Webinar: Hire Better People, Faster with Attract & Hire

Jeff Plakans | President & Founder, CommPayHR

Jeff Plakans founded CommPayHR in 2006, for a better, holistic solution for SMB payroll and HR. He is passionate about improving employment practices and compliance to create the best business environment.

Shaun Fowler | Account Manager, isolved

David Braby | Solution Consultant, isolved

Shaun and David join CommPayHR to share their knowledge and expertise in Attract & Hire.

Jeff Plakans, CommPayHR (00:05): 

Good afternoon, everybody. Thank you for joining us here at your lunch hour, presumably to learn a little bit more about Attract and Hire and what’s new with Attract and Hire. We did a similar session about a year ago. And boy, the products come a long way in that time. Obviously, this little thing called AI has stumbled upon us which we’re going to talk a little bit about today. But let’s not forget, we want to focus on why this Attract and Hire solution is so important. Now, we as a company have found that today, not only is it a tight job market out there, but also there’s lots and lots of candidates, some of which we don’t have time or bandwidth to spend time going through. So, what we’re going to see today from Shaun and from Dave, thanks guys for joining us. We are going to see some streamlined ways to find the people that we want, find the best people that we want, and ultimately have great results in terms of onboarding the right employees. And so today we’re going to talk about that within the bounds of how we can do that in Attract and Hire. Shaun, who has been with us before, Dave, also who’s been with us before, will be joining us. And with that, again, thank you for your time today. And Shaun, take it away. 

 

Shaun Fowler, isolved (01:33): 

Alright, thank you Jeff, and thank you everyone who has joined today. Hope that you’ll get a lot out of this webinar today. So like Jeff said my name is Shaun Fowler. I’m the isolved Account Manager here. I help Commonwealth with all these types of products, right? Bringing these products to their clients. And we’re joined by Dave Brady today. He’s a solution consultant. So he’s going to be walking us through the demonstration and showing us the user interface and the features, the functionality of it, and all the cool stuff. But first let’s talk a little bit about the situation. So, I’m going to talk a little bit about what  isolved and other organizations have seen out there in the marketplace, right? We’re seeing three major hiring challenges that recruiters are letting us know that they’re, you know, keeping them up at night. 

(02:27): 

 The first one is lack of qualified candidates. So I’m sure as you know, as you grow your team and you look for candidates out there, you have to sift through quite a few unqualified candidates. You know, people just posting or, you know applying for jobs, maybe they’re not qualified for. And that really bogs down the whole recruitment process. We’re seeing that there’s ever increasing competitive landscape out there. So, with the addition to work from home, a lot of companies are having to change their strategy a little bit around recruiting and look for more maybe remote employees, open up that diverse labor pool. But it’s just getting more competitive out there as you know, larger companies are growing and needing employers or employees every day. 

(03:23): 

 More open roles to fill that kind of goes along with industries and, you know, growing and becoming front and center. Something like AI something that we didn’t really talk about, you know, maybe five, 10 years ago. But now, with those roles out there, there’s ever increasing job descriptions and things that you need to be aware of in order to fill those those positions. So we’re going to talk a little bit about that solution today that we have for you that should accomplish all these touch points and help you sleep at night. We also looked at automation a lot of HR leaders out there. You could see 92% of them say that automation, they’re going to work some sort of automation into their talent acquisition and people management strategy. 

(04:11): 

We’re expected to do more with less nowadays. And so, if you can streamline those operations and get an intelligently connected applicant tracking system, that’s going to help you automate a lot of these workflows they’ll help you focus on what you do best. So, what the solution that we have today for you, and Dave will showcase this here in just a moment is going to help you seamlessly manage every stage of that recruiting process. So, whether it’s the attracting of the candidates to the screening, interviewing, or selecting and ultimately hiring, we’ll help you with that solution every step along the way. And we’ll have tools to help you create these different talent pools putting  them into more active or passive candidate talent pools. Active, obviously, you know, speaks for itself, right? 

