Wilson yest But let's start. Let's dive in. We have lots to cover today. Right, Renee? So let's do that. I'll let Renee start. Do you mind introducing yourself? Sure. First of all, just wanna say hello to everybody. I'm really excited to be here today. My name is Renee Gregor, and I'm the Assistant Vice President of Talent Management at UCF. I've had the pleasure of watching the other two sessions, so I'm happy to add my insights to the experience of working with recruitment management. Fantastic. Well, Renee and I have known each other for many, many years. I'm excited about this conversation. I was Renee's customer success manager for several years and now get to be her. I am the account executive for the US. My name is Andrea, and I have been with PageUp for eight years. I live in Utah, and I'm just excited. I'm excited about this conversation. I think you're going to find it very helpful, kind of no matter what you're coming here today with and whatever questions you have, we're hoping to answer all of them. And with that, let's dive in. I'd like to set the stage, and I have done this, so for those that have joined us for other webinars, again, thank you. I know I like to set the stage with an understanding of what's going on in the market, why is it so dang hard to find talent. And so I'm going to do the same here just so you, so everyone's on the same page. And we understand not only the market update, a little bit about what recruitment marketing is, and then we're going to dive in and spend the majority of our time talking about UCF story and letting Renee share, which I know is why you're all here today. All right. So let's dive into the market update and we'll go from there. And really why is it so hard to find talent? As I said before, if it wasn't so hard, nobody would be coming to this webinar because they would be like, I don't need more information about this. I got this in the bag. But like many, it is really quite the challenge with so many job seekers coming to your institution or organizational career site, and we call them window shoppers, right? They're poking around, they're reading a little bit, they're learning about it, they're asking themselves, What's in it for me? Is it worth a change? Would I see myself here? And that's about seventy percent of the people that are coming to your site today on average. That's what LinkedIn says, they're invisible to you. You have no access to them. And with most applicant tracking systems without added solutions on top, you have no way to engage them if you don't add something else, right? So that if they don't click apply, they're invisible. Your hiring managers don't get to see them. You don't even know that they were there. And so that's part of the challenge is how do we engage them? How do we capture them? How do we give them an opportunity to dip their toe in the water? Maybe they're not ready to apply. I mean, I think about myself or Renee. We're both very happy in our positions. It would take a lot to woo us to go somewhere else. So it's going to take some nurturing and we're going to have to understand what's in it for us to even consider that opportunity. And so many fall into that passive candidate not active at all and require more. With that, you have one minute, maybe two if you're lucky. So the amount of time that they're giving you is so small. And so it's again, what are you doing with that time and knowing that eighty five percent of the population go right into that job description page, right? They go from Google or Herc or whoever, job board into the job description. One minute in, they're out. And again, you don't know that they were there. And so how can we make that experience a really positive candidate experience and give you, as someone that is looking for top talent, technology that allows you to capture them so that they can be nurtured and wooed to become an applicant for you. So with that, we're a page app, we are an ATS, but we are promoting that it is not enough anymore. Just having an applicant tracking system, as you can see on this screen, there is a purpose for that and they are important. Don't get me wrong. You need to have a place where people can fill out that application. Your hiring managers can select candidates and offer them a position. That is the job of an ATS. But what we're going to talk about today is how can you build brand awareness? How do people know that you're an employer of choice? For a lot of you, you're in higher education, and for a long time, using student enrollment marketing was fine, right? You could just market yourself as a higher ed institution to students, and at the same time, you'd get enough applicants that knew about you as the employer that you were fine. And so now that's not working, and we're going to have to look at alternatives. So how are you engaging, nurturing, and generating interest so that you have applicants in your ATS is the name of the game. Anything we talk about today, I will acknowledge the recruitment marketing solution with PageUp is completely agnostic of your ATS. So yes, we have an ATS, and we're happy for you to use that. But in this case, Renee and UCF are our Workday ATS clients. And so this solution sits seamlessly on top of Workday, integrates two ways, and helps kind of solve for some gaps that Renee is going to talk about here momentarily in that situation. Again, just to make sure everyone's super clear, I want to spend one minute kind of giving an idea of when I talk about recruitment marketing, you've learned that it's now ATS separate. You've learned that it sits on top of the ATS. But what is it? So it's made up of a few components. So just looking at the top row on my screen, first, it is a full AI intelligent career site with a full content management system. So what I mean by that is with a lot of applicant tracking systems, you get your standard job listing page, right? Your wonderful like list with the boxes that you get to filter. So this is unlimited candidate facing content that you can build out and own, and it gives ownership to whomever you choose. So for UCF, that moves the ownership into her team as opposed to needing to rely on IT, marketing, and web development resources that are often super light. It's also candidate marketing automation. That's what we're going to focus on today and the CRM. So the components of automating texting and emailing to candidates. So this is great if you have recruiters. You want to have a CRM. You want to have your CRM connecting to LinkedIn recruiter seats, and we're going get into all of that today. If you don't have recruiters, it's okay. This webinar is for you. This technology can still solve that challenge of how to nurture and engage candidates on your career site when you don't have anyone proactively doing that today. The bottom row talks about added solutions within this suite that are amazing components of the technology. We will not be spending time talking about them today. You're welcome to get more information on our website. Employee Connections is a solution that allows you to select internal employee ambassadors or insiders at your organization that you can connect with candidates to lower that authenticity gap and give candidates a place to talk to employees about what it's really like to work for your organization. TextEngage allows people to start that application from SMS, and then Internal Mobility is an internal career site on steroids. So if you want, it's all of the recruitment marketing solution that I just went through focused on external, now used internally to create a really powerful internal existing employee experience to increase retention and the like. So with that, that gives you a little bit of a taste of the PageUp solution, and we're happy to show that another time. As you can see, there's a plethora of higher education institutions, private, corporate, nonprofits, both in the United States and across the world using this solution, which I think is important because with today's remote work, everyone's kind of competing with everyone else, right, which is part the challenge. So with that, and it's perfect because I'm losing my voice anyway, so it's time for me to stop talking, Renee. Let's pitch over to you. And I know you wanted to kind of start with Workday because you had switched over to Workday as your ATS at the time that we just started talking about this a year ago. And the first question was, Well, I can't explore any other technology without first looking to see if Workday has it already. Right? That's the first thing that kind of came up. And you were going to kind of share that journey that you went on, and then we'll go from there. Sure. To provide a little bit of context, we were going through a major transition during the great resignation that everybody is so well acquainted with, and there was really a war for talent. In the midst of that, we transitioned to Workday as our HCM and our financial system, which meant that they wanted the whole university to be on the same system. So although we'd done all of that time working with PageUp and we're really happy with the ATS, we had to transition to Workday recruiting. And in the beginning, like everybody knows, when there's a new product, you feel like it's going to solve all of your problems. And it was no different at UCF. And they really wanted us to try to stick with Workday recruiting. When I started to see that there were some things that I needed that weren't available, one of the things being all of the branding and the communication that I got used to with PageUp, having a really responsive career site, having the autonomy to manage a lot of the things on the site, all of those things ended with Workday recruiting because now I was a part of a smaller piece of a whole. And the things that I wanted to do might impact what other people were doing. We didn't have access to the reporting. So I would have our CHRO all the time saying, hey, Renee, can you run a report on X and then page up? I could do it. And Workday, I was a little bit more challenged. So I had to start with making the business case. Why Workday? I mean, why not Workday? Why wouldn't we do Workday instead of going to PageUp recruitment marketing? And as part of that, I did an analysis. And the things that were missing was the ability to have that customized career portal. We didn't have an easy way to communicate with the candidates. We couldn't take individual communications and tailor them to the candidate situations. We didn't have the ability to use text. And in fact, with Workday, what it does is send them an email to tell them to log into their portal to see a task. And we had a tremendous drop off with that. So I went through story of saying, here are the challenges that we have with this brand new system that you spend so much money on and here's what I need. Workday does have a candidate management system, so that was the first thing that they wanted me to look at and compare to. I can tell you it was extremely cost prohibitive for us, and it was new at the time for them. And I kept thinking back to my relationship with Andrea and with PageUp and really wanting to go with a company that I trusted. I love that. Well, thank you so much for sharing. You know, that's always a question as people go on this journey is how do they navigate through the journey of kind of comparing side by side? This is what Workday does. This is what PageUp Recruitment Marketing does. And we won't fixate or spend a ton of time here, but definitely can help navigate that conversation with others as they go through it. But let's continue. So you were going to kind of share some more elements as to what specifically was missing within the Workday solution that you were looking to overcome. Yes, we didn't have the ease of being able to change the candidate notification templates easily. There was the ability for our hiring managers or the department HR business partners to put messages to the candidates, but we found that they weren't doing that. We were having a lot of gaps where candidates were contacting us and saying, I'm looking in the portal and seeing I wasn't selected, but I never got a communication to even tell me that you received my application. So we were struggling with that candidate relationship. And we transitioned from being completely decentralized to adding a recruiting component where we're actively sourcing, we're recruiting, we're screening applications, etcetera, with my team. And what we found was we didn't have an easy way to track what we were doing or who was doing what or how to notate if a recruiter was already talking to a candidate about a different position. We already talked about the text. Everybody knows that in today, people are much more responsive with text than they are with emails. So even being able to send a text and say, heads up, we're trying to reach you, we didn't have that ability with Workday because it's an additional function. And for me, one of the big pieces was the analytics. Like I said, I was very used to being able to pull numbers and pull them different ways to see how we were doing with things. And with Workday, we actually have Workday reporting and a lead that we have to go through. And there's priorities throughout the whole university where they're trying to get reporting done. So I didn't have that quick snapshot to help me make decisions. Absolutely. All right. And I know you said it, but I think it's good to call out in your journey, you're struggling with getting talent, right? So that was the main problem to solve for across the board. And there was obviously some roles that were harder to fill than others, which you can explain in a minute. And part of the solution that you decided to move forward with was recruitment marketing with PageUp, and part of it was adding a proactive recruiting sourcing component, which you never had before. So part of the technology was also thinking what will that team need to be more productive and effective in their sourcing was something that was on your mind, right? That's correct. I mean, the first initial cosmetic issue that we had was with Workday recruiting. You have a simple screen that you can put one visual. There's only one way to sort and filter, and you couldn't put any additional communication on there. So automatically, we lost that candidate engagement that we previously had with PageUp and the ability to really make changes based on what was happening in the market. We're in an urban area, and for us, there's a tremendous amount of competition and a tremendous amount of brand awareness. So when you're competing against Universal Studios and Hilton Hotels and Disney and Lockheed Martin, it wasn't enough to just have a page that really couldn't tell our story. We're rarely, if ever, going to be leaders in terms of compensation. But in terms of that employee experience and what we can provide, that's really our differentiator. And I had no way to tell that story. So on the front end, it was the cosmetics of it. On the back end, I'm looking for recruiters at this time where it was tremendously competitive. So we had to hire for potential as well as hiring for experience and not having a CRM that helped to track, that helped us in training, that helped them really to navigate what is still truly a very administrative process with higher ed was frustrating. And more than that, we wanted to figure out how much can we automate this so that we're having that relationship, that we're engaging with the candidates, that we're falling up on the places where we were losing people without having to dedicate a tremendous amount of time to that. And I think Andre and I had a lot of conversations as I was contemplating this about, you know, maybe I should reduce the number of recruiters I have by one in order to be able to afford the system. And I was very hesitant to do that because I'm sure like many of you, when you give up a position, you don't know when you're going to get it again. So all of that was part of our sales pitch, our business case that we had to make to leadership to say that not only should it be paid job, but that the time was right to do it. Yeah, absolutely. I remember during that conversation because you had gotten approval to add your team. And so one of the conversations was if you had to, although you didn't want to, but if you had to, you knew that it would increase the productivity of the team that you could have. So if you had to lower a headcount by one to get the budget for this, they would make the team that you had way more efficient because all of their messaging and reach out would automated. Yeah. Correct. Lucky for me, I got the best of both worlds. You did. I jealous at the last session when saw that they have sourcers or people who are focused just on recruitment management. I'm sure they also would like to have recruiters. So you never have everything. I think what it shows is that although we're three very different universities with different needs and different goals, we have one system that's working effectively for all of us. Yeah. And I do see a question. We focus on temporary non student positions and also staff positions. So although we do the marketing and support for faculty, we're not actively recruiting for faculty positions. Good question. Thank you. Any other call outs on this this slide? Not that you need to, but all good? All right. I will say the last one because I know it came up a lot that in transitioning to Workday, and I guess Renee hinted at this, and so I'll just say it. UCF was a PageUp client for many years using our applicant tracking system, which is why I've had such a long relationship with Renee. There was a decision that was made to move to the Workday ATS, And in that transition, she added the PageUp Improvement Marketing Solutions. So some of her commentaries was now in moving to this new ATS, there were some different challenges and limitations. And so how to overcome that was part of the journey. And one of those has been that drop off, right? The incomplete application or the candidate that starts but doesn't finish and that was something that is a goal was to achieve more people completing and lower the drop off as we might call it. So we'll show that here in a minute. But why don't we show them your career site, right? We've talked about it. That was your first thing. The first thing you had was the candidate experience and wanting to really promote your EVP, your brand. This is what it was before. So you had said this is kind of your Workday standard, right? Yes. And with Workday, again, you get one one visual at the top. The filters are what they are, and there's a small side window where you're able to put a little bit of information, but not much. You'll see at the upper right, it has an introduce yourself. That is their component of a talent network, but most people didn't notice it or know what the function was for it. All right. Should we look over at the new one? I feel like we need a drum roll component in Zoom, for fear of it quitting on me, I will not do anything dramatic. Let me I need to move this. There we go. Let's