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welcome everyone thank you for joining us for the the welcome to s AP successfactors webcast presented by rebecca murray and sponsored by a luma th cm if you have any questions today for our presenter or for HR comm please type them into the questions tab on your GoToWebinar control panel and we will followup with you it is now my pleasure to turn it over to Rebecca and her presentation thank you so much Hester and thank you everyone for joining today my name is Rebecca Marie and I am very happy to be your host for today's webcast just a little bit of an agenda today we'll start with quick introductions a few moments about the basics of s ap success factors then we will get right into success factors recruiting some of the functionality features and benefits and then we'll spend the majority of our time in a live system demonstration I'm your presenter today Rebecca I am based in Atlanta Georgia I have been doing this for nearly a dozen years I'm helping organizations really optimize their business processes as it relates to human capital management and so very happy to share my experiences with you today I work for an organization known as a luma T we covered North America we are sa P platinum partners several locations across the North American space a large presence of consultants a large contingent of happy customers and a large number of successful engagements so very happy to discuss with you any sa P needs whether it's related to ERP s4 by divine or s ap success factors so talking about sa P success factors for those of you who have not been exposed to this technology suite before it is an entirely cloud-based solution that offers functionality for human capital management everything that you can need from start to finish recruiting which we'll look at today onboarding core HR data advanced analytics and the solutions themselves can be modified or tailored to meet the needs of large and small organizations so we have customers with 25 people running our solutions and then organizations with several hundred thousand employees running the solutions as well and so you can see there's quite a range and the solution is scalable as your organization grows or changes here's just a snapshot of some of the numbers around SATs success factors we have localizations for over eighty four different countries so we're up to about eighty nine now I believe over a hundred million users sixty three hundred plus customers and over fourteen different data centers where your solution and data can be housed I mentioned some of the different functional areas of success factors this is kind of a little snapshot listing out all those different pieces you can see in the middle is the talent management piece today in today's session we'll be looking at recruiting we do also offer full core HR as well as Workforce Planning and analytics tools now you'll see these different start here tags just randomly placed on this screenshot that's to indicate that all of our solutions are modular in nature and so you can use each one as a standalone component such as recruiting or you can use multiple in conjunction with each other and they share that same underlying foundational database and so that allows you as a customer to determine where it is you want to start if your immediate need is recruiting then you don't have to implement our core HR in order to use our recruiting module you can start with just the piece you need and determine the roadmap for moving forward ing to your business needs okay so let's talk a little bit about recruiting I'm guessing that most of you are here today because of some of these numbers that are on the screen in front of and that's just the reality of today's business market I'm recruiting good employees is becoming more difficult it used to be that we could put an ad out or put a notice out or go to word-of-mouth and just receive several resumes or inquiries into that particular vacancy but now we're seeing that we as recruiters and as organizations have to take a more active approach to getting good candidates to come to our company essentially we have to do a little bit of marketing or advertising to get people to notice us or to appeal to someone's skill set to get them to apply into our organization and so it's taking longer a shortage of skilled employees and then a higher rate of turnover as younger workers come in and they're trying to find a place that suits them and they tend to hop around a little bit more we're also seeing some generations at the top and leadership roles retiring and so you're probably experiencing the need to hire maybe more than you did five years ago and so in comes our solution sa P success factors recruiting it is a full solution for recruiting it covers not just basic applicant tracking or resume submission but a full-blown solution that allows for the collection of talents and candidate resumes through talent communities requisitions across the globe interview tools scheduling tools sourcing information and analytics so when we think about our solution we tend to think of it in three main components sourcing engaging and hiring and of course the solution is supported through our mobile functionality the three basics source engage higher on the source side we have a multi posting tool that allows our customers to porce post over 4000 sources located on every continent so if you happen to me a multinational organization or global organization you don't need to have multiple recruiting platforms for each of your locations our solution is a global solution and does include posting channels to organizations and posting sites globally we do also offer posting on social channels globally so again you can advertise on not only different draw report job boards but places such as LinkedIn and Indy and then we do have proprietary search engine optimization through our career websites and if you look at some of the numbers around performance increases before and after using our solutions and I'd be happy to submit to you we are finding our customers are seeing significant improvements in terms of clicks and then follow-through applications in the middle under the engage section we do offer responsive and easy to use career sites they are self-managed which is a nice feature as your organization changes or you want to refresh your image you can actually go