(05:09): 

ones that you’re actively looking at and engaging, whether or not they’re going to  fit within your organization, but passive candidates, maybe you had a job opening and you got a number of qualified candidates, and unfortunately, you can only fill one of those positions. So, you want to hold onto those qualified candidates possibly for a later position or another position within your organization. So, you’re able to sort those out and keep those that you want to maybe reach out to later if you have a hiring need. As I mentioned before, we use a lot of automation to help you with those manual tasks. You know, this doesn’t need to be as difficult to process as we’ve seen in the past. So, with this solution, we’ll be able to help you automate those manual tasks. And then obviously, we’ll have a lot of different reports within the system that help you make better hiring decisions. So, looking at some different key metrics in there where you’re getting your qualified candidates from, how much it’s costing you, and you can then hone your efforts into those that are providing more value and maybe stay away from some of those other solutions or other job boards that maybe just aren’t producing qualified candidates. 

(06:36): 

So, we talked about the situation that we see out there, and a little bit about our solution. So whether you’re looking to scale your team quickly, we’ll be able to help you find those, diverse talent pools or find those remote candidates that will help fit your organizational needs. Some of the capabilities that we have within the solution career pages is pretty important to boost employer awareness or your employer brand. So, we’ll help you build out those career pages directly on your website so that you can push those candidates to your website. They’ll be able to learn a little bit more about your organization as well and just overall increase your brand awareness. You’ll have access to over 5,000 free and paid job boards local and national. 

(07:25): 

 Jeff had alluded to some of the AI tools that we have within the solution, and one of the neat ones that we just added was thejob ad writer AI tool. So that will help you write out those job descriptions so that it catches the attention of those candidates out there and gets across what exactly you’re looking for. Also, within a feature of that artificial intelligence is the candidate matching tool which is one of those tasks, right? One of those services that will help automate those manual tasks and pull those candidates that you’re looking for to the front of the line mobile application. I mean, everything has to be on mobile nowadays. Not many people are tied to a laptop or a desktop. 

 

(08:21): 

So being able to keep in contact with the candidates even on mobile is paramount nowadays. You’ll have a calendar within the solution as well to help organize or coordinate those interview meetings and be able to coordinate with people on your team so that some of those notes from the original meeting will kind of carry over. As that candidate moves through the process it goes along with the scoring and the spotlighting. So, you’ll be able to score a candidate so that hiring managers can take a quick look at the candidate and say, this one needs to be moved to the front and grab the spotlight, so to speak. And so, some of these capabilities within the solution are going to help you make smarter hiring decisions, right? 

 

(09:15): 

So, you’ll be able to take a look at where your dollars are being spent, what kind of candidates you’re getting from those solutions, and then pivot as needed. You’ll provide a better candidate experience driving them to your website, and also staying in touch with them with communication, whether it’s phone, email, or text. And we’ll help you with the solution and the manual, the automating of manual tasks, which will help you reduce the time to hire, which obviously gets them into the system, gets them working, and brings more value to the organization quicker. Stay top of mind with candidates. So again, you’ll be able to push these notifications out to their cell phones real time. And you’ll be able to hire at scale. And should you decide to bring that individual on, we have an integration that just goes right into the onboarding and developing side of iSolve People Cloud. So, creating that intelligently connected solution to your payroll is going to set us head and shoulders above the rest of the competition out there. And with that, I’m going to turn it over to Dave. I’m going to stop sharing my screen and make him the presenter as he’s going to walk us through the user interface and show us exactly what the tool looks like. 

 

David Braby, isolved (10:48): 

All right. Very good. 

David Braby, isolved (10:53): 

All right. So as Sean mentioned we’re going to show you the solution. I’m going to show it to you from both a candidate perspective as well as an administrator or a hiring manager perspective, so you can see what that looks like. The solution is designed with ease of use helping you stay organized in that whole hiring process with the goals of speeding up that time to hire attracting better qualified candidates and giving you the ability to move those candidates efficiently through your hiring process. So, as Sean mentioned one of the things that we’re going to do is we’re going to build out that branded careers page for you. This is an example of one where, as someone goes out to your website, clicks on a careers link or jobs, it’s going to present that candidate with that. 

 

(11:53): 

The current job listing as you notice that there’s all kinds of filtering and sorting that can be done here for the candidates in order to make it easier for them to find the positions that meet their needs and what they’re looking for. Within this, you’ll notice that I have at the very top here “Join our talent network”. This is a way that you can increase your talent pool. So even if you don’t have open positions, you can have this displayed out there on your current job listing. So, someone comes out, they can click on this and then submit their resume to you so that you can build that talent pool. So, down the road, when you do have those open positions, you already have qualified candidates that you can then reach out to. 