switch over. Okay. So here is the UCF career site as it stands today. You saw them before and I'll kind of scroll through and you can talk through. Sure. One of the things that was really important for us was to be consistent with our brand at UCF so that when somebody was going from the ucf dot edu page to the career page, they didn't feel like they were going to a different country, that it was all the same branding, same button, same functionality. So whereas I know the first two webinars, they talked a lot about the ability to set it and forget it, to drag and drop. We did a combination of that and also creating things that were specifically for UCF. And you had a web web master who we were able to work with, and that was really helpful for us. So we customized it for the things that were our needs and that we really wanted to focus on. And one of the things that I love about this site is that in the analytics, there's map, there's heat maps. So I'm able now that I've created the site to go through and see what is resonating with people. What areas are they really paying attention? If something's at the bottom, should I move it to the top? Is there something that we thought was really important, but it's not resonating with people at all? And that's been super helpful for us. Another popular thing is this total rewards package. So right up at the top, like I said, you know, working at UCF is more than about a paycheck. There's a lot of things that goes into that compensation. We want to make sure that we can tell that story immediately so they're able to see days off benefits, all of those things and how it creates a total compensation package. And of course, we want to leverage the fact that we're in Orlando so they have the ability to see, you know, what it would look like to live in Orlando. What are some of the things they can do for time off? What are the neighborhoods like? What is the cost of living where they live versus where we are here in Metro Orlando? And for us, now that we're talking about the CRM, for us, the very big thing was a call to action where we're trying to get that engagement and have the candidate really join in and seeing what we're able to do, this is what it looks like on the front end that then allows us to have that CRM on the back end. So we have the call to action for them to tell us what position they're interested in, to give us their email. They can do a resume if they'd like to. We get a phone number, and then we also ask them for permission to text them so that we get all of that done in that one action. On top of this, as they navigate away from the site, it has the reminder, didn't see what you're looking for, please give us some information. So those are some of the ways that we've been able to navigate the candidate drop off that Andrea mentioned, as well as with PageUp, the action of starting an application is very similar to the CRM. You're just putting in your name, your email, and your phone number. And then when you click, that's when it takes you to the application. We all know a lot of times we're on our phone when we do these things, And as soon as we see we have to do a resume or we have to fill out an application, people jump off and say they'll come back to it. And then they forget what they saw or where they saw it. That's where the candidate relationship management really becomes powerful. Absolutely. And I'd like to show, obviously, well, I don't know that we said this. So, UCF went live in March, right? So, it's been two months, almost exactly, that they've been live with this solution. So we have a little bit of data. We have two months worth of data, but we were looking at it last night just to kind of see some nuggets to share. And so just this particular call to action, and we're gonna go on a journey for the next couple of minutes where we show other call to actions, other workflows, and ways that Renee is automating things. For this particular one, it's kind of the general talent network. It's an opportunity for people to just express an interest. Maybe they don't find something, maybe they just don't want to apply right now, right? We don't have time and I'm just going to put my name in and let someone come to me, which is very much where people are at in today's candidate world. Just because of this, So the conversion rate is twenty seven percent of the people that fill this out have already gone on to complete the application, which is a really high conversion rate within two months. I think this will continue to go up. There's multiple point nurture emails and texts that they'll get following through. They'll have job alerts that they can control that'll be sent to them so they can find the right position as well so that that completion of application within this population will continue to increase over time. So just within two months to see twenty seven percent of them already completing, that's people that may not have. They might have just been that invisible window shopper and Renee would have never known them. And now there's a huge population of people that have already been in front of hiring managers at UCF because of this. And it's kind of a set it and forget it, right? You implement it, you build out your workflows, That's it for this particular component. And so that's the beauty here is even if you don't have recruiters like Renee does, this stuff doesn't require it, right? Correct. This is definitely set it and forget it. And I saw someone asking how does that happen? Well, you create workflows on the back end and you tell the system what you'd like it to do with your candidates. So as you see in my dropdown, we have different types of positions. From those positions, we created talent networks. And the workflow starts off by sending them an email to let them know, thank you for joining the talent network, setting an expectation of what they can see and do from there. And then we're able to tag those individuals so we know exactly where they came from. We are able to put them into projects based on their areas of interest, and we're able to customize the emails that go out to them based on that as well. So we have a professional network, and we have a facilities network and we have an IT network. And we have in advance created messaging for all of them that go out at a predetermined pace. And that's how we start the communication with them. And some examples of the communication may be we're introducing them to an employee that tells their story, their why of why they're at UCF. Or we're talking about an initiative that's happening, Or we share information about an accomplishment or we show research that's happening in that area? And all of those things take a little bit of time to figure out on the front end. But as Andrea said, the beauty of it is it's working in the back end before the recruiters ever reach out to the person they're already engaging. And we can tell the ones that are responsive. And that helps the recruiters know as they're looking through people, the odds of me being able to have an effective communication with this person is better than it would have been before because they now have brand awareness. They've opened our emails. They've joined the network. They might have created a job alert. So we're already starting that relationship before we're actually starting recruiting for a position. Love it. Amazing. Hopefully that gives a little context as to the behind the scenes, like she was saying. So you set up the front end simple form, takes what, ten seconds for someone to fill out, and then the automation that goes on that's personalized based on what their selection was. And then if you have recruiters, then it pre tags in a CRM. Her team now can go and look at that group of people that have said, Yes, I'm interested in student affairs or student activities. So when they post a job next time, they already have a list of people to start with that they could engage with that haven't necessarily applied, but they can tap them on the shoulder, which will lower your time to fill. So that's kind of where it's all come in full cycle. All right. I know we're going to dig into a couple of these use cases here momentarily. Anything you wanted to call out or add? I mean, think the call out here is you can build as many automated workflows based on many content pages as you want, and then trigger texts and emails based on candidates filling out a form on your website as you'd like. Yes, and I think to really leverage the product, one of the things that we've enjoyed is the fact that we can create separate web pages for each campaign or for each area of focus. And we can either make them visible or they can enter it through the talent network to that particular page. So we're crafting the message to meet what the candidate is looking for. And in those workflows, we're able to use a combination of emails and texts. So for instance, with our incomplete applications, after we reach out the first time to say, Hey, you started this application, but you didn't finish it. The next time they're getting a text saying, Hey, just want to follow-up with you. You started the journey. Please finish it. You're going get a link in your email that tells you how to finish this application. So now we're not just relying on being one of several hundred emails that they get for the day, but we're peaking their interest with the text, telling them exactly how to engage, and then we're engaging. Jump in because I have some stats to show that it's working. And this was one of your problems to solve with the drop off. Absolutely. And so just in two months, right? We're gonna check back in a year and see where we're at. But in two months, UCF has received four eighty four completed applications from those that have received an incomplete workflow, nudge experience, text, email, combination, there's kind of multiple elements to it. So of the group that has been within this incomplete workflow in any way, four eighty four of them have gone on to complete it. That's people that may have not, right? And we know also because we can see what time of day, what day of the week people are going to her site, starting an application, when are they finishing applications, and it happens during the middle of the week in the middle of the afternoon because they're at work, they're frustrated with something that happened, and then they go on, and then they realize, Oh, I'm not ready for this. I'll have to do it later. And so then having that nudge is the good reminder that kind of gets them over the line. Just in two months, UCF has already hired three of these people. So people that work in complete application workflow have already been hired that maybe would not have ever completed had they not had that little push. Absolutely. And on average, it takes for us probably forty five to fifty five days to close a position. So we're really just on the cusp of seeing what hires are coming from those efforts. Absolutely. Absolutely. All right. Should we dive into a few of these and look at them more All right. So the first one was that reengagement campaign. You want to talk about the use case for this? So for us, one of the things that happened was we build and nurtured this whole group of people that knew us from page up, and then we switched to Workday. So we lost all of the content that was in there and all of the people that we were engaging with on the network. So one of the things we wanted to do was find a way to let those people, plus the individuals that might have come to the Workday site, know that it was a new day at UCF. So we called it New Year, New Look. We created a page specifically for the reengagement campaign, and we were able to pull our list of applicants from PageUp and from Workday, and we did a reengagement campaign. First step in this campaign is the first email where we let them know that there's exciting times at UCF. We want you to join our talent network. Here's what you can expect by doing so. You're going to have access to not only positions, but also hearing more about the university opportunities, ways to engage with us. And then the second email we sent out, we wanted to leverage the fact that we were in the midst of March madness and UCF had just joined the Big twelve. We didn't go that deep with basketball, but we did think that it was a good time to leverage that. So that was the second email in the campaign. And we'll probably do one more. And when they went to that campaign, it was a specific call to action. So we talked about using call to actions different ways. This is the site, and this talent network was a different call to action, although it looked the same. And why that's helpful to us is PageUp's powerful ability to see where your sourcing is coming from. So we were able to see specifically how successful the campaign was, how many applicants were coming from the campaign, how many individuals opened the emails, and did they engage by joining the talent network? Or the second one told them to sign up for job alerts. Did they reach out and respond to us based on that? And we're able to track our progress. So if we get to a point where we want to do another campaign for a completely different reason, again, we can engage a different call to action and be able to track the success of that. I love it. Let's talk a little bit about success. So for those that are numbers people, again, just from that reengagement campaign, two twenty applications. So people that maybe haven't thought of you for who knows how long, you haven't talked to them in a while, you reengaged them, you got them in, they applied, and again, just in two months. And I'm excited to see what happens in a year or even six months from now, but you've hired six of those people. So six people out of the re engagement campaign specifically that you tapped on the shoulder, and plus it's kind of special. Like that you reached out, imagine how that makes people feel to go, Oh, wow, they thought of me. That's pretty powerful as an engagement tool from a branding perspective that you can have the technology to tap people on the shoulder, which is like everybody's dream. And I think one of the unexpected pleasures from that is because this was a pool of people that had been with us for a while, a lot of them are employees now. And when we used the career portal, we made a considered effort to tell. Because I think, you know, a big part of marketing and it being authentic is really getting access to those stories and really using your employees and letting them share why somebody should come join rather than you sharing it as talent acquisition. So we made it clear from the beginning that this was an engagement opportunity for everyone, that we wanted our employees to shine. So they loved getting the emails and seeing the pictures of themselves or stories from other people, forwarding it to people who they thought might be interested in applying. So we didn't expect them to get as engaged with it as they did. So that was fun. That's awesome. Do have a question that I think you'll be able to answer pretty quickly from our friends at TCU. So your first email said that by joining the Talent Network, they would get insights into jobs before they were publicly announced. How does that happen? So that's part of our pipelines, right? Building up those pipelines of people that are interested in positions before you have an opening. So we're able to communicate to them through our workflows. We're getting them put into lists, and then we utilize those lists to communicate. So we're able to say things like, you know, we're about to enter into a new initiative, and we know opportunities are coming up with X department. And we'd love to hear if you're interested in it and send that first email. It works the same way that it would if you have a posting open and you're trying to keep them warm and you reach out and say, hey, the position is still open, but we wanted to let you know we're interested. We're saying that too, that we're really interested in learning more about you and we think there's some opportunities coming up that you might be interested in. And we're able to reach out and provide that. I think I'll add to one, obviously the system can do automated job alerts, but that's when it's posted. So that's the job's up and this aligns to your personalized criteria. Yay, today's the day, the job's here. But then more retroactively to per last question, because they've expressed interest, they selected an area of interest that automatically tags them in the CRM per recruiters, so for those that have a proactive recruiting team, maybe they get that rack, it's not approved yet, it's not posted, they can already start going in the CRM, filter by the area of interest, and choose to do a dig, you know, dig deeper into the resumes or just do a blast to the whole group, however they say that to say, Hey, we have an opportunity that's coming. It's not open yet. I think it might align to your area of interest. As soon as it's posted, I'll send it to you or I mean that kind of thing to kind of create energy so that they know about it before everyone else. So those are some creative ways where you can use the CRM to do more And we also have like a lot of temporary plans. So those come up and they're pretty general. But what this gives us the opportunity is I may see somebody who applied for an HR representative and we don't have that position available, but we have a temp situation coming up. Now I can go into that pool of people that were interested in that position and share with them, hey, there's something coming up that's not exactly what you applied for, but might be a good fit for you. Is there any interest? Absolutely, wish me love. All right, speaking of CRM, we wanted to switch. We've talked a lot about automation. These are just a few use cases. There's others that UCF are already doing and plan to do to automate texting and emailing to candidates to save time. But the other component here is the CRM. So this is really for those that have recruiting teams, proactive sourcers or call it, you know, there's lots of different titles here, People that are proactively nurturing and engaging talent and reaching out to them. And so just to kind of go through some of the elements of the solution and what Renee's team has available to them, and then she'll jump in and talk about how they're using some of this today. But seven quick things. So first, and we are going to dive into this in a moment in more detail, is the ability for Renee and her team to use the LinkedIn CRM Connect integration. I have to brag, we're the first organization globally to go live with this integration. It allows any people with recruiter seats in LinkedIn to connect into the PageUp CRM so that you're not spending time going back and forth and back and forth. And so again, we'll see some screenshots of that in a minute. She can also do, of course, one on one candidate communication. So you can automate it. We've talked about that. But you can also find people through the Advanced Candidate search functionality and then send them personalized texts and emails. And as