Name: Workday Live - Talent Orchestration for Healthcare
Uploaded: 2025-05-13T18:16:10.210Z
Duration: 57 min 20 s
Description: Workday Live - Talent Orchestration for Healthcare

Transcript for "Workday Live - Talent Orchestration for Healthcare": Sort of low volume. So alright. Hello, everyone. We'll just give it a few seconds for people to funnel into the webinar, but we'll get started shortly. Hello. For folks joining, we'll just give it a couple more moments for people to funnel in, and then we'll get started. Alright. It looks like we have reached a good amount of people following in here. So, we'll go ahead and get started. So welcome everyone to our third installation of the talent orchestration for health care webinar. Before we start talking about Workday's approach to solving your unique health care needs in the talent space, we're going to cover some webinar housekeeping. So first, as we begin, always with our product statement, or our safe harbor statement about Workday's products and services. So we'll cover some road map or future looking innovations coming from Workday throughout our presentation and as well as at the end of our presentation. So we just advise you to make any decisions based on current state. Alright. And then our webinar is being recorded right now. That means you can revisit the content at your convenience or share it with your colleagues who maybe couldn't make it today. And to get access to that recording, simply revisit the link that you used to join today. And then, you could also reach out to your dedicated health care account executive as the webinar concludes. There will also be an email that is automatically sent out with the recording. And then your account executive can also share several helpful resources at the end of the webinar. And then off to the right there, while everyone is currently on mute, your questions are highly encouraged. So please make the most out of this opportunity that we have together to use that q and a feature on the side of your screen to get your questions answered by your Workday team. Your questions will not be publicized, so please feel free to ask anything, ask away. If there are any remaining questions that we don't get to by the end, then we will contact you via the email that you have registered with and provide those additional follow ups. Okay. And so our Workday live sessions are held monthly across a number of products and targeted to current Workday customers that don't own a product and want to learn more about expanding their footprint with Workday, as well as current Workday customers to learn more about what they own, and then lastly, to highlight services and tools that help you succeed as a Workday customer. So you can access our library of other webinar registrations through Workday community, or reach out to your account executive if you're interested in experiencing more of these webinars. As for our agenda, we're going to begin by introducing some high level health care industry trends that we're seeing specifically in the talent acquisition space and then where Workday enters the scene to support that future of work and recruitment moving forward. We'll then enter our product demonstration courtesy of Scott Endo, which will cover candidate engagement, hired score, and messaging solutions as attachments to Workday recruiting. And then after the demonstration, we'll go over the highlights we've heard from our customers who have deployed the solution, what it looks like to deploy them, and expectations on our road map as Workday moves forever forward. So for your Workday team, I'm Aggie Reyes. I am your host and q a, q and a moderator today. I am a human capital management or HCM solution consultant on the dedicated health care team at Workday. I am also joined by my fellow health care solution consultant, Scott Endo, who will be guiding you all through the demonstration today. So let's start with some insights and some trends. So what do we know about the health care talent landscape today? So the talent, landscape in health care was hit hard by the pandemic. It hasn't quite recovered. Staffing shortages became the new norm for several job profiles, including frontline workers, