Name: HR in 2025: Navigating Disruption, Embracing Innovation
Uploaded: 2025-06-10T20:30:04.180Z
Duration: 52 min
Description: HR in 2025: Navigating Disruption, Embracing Innovation

Transcript for "HR in 2025: Navigating Disruption, Embracing Innovation": Good afternoon, everybody. Just give it another minute or two, and then we will get started. Welcome in, everybody. We're gonna get started here in just a minute. Appreciate you joining us today. Thanks for coming in, everybody. We should get started here in a Alright. Let's go ahead and get started. Hello. Welcome, everybody. Thank you for joining us for today's webinar on hiring in 2025. My name is Brian Snow, vice president of sales and customer success here at Shield Screening, and I'll be your host, today as we explore some of the biggest shifts happening, today in the world of talent acquisition, workforce strategy. Whether you're in HR, in talent acquisition, recruitment, leadership, you're likely feeling, the pace of change, and that's exactly why we're here. We've got, expert insights, real world examples, actionable ideas you could take back to your team. So today, we're gonna dive into those key trends shaping the hiring landscape. So how AI is, making sourcing and onboarding smarter and faster, how hybrid work is influencing performance and culture, and what candidates are expecting in terms of transparency, speed, experience. So we're thrilled to have you with us. Let's get started by introducing our panel. let me introduce Art Peerless, CEO of ATS on Demand. Art, how are you doing today? Brian, thank you. I'm doing terrific, and thanks for hosting this very informative, topic that's speedlining today's events here. Absolutely. Thank you. Alright. Next, we have, Frank Hsu, CTO of ATS On Demand. Frank, how are you? Brian, how are you? Great. Yeah. Thanks for your day's meeting. Thanks for being here. And then, finally, saving the best for last, we have Nicole Nardiello, customer success manager with ATS Unabanned. Nicole, how are you? I'm good. Thank you for those nice words, Brian. We're excited to definitely speak on some of those great topics you just mentioned today. Awesome. I'm I'm looking forward to it. Let me go to the next slide. Before, we get into the discussion, we do have a a few housekeeping items. the content of this webinar should not be construed as legal advice, and is for informational purposes only. Next, as we go through our conversation, if you have a question, please put it into the q and a box. We'll bring it up towards the end of the present presentation when we go through the q and a part of the session. And then lastly, this webinar is being recorded and has been approved for one HRCI general recertification credit hour. We will be sending out a recording of this webinar tomorrow along with the code to use so you can redeem that credit. Alright. Let's dive in, real quick to the the section. As I mentioned before, today, we're we're we're gonna dive into some of those key trends shaping the hiring landscape. So AI, sourcing, how to make onboarding smarter and faster, hybrid work, and the and how it's influencing performance and culture, what that applicant experience should look like. And as we're going through this, like I said, if you have questions, throw them into the QA chat, and we'll revisit that. So, alright. So much to discuss. Let's start with AI and onboarding. Art, I'm gonna throw it to you Where are you Oh, let's go. Where where are you seeing that AI have the biggest impact in hiring and onboarding? Let me start. Like, let me introduce myself a little more properly here. Arthur Peerless. I'm president and CEO of ATS On Demand. Been at the home here for the last twenty three years, and our firm has really been, involved in helping companies attract, manage, and hire the best talent, through one single software interface. So we really are a pioneer in this space and have seen a lot of changes, in the in the many years that we've been in this space. And, Brian, to to answer your direct question, one of the biggest things in onboarding is that we're seeing is when we started, onboarding was done through snail mail. It was done through the USPS. It was done through post office, bring your data in. It would have to be then then put into an electronic format. Now everything's done through an electronic means, which allows candidates, new hires to come and fill their paperwork out, through the assistance of artificial intelligent bots that help them all the step of the way manage that whole process. And it really saves companies a ton of money in terms of the hours that they save in doing, just those rudimentary things. So that's really where we're seeing that savings. Yep. That's a great point. And I recently saw a a SHRM survey that said that 85% of employers are thinking about AI. And then, additionally, I was recently down in your neck of the woods are and had an IPMI conference centered around talent acquisition, discussing, revolutionizing recruitment. Seemingly every conversation we had was centered around how to leverage AI to do what you were you were just discussing, like allowing for faster hiring, faster onboarding. But there are are so many aspects of the hiring process that the question would be and and Nicole, I'll pass this to you since you interact with your customers daily. How are your clients using AI, to improve candidate quality and reduce that time to hire? Yeah. Definitely, companies are finding ways with AI to drive a lot of those different everyday activities, especially