Renee said, track any and all messages that you've sent out and received in one place and click and see open rates. Did they Okay, you sent an email, but did they open it? This allows if one recruiter is out or if they leave, you can just keep going because it's all in the one database. Plus, as a recruiter, I was a recruiter for many years before PageUp. I would have loved to know, okay, this messaging worked and this many people opened my email and this one sucked, right? Like nobody opened it, subject line was not engaging. That's amazing that they can get real time analytics down to that level of detail and start customizing their communications. The system also offers candidate recommendations. So machine learning generated lists of warm candidates. So when you have that new rec, she can log in and our system will start recommending candidates based on the CRM that they might want to reach out to proactively for that new rec or maybe a rec that they're struggling with. Number four, I love this, being able to watch kids. So if I'm a recruiter and I have my people, these people that I've identified, maybe I found them on LinkedIn or various other places, they haven't engaged with me yet, but by golly, I want to know if they do, right? So I can watch them tag their profile in the CRM, and then if they come to the career site, you, the recruiter, get a notification to know, Hey, your candidate you're watching is on the website. And then with the heat maps, you can actually see exactly where, down to a person, they went on the site. So now when you reach out to them, you call them the next day or you send them an email, you can be specific, right? So maybe you find out that they went to the benefits part and they were hovering over the tuition reimbursement segment. You might add that into your communication because you know that that's something that might be relevant for them and it's a candidate that you're very interested in. We talked about the advanced searching. Obviously, the CRM has very, very deep searching capability for your team to find the right candidates. I mean, the benefit here is you have a pool of people that have over time ever growing lists of people that are visiting your site. Maybe they've applied, maybe they haven't. We have them in the CRM and you want to be able to use that as a place to start. We like the phrase never start with zero. So when you're posting a rec, you're not just posting and praying. You have a database that you can search and find and tap candidates on the shoulders. Taking that level up, candidate tagging, custom fields, so that it starts building automated lists of candidates based on your pre described filtering mechanisms, and then projects. These are collaborative. So if you have multiple people working on building a pipeline for a future need, right? I heard someone saying there's the increasing demand for cybersecurity. So maybe you want to be proactive and you create a project for that. Or adjuncts, right? You know that you're going to need adjuncts in a few months. Create a project and start building out pipeline already. And there's lots of tools to help her team and your team do that. So with that, that kind of sets the groundwork. I think you were going to kind of share maybe a few elements of what you're using today within the CRM. So right now, the connect with the LinkedIn CRM is huge. As you start building your tech stack to do different things, it becomes overwhelming because you have so many places that you have to check, so many places that you're sourcing. So that has been hugely helpful as well as the other things that you've explained. That's been one of the things that we've been most excited about. Absolutely. All right. Well, why don't we I think we're going to show one more portion of your site, which is giving an opportunity for candidates to communicate with recruiters. So let me all shift and you can kind of talk about why this is So as we moved along, we started figuring out that there were more creative ways to use the CRM than we had seen on other sites. And one of the things is our meet our people pages, where we really talk about the culture of UCF. We have candidate stories. The voice of UCF is a blog that we're working on. We wanted to have some recruiter tips and tricks because people always call in and say, how do I do this? Or why aren't I having success? Or they're asking about a specific position. And we originally this get in touch with a recruiter, we were going to have a connect to an email. And then our web person very quickly pointed out to us that there are lots of bots in today's world. So we would end up with a bunch of junk email or advertisements. So instead we thought about, hey, why can't we use a call to action? So when they click on that, it takes them to the applicant resources page and they can contact a recruiter. Number one, it's strategically placed so that they can see some of the blog posts to hopefully attract them to the candidate stories. But also they go in, put their first name, last name, email, let us know if they're interested in the specific position or requisition, and they can ask us their question. On the back end in the CRM, we built a workflow. So the first thing that happens is they receive an email letting them know that we've received their communication and we set expectations. It'll be twenty four to forty eight hours for someone to get back to you. If your position is going to close within that time, please apply for the position and not wait. And it gave us an opportunity to talk about one of our benefits as a highlight. At the same time, the system is emailing the recruiter to let them know you have a question in the system that you need to answer. So we love the fact that not only can the system email the candidates, but it can email your team members to let you know that there's something that you need to pay attention to. And we can then track these individuals who've contacted a recruiter to see, do they become an applicant? Are they a candidate? Do they get hired? We can tell that story from their first interaction all the way through. Amazing. All right, before we wrap up, let's talk about LinkedIn. We've mentioned it several times, and I know you and your team are loving it. And so let's talk about that LinkedIn CRM Connect integration. Sure. I used you and myself as models because I didn't