 

(12:44): 

I’m going to go into one of these. Now this is just one of the ways that the candidates can apply, of course, is going out to your website. Shaun also mentioned that we have over 5,000 connections to different job boards out there, including social media. So, Facebook, X, LinkedIn, you can post out to all those. In addition to over 5,000 job boards out there, a lot of those are free. A lot of our clients take advantage of those free job boards. We have over a thousand of them. So that way you can just blast out those open positions in order to attract more applications, and then have the system qualify those candidates for you based off of your minimum qualifications. So, as a candidate comes out, I’m going to click on this bus driver open position. Of course, it’s going to have that job ad. 

 

(13:36): 

And again, I’ll show you what it looks like to create a job ad with the use of AI. But this is where those job duties, those job descriptions, are going to land. And as you can see my application is built around being streamlined so that that candidate can apply for this position in less than three minutes. Studies have shown that the longer it takes a candidate to apply for a position, the more likely they are, of course, to just end that process completely. In fact, about only 8% of candidates actually make it through an application if it’s too long, or cumbersome. So in, in our tips and tricks we always advise making that initial application very short and sweet, that will allow you to gather information and then determine if you need to go down further with that candidate. 

 

(14:39): 

So, this is an example of that short and sweet application where I just have some job questions out here. Now, this is one of the ways you can use the system to qualify those candidates. So, with the solution, not only attracting more applications, but then allowing the system to filter down those candidates to those that meet your minimum qualifications. And you can do that with these job questions. So, job specific questions as those candidates come in and answer these questions. Then scoring can also be attached to each of these, so that way you can sort a dashboard that I’ll show you in a minute based off of the scoring for these specific job questions when it comes to loading in that resume, they can do that with Dropbox Google Drive, copy and paste, browse and upload makes it very simple and convenient for that candidate to get their resume to you. And as Shaun mentioned you know, the functionality within the solution is mobile optimized, so that that candidate can apply on any device, especially their phone nowadays. 

 

(15:49): 

 So, once they move through this initial application, and they submit that, you’ll notice that there is a voluntary disclosure here. So, we collect that information, that way you can stay in compliance. We’ve got the EEO one reporting on the backend that’s built into the system for that purpose. Now, once they submit those applications, regardless of where they’re applying from your website or other job boards or social media, they’re all funneled into what we call an applicant dashboard that looks like this. So, you notice that this is a way to organize all those applications that are coming into the system. Now, on this dashboard, over on the far-right hand side, you’ll notice that there is a status column. This is where we’re going to build out whatever your hiring practice looks like. So, whatever that process is, so you notice I have things like interview completed scheduled, completed position, offer, background check pending. 

 

(16:51): 

We’ll build that out. So, as you advance your candidates through your hiring process, automated communications can go out. One of the most frustrating things to a candidate is not ever hearing after they’ve applied for a position with these automated communications, those can go out via email or text message, whatever the candidate’s preferred method is. That way they’re knowing what’s happening through each stage of the process. So, as they apply for a position, an automated text or, or email can go out to them letting them know that you’ve received their application and that you’re reviewing it. Even if they’re not selected as a candidate, you can have down here “not selected”. Once you click on that, then that candidate will receive an automated communication that they’re no longer being considered for the position, but it’s just a way to help you automate that process, make sure that those candidates are receiving the communication that they need. 

 

(17:59): 

You also notice that on this dashboard, there is a score column. So, this is where those job questions come into play. And as you sort based off that job score, all your top candidates will rise to the top of the dashboard. So, again, a way to enable the system to give you those qualified candidates up at the top of the list. Now, Shaun also mentioned a job match using AI to have the system automate a job match for you, that’s where you see these little icons above the candidate. So, as you hover over these, it’s going to show you that job match score, and let you know if it’s a high, medium, low, very high. And as you go into the candidate profile themselves, the first thing that you’ll see is that job match score. 

 

(18:58): 

So, what this is doing is that the system is using AI to look at the skills that are required for the position based off of your job ad, and then comparing those to the skills that are on the application and the resume of that candidate. This is allowing the system, again, to help you identify those potential top candidates. So, as you’re getting more and more applications, because you can post out to more and more places, the system is now using this type of information to narrow down your search. So instead of going through a search, not knowing who’s has a high job match score or, or scored high on those job questions, the system is identifying those candidates for you gives you that good starting position. You’ll notice that as you are in a specific candidate it’s very nicely laid out, so you can easily go to where you need. 

