is kind of what we always want to continuously promote with our customers. So this is an example of what we rolled out with Fairview, Fairview health services, hospital system up in Minnesota, and yeah, it's been about three years since we launched with them, but we're always consistently, still working with their marketing team to ensure that the platform or the program is continuously promoted. It's not just a one and done. We always say it's a muscle that we stand up and have to continuously promote that culture. I thanks to answer your question too, it's we do a lot of like this marketing leading up to even the launch or sending our first campaigns with making sure that we embed or let leaders of the organization know that this platform is going to be rolled out. And we also even encourage them to also let their teams know ahead of time that they should expect campaigns from this number.

Unknown Speaker  17:25  
Awesome. Thanks. Stephanie.

Speaker 2  17:28  
Oh So Eve, when we show this to customers as well, I do a disclaimer. We have a patent over this. Competitors have been copying us every now and then we said, You know what? It stops here. You submitted a patent. So we have a patent over these AI employee referral assistant with a matching algorithm, right? So that's first thing, right? I said three things we've been working on since we last came here. The second part, or second feature, we've recently launched. Actually, what we've noticed is most employee referrals, they happen via text. So actually, an employee takes a link, share them, shares them with their friend via text. But a significant portion actually takes place in person. So, you know, you meet your friend at a barbecue, you you meet an old colleague at a coffee shop, etc. So we said, hey today, the process for employees to make a referral through echo is very, very easy. They text a number, get a link, share it with our friend. But can we actually make the process even easier in person, if I was at a coffee shop and I just meet someone who I used to work with and said, Hey, by the way, why don't you check out the jobs we have in our organization? How do we create a faster way for me to share those jobs? So we partnered with Apple and Google, and we launched personalized employee digital referral cards for employees when an employee accesses a tool for the first time, a pop up shows up because, hey, you want, you want to add your digital, personalized employee referral card to your apple wallets or your Google Wallet. We have an 85% of folks clicking Yes. So 85% of employees are adding this to their wallets. And if I'm an employee, I add this to my wallet. Once it's in my wallet, if I bump into anyone in person, anyone right, could be at a barbecue, you know, at a restaurant, I say, hey, you know, what are you doing these days? Tell me, you know, I'm looking for a new role. I can pull up my phone, open my wallet, double click. You have an iPhone, say, hey, scan this QR code, and you can take a look at all our jobs, and if that person scans this QR code applies to a job, they will be marked as my employee referral. Right? These cards are fully customizable too, so every customer would have their own branding, their own colors on the cards. And it's a nice way for like, a sneaky reminder for employees. I was showing this to a customer yesterday and saying, Hey, every time an employee pays for something through their Apple wallet, they're going to see the card, right? So it's going to, like be a reminder as well, in the backside, right? This has been newly launched, so we've been only just recently getting results on this, but at least initial results, so that 85% of employees are putting their cards on their wallets.

Unknown Speaker  20:00  
Yes, I'll take a pause here. Go ahead, please. No. Sorry. I was

Speaker 5  20:07  
just gonna say I love the idea of this, and I was wondering how it works with I Sims, where I know we have a problem with the referrals, where they already exist in the system, maybe they had already applied your organization few years back, or something like, they cannot get referred the regular way. How does this? Does this circumvent that at all? Or do they encounter the same roadblock if they already have a profile associated?

Speaker 2  20:28  
No, it does. The whole, I would say, the great question. Thank you for that. The whole platform echo is a whether it's the, you know, the their native way of referring someone. We cover all those scenarios with ISIM. So if you as an organization don't want, like, someone who was previously in the in the ATS to count as a referral, you can turn up, toggle that on. If you don't want rehires count as referrals, we can toggle that on. These are all part of, like, the basic ineligibility checks that we turn on as part of the platform with ISIM. Specifically, yeah, does

Speaker 5  21:04  
that answer the question? Yeah. So I guess if we do want to allow them to be referred, even if they already, does that update them, like as a I guess this is more technical, but does it update them on the person, source side, or just for that job specifically? Oh, great question.