for, helping them with maybe running a report of finding some candidates with some information, comparing their resume parsing, and finding some tools along those lines to help you find candidates you might have overlooked and help them streamline to find these are some candidates that are a top need or fit that matches some keywords and basic things that you might have passed on, be able to screen candidates, and then also, of course, assisting with some additional tools, like, with just everyday activities, like we mentioned, job postings and finding different descriptions and just kinda taking a little bit more of the everyday activity and just assisting them one step further with some of those, you know, everyday tools that they might be utilizing. Yeah. I I completely agree. There's so many tools, out there, AI assistance in writing, AI chatbots. And that that that last point really brings me real quick to an article I read recently around Chipotle. And it Chipotle was really needing to find a competitive advantage in this labor market, needing to speed up frontline hiring, specifically for Gen z who prefer a mobile conversational type engagement. So to do that, they used AI chatbots to manage and streamline their recruiting. And seemingly, they had incredible results. So their application rates, completion rates went from 50% to 85%. Time to hire went from twelve days to four days. When you think about how many people that they're hiring, 20,000 people in their busy season, that's pretty crazy when you think about how how impressive, and how much, efficiency they gained. And so let let me kick it over to you because that's just one example. Now our again, Chipotle is just that one example, but I know you have a number of clients that are are leveraging AI. Can you share an example of how AI driven automation has improved the onboarding engagement for one of your customers? Sure. And I I think we have to start with that the topic of fast casual restaurants. That group has just sees a tremendous amount of attrition, in positions. And one of the things that companies like ours assist in with customers like Panera Bread, Freddy's Pizza, and and others is that we involve, AI in in the front line. So when applicants go to apply to positions, you know, they don't have to fill out this arduous application. They're directed right to the data from an AI assistant. They're able to fill in the minimal amount of information so that they can be considered immediately. I think our attention span as we've grown older is it has gone less, and, what we're seeing is through that less attrition at the doorstep. So prior to easier applications, AI chatbots there, we're we're just we're assisting in companies getting the talent through the front door, and that's the most important piece. Yeah. Absolutely. And I and I think to that point, we're we're also kind of in a tricky time here where AI the use of AI is still a fairly new concept, and some people, have hesitations about relying too much on it for day to day tasks. Additionally, and this was according to a a twenty twenty four career builder survey, 82% of job seekers, say that human interaction still matters most to their overall impression of an employer. So, Frank, let me pose this question to you since you're that your CTO you're a CTO living in the world of AI and technology. What do HR teams need to know about balancing automation with human touch in, early candidate interactions? Yeah. Brian, great great question. Yeah. Yeah. Automation is a tool. So think about the automation as your copilot, not the HR pilot. Right? To the AI screening, chatbot, automating scheduling, they are fantastic tool for efficiency, but they are they are there to support your effort, not replace the human touch. Right? It's human touch. If you would like too much on them, they would drive a very poor tinted appearance because you feel that cold and not authentic. And in this day of age, people still want that warm fuzzy feeling. Right? So so that human touch and the human look is a cool that very crucial to make a difference in the candidate experience. And not just about speed, like, the AI can also help improve that to reduce the human bias right from start. Right? So so AI will do the blind resume review and screening and based on their skill and qualification. And that that and our tool can also monitor the efficiency and the fairness, and we have a report to support all the effort. So that is the human loop is very important in the making the hiring decisions. Yeah. For sure. Thank you for that, Frank. And then, Nicole, Art, do you have any any commentary? Anything I I would just say I would just say Frank nailed it dead on. You know, in the beginning of the whole process, it becomes more objective. It's everybody's treated the same way. Everybody's treated fairly, and you're being looked at on your you know, what you have to offer opposed to someone's subjective feelings about you. But when it gets to a certain point, when you start to talk about culture and other things, human interactivity has to be involved. If it's not, I think that we will fall short of having that best hire and and being able to find out if they're a cultural fit or and, you know, I'll just I'll just mention this. And as we fail on these, attrition is a bottom line killer to the balance sheet. And companies know that now, and they're really taking, you know, away with this. So Absolutely. And and I I think speaking to that comment about culture, I think something else that is of high