want to pull up anybody's LinkedIn. But when you're in the LinkedIn recruiter seat, from that search page, you're able to see if that candidate has ever interacted with your PageUp CRM. You can view the candidate communications that have happened. So you can see were emails sent out? Is a particular recruiting interacting with that individual already? Have they engaged by joining the talent network? You can export your candidates straight from LinkedIn and put them into the CRM. You can also create a workflow to invite the candidates you export. Right? So once you export it, you can create a workflow that has an email that says, hey, you know, I came across your came across your profile. That's the word came across your profile on LinkedIn, and we'd really like to get to know you more or find out more about you and start that candidate engagement. And this is a little bit about what it looks like in the LinkedIn recruiter. So I can click on the ATS button. I'm able to see really quickly any pipelines that they're involved history. I can see the actual emails that were sent to them. I can see the resume that they currently have within PageUp, and I can communicate with them directly. So I'm utilizing the CRM without being in the CRM, which again gives you that crossover. On page up, when you go to the candidate profile, if they are active on LinkedIn, you're able to see their profile. You can send your LinkedIn InMails straight from here. So you're not having to leave your CRM to log back into LinkedIn to send a message. You can see your LinkedIn email history. So, you know, as you're going through and the PageUp CRM recommends a candidate, you can see, have we engaged with them before? Not only in PageUp, but have I engaged with them in LinkedIn? You can see the messages that they've sent. And the added benefit with doing it from here is you can also see the level of engagement they've had with your website. Yeah, absolutely. There's an interactive, the interaction score. So it shows how interactive they've been with you as a person. So you could send an email. It looks exactly like it does in LinkedIn and has the same AI capabilities within the CRM. And on the left hand side, you're able to see the statistics for how they've interacted with your page up CRM already. So again, gives you best of both worlds, and you really have a choice as a recruiter today. Am I going to be working out of LinkedIn or am I going to be working out of the page up CRM? And you have very similar capacity to communicate regardless of which one you're in. And it does share the information back and forth between the two. So this went live right as we were going live and we were super excited about it and jumped right in. And it was a simple I was able to set it up myself within our LinkedIn profile. It took a couple of minutes and we're really excited about that. Also, because we're doing this on the back end, we're able to see as individuals are coming from LinkedIn into the PageUp portal, we're able to see how are they engaging with us, What quality are those candidates as we watch their journey? So is it just somebody who engaged? Did they apply? Did they become a candidate? Did they interview? Did they get hired? I have all of that data. All right. Well, I know I'm conscious of time. We've covered a lot of things. Before we close out, I think we just wanted you were going to share kind of what's next, right? You went live two months ago and now a little bit within the framework of the CRM and automating the candidate communications, some things that you're already starting to work on that we haven't even covered today. So we're really excited. We have our first job fair tomorrow that we have the opportunity to leverage our recruitment marketing. For UCF, we have high name recognition at the job fairs. So even though I send three recruiters to it, they are talking the whole entire time, and they can't get to everyone. We also get somewhere in the neighborhood sometimes of three hundred resumes. Then we don't know what to do with it because it's created work to have to move that over. So for the job fair, we've created a specific landing page that has its own CTA. So again, we can track that journey. You also have a If you have a iPad, which we do, you're able to set up the ability for them to do a simplified CTA on the iPad. You can set up a specific QR code that takes them straight to your page. And there's also a capture function. So now then when we have somebody who comes with that paper resume, they can very quickly take a picture of that resume along with their name and their email address and the position that they're interested in, and we can hand them back the resume so they can give it to somebody else who doesn't have a CRM. And the system, once we leave the job fair, even if you don't have Wi Fi, it will then upload all of that information. It merges the contacts. So if it's somebody who's coming to the job fair that also filled out the CTA and did capture on the iPad, all of those things will merge so that we get one profile from them. So we're really excited about that, and we're really excited to dig in and really leverage the LinkedIn CRM Connect more. Awesome. Well, thank you so much for your time. It's been great. Renee, thank you, is what I was saying, for your time and your investment in this, and I know you've always been open to other people speaking with you and asking questions. If anyone has questions right now, we can take a few minutes and feel free to put them in the chat. I know we've been answering them on the go. And so we'll try to take a few now or follow-up with those later. And then I'll also go ahead and put our contact information on the screen. So if you have questions for Renee, her email address is on the screen. You can reach out to her. If you have any questions for me, happy for you to reach out to myself as well, and we can get back to you very, very quickly. I think that's it. I don't see any other questions in the chat, so we can wrap it up here. Hopefully this has been informative. I think it's been amazing. Thank you, Renee, for your time and all the willingness to share the ins and outs. I'm excited to see where you guys are at. Like I said, maybe we'll circle back in a couple months and see how things have unfolded for UCF, soon. But with that, everyone enjoy the rest of your day. Thank you everyone.