 

(20:00): 

So, if you’re looking for example, and I’m going to come down here to another candidate, you’ll notice that they’re over here on the far le left hand side, making it easy for you to toggle, but has come into the candidate go into things like the application itself or questionnaires that can be sent out through the system. Those are all going to be within that candidate profile. So, I’m going to go back out to my dashboard, talk a little bit more about what you’re seeing here. So, you’ll notice that there are these, what we call “smart tags” underneath the candidate. And as you hover over those, it is letting you know what’s happened within that interview process. So, if anyone’s come in and made a note, that’s going to be just a flyover. And if there are multiple people, you’re going to be able to see that right from the dashboard itself. 

 

(20:53): 

 You also notice that you can tag candidates, and you can do a search based off the, those tags. You can do a search based off name within the, within the solution. So, let’s go into Gene Gonzalez. One of the things that you’re going to see here is a resume. Now, there is a resume previewer within the solution. So, as you click on that, it’s going to pull up that resume in its original format again allowing you to easily scan that information without having to download a document and then view it on screen. There’s also a complete audit history over here on the far right hand side. We call it a timeline, but this is going to show anyone that’s come in viewed that candidate, any automated emails that have gone out to that candidate if there’s been any interviews scheduled. 

 

(21:49): 

So, a complete audit history right here on this right hand side. You also notice that in that candidate profile itself, there’s additional tabs up here at the top through the system. We do have a division. There is a division within isolved itself that does background checks and drug screens called “pro screening”. If you elect to go with pro screening, then they can actually build out your different background checks and drug screen packages within the solution, and you can initiate that right from here. And then they’ll feed the results right back into this candidate profile. So, there’s just one place for you to go to access all that candidate information. You also notice that there are assessments that can be sent out. So, these are pre-hire assessments. We partner with, I believe, 10 to 12 different companies for this. Selective Hiring is one of them, but this way you can send out those pre-hire assessments directly to the candidate. And again, the scoring will feed right back into the candidate profile. Other things that you’ll notice that I mentioned earlier, questionnaires can actually be sent out to the candidates through the system. So, if you want to do applicant questionnaires to ask them about the interview process or the application process in order to gain valuable feedback into your process, you could do that through the system. 

 

(23:31): 

One of the other things that is very convenient about this solution is the ability to communicate internally. Up at the top, you’ll notice that there’s a “send message” section. So, if you need to send a message to that candidate via text or email, you’re able to do that right from here. It’s going to take you into a communication inbox. Now, we do have the ability to link to Outlook and to Google. So, if you’re using Google or Outlook for your email and your calendars, we can link that. So as you’re sending out these communications, and they can be template driven, as you can see or just freeform you’re going to as that candidate responds, not only will it come back into this communication inbox, but it will also go to your Outlook inbox and your Google your Gmail inbox, so you’re not having to come back into here to review that response from the candidate. Another feature that’s just recently been added is this “schedule message”. So, if you have a message to send out to that candidate, and you want to wait a few days before you send that out, you can schedule it now either as a text or an email right through the system. 

 

(24:47): 

Another convenience within the solution is to communicate internally by adding notes. So, as you come in if it’s a hiring manager and they want to have another, say, hiring manager, review a candidate, they can just tag them. And as they put in that at sign, it’ll pull up a list of those recruiters or hiring managers, and then they can just send them a note through the system. We mentioned spotlighting before. That’s one of the actions that you’ll see over here where you can come in a hiring manager could spotlight a candidate to another someone in HR or another hiring manager or a recruiter. That way it’s sending information to that person to review without having to come into the system. 

 

(25:37): 

So, keeping those communications alive internally now, because we can link to your Outlook and to your Google calendars. When it comes time to schedule an event, all you have to do is come in here to schedule that event schedule that interview. You can link conferencing services here, as you can see. But you would just add your interviewers. And what the system will do is it’ll reach into those calendars, Outlook, or Google, pull in the available dates and times, and then you can pick and choose the date and time that’s going to work for, for everyone without having to go out to Outlook, to check availability. You can even send this as a booking form directly to the candidate, so they can pick and choose the time that’s going to work for them. And then once they do, it will populate out to those other calendars. 