Speaker 2  21:19  
So you're saying, if someone already has a candidate profile in I Sims and then get referred by someone, that the candidate flow or application will say employee referral. But would their candidate profile say employee referral? Is that the question? Yes, no, they're only their new application will say employee referral. Their profile won't get updated because of limitations we have with isims. But something to keep in mind as well, our platform, not sure how much you know about echo, but our platform does not, does not care about the ISON source. In a way, when customers partner with us, Echo becomes their source of truth for referrals, right? So it doesn't really, we don't really depend on like, oh, the candidate source changing to referral or or their old application referral, it more becomes like, hey, the admin dashboard on the echo side, that's our source of truth for referrals, right? We only connect to I Sims to see if you referred someone. Did that person ultimately get hired? Right? A bit technical and happy to maybe to put some time to dive deeper and show you how would that work from a flow perspective,

Unknown Speaker  22:28  
but I hope at least that covers some parts of the question.

Unknown Speaker  22:31  
Oh, definitely. Thank you. Yep,

Speaker 2  22:33  
absolutely right. Alex, were you? Were you saying something? You said you put a question. But I in the chat, I didn't see

Speaker 1  22:40  
it, though. No, I was just, I was I was just going to say that I love that the employee doesn't have to download an app. They can just have a card in the wallet. It's great feature.

Speaker 2  22:48  
Yeah, no, absolutely. We started saying, hey, employees don't need to download the app. They can text the word refer. And said, You know what? Even make it easier. They can even put a card on their phone. Now, takes two seconds, right? So that's the second thing we've working on, third part, or third feature we've been working on since you last saw us during this will be quick promise, something I call one plus one equals three. Oh, what do you mean? And a lot of our customers today, they are not a lot, but some of our customers today, they are sister organizations. So they have one holding company, and then they have, you know, a Hospital and Healthcare on one side. They have a senior living brand on the other side right, or a rehab brand on one side, etc. So we said, hey, when sister organizations combine their collective workforce and impact exceed what each could achieve independently. So for example, we have two customers who are sister organizations, but they both hire for completely different roles. Although they're semi adjacent Fairview, which Tiffany mentioned, they're a hospital up in Minnesota, they're sister organizations Ebenezer, which is a Senior Living provider. Now I might be a great nurse at the hospital, but I know a great resident assistant. My organization doesn't hire for resident assistance, but my but our sister organization does, so. We asked our customers, we said, Why don't you harness all your workforce on in all both of our organizations? Why don't you allow your nurse here to refer a resident assistant to one of the roles over there, and that's what we launched. So we launched the ability for sister organizations to harness the power of their whole workforce and allow one employee in empathy care here to make a referral for a friend that they know to med health, because maybe that friend is more suitable for a job over here that does not is not available in empathy care. All right, so when we launched this with customers, and then we said, look, you can even keep this simple as a customer, you can control two things. You can decide to show the jobs for. To use, hey, you can refer someone to this job. You can refer someone to this job, but you can also decide to say, You know what, we don't want to start going to leadership conversations and convincing them they need to pay those for now, let's say you can show the jobs, but if someone makes a cross brand referral, it's ineligible for a bonus. Just makes things easier for us to struggle on and don't have to go through all those leadership conversations about the payoffs. So for example, and I put a screenshot here. I'm a Fairview employee. This is on my phone screen. I took a quick screenshot. I see the bonus on the Fairview job. But Ebenezer, which is my sister organization, I see the job so I can refer someone to this just spread the word, but I won't get a bonus because it's a cross brand referral right now we have, do have some customers who have this off, so I still get, I do get a bonus if I refer someone to Ebenezer, but in this case, they don't. So just flexibility in terms of, like, hey, I can show the jobs, but I want to, need to pay for them, or vice versa as well, right? So this is really what we've been working on. Again, we much more than this. Just these are kind of pillars. Is Hey Eve to help with the change management awareness, the personalized employee referral, digital cards for that in person interaction, and the cross referrals between sister organizations, really, to harness the power of of both organizations, really, instead of, you know, working in silos, especially when you're owned by the same holding company, right? I'll pause here. Hope I'm not over time. I'll see if anyone wants to double click on any questions

Unknown Speaker  26:34  
or zoom in on any of the stuff that we covered.