value to our job seekers, current employees that aligns with culture is really the topic of hybrid and remote work. Over 32,000,000 Americans are currently working remotely right now. 52% of workers have a hybrid model, 30% are fully remote, while only 20% or so are still fully on-site. Now I know there are recent trends to shift a higher percentage back to hybrid or on-site, but it's clear that remote and hybrid workers, are here to stay here to stay. So let me, ask you, Art, and then we'll go to Frank as well. How has your ATS, adapted to fully support hybrid or remote working when it comes to recruiting and onboarding? Great question. I think, you know, COVID really changed the culture of how we go to work in this country and abroad. And one of the things that we really and, you know, it's it was even before that because companies did have hybrid workforce prior to COVID. One of the things that I think was was greatly added to the whole mix was the fact that job boards, where where people are most attracted to come from, saw that we could outpost that it was a hybrid or, you know, an in person position. So or remote position. So it it it allowed, you know, the the the applicant to understand that, you know, you're not gonna be able to stay at home all the time or you may be able to, but I think companies got smart in the way that they are tracking efficiencies through other tools like our company does, utilizing, tools like Slack and others that that really help us, modernize this whole workforce. So I think companies will find that in their true niche, but, you know, hybrid, remote, I I you know, it's it's gonna be up to the company, but it's it's it's a great option to have. I think in these days, it it gives you a work life balance. For sure. And then, Frank, from your perspective as the the the tech guru, CTO, from a technology perspective, were there changes that you had to make, to support more hybrid, more of that remote working, onboarding workflow? Yeah. Yeah. Great. So the the hybrid work environment is here to stay. Right? So our that cloud based SaaS platform can really help the the HR team to nail down the the hybrid work environment because it's a cloud based, subscription based. It's $24.07. Right? And we provide them the great integrated analytic to track all the key performance across, different rec recruiting. Doesn't matter where you are. Right? And, like, for example, we have, the client, they have a multiple satellite office throughout the country, and they can use our recruiting, seamlessly. It doesn't matter you are here in the East Coast, West Coast, or in other countries. They they can recruit in one seamless platform. Got it. And I know, Art, you you had mentioned this a little bit about some of the strategies, changing strategies, in terms of job posting, applicant preferences because of the hybrid remote. But what kind of changes have you seen in those job posting strategies? Well, I mean, artificial intelligence obviously comes into play there where, companies like ours will utilize, that piece to allow companies to write a more precise, job job advertisement, with regards to whether it's hybrid, remote, etcetera. In that saying, then we're able to pass that on to the job boards where people that are looking for those specific attributes can apply directly, seamlessly, and manage that. And then on the flip side, the system also does an algorithm that allows you to see that the people that have, the needs most the the most matched up, to those specific job advertisements. So in that objective point of view, it looks at the people that are really the closest match to those, and then, you know, you can take it further. So it really helps the time to fill in terms of really ramping up to speed in that whole area. Yeah. I mean, absolutely. I think to your point, job seekers are scanning for hybrid remote flexibility as a a baseline expectation, not a perk. Job postings now need to be crystal clear about work arrangements, team distribution, support for remote employees, and we're also seeing, kind of a rise in location agnostic roles. And so job boards are evolving to let candidates filter more granularly by their work model, which is big. And then, kind of moving on to the the next piece of it, Nicole, I'll go to you. Kind of what trends are you seeing in how organizations are managing that productivity and performance in remote and hybrid environments? Because I know, Art, you mentioned it previously. I know that there can be some sort of concern with moving to remote or hybrid if if they if a company hasn't done it yet. And so, Nicole, how are organizations being able to manage that productivity and performance to have trust that their employees are are still performing. Yeah. So, a lot of the ones that I'm seeing, you know, in trends and different ways that companies are managing some of those, you know, activities or things that they might have done in office or be able to identify prior to hiring and things along those lines, is definitely some tools that they start to integrate inside of the recruiting process, and that could be in regards to assessments. They might have been able to gear and ask certain questions on an on-site interview and get a good feel of what their type of narrative or character or candidate might be instead of now they're providing, electronic assessments and having them complete those and seeing them coming in, and kind of getting a feel of how they might handle some certain day to day environment situations at your company. Even