in and make your own changes or modifications to your career site targeted landing pages as well as targeted branding and for those of you who have multiple locations or multiple brands under one larger umbrella you can actually have different landing pages with unique brandings so that you can direct traffic ing to people's interests the collection of resumes and attraction of interests through talent community so not just people who come in and follow out the application process but people who are coming to express an interest can be captured and placed into a Calot community then on the higher side this is where we typically see most recruiting systems offering functionality we include configurable pipelines mass candidate actions assistance with interview scheduling and the ability to do online offer letters complete with electronic signature so as you can see really a start to finish complete recruiting management system one thing that I alluded to on the last slide was this concept of talent communities and I do just want to take a moment to kind of point out what a talent community is and how it can help your organization it's the idea that people come to your job site and may or may not find a position that suits them or they may find something that they're interested in but the location maybe isn't just right for them and so you've had a potentially viable candidate come to your site something drew them in but they're leaving without applying for some reason or another having a talent community allows these individuals to quickly input an email address maybe their name and water two other pieces of information and allows you to stay in contact with them for future openings there can be automated marketing campaigns where periodic newsletters are sent out to these individuals and you can also have some automatic feeds coming from the system so if a potential candidate indicates an area that they're interested in or geographic region where they'd like to have an opportunity for employment when openings come up in those particular areas the system will automatically notify them so just a nice easy way for you to keep track of people who may be viable candidates who aren't currently applying right now but that you want to keep kind of pending or waiting in though in the wings should a vacancy come up in their relevant area and that's the idea of a talent community another nice feature about our solution is on the analytic side so where are people coming from how are they getting to your site what posting channels are yielding the most traffic these are things that people are starting to look for when it comes to where should I spend my recruiting dollars where am I getting my best results so if you're spending the most money in a particular Avenue that is yielding the least results maybe you rethink the allocation of that money or if you're getting the most people from a particular site but they're not making it through to the higher stage again maybe you would think you're spend in that particular area so just having the ability to gather statistics like this to help you not only focus in your recruiting efforts but also focus on your recruiting dollars and spend allows you to be a more strategic recruiting organization okay let's dive into the system and see a live demonstration now I'm just going to click on over and get logged in so give me just a moment Here I am this is an example of an s AP success factor system I'm going to go full screen in just a moment so you can have a larger view but before I do that I just want to point out that this is just a web page so I'm in I believe Google Chrome although we do support all different browser versions and I'm just at a basic web site there's no special software or executable client that I needed to download and and that means that recruiters internal employee candidates hiring managers can get to this solution as long as they have access to an internet browser and the internet or access to a smart device and Wi-Fi so depending on your system requirements there's a good chance that your users will be able to easily access our system so our homepage I'm logged in right now as Tessa Locker and Tessa is a senior recruiter and the page that's shown here is the home page because we're in a demo system we have a lot of those different functional areas that we saw on the slides turned on um things like performance reviews and core HR and succession planning but this screen in front of us lays itself out ing to the user that were logged in as and so because Tessa is a recruiter we're getting some of her recruiting tasks listed up here at the top we have maybe some news or announcements geared towards her in her particular role and then she also happens to be an individual employee so some of her employee self-service features and functionality display here as well and again every user coming into the system is presented with an options menu that meets their particular needs up here in the top left hand corner if I click on the home button this will allow me to navigate the system I can of course just click on any of these quick tiles and go right into the solution from there but instead I'll drop down from the top and I'll go right into recruiting and the page that I'm pulling up here for you now is what I like to call our recruiting dashboard this is a screened that recruiters would have access to possibly some hiring managers depending on how you go about doing business and if we think of recruiting in its capacity as a standalone module everything that I need as a recruiter to conduct business is located here for me so some things to take note of come across the top a secondary level of navigation has opened up and I can jump through and click on any of those links to navigate into any of these sub areas of recruiting I also see some quick stats up here at the top so since I last came into this system 11 new candidates were forwarded 88 candidates have applied and I have a total of 54 external and 54 internal requisitions and on average my days open 41 days up here across the top I can click to create a new requisition I can come in and run recurring reports I can review the current offer letters that are out for approval and I can view some of my statistical dashboard information in several areas of our system you'll also see this little dashboard graphic here offering me statistical insights into the information on the screen and if I go ahead and click on that tile it opens up for me some dashboard type information specific to recruiting so Tessa happens to be a senior recruiter so she has access to some of the information for some of the junior recruiters below her so Anya Emilia Elsa and Jenny for example and she can go in and see how many requisitions are open for each of those recruiters her own average days to fill the status of different employee referrals candidates who've come in by employees offer status acceptance status and as we scroll over we see two additional dashboards recruiting pipeline there's actually a little library of those dashboard tiles and during system requirements we go in and look to see which tiles or dashboards make the most sense and put them into these little analytics pieces I can also take any of those tiles and put them right on the home page so that when Tessa logs in she's in able to see those visual pieces of information here in the body of the screen I have a listing of open job requisitions and I can come in and change that listing if I wanted to because she's a recruiter a messini recruiter you could see she has access to some of the requisitions where she's not the primary but maybe she serves in an oversight capacity requisitions can be sorted and filtered based on Division Department location or really any other characteristic that's consistent across the board I can filter my options here so if I only wanted to see requisitions for a particular hiring manager or a particular division or several other different pieces of information I could include on the screen it would then tailor the results that are listed here I can also come in and change the display of this particular screen if I was more interested in perhaps the requisition ID I could add that field in if I wasn't really interested in the division but more so in Department and location I could leave those fields in and if I wanted to see Hugh the Human Resources Administrator as I could check on that field and then it's going to change up for me the display that I show here requisition ID and human resources manager and the next time I come back to this screen this particular display will be saved and available for me and that's something that each recruiter can do to kind of tailor the look and field of this particular section if I want to go in and view a particular requisition you can see it's hyperlinked I can click right on to go in and view it or if I hover just lightly over it I'm presented with some options the ability to you are edit that requisition the ability to look at the job profile associated with that requisition to see where that job is posted to go out and market that job to different sources view the candidates applied or linked to this to this requisition manually add a candidate or search for a candidate from my candidate pool or my talent community and while we're using this system and we're using the term candidate we mean not only external candidates but internal candidates as well so existing employees in your organization who may be interested in changing positions I'm so I'll go in and just view the job profile of this Operations Manager requisition and it pulls up for me a description a small summary competencies skills educational requirements if I am maintaining a job catalog in the system which I am welcome to do then these pieces will pull in for me automatically whenever I select a job from that catalog I'm and of course I have the ability to make on-the-spot edits to each of these different pieces and I have the ability to add a new section to the existing sections as well now when I'm setting up my postings for each requisition I can have a separate posting for both internal and external candidates so I could have a separate job description for my internal candidates if I wanted to be able to use internal language or company's specific jargon that maybe an external candidate would not be familiar with and so you can see here on the right-hand side it just indicates which pieces are shown on the internal and or the external posting for those of you who happen to work in multinational organizations or organizations that operate in multiple languages our solution does support 46 different languages in this particular case we are viewing this description in English you'll see that we do have toggle buttons that switch back and forth between the available languages and in this demo system we have English and Russian available but again we do support up to I believe it's 46 different languages now and so you can toggle back and forth between the translated values when I actually go in and look at the candidates I am presented with my candidate pipeline and the candidate pipeline for me really forms the basis of our tracking solution so it is here across the top and it just lists out for us the different steps of our recruitment process now this is something that we tailor for you during the requirements gathering process so if you do not do a background check and then this piece would not show up for you if you do an additional step that's not shown here and we would incorporate your different steps so this pipeline can be tailored to your organization and depending on the type of work that you do and meet composition of the employees that you recruit for you may have a need to have more than one pipeline perhaps you follow a different process for hourly versus salaried employees or perhaps you follow a different process for people in North America versus people over in Europe or Asia so that's just something we would determine when gathering requirements i'm you'll see here we have five candidates listed here on the left hand side they're all hyperlinked so I can click on those links and go right into their profile you'll see some visual indicators next to each of their needs the yellow card indicates that this is an external candidate whereas the blue card yada she is an internal candidate so that helps me to easily differentiate between the two different types of candidates I also see next to Olivia's name that she has a person standing next to another person icon and that tells me that Olivia was a referral candidate she was referred by an existing internal employee now these five candidates are divided up across the existing phases and you can see we've got one successful