Unknown Speaker  26:38  
I'll stop sharing my screen. I

Unknown Speaker  26:45  
to do,

Speaker 1  26:52  
no questions about the integration with I Sims, often we get questions about integrations,

Speaker 6  27:03  
I say,

Speaker 4  27:08  
in my experience, I Sims is one of the most configurable ATS is that work well with us, which is always a plus, especially depending on how Custom or complex your referral policy is. So I know oftentimes there's a lot of rule sets that we want to map to and make sure that we catch and I since does make it very flexible with the amount of custom fields that they provide for us. So our pre built integration makes that set up one of the easier ones, in my opinion, out of all the ATS is and hrs is we work with

Speaker 1  27:45  
all right. Well, thank you both for joining us today. Very excited about the features that you're building onto this really responsive to the reality of how software works in the field, as opposed to what we hope things do and what we hope people do and how they behave. I'm going to drop a link in chat. So if you are on the call today and you would like to give us some feedback on the session, we would appreciate it. And if you would like to hear from echo and talk to them about how it might work for your org, there is a button there where you can select that you're interested. And I will make that connection with the echo team, all right. So with that, we will hop on over to our general questions. Let's see Cordell, are you on the call? Cordell is not on the call.

Unknown Speaker  28:29  
All right, so the floor is open. Who has a question today?

Speaker 7  28:40  
I didn't post it in the live call questions, but I actually have a question. Is anybody using the new phone validation from the spring release

Unknown Speaker  28:59  
you were but we turned it

Unknown Speaker  29:01  
off because it was moving

Speaker 8  29:03  
people before they were scheduled. So our reps actually

Unknown Speaker  29:06  
working on that for us.

Speaker 7  29:09  
I'm not talking about hiring automation. I'm talking about the telephone country code validation. Sorry, I was like, it's you're not using hiring automation, though that's a good, different topic. You stopped using it because it was moving people before they

Speaker 8  29:28  
were ready. In the phone screen one, it was not working properly, but the offer letter

Unknown Speaker  29:35  
one is working properly

Unknown Speaker  29:36  
that it moves them to offer accepted once

Speaker 8  29:39  
they've signed. But whenever we sent some it was just not our rep is were like our customer success persons working on the phone screened

Unknown Speaker  29:48  
automation, though, because it's not working

Speaker 7  29:51  
well, that's good to know. Someone recently asked me if you could actually move automatically from offer except to the offer. Management tool offer, except to offer, except the workflow status in hiring automation. I didn't know the answer, so it sounds like the answer to that is yes, but

Speaker 8  30:10  
yeah, you just have to if the configuration is a little bit trickier than the instructions give you.

Unknown Speaker  30:17  
So gotcha good to know

Speaker 7  30:22  
well, so I posted a very long post around phone number validation in the expected behavior versus the reality of the behavior. So phone number validation, basically what my customer is looking to do is they're looking for the system to because they have a work day integration that consumes this information, they're looking for the country code to match the country so essentially, if I'm in Canada, it wants the country code in the beginning of the phone number to be Canada's country code and not something else I Sims. Technical Documentation states that the standard phone fields already have this however, that hasn't been our experience in this customer platform. So we went and we made a minor tweak to enable phone country code under the field groupings advanced options. And then we observed that when the resume was parsed, it added a plus one for the US as a country code, but it did not go back and do it again. So essentially, if I after parsing changed the country and looked for it to do anything, it did not go back and audit the country code on the phone number if I changed the country on the profile. So that made sense to me, because most action on a profile in a portal only happens on the parsing action, so the parsing is the trigger for any kind of changes to happen, but the documentation doesn't support that. That's the expected behavior. So I'm curious if anybody has experienced that, or has any experience at all using the country code piece on phone number sounds like a no.