further along the lines of video interviewing, being able to complete those tasks, you know, on a hybrid or remote setting where you might have companies getting new hires on board that are in another state or hours away that they are able to kinda see once again what is their as much as they might are working remote or hybrid, they could see what their type of environment and driven skill sets might be without having them to come on into an on-site or a physical location for an interview that might be taking place. So even one step further outside of that, that's just in the interviewing and hiring process. As we mentioned earlier on, onboarding. Onboarding is also still another really big key and factor that companies can be able to do those basic everyday activities with sending out offer letters, background check forms, or release forms, things like that that might have been done in office or might have been done as Art mentioned earlier in the call, you know, through, you know, sending them in the mail. It can all be done electronically, and they can be able to be submitted and be done and housed online where it saves them everything to be done prior before even their day either in office or, of course, their day at work where they don't not spending hours completing that, you know, information. Awesome. Yeah. Yeah. I think to to that point, a lot of that what you just discussed, is really seeing a shift from, I would say, time based productivity, and measuring that to really out based, output based performance and and how people are are completing their tasks, in that environment. Teams are using project management tools integrated with performance dashboards to track kind of those deliverables and outcomes. I would say there's probably a greater focus on regular check ins and coaching rather than, like, just annual reviews. I know for for us personally at at at Shield Screening, we're we're having to have more regular one on ones with each of our team members, because we're not in an office setting. We're not able to walk down the hall and have a quick conversation, while we're getting coffee or something like that. So, I would say those regular one on ones having, a focus on, like, emotional intelligence and trust building, They're becoming core manager competencies as well. And so now I I'm a firm believer in in remote work and hybrid work and and having that as kind of a staple. I think there are obviously some some headwinds when you think about hybrid and remote work, especially when, company culture is so critical to all of our success. And so, Nicole, I'm gonna kick it back to you and then to you. Art, what are what are the biggest challenges your clients face, when trying to build culture or engagement during a virtual remote setting? And how are they solving those? Yeah. So definitely, one of the biggest key factors you you could think of is going to be the not being able to have that face to face interaction. Of course, there's, you know, webinars and meetings and share screens that you could easily get on and see and, of course, have that type of ability, but you're not getting the same fields if you're in that everyday culture of that office. So that might be where some of those tools and communication factors are definitely gonna be a big key play, whether it is some sort of a chat ability with back and between certain team members. Maybe it's work in meetings and things along those lines. It may even be tool a little bit further to, being able to have a different, services that we work with that can allow you to collaborate all on one project where you could see what work is being done. It's not something you're going back and and sharing it from one person to another and passing, like, a piece of paper back and You can be able to collaborate and get a lot of those activities done. And that's, of course, can go from whether you're a remote hybrid or even, of course, in many different locations just trying to get some of those everyday goals accomplished that you need to, of course, be done on the back end. Yeah. Absolutely. Or or anything to add about Scott, I I I nailed it on the head, but one of the things I'll say is from a standpoint from where I sit, communication's key. You need to communicate to the new hires, your current staff, what the expectations are of this hybrid remote workforce. I think being honest right out of the bat and what you're looking for is going to be the the where you succeed. If you don't do that and you expect someone just to go ahead and work remotely without any expectations of what their future what their future tasks are or what they have to do, you're gonna fail. And so we really make it a point here at ATS On Demand when we onboard new employees to just set the expectations, that you have to be on these meetings that, you know, what we're we're we're allowing you to have this work life balance. But let's, you know, be there when we come to the plate so we can make this a successful partnership. And that's really where I think a lot of companies fall short is the expectation of communication. Yeah. For sure. And and I know, here here in a minute, I know we're gonna talk a lot about, communication when we get into, like, the candidate experience and that kind of thing. But there is there is one thing I wanted to circle back on. And, Frank, I'm gonna I'm gonna go to you for this because, obviously, again, as a tech company, as an ATS platform provider, you have a unique perspective in our landscape. So I did wanna circle back to, tracking