 

(26:29): 

So, automating that process allowing you to just go to one place to be able to do anything you need to do with regards to those specific candidates. So that’s the, the candidate profiles. You can see it helps organize all the information in one place. Now, because you’re able to post out to multiple job boards, you have access to a metrics dashboard. This metrics dashboard is going to give you valuable information regarding things like source performance. So, as you’re posting out to most multiple sites, including social media, you’re able to see the number of applications that are coming in from each of those sites. Not only that is going to filter that down by the number of qualified applicants that are coming in from those sites. So, if you are paying, say, a subscription fee, maybe to Indeed to get your job ad sponsored, you’re able to make sure that you’re getting the most bang for your buck based off of the, the job ad spend and allocate those resources accordingly. 

 

(27:39): 

Now, not only the source performance, but you can see there’s job ad performance. So based off the actual job ad, how many applications, how many qualified applications are you getting? And this is where that job ad Pro AI Pro can come in handy. So, if you’re finding that your job ads aren’t attracting those candidates, you can use AI to help assist with the, those job ads and create those job ads that are going to attract more candidates. Down below, you’ll notice that there’s “time to hire”. Now, this can be done at the company level, but also at the hiring manager or recruiter level here too. So, a lot of metrics and analytics on this specific dashboard to help you make those decisions is about where to post and how your managers are doing as far as moving those candidates through the hiring process. 

 

(28:40): 

In the job section, this is where all the job information is going to be housed. So, as you come into the job template section, this is where you’ll be able to build out all those different job ads for those positions. Now, to use the AI, you just click on the new job ad. You click on Open Job Ad AI Pro, and this is where you would just fill in some information. So, things like the job title, the position level knowledge and skills required, you can put in day in the life custom instructions, and then AI’s going to build that job ad for you, looking at other job ads out there for that particular position and in order to attract the most candidates to your, to your job ad. So that’s just another way that this solution is helping you get the most qualified candidates into, into your talent pool. 

 

(29:42): 

You also notice that we do offer” text to apply”. We can create QR codes that can be on posters, or that can be on your website. So those candidates can just scan the QR code and launch them into that job ad. So, making it very convenient and easy for those candidates to apply however they need to, there’s a requisition process that can be built through the solution. So, if you do, say you want those hiring managers to come in and initiate that requisition for that specific position, we can build out templates, build out requisition questions that they would then enter in that type of information and then run it through an approval process. So, streamlining that requisition process so that it’s going through the approval process, and then to whomever needs to post that open position. 

 

(30:41): 

Now, as you’re posting those open positions in the job listings, this is where you would come in and the system, again, is going to use AI to assist you in the job posting. So, as you come out here to job advertising the solution’s, going to look to see what your sourcing power is. This is giving you a score as to what your job ad looks like, where you’re posting it to give you the score. The higher the score, the more likely you are to attract candidates with that particular job ad. So again, using AI, it’s going to walk you through this process where it’s going to look at where you’re posting to, and you can build out a job board’s favorites. So, write on this. You’d be able to come in, check the boxes as to where you want to post that out. 

 

(31:35): 

I mentioned earlier that there are a lot of free job boards we can automatically post out to those free job boards. But then it’s going to also show you, if you are posting out to say a Monster or an Indeed, we can link directly to your Indeed account up here. And then you could actually set a budget with Indeed through the system, but it’s going to show you what it’s going to cost to post out to these other platforms too. That way can help manage that job ad spend for you. So not only posting, but job ad quality, where it’s looking at things like word count bullet extensive bullet points, and letting, giving you tips as to how you can make that job ad attract more candidates. Employee referrals can be built into the system. So, if you do have a referral program that can be built into the system as well as posting out to show social media. And you do also have the ability to have different recruiting agencies that are given access to the solution so that you attract more candidates. 