Speaker 3  32:11  
I only became aware of it when you did the post. And I did have a quick question about that. Is, is that still just is that, is that validation still only on the profile. It's not going to be on the I form right

Speaker 7  32:26  
different kinds of field based information, but So Greg, I would ask your rep about this, because there was a feature that I was developing with a customer prior to leaving where they were going to do validation of field to field. So essentially, I entered a Social Security and I asked a re ask, enter Social Security, and it makes me verify the two fields match. So there are a couple, and in that conversation, there were a number of validation releases that were taking place on iPhones, specifically, and I vaguely remember this being one of them. But a lot of times there are, there are different features that are developed that are what they call GA general access. So this is general access, or not general access, meaning they developed it for a certain company, but the code is in the system in the background, and you could turn it on if you ask for it specifically. So a good example of that is and they they made this one general access later on, but initially merge API. You can merge records via API, so you can actually send a call into isims Looking for duplicates in whatever duplicate criteria you define, and bring it out to a data warehouse, merge those two records, and then come back and send a merge API code to merge those records in I Sims. So essentially, you can do a mass merge of multiple records via API that was developed for Intuit and like late 19, never went general access. Then Uber asked for it, and they were like, Why didn't really we release this? It works just fine, and now it's in the developer site as a general access piece. So there's, there's easter eggs, and I think this might be one ask for that.

Speaker 3  34:16  
Yeah, I think the scenario, two scenarios, because we're also a workday customer, two scenarios that our teams typically ask for is their pain points has been, oh yeah, the phone number that comes over is not format in a way that work they always like and it the thing is, when work day returns errors, it just rejects the record. You have no idea. And for some reason, I've noticed that phone numbers tend to be the source of a good number of our record rejections, the other one being

Unknown Speaker  34:46  
the notorious

Speaker 3  34:49  
address verification, which are really tricky to do, of course, because so they're expecting when you put down that you're in Florence, but the address is not in a Florence for. Map, but you you put it more as in a US format. So these are kind of little things that they start picking up over time. All right?

Speaker 7  35:07  
With the format, you can, if you go in and do what I described in the post, it will format the phone number appropriately for the country. So it isn't just that. It adds the country code. It does the 334, right from us. So that will help your work day. It's just, if the candidate goes, Oh, oops, my resume has a different country than I'm currently living in. It's not going to, after the parsing action go back and update it, but it could decrease your number of errors.

Speaker 3  35:38  
So it's basically, it's, it's on a going forward basis. We can't, we can't go retroactive. And I guess I understand why. If we did retroactive, that would that we have something, they would have to do a schedule, because if we did it automatically, that would probably just bring our platforms down.

Speaker 7  35:51  
Yeah, it's not retroactive, even within the same session. So if I'm creating my profile for the first time, I upload my resume as the first action, and then it parses my resume, and it parses an incorrect address, because I have an employer address on my resume for some reason, and the system sees that as my address as the candidate. If I go back and edit that address, it's not going to go back and fix whatever format it used for the phone number. So if the that employer address for this this example is in a different country. The country format for the phone number will be whatever that country format was, and they're going to have to manually fix it or leave it alone because they didn't even notice it, and then you're still going to have the issue. But that's probably an edge case kind of thing. It you could probably fix a very large percentage of your errors with this turned on.

Unknown Speaker  36:46  
Thanks. You're welcome.

Speaker 1  36:51  
Nina asked about if hiring manager, if we've collected use cases from the community, we have not yet. So I posted in the item channel just now, asking for things that you have done that have worked, things that you've tried that have not worked, and things that you would like to do that you don't think can work yet. So if you'd like to chime in on that, please do so also a quick announcement. Jen Theobald posted in the career center that she's moving on from her role at error methods and her backfill position is posted. So if you know anybody who is looking for an isoms role, I think it combines isims with some UKG stuff that is in the Career Center.