and measuring success. From a technology perspective, from your platform perspective, how are you and what are you seeing in the industry to help HR teams track and measure success in a hybrid work model? Yeah. So the the hybrid is here to stay. Right? So our platform that gives HR team the real time visibility into the key hiring metrics, like, for example, time to fill, source efficiencies, and the new hire engagement and onboarding test. Right? It doesn't matter where you are, from your HR team. We provide the dashboard that breakdown all the performance of the key members based on their location, their role, and and AI driven insight that select the bottleneck so we can drive the efficiency throughout the the HR team. Got it. Now thank thanks for that, Frank. And I think that's that's really important, being able to to track, success, from an employer perspective. But I I I do wanna shift gears just a little bit because we have talked about the employers, what their strategies have been, talked a little bit of tech, talked AI. But at the end of the day, the the people matter, and their experience matters. 78% of job seekers say that hiring experience is critical and that it will be a strong indicator of how company treats its employees, more so in a world where employers are are pivoting towards, hires, quality hires over quantity with investments in retention, reskilling, that that applicant experience really is paramount. And so, with that in mind, Nicole, you are with candidates and customers all day every day. So I wanna get into the applicant experience for a little bit. From your perspective, what are today's candidates expecting from the hiring experience that they weren't five years ago? Yeah. So definitely a lot of the things that, companies I'm working with and candidates and what we're seeing in some of those trends is, you know, nowadays, they're seeing a faster experience or a faster and more, time frame of hiring and getting a transparent type of response from those, companies they're applying with. And it's much more personalized than it might have been so long ago just even within the last five years or so. You're seeing candidates, being able to get that speed and efficiency, completed with application process to interviewing and screening, even all the way down to then, of course, just being able to do some of those activities you mentioned like assessments, onboarding, text recruiting, things that can be done in a an accessible fashion where it's no longer being done in, an email form or even back where it it was snail mail type of a way. It can be done in a much turnaround time frame where it's driving a lot of those tech options that you're able to then finalize and the time to fill can be done so much quicker than it might have been so many years ago. Yeah. Even down to hiring and filling roles, of course, once again, that time to fill. It's just it's another quick turnaround time frame. Yeah. I mean, to your point, I mean, today's applicants, they want that speed, efficiency. They want real time updates, clarity about compensation and flexibility. They're looking for a mobile experience. They're looking for company values like wellness, sustainability, perhaps DEI, not just statements. They wanna see how it's actually gonna happen. Now with with that in mind, Nicole, where where do you believe employers today are still falling a bit short? Yeah. So a few things that I'm still seeing even with working with clients of mine on a daily basis, they're not taking full advantage of some of those tools that could be really beneficial to, once again, not replacing any of the recruiters, but just assisting them in everyday type of of activities and goals they're trying to accomplish. might be would be automation. You know, taking the everyday of sending out thank you emails when they're applying or asking them for open availability and scheduling. They can automate some of those tools, be able to let them send out their open availability, let the system send on out emails and text details to those candidates where you don't have to worry about constantly doing everything of that manual process. Once again, as that kinda ties into that constant communication, they're not might not be communicating with those candidates very thoroughly, and candidates might be constantly following on up, asking if they've received their application or where they're at in the process. They could set on up some of those areas to notify those candidates and automate that and be able to give them constant transparency to those candidates so they know, okay. Maybe I need to move on to another position or I'm gonna hear back from somebody at the company. And then, of course, that follows into any other those trends of, completing every other day tasks, like, posting and completing job applications, screening those candidates, all the way down to, once again, hiring and doing offer approvals or onboarding. It kinda really lets them complete all that process where they might not have had a manual process. It could be a way of streamlining that just one step further. Yeah. And and you mentioned the transparency, and I think that's a a a key point. Because in today's world, every single day, whether we're, ordering Chipotle or having a delivery from Amazon or waiting for an Uber, we know pretty much by the minute where things stand and when things should be delivered. And I think applicants in today's job market are are basically expecting the same thing. Now, obviously, there's a lot of challenges that