one currently in onboarding and then three in the interview phase and you may be saying to yourself how can one candidate already be in onboarding in this requisition still open and that is because we support the ability to hire multiple positions of the same type under one requisition so that means you don't have to post multiple requisitions for like openings and candidates don't need to apply to multiple requisitions for the same opening so it just makes it a lot easier for you as a recruiter and the candidate I'm going through the process so I've got my display options button and my filter options button that helped me kind of tailor and personalize this view just like we saw on the main dashboard page I also have check boxes that allow me to select one or more employees and then drop down and take an action I also have the ability to just drag and drop an employee into a particular phase or phases so if I think gosh Olivia is just a great candidate she did so good in interview 1 I'm going to move her right into the assessment piece I could do so or skip the phone interview and go right into a non-person interview I could do so and then depending on your business process and maybe your level as a recruiter and the system would automatically move that candidate or perhaps would look for some sort of workflow approval for the exception you're hoping to make maybe in a scenario where your rehiring someone you skip the background check if their last background check was conducted within a certain period of time or maybe for referrals you skip the phone screening and bring them right in for a shortlist interview and so whatever your process is you do have the ability to be flexible between each of these different statuses if I click on a candidate's name it will bring up for me the candidate profile and this is all of the information collected on this particular individual so right now we're on the application view I can see contact information cover letter resume go in and view a quick business card profile and as I scroll down I can see all of the different jobs that a candidate has applied for this is helpful if someone has applied multiple times in the past you can see if they were successful or not or where they dropped out of the process you can also see if they're currently applying to more than one position at that same time so you can see where else they may be active what other hiring managers or recruiters may be talking to this employee or candidate on the correspondent side any correspondence that's taken place between the candidate and a recruiter or even something auto generated by the system is tracked here so thank you for applying or an invitation for an interview or any of those things are all recorded here for us that way any recruiter working on this particular requisition has insight into this information information about some of the steps in the pipeline so the pre-screening the assessment tests reference checks all of this information is put in and available and if there was an offer letter if it was responded to you if there's an eSignature all of that is shown here and available and then finally we get down to the audit trail every single touch that a recruiter took or that the candidate took within the system is recorded here so if someone was moved to a short list with an exception or if someone took a few notes and moved into a cleared or uncleared status all of those pieces are recorded and available here in a concise ordered timeline and then of course getting down to the bottom all of the information that was submitted on the employee's application is stored here and accessible as well so things like previous employment history educational background language skills that type of thing so a very nice complete record available on the candidate and the activity that they've had with your system I also have the button over here to just quickly jump over to their resume so I can view and see specifically what was submitted through the resume submission process and of course I have my quick take action button that allows me to forward this on perhaps to a hiring manager remove them from the process move them to a different status or of course go back to my primary a list of candidates shown over here so just a really nice complete way to manage your candidates when it comes to job postings we have the ability to post as I said both internally and externally you can set posting start and end time a lot of my customers will do kind of a preliminary post internally and then do a slightly delayed or staggered external approach and that gives internal candidates maybe a two week lead time to express interest before they open it up externally with starting those start and end dates you can make sure things are staged or triggered appropriately we do also work extremely well with agencies so any agencies that you are working with in terms of staffing this requisition you can post out to their local sites and give agents access to this system in the limited capacity to perform tasks on your behalf I mentioned on the slides section and when we were talking about sourcing the ability to post to over 4,000 different job boards globally I believe the numbers add about 4200 I'm so it's automatic integrations to over 4200 job sites it's it's a really nice feature that you could just go in and post your requisition in your opening and wherever you wanted to whenever you need it to we do also offer features and functionality related to candidate interviews and so I'll just pull open the score piece right here so that you can see a little side-by-side example and then we'll look at what that means in a little bit more detail but out of these three candidates who have interviewed or are currently interviewing you can see that there were three characteristics we asked for them to be evaluated on and these are the scores that they have been given so far and these are composite scores on the right-hand side is the stack rancor so they get ranked based on the scores they've received and on the scorecard there's also a final thumbs-up thumbs-down we're hiring managers or other interviewees can give a final approve or disprove indicator and we show that here in the candidate feedback as well so let me jump from here into interview central so we can get a snapshot of what the interview scorecard and the interview process looks like and so here we are hiring for that operations manager requisition the hiring manager her name is Maya Cooper and she'll have a page where she can access just like this she can review the job description which we saw earlier in both English and Russian a little note to anyone who's participating in the process with her and then again three candidates who are being set for interview we can do a print and go scorecard so you could actually print out a paper copy of the scorecard or this entire component is accessible through our mobile device so a recruiter or a hiring manager can show up to the interview with their smart device have the score sheet have a quick link to a candidate's resume and be able to go through and ask questions while referring to the resume and input their scores in real time and this is what that scorecard looks like here within the system itself again we have our three candidates three criteria that were being asked to evaluate them on and then the currently indicated scores stack ranking here on the right-hand side so I could come in and make some adjustments or modifications and as I'm doing so it's adjusting the real-time score here on the right-hand side and if my final decision changed from a thumbs down to a thumbs-up or vice-versa I can make those changes here I also have the ability to put in interview notes so if there was something I was concerned about or impressed by or wanted another recruiter to follow up on during a secondary interview I could make my notes and comments here and I also have the ability to upload final interview notes if I took my own notes on a tablet or on a sheet of paper type them out somewhere I could actually upload or import some more comprehensive notes here and when I'm done with the process I come down here and click the done button and this would all be saved right into the system itself and the score that shows up back on the interview central page are the composite ratings of all the different team interviewers who participated in the process okay now you may be asking how do we go about getting those interviews set up and are there any tools within the system that help us with that functionality and the answer is yes we have a section here called interview scheduling and this is a page that lists out for us all job requisitions where there are interviews that need to be scheduled and I can look at all requisitions that I have visibility to or just the ones that are assigned to me so depending on maybe your senior recruiter like Tessa is you want a little bit more visibility on here on the right-hand side you can see the picture of the recruiter assigned to this particular task you can see the location where the tasks should be performed and then what the current status is I have ten candidates that need to be scheduled for an interview nine have not yet been started when I click on the details button I can see that one candidate is in an interview draft form and the others have not yet been started so when I click on the not yet started it brings up for me the different candidates who need to be scheduled for interviews and in this case it is nine meaning to be scheduled for interview one so I can select one or more of those candidates and go in and start scheduling their sessions and the first thing that is going to be asked of me is to give this a title we'll leave it as interview one this will be sent out in the notice to the candidate currently assigned to me I could assign them to someone else if I wanted to type of interview phone virtual face-to-face if it does happen to be a face-to-face I could come in and select a resource room for conducting that interview I could add any other people to this interview one of the things that we do is have different roles in the requisition so here are some examples people on the recruiting team the hiring manager the HR representative some different other resource administrators so I couldn't choose to include all of these people or just one of them at a time and you see when I do indicate you know who should be involved I indicate whether this should be a 30-minute session one hour one and a half hours how much time this candidate should be spending with each person you can see I can extend it out to one hour here and if I do happen to use Outlook and this system is integrated with Outlook and so it will check Tess's calendar for example for availability and if she is available at a particular day and time I can actually stick this interview right on to her Outlook calendar so that I'm booking time and reserving it with her directly so just a nice and convenient way to schedule interview times with these people the candidates and interviewers in a nice concise concise organized fashion and when I have completed this process I make sure that everyone who needs to be available is available it will actually send out to system notifications to the candidate to the interviewers to hiring managers anyone else who's involved in the process I think one of the favorite parts of my cyst of the system for me is the SMS technology that's been embedded and that allows me as a recruiter to send periodic announcements or periodic reminders to the candidates themselves so reminding them of an interview or you know reminding them that something is due or something needs to be scheduled or something needs to be sent on for follow-up all of these tasks and activities can be accomplished not only through email but also through text messaging which is just a really nice different way to offer a separate means or medium of communication to people okay let me pop back out to the job requisitions if I am a recruiter and want to create a new requisition or I'm a hiring manager and want to request any requisition we have a few different ways to do that in our system if you're using some of our additional components or modules you can actually make requests through those areas through the old charts or through the core HR piece if someone is transferring or terminating and leaving a vacancy but if I'm just creating one from scratch I can come here and click on create new and it will bring up for me a listing of requisition templates and I mentioned earlier when we were looking at the talent pipeline that there are different phases or stages to the recruitment process from application to phone interview to in-person interviews and background assessments