Unknown Speaker  37:34  
All right, the floor is open. Who else has a question today?

Speaker 5  37:38  
Hello. This is Ariel from ViaSat. I am so happy to be back. I missed the last few meetings. Good to see you guys again. And I do have a question, actually, and it's something that kind of recently came up about GDPR opt in. So I was, I guess my first question would be, does anybody have bi directional sync between CA, RM or CxM and ATS, because we do, and I think the issue, issue that we're running into is with GDPR, they need to opt in to receive, like, any kind of marketing or promotional emails, which is essentially just any communication that's not directly related to the job they actually applied to. But the issue that we're having is, you know, when they we don't utilize I Sims job or time based consent, we just do it on the application when they create the profile and when they apply that, they read our privacy policy and kind of acknowledge it. But then, you know, they are automatically synced into our CxM after they apply. And then we're trying to figure out how to kind of automate an additional piece where they have to opt in to, like, either answer a question, opting in to receive other kinds of emails, maybe about, you know, other jobs or things like that, but actually have it do something so either like, unsubscribe them from the CRM automatically, or maybe, like, not have them sync. So when we asked our customer success manager, she's like, I there's nothing that can make them not sync over

Unknown Speaker  39:09  
but trying to kind of brainstorm, but how do we

Speaker 5  39:13  
automate some something with those people who because I think, I mean, of course we could just, like, ask them the question, either, like, in a screening question or, like, somewhere and then, but then somebody has to go and look at them and find all those people that said no and then unsubscribe them from the CRM, which I feel like would be very time consuming. So I'm just wondering if other people have a solution for this, or are encountering the same issue. Yeah,

Speaker 7  39:44  
I don't know the exact answer to your entire question, but I do know that without time or job based consent, there is no data that can be sent to the CxM in order to verify whether the person has consented or not. So. You're most likely going to need to enable that in order to get the same kind of consent in the CxM. That was something we ran across a couple of probably about three or four years ago, and I don't believe they've ever fixed it.

Speaker 5  40:16  
Okay? So you're saying, so can it differentiate that between the consent but like so that using either of those options, it would make it so that they are able to receive communications from the ATS, but not from the CRM. Is that what you're saying?

Speaker 7  40:34  
No, it was more that if I chose job based consent, I I'm pretty sure there's a trigger that doesn't send them to the CxM, because if I've only told you, you're allowed to look at me for a job, why would I consume that information in another system? Right? So I vaguely remember that being a discussion. I'm pretty sure they finished implementing somewhere around 23 because it was, that's when it was percolating in my sphere of things we were doing. The only other the job based or the time based consent piece, I don't know that they ever actually built any kind of ability to consume. So it's job based consent specifically, I'm pretty sure there is a way to bring it over. You would have to get one of the one of the folks who is a CxM expert, and at this point, I don't know who any of those folks are. Unfortunately, your your customer success manager is going to have to do some internal thinking to find somebody who actually codes it.

Speaker 5  41:45  
Okay, yeah, that's, that's helpful. As you're saying that, like, job based consent would pretty much be our only option outside of, yeah, somebody looking at all of that. And I've been subscribing everybody. I was even, I was trying to think kind of, maybe outside the box of, like, you know, maybe everybody that gets ingested through the ATS and goes over to the CRM for the first time could get automatically put into some sort of folder or pipeline, and then a comm could go out there. And then, because we have CxM and we have this automated workflows, maybe then, based on their response to something there, then that could automatically unsubscribe them via the workflow. But I think, yeah, I would have to kind of dig around and see what the CXF capabilities are. But okay, yeah, this is super helpful. I was just, yeah, I wonder. I know we've talked about GDPR in this group before, and and I, is there something, Alex, where people say, like, whether or not they have utilized job based or time based or whatever kind of consent? Because I would love to talk to other people who use job based consent. If that is something that I can search for,

Speaker 1  42:56  
oh, we have. I haven't searched that specifically in the agent it might come up. Um, I can't do a member search by that specific thing. That's not something that we've collected.