 

(32:49): 

So very streamlined and automated, easy to use all with the goal of attracting those candidates, getting them into your candidate pool, and giving you the ability to identify those top candidates and move them through that hiring process quickly. Now, in the reporting section I mentioned earlier, there are standard reports within the solutions, like those e EEO one reports to help keep you in compliance, but you also have reports, and these are just a couple of clicks of a mouse to see time to fill and time to hire. You also have the ability to build your own reports within the system and see the visitor tracking to your career site. So, as you come out, you can put in any date range, you could even narrow this down based off the position, but as you run that, it’s going to show the visitor track traffic. So how many candidates have come out and actually clicked on that specific position or on any position on your website. And in the analytics section can actually help identify where your candidates are leaving your hiring process. So, it’ll break it out into your application, and it’s going to show where those candidates are leaving that application process. So, if you do need to make some tweaks on that, you can do it again, helping you stay more organized and identifying potential bottlenecks for those applicants. 

 

(34:29): 

One, one last thing that I want to touch base on before we open this up for questions is once you determine that this is the candidate that you want to hire, you can initiate the offer letters right through the system. Now, those offer letters or whatever forms that you need those candidates to sign off on can be built out and then sent through an approval process before they go out to that applicant as they come back signed, it’s going to automatically attach that form to that candidate profile. And then when you hire that, candidate, it will attach everything to the employee profile through the onboarding, which, as you can see, can be initiated right through here. One of the advantages of this solution compared to a lot of our competitors is it’s not only going to move things like the resume and their demographic information into their employee profile, but everything that’s attached, so offer letters, education, job history, any background checks or drug streams that have been done that have been fed back into the system, those will feed into the employee profile too because of the way the solution is intelligently connected. 

 

(35:56): 

So again, helping you streamline that whole process, allowing you now to view that information at the employee level rather than coming back in and viewing it at the candidate level. So, I’m going to go ahead and stop sharing and turn this back over to Shaun.  

 

Shaun Fowler, isolved (36:19): 

Thanks, Dave. Perfect. Alright, I really appreciate you walking us through the demonstration. Always impressed by the, the additions and the tools that we have for the solution. I’ll go ahead and share my screen here and we’ll take you in through the close. So just wanted to touch on a couple things before we get to questions. So, with the Attract and Hire applicant tracking solution, I’m sure this isn’t something that you want to review every year, right? So, with our solution, we want to make sure that we’re future proofing the technology so that we’re keeping in touch with competitive updates as well as market and industry updates out there as well. So, the modern responsive web design to the true multi-tenant database we’re building out this product so that we can have biweekly release cycles and continuous product development. So, we talked a little bit about the AI side of things and some of the new features in there as well that we’ve added. So, looking at the industry and other market and compliance updates out there, making sure that our solution is head and shoulders above anything else that is currently on the market. So just wanted to touch on that real quick and I will turn it over to Jeff. Jeff, do we have any questions out there? 

 

Jeff Plakans, CommPayHR (37:47): 

Oh, boy. Do we have some questions? No, Dave, you might, based on what I’m seeing, it might be worthwhile for you to bring the demo back up. 

 

David Braby, isolved (37:57): 

Okay. Okay. 

 

Shaun Fowler, isolved (37:58): 

I’ll change, 

 

Jeff Plakans, CommPayHR (37:59): 

I think we either missed some things or we want to go a little deeper on something. So, if you don’t mind doing that, just so we can accommodate. So, the first thing, the first question was on the job boards, and this one’s a relatively simple one. The question was, does this work with my existing Indeed account? So, you know, a lot of employers are going to have Indeed accounts that are already set up that they’re using. This obviously takes that to a whole new level. How does that work? 

 

David Braby, isolved (38:29): 

Yeah. So, we can connect to the Indeed account. The easiest way for me to show this just in the job listing. And I briefly showed this before, but in the job advertising, you notice that we’ve got a whole section right here just for Indeed. So, we’ll connect to that Indeed account, and you can actually walk through your budgeting through here too. So, if you do want to sponsor a job ad, it’ll walk you through just like it does in Indeed setting that budget for that particular job ad 

 

Jeff Plakans, CommPayHR (39:06): 

For boosting the job ad, okay.  

 

David Braby, isolved (39:08): 

Boosting it. Yep. 

 

Jeff Plakans, CommPayHR (39:10): 

Excellent. Okay. next question has to do, I knew this was going to come up,  the job match score. Can you go to that for a minute? 

 

David Braby, isolved (39:18): 

You bet. We’ll go into Gene here. 