go into hiring and onboarding that that make that difficult, but they are expecting some level of that communication and constant communication or transparency. And and a big piece of that communication really is centered around engagement, keeping candidates engaged. I think part of that engagement is making sure that we're reducing, application drop off and and having applicants stay engaged during the process. How in your mind, your your customers that you work with, how are they reducing that application drop off? How are they keeping their candidates engaged? Yeah. The biggest tools that I could definitely say that I see is following application trends is simple and easy applications. So whether that's working with the job or easy applies, whether that's having an easy apply on their career page, mobile applications, making it simple for them. Candidates nowadays do not unfortunately wanna go on in and fill on out a 20 page application where they're asking all these questions and really in-depth details. They may be breaking that on up. They might be breaking that on up to have a type of application of getting some basic key information to help them screen, and then, of course, maybe sending on out a secondary application down the line, or engaging in those assessments as we mentioned, where they might be sending that on out to qualified candidates. But, of course, you know, keeping them more engaged and having them along, is once again still continuous same with that transparency and information, but then also engaging them in maybe future interest roles. So as you have candidates apply, not everybody is gonna be hired for a position. So being able to inform them on future interest opportunities, of all their open roles that they might be hiring for other locations. It keeps them definitely engaged in returning back to reapply because you're informing them and keeping them in the loop as possibly a valued member of your company. Yeah. That that that's great. And I think, again, engagement is gonna be key in this process where the job market is so competitive. When we're thinking about the candidate experience, the onboarding experience, the interview experience, Can you speak to, any data that you've read or seen or personal experience feedback that shows what candidates, value most in their interview and onboarding experience? Yeah. Definitely some of the things that we could speak on to is the timeliness and speed. So, of course, there was actually a recent report that says sixty two percent of candidates lose interest if they aren't hearing back from a company within about two weeks of applying. So a slower process can negatively impact your candidate responses or even engagement rates because they're not hearing back from you in a timely manner, so they're possibly moving on or maybe even got another offer in that time frame to another company they're submitting to. Once again, transparency and being able to communicate with them in any type of way. Another report that we ran across was eighty one percent of candidates say that that constant communication, improves that candidate experience. So they know what to expect at each stage. Maybe, you know, at this interview, we might be asking some assessment or follow-up questions and details of your history, needing references, things along those lines, who they're gonna talk to, how long a process may take. So just being, of course, so, upfront and honest with those candidates is giving them a more clear way of how what the timeline might be for some of those, interviewing and hiring processes. Awesome. Yeah. And and I think for for from my perspective, just what we see personally, especially in the start of the process in the interview, for us, it's really about the, structure and the preparation. Candidates want to know who's gonna be involved, what the steps are in the process, what the next steps are. They just wanna have, to Art's point earlier, they wanna have expectations of what it's gonna look like as they move forward through that interview and then potentially the onboarding experience. And so, thank you, Nicole. I appreciate the the insight there. As as someone who, truly believes in culture and experience and they're the biggest indicators in in my mind of retention, length of tenure. I I couldn't agree more about, candidates wanting that insight, into what means what that means most to them. I would say the last question that I'm gonna pose to you before we get into, q and a, and and again, I'll start with you, Nicole. We'll keep the keep the tables running. Our I'll I'll send it to you. What are just for everybody listening, what are some best practices that you're seeing, from clients who have successfully turned their hiring process into a competitive advantage like we mentioned with Chipotle earlier? Yeah. And it's gonna kinda echo with a lot of the things and topics we've already spoken on. You know, of course, you know, that constant and proactive communication with your candidates, whether it's automating and notifying them you're getting their application, you're moving forward with manager reviews, you're not moving forward, but you're keeping their resume on file, just in communication with those candidates being upfront with them, it's definitely gonna be a great way of having a successful hiring type of process and advantage with that information. Even down to different, taking advantage of those applications of easy apply and being able to have a simpler type of process. Maybe segueing down to just kinda