Speaker 5  43:07  
Maybe I'll post about it in the in the channel. Then, yeah, thank you.

Speaker 1  43:11  
Great. Thanks for the question. All right, we have a few more minutes. Anybody else have a question today?

Unknown Speaker  43:20  
Alex, this is Terry with Cheesecake Factory. Hey, Terry.

Speaker 9  43:25  
So we are trying to figure out a way to use an API call to bring candidates over from one job to a new job, bringing over their application date from the previous job, as well as their recruiting workflow history. And I've got my vendor that's working with us on this, on this project, says that I Sims is telling him they can't do that. And I spoke to TSE named Steve, who sent me the

Unknown Speaker  44:08  
what is it called? It

Speaker 9  44:12  
is the something log where it will bring over the workflow history as well as the application date. It's called the submittal log via API call. And so my vendor is trying to figure out a way to make this work. And you know, I've got two different sources for my Sims. One saying, yes, you can do it. One saying, No, you can't do it, you know. But then you've got the transfer candidate activity that actually does that, but I don't know that they've made that functionality usable to the, you know, API call or the rest of you know, the general access to it. So are

Speaker 7  44:54  
you trying to consume the information into, like, a data with the data lake or data warehouse?

Speaker 9  44:59  
Yeah. I know what we're doing is we are essentially cloning jobs or copying jobs via API and bringing over candidates that are in, you know, new submissions and complete and different stages of the recruiting workflow. So here's

Speaker 7  45:19  
the simplest solution to what you're trying to do, because I've done this, move the status via API so you can update this. So create your job via API, clone your job via API, find the candidate that is in the final step and then move them to a status that triggers the transfer candidate activity via API. So no human touch, no human interaction, but API is making the system do what it's already designed to do.

Speaker 9  45:50  
So you're saying, rather than, rather than, use the API to actually transfer somebody, use the API to initiate the candidate transfer activity.

Speaker 7  45:59  
Yeah, I had a client six years ago who built a bot that moved somebody through their entire workflow status with no human interaction. So it's totally possible to update a workflow status via API,

Speaker 9  46:14  
because today they're moving them successfully and bringing over their most recent status, but that never shows that they were in a new candidate in new submissions. So we have entrance criteria. They won't let our restaurant managers hire incomplete applications. And so with that transfer, bringing over just the most recent status, we're not getting that that they were ever in the new submissions,

Unknown Speaker  46:43  
and the transfer activity does that,

Speaker 9  46:46  
but the API call that they've done today just brings over one the most recent status. But if you're saying I can use an API to trigger the transfer candidate activity and move them to the new job. And that's, that's what I'm looking

Speaker 7  47:03  
that's the way that I would do it. It's it solves all your problems. The other thing that came to mind that is a completely if they tell you they can't do this for whatever, whatever reason, keep digging because they're wrong. But if they 100% dig in and say that they can't do it. There's a very horrible, convoluted way to solve it, which is consume the audit trail via API, that can be done as a completely separate set of calls, and then right back to the candidate experience into the audit trail, which can be done, but you have to find the one person in the entire company who knows how to configure it. So it's, it's, it's a very difficult API call set to do, and their most senior integration specialist would be the only person who would be able to actually write that integration for you. So the simplest solution is just trigger the workflow status change via the API, and it solves all your problems. But if they absolutely dig their heels in and say they can't do it, consume the audit trail and then send the audit trail history back as a completely separate set of calls.

Speaker 9  48:16  
All right, I will bring that back to to our and the vendor, by the way, is the cloud connectors. Who has they're now tabio, so they have a good relationship with I Sims, but they're whoever they're working with in I Sims has told them we can't they can't do what we're trying to do. And, you know, like harmonize HR has done it as well. So I know it can be done. It's just right now they're being told they can't do it.