 

Jeff Plakans, CommPayHR (39:31): 

Oh, not a good match score for Gene. 

 

David Braby, isolved (39:34): 

Not a good match score for Gene. 

 

Jeff Plakans, CommPayHR (39:36): 

So, the first question was, can you explain, again, I think this person caught this at the end, how that works. Like how is it coming up with 55% versus 90%? 

 

David Braby, isolved (39:50): 

So, what it’s doing is, again, it’s looking at the skills required in your job ad and it’s comparing that to the application as well as the candidate resume. Those different skills that it’s picking out from their resume to match those up. So, it’s the 55% for Gene is low, obviously, because she’s only hit 55% of those job skills that she needs in order to match up with that job ad that you posted. 

 

Jeff Plakans, CommPayHR (40:26): 

And is there AI at play in that match, or is that just straight up? Okay. Got it. So the related question to that was somebody mentioned and I think you might want to go to the, where the candidates are listed. Can we sort by job match score? 

 

David Braby, isolved (40:50): 

That is, you could sort by name, but it’s not going to sort by the job match score because that’s just attached to the individual candidate at this point. 

 

Jeff Plakans, CommPayHR (41:02): 

Okay, fair enough. Fair enough. Okay. There’s a couple more here. Let me just scroll through. On the communications piece, can you communicate using texts? Yes. You mentioned you can connect with Outlook and so yes. With text. 

 

David Braby, isolved (41:27): 

Yes, absolutely.  

 

Jeff Plakans, CommPayHR (41:27): 

Absolutely, what if the person doesn’t want their phone number to be put out there? 

 

David Braby, isolved (41:33): 

The candidate has the option to opt in for text messaging or not.  

 

Jeff Plakans, CommPayHR (41:41): 

Okay. 

 

David Braby, isolved (41:42): 

As far as the telephone number, I think that might be a requirement as part of that as part of the application. 

 

Jeff Plakans, CommPayHR (41:54): 

Okay. All right. And then this was the first one I saw, but the last one asked on the job ad AI Pro, can you show us the direct result of a job ad written by AI? 

 

David Braby, isolved (42:09): 

I don’t have an actual job ad that’s been written by AI. So unfortunately, I don’t have a sample of that. 

 

Jeff Plakans, CommPayHR (42:22): 

Okay. do we want to maybe write a quick one? Can we do that? 

 

David Braby, isolved (42:28): 

Well, all right. If you want to give me what you want, I can do that. All right. We’ll just click on a new one.  

 

Jeff Plakans, CommPayHR (42:49): 

Call it.. 

 

David Braby, isolved (42:51): 

How about registered nurse? 

 

Jeff Plakans, CommPayHR (42:52): 

Registered nurse? Perfect. 

 

David Braby, isolved (42:54): 

Okay. say mid-level. Sure. Work environment is on site. Yeah. Because registered nurse employment, full-time, pay rates, that looks like a good one. Location. Oh, look, Salt Lake City. 

 

Jeff Plakans, CommPayHR (43:13): 

Beautiful. 

 

David Braby, isolved (43:14): 

You know and then we could put a schedule out there. I’ll just select that one. I don’t have a target persona, but that could be day in the life. I don’t have skills. 

 

Jeff Plakans, CommPayHR (43:29): 

Put day in. Let’s put a day in the life in there. Just put in on your feet all day, working with patients who rely on you and your goodwill. I just want to see where that pops up again. 

 

David Braby, isolved (43:58): 

Okay. 

 

Jeff Plakans, CommPayHR (44:00): 

Knowledge and required skills, empathy, sympathy, multitasking, fast paced environment, 

 

David Braby, isolved (44:25): 

Benefits, medical 401k, dental life. We’ll just put a few out here. Paid time off, generate. 

 

Jeff Plakans, CommPayHR (44:43): 

So, this is where I say everyone knows that when we use AI, we make sure we control what AI does at the beginning, and we control what AI does at the end. In other words, always review the ads that are generated by AI to make sure they’re exactly what you want to represent to the world. 

 

David Braby, isolved (45:05): 

And there it is. 

 

Jeff Plakans, CommPayHR (45:13): 

All right. Beautiful. Pretty neat. 