and screenings those different pipelines are connected to different requisitions and this is just a sample list that you see here a simple requisition a more complex one and then one that is relevant to India and we actually tailor these requisitions ing to your business needs you may need one you may need four it's just up to you and different recruiters can have access to different templates as well so I'm going to go ahead and open up kind of the raw form of our Operations Manager requisition that we were looking at earlier and it's finished form and this is where I fill out the different pieces of information that help generate the requisition itself so the job title information about the organizational assignment and so Division Department location language requirements if you are using let's say our core HR functionality a lot of this would be filled in for you automatically because the system can determine some of this information based on the open position within the HR side and a start and an end date if it happens to be temporary it probably has an end assignment and some of the job details is this a regular or temporary position full-time part-time is there an aside assigned pay grade associated with it any travel that may be required why are we recruiting for this particular position is it a replacement or a new opening based on additional budget and then information related to salary paying benefits and so what is the pay for this particular opening any bonuses or stock options or commissions are included here as well now you'll notice that some of these fields are open for me to make modifications and some of these fields are closed off I'm not able to make modifications and that is simply because of the access that I have as the particular recruiter that I am I can make changes to some pieces of information but not to others and so if I need in this case a change to perhaps pay and then I would need to go through an approval process to get that modified and some additional pieces of helpful information if there is an internal employee referral amount if there is a recruiting team and a hiring manager who want to be involved in the process different internal versus external job descriptions automatic weed out or disqualification questions willing to travel authorized to work of the minimum age and you can see they're given a professor and weighting which I can adjust and then some of them are marked as automatic disqualifiers so if I'm not old enough or I'm not authorized to work here the system can send a thank you but no thank you email once they have completed the application process and I can go ahead and add additional questions put in a weighting and then have a required minimum score for someone to continue on it could be for those of you who have licenses or certification requirements for particular roles that you asked for those pieces here as well any additional comments or notes that should be maintained and then I can make my changes here and depending on my role the these changes may or may not need to go through a workflow to be reviewed by other people um so this is one of the more complex templates if you will and as I mentioned earlier we tailor the content of this requisition to meet your business needs so if Commission and stock are not things that you award then those fields would not be available to you they would just be not part of your process and depending on how you go about posting internally versus externally there can be a separate posting for each of those different groups and so you can see the actual view takes into account the job profile information that we saw earlier and tacks that on to some of these different requisition pieces and one of the more important things to note is that some of these pieces such as location or perhaps job role job level job status these are all really great filters for candidates to search on when they are searching your job site I'm looking for a full time job I'm looking for a job in New York I'm looking for a job that involves manufacturing I'm so filling in some of these different pieces allow candidates to have more fields in which they can tailor their job search to the last thing that I'll show you as we're wrapping up our some of our instant queries and we offer very comprehensive excuse me reporting capabilities with our system and we offer ad hoc reporting we offer real-time analytics and queries and we also offer on the recruiting side some of these on-the-spot inquiries and so instead of running a report and getting a listing that I then have to go back into the system to cross-reference I can actually do some automatic querying here I'm so if I wanted to indicate a particular hiring manager or recruiter or a particular location really any of these different fields that I wanted to kind of sort or filter on EEO group salary minimum salary maximum sign-on bonus whatever it may be I can then return instant results for these particular pieces so if someone comes in and says how many openings or how many requisitions do we have for New York or New Jersey or how many requisitions are for a particular hiring manager then you can come in and find that information here and it gives you the following snapshot here's our operations manage your requisition that we've been looking at here's when it starts it's currently open we've got four candidates and one disqualified Maya Cooper is our hiring manager and I can just quickly come in and click on the title to go right into that requisition so it's a report of sorts but it's a report that allows me to do active querying and active filtering active selecting and then go right into that requisition there and I can choose to export it if I wanted to along with some of those additional pieces of information I can take any report that has been put in the system and schedule it to run on a recurring basis so if every Monday morning I want to walk in and sit at my desk and get a listing of new candidates or new requisitions or pending offer letters and then I can have that report set and made available to me on a regularly scheduled basis I find that's very helpful if you happen to work a lot with hiring who want to know the status of their requisitions you could give them access to this particular page but if they're not used to self-service functionality then you can just have a report that's scheduled that can be delivered to them on a regular recurring basis and the last thing that customers usually ask me about is the concept of in solution notifications and that is just the system's ability to send communications either in an automated fashion or triggered by a recruiter and we do maintain a library of communications and correspondence and so you can click to send status updates you can click to send invitations for on-site meetings and of course your offer letters as well and all of that can be managed through the candidate pipeline by clicking on a candidate's name and choosing the communication that you'd like to send so let's go ahead and take a look at that particular process actually let me go in through the requisition side so that we get a narrowed down population already let's go back into our operations manager if I wanted to send some sort of notification to olivia marks I can just select her name and click on contact candidate it opens up for me a standard contact template I can choose to email or SMS or both it's going to her designated email address from my designated email address to her designated email address in a particular language and I could just come in and type free text here or I could choose from a template and many of these come delivered with the system you of course have the ability to create your own and to personalize them so if I'm canceling an interview perhaps someone needs to reschedule the hiring manager you can see the template pulls up the text automatically any of these fields that are highlighted with the brackets those are mail merge fields so the system is going to fill in those values automatically our company logo will be included here my name and title if you wanted to add in some additional information you can do so and then attach a document as needed and send out and sending communications in this manner allows the system to track communications if you're going to your Outlook or you know just sending something and outside of the system the system won't know to track it jumping back here to our main dashboard offer approvals once someone has been sent an offer letter an offer letter has been drawn up we can indicate whether this needs to go to a hiring manager or senior level recruiter to approve before it gets sent out and then it can go to the candidate for acceptance and you can see here's a list of candidates that are receiving offer letters for these particular jobs in these particular locations and then the status and if something you know is still pending and it hasn't been completed yet I can get my list of those offers any draft offer letters that are sitting in draft form that need to be reproved approved by someone internally I can review those here as well as all of my completed offer letters as well okay that takes us to the end of our time today we have about five minutes remaining at this time I will open up for any questions in the chat room let me go ahead and pull that page up there is a question about the number of languages that are supported there are 46 different languages that we currently support for our solution when the user logs in it keys off of Internet browser language settings as well as the language indicator in the employee or manager or recruiters profile and in terms of posting requisitions you can post in those 46 different languages the system itself does not translate any content that you put into the system but if you're putting in the translated values they will show again ing to language preference in the internet browser of the candidate accessing the posting great question there's another question here about scraping for job sites such as indeed and the answer to that question is yes our solution does great for job sites and in the case of indeed that is one that we do work with on a regular basis there is another question about integrating with social media sites such as LinkedIn and Facebook and the answer there is yes we do integrate with those sites i'm linkedin is a very popular one and so a candidate could actually come to your job site and when they have found a posting or a requisition that appeals to them when they start the application process they can act click to apply with their LinkedIn profile and that information will be automatically placed into their candidate application that's a great question and we're seeing that most of our customers are taking advantage of that feature so many people are on LinkedIn nowadays it's just a nice easy way for them to apply into your organization and I guess along those notes I will also say that our system does support resume parsing so that if a candidate imports their resume the system will automatically read and populate the different application fields based on the content of that particular resume we do choose just one particular document so for example a resume versus a cover letter we typically just parse the resume and the last question that has come in is about the candidate application and profile setup and the question has to do with having to fill out an application each time a candidate wants to apply for an opening and the answer to that is no when a candidate goes to your site they create a profile and that profile can be assigned to multiple requisitions or openings and so they don't need to complete the application process time and time again instead they will just indicate on the requisition that they want to use their existing profile information and submit that and it just makes it easier if someone's applying to more than one opening they don't have to fill in their name and address and educational background and work history again that's all saved in one profile assignment and then they can just assign that profile to the different open requisitions ok I think that is the end of our time today I thank you so much for joining us and I turn things back over to my colleague Esther with HR calm Thank You Rebecca for presenting this very informative webcast today just a few reminders for the attendees if you'd like to view this webcast again the archive recording will be available for up to seven days on the HR comm website slides are also available to download on the website your feedback is very important to us so please take a moment to fill out the exit survey that will appear on your screen once the webcast has ended this concludes our webcasts enjoy the rest of your day