Speaker 7  48:43  
So on face value, what you are specifically asking for, with no full understanding of the entire cycle can't be done. You're you're basically asking for me to move a candidate from one status, from a job to another job as a new submission, but somehow keep all of their audit trail history. So on face value, the person who is writing your code for this or writing your integration for this sees create new requisition, create new candidate in the recruiting workflow for requisition, then move status. So that's the way that that's the path that they're most likely following, whereas what I'm describing is create new requisition, transfer candidate from existing requisition, using the trigger of the transfer candidate status into the new requisition, as if a human was doing it.

Speaker 9  49:42  
Okay, that's a good that's a good suggestion. Thank you. You're welcome.

Speaker 1  49:50  
Question, Terry, got time for one more quickie? Anybody's got anything

Speaker 3  49:56  
Jessica noticed last night? So. I Sims posts on the Pioneer group. There was a survey about for hiring managers, and it was really interesting, because a lot of people have already got to chime in about the survey and suggest I Sims how probably better to work on that. But the interesting assumption was that the I Sims is taking is that all hiring managers not only access isims, but they're actually empowered to actually disposition. And I thought it was a really interesting assumption that some of us are able to share with ISIM saying a not all of our hiring managers go into isims, either because they don't want to, or just the whole adoption question general. But something I also noticed, you know, I was kind of curious to find out for people is, you know, do all your for those of you who have your higher managers going by app or by Sims, are they going in and they this positioning, or are they kind of like providing feedback and your your recruiters are the ones that are kind of doing that for you? Yeah, I think

Unknown Speaker  51:03  
contractor status plays a really big part in that,

Speaker 10  51:07  
as far as compliance and what you need to report on and what you need to record, where and how to do it.

Speaker 9  51:16  
Greg, we have it set up so that our hiring managers in the corporate office, they only have four statuses available to them, and that is, resume approved for interview, candidate approved for hm interview, resume not approved for recruiter, interview and resume and candidate not approved for hm interview. And that's all they can do. That's all they see. They don't see anything else in the system.

Speaker 3  51:48  
Yeah, we try. I tried selling that a similar process, Terry's what you were thinking you're doing right now, where I said, Hey, you know, they could just, kind of, you know, the idea of taking some of the lift off the recruiter's hat plate. Say, look, you know, let the hiring managers, you know, let them give some feedback. If they've been approved for a res, you know, for x status, and then they'll only have the ability to just ask, do these dispositions. They didn't, it didn't go over so well. So trying to sell that, but I know that there are, you know, some, in some areas where they do get a lot more access. I mean, they're, obviously, we have a few, we have a few that actually are ultimately involved in the job approval process as well. But I thought that was really interesting. So if you, if you're part of the pioneers, you can check out in a lot you can check it in the group the pioneers group in I sims are, they're trying to do a survey. It seems like I Sims is, you know, on the on the roadmap going to be revisiting the higher magic process, I mean, experience. So this is just the beginning, so I'm kind of excited to see what this what this foretells in the next year.

Speaker 10  52:55  
It's great. Oh, somebody had some, yeah, I was going to say It'd be amazing if they could beef up some of the app because that's, you know, that's what hiring managers want to use. That would be amazing if they're they've got that on the roadmap,

Speaker 1  53:12  
the front, the frontline, AI has a better hiring manager experience. I haven't seen it in practice. And it was more, it was, it was, there were a couple screenshots on the website, but they've vanished. So I'm not sure what the status of it is, but it seems like it is a significant improvement on the mobile hiring manager app that we all know and know and love.

Speaker 1  53:39  
All right. Well, on that note, thank you, everybody. Hope you have a restful and restorative weekend, and we'll see you here next week, 1:30pm Eastern, take care bye. Everyone Bye, take care bye. Waiting

Unknown Speaker  53:59  
Room you um,

Speaker 1  54:05  
what a day. Granola didn't work. Circle didn't work. Monday isn't working. Zoom works fine. Slack works fine. Who knows. Thank you for your help, yeah.

Unknown Speaker  54:19  
All right, I'm going to go take a walk or something. Bye, bye.