 

David Braby, isolved (45:18): 

That’s excellent. Now you can see, you can copy to draft put it into a text editor. So, it allows you to do editing even after it’s generated. So really you can, you can customize this and, and what we’ve seen is a lot of our clients will do this. They’ll plug in what they want and it’ll produce something and then they’ll go in and tweak it. But it can really save you a lot of time as to trying to figure out how to word something in order to attract the candidates. And you’ll notice on this one specifically there are some bullet points down here, but a lot of it is just reading “would you be a great registered nurse?” So, it goes through something, this is where it’s looking at  multitasking, fast-paced environment, connect with individuals on a personal level. So that’s where it’s taking that information that we put in there and putting it into context. 

 

Jeff Plakans, CommPayHR (46:22): 

Well, I can say for personal reasons, as one who’s spent a lot of time banging their head against a wall, writing job ads that don’t look like job descriptions, and they’re actually enticing and encourage applicants that’s something that takes up a lot of time, not just for me, but a lot of the folks that we’ve talked to. So, I’m sure that’s going to be something that is a highly valued component. So, thanks for showing that. I appreciate that. And now the last question was this whole, at the beginning you showed something about join our talent network, 

 

David Braby, isolved (47:01): 

Yes 

 

Jeff Plakans, CommPayHR (47:03): 

Can you go back to that and explain what that was? Because that was something that like was kind of the question, the person asking the question didn’t seem to follow what that was all about. 

 

David Braby, isolved (47:20): 

So, this is a way if someone wants to apply for a position that may not be open or maybe there’s no positions open, they can click on this and then they can just click on apply. Maybe at this point it’s just uploading that resume. So that’s what, in this case, it is resume voluntary disclosure. Now you have that candidate as part of your pool. And even though the position that they might want is not one that’s opened, now they’re in your pool. So, when that position does become open, you’ve already got candidate pool out there, and you can reach out to those individual candidates at that time and have them complete, maybe a longer resume… 

 

Jeff Plakans, CommPayHR (48:11): 

So it’s way of building the candidate database, even if you have no jobs listed per se. 

 

David Braby, isolved (48:16): 

Correct. Yeah. Okay. And you see that happen quite frequently. Jeff, out there is somebody who will hear from a friend that, hey, this is a great place to work and they’re maybe a customer success manager, but there’s no customer success positions open right now. So, they’ll go out, they’ll put in their resume and attach that that referral their friend as a referral. So now that’s already in the system. So, you may not even have to post that position. 

 

Jeff Plakans, CommPayHR (48:53): 

All right. Excellent. Thank you. Believe it or not, that is all the questions we have. Thanks, gentlemen. 

 

Shaun Fowler, isolved (49:03): 

Perfect. Dave, if you want to send it back over to me, I just got one closing slide, and then we’ll have Jeff take us home. 

 

David Braby, isolved (49:17): 

There you go. 

 

Shaun Fowler, isolved (49:18): 

All right, and there we go. All right. So, before Jeff takes us out just want to thank Jeff and Dave for putting this together, for Dave walking us through the user interface, Jeff for hosting this and inviting us to speak to your clients and your prospects out there. So really appreciate it. Always look forward to doing these, so I’ll turn it back over to Jeff. 

 

Jeff Plakans, CommPayHR (49:48): 

All right, well, thanks. To all our attendees I know it’s always tough to give up a lunch hour. And if, obviously to learn about something like this again we eat our own dog food here, we use this product. We have seen the product significantly increase our own ability to streamline our hiring process, get at the candidates that we want to get to, but more importantly, not spend a ton of time doing it. And that’s been really, really valuable. So, one of the things that we encourage all of you to do is if you’re having similar challenges or you feel like, oh, really like to make it a more seamless process for not just finding candidates, but then once they come on board through the connected onboarding, this is definitely going to be the way to do that. 

 

(50:37): 

We’re happy to talk with you more about your questions related to this and about potentially taking a closer look. If you’re interested in that, just mention it to your account manager or to your customer service and support specialist. Again, I’m Jeff Plakans, I’m the founder and president of Commonwealth Payroll and HR. We do thank you for joining us. We will be sending a video of this session out to all our attendees and even the ones that signed up but did not attend. And again, we thank you. We thank you for spending your time with us today and have a wonderful rest of your day. Thanks, Dave. Thanks, Sean. 

 

David Braby, isolved (51:15): 

Thank you. Thank you. Take care.