gathering their information and then revisiting if some of those more follow-up details are needed. And, of course, that automation, being able to have any of that type of everyday activity you were doing manually, you know, let a system or let, you know, a a a task be completed for that to manually or automation be done, where you're not having to worry about sending out thank you emails or text messages or scheduling constantly back and where a tool of an ATS can really achieve and get that everyday type of goal done, in a timely fashion, but also in a much streamlined type of fashion as well. Absolutely. Art, anything you wanna add there? Yeah. I would just say, you know, I mean, jeez, Nicole just, you know, nailed that all over. But I I really think that, you know, companies have to look at their career site almost in terms of marketing, a a branding capability. In fact, that, you know, a lot of people applying to your to your job site are also customers. So you wanna make sure that there is a smooth, concise process, keeps them in the loop. Like Nicole said, automation critical. Look, early in the day, email automation was proper. If you don't have texting today, automation through your ATS, you're gonna miss a lot of, applicants just for the fact that there's been a generation shift. I have two boys who are in their twenties. I don't even know if they know what email is, but texting and that type of communication is paramount. There's a generation dynamic shift we have to be aware of. Make sure that your tools are staying up with those. And once again, just remember that a lot of the people that are applying to your jobs are also, coming to your restaurants and so or your or your stores. So, try to make that a seamless process that is transparent, and that does communicate. And I think those are the three key points. Got it. Yeah. And from from my perspective, the last thing I'll note is I I really think a lot of it has to do in terms of best practices, at least right now, is really that balance, between tech and AI and human interaction. I think we have a number of tools at our disposal, right now that we can leverage, but candidates want an experience where they feel valued. They I'm not saying they wanna reach out to to somebody and talk to somebody on a daily basis, but when they need something, they need something. So having the hiring process, have that balance in the hiring process between AI, human interaction to leverage it as a competitive advantage is gonna be paramount. And so, thank thank you all for for that. I do wanna get into some of the q and a, questions. I know there were a few that we saw on the on the back end. I'm not sure if there were any others, that were sent publicly, but I do have a couple questions that I wanna dive into, real quick. And this would just be for the the panel. So Frank, Art, Nicole, whoever wants to to hire or whoever wants to kind of answer these question, this is a good one. So what are what are some small but impactful ways to improve the candidate experience if we do not have a large recruiting team? I'll take that one. Just, you know, look, there's there's a lot of tools out there that you can implement that are that are very affordable and efficient. One would be our ready ATS tool. We have a tool underneath this that's, allows just for that and a a company that might not have the budget to go ahead and manage that process. But what it does is it allows a company, once again, to build a system that, you know, deals with the legalities of today's hiring and also performs an objective process, even with regards to reverse discrimination and everything else. So, you know, look for those tools, and and they're they are available and, you know, be able to grow. You know, one thing, ATS on Demand, we always had this model, pay as you grow. We didn't wanna stick anybody with all these modules that they were never gonna use for until they grew into that specific area. So, you know, look look at tools that are that are cost efficient that are out there, and, let them assist you in managing the best hiring practices because it's it's very involved. If you do cross, or international, you have such, things as GDPR, which is, you know, the right to forget accountants application and so And and and and, you know, there's just a lot of different moving parts here. And through the twenty three years, I think we've really allowed, you know, companies to leverage best practices through that. That's great. And and speaking I know you mentioned kind of having an array of tools available to to help with that. I think getting back to the AI conversation, one of the questions we had, was, new AI companies are popping up daily. Where are some of the places we can evaluate what tools are out there and how do we know they're trustworthy? So Nicole, Frank, I'll kick it to you guys to kinda go over that. Yeah. Frank, before you hop on in, I guess some great ways would definitely be, some areas where I like to read about different, things that are happening and trends in today's world. So that might be on, like, a SHRM website or something along those lines. How are they, you know, including different AI tools inside of their process where a lot of other teams and companies might be utilizing some of those in their everyday type of ways. Of course, in regards to our company, I know whenever we release anything with AI, something along those lines, we host webinars. We send out marketing materials where, of course, you know, they're gonna be able to trust and allow us to provide them, you know, how companies might be including this in their everyday, type of activities, whether it's with recruiting side, candidate experience. But those are definitely some ways that I believe that you'll be able to find some trustworthy and some really beneficial ways of including AI or different platforms, that could assist you with your goals you're trying to accomplish. Thank you. Frank, anything you wanna add there? Yeah. Yeah. So so that that Nicole mentioned that this Capterra due to the provide, trustworthy, review, different tools and providers, and that will help to drive, like, the adoption of the AI that that we use on the daily basis. Yeah. Not only that. I think it's it's very important to keep that human touch involved. Look, we can go through an infinite loop of AI if we want to, you know, going from one Autodesk to another. But let's let's be for real. Companies that really wanna make an impact, need to have that human intervention at some point. It's harder and harder to find. I mean, go to a website. Go to a place where they don't have any phone numbers or anything else. That that concerns me in today's environment. It concerns me for the fact that I wanna need to speak to someone because it's urgent, not because I wanna have a conversation. So that's that's very important. I think that needs to be into consideration. Thanks, Art. One more question. Two more questions. Next one would be this will be for the group. What's one common mistake companies make when trying to use AI for screening or sourcing candidates? One common mistake. You wanna go to Colvard? Yeah. I can definitely take that, or start us on off. One common mistake that I think some companies may use, whether they're screening or sourcing some candidates, is they might not be focusing on all those candidates. So depending on different tools and things like that, I know, for example, we have different, options that we could provide where you can run reports based on different time frame. So definitely with that, if they're sourcing and trying to screen some of those candidates, they might be not looking at an entire window, where they may wanna include some of that. Some companies may wanna focus on a smaller time frame as well. That would probably be one of the biggest areas or common one I might see is depending on that time frame where you might have a candidate that did apply within the last ninety days. It might not be to an active job, but they fit a criteria. It could be a good fit for a role that you're working with. So I personally think time frame might be one of the common mistakes that, you know, a user might simply overlook, because it wasn't to an active job or, you know, it was just maybe out of that ninety day window or something along those lines. Great. And I'll I'll jump in and I'll just say, to that point. You know, AI is great and it and it will, provide matching, but, you know, there's there's other tools that came before it, skills screening questions, and and assessments. And I think augmenting those processes with your AI will just build a fortified process that really allows you to be successful in that in that complete process. So, you know, just don't rely on on on one tool, rely on what is available and and implement them because it's gonna make a big difference. Yeah. So, yeah, I want to add down to it that, for example, that what we sort of go back to earlier conversation, that AI is a tool. It's a copilot. You are the pilot. Right? So just solely rely on the AI decision making, without the human loop is, kinda like crucial mistake that people make. Yeah. For sure. I mean, to that point, I think, from my perspective, one one common mistake would be, to feed into your answer, Frank, is, treating it like a a set it and forget it solution. AI tools are are incredibly powerful, but they still rely on the quality of data and roles you give them. And so if companies aren't regularly auditing their their data, their algorithms, reviewing outcomes for potential bias or fine tuning that criteria, they risk reinforcing existing issues, screening out great candidates who don't fit, perhaps the the rigid profile that they've given the DDI to work with. And so I think you you can't just set it and forget it. You have to review it on a regular basis and review the data, the outcomes, that kind of thing. And I'll say to that, Brian, I'll say I'll say I'll say to that that you make a great point there. And and and and companies, you know, really woke up, many years ago to the fact that human resources isn't a nice to have. It's a necessity. Why? Because attrition is a bottom line killer. Being able to hire people, but they don't last does not work. It will cost companies tremendous, bottom line negative, you know, movement. Absolutely. Thank you, Art. So so quick, just a quick thank you. Thank you so much for joining us today to discuss HR 2025. If you have any questions, you can go ahead and reach out. You can see it on the screen now. If you have any questions, feel free to reach out, to any one of us on the panel, ATS on Demand Shield Screening. Please use the contact information on the slide and myself, Art, Nicole, we'll be happy to chat. Like I mentioned before, a copy of this recording will be sent out tomorrow. I hope everybody has enjoyed the conversation. Art, Nicole, Frank, thank you for joining me. I I truly appreciate it, and I hope everybody has a fantastic day. Thank you, Brian. Thank you, Shield. Thank you. Thank you, everyone. Thank you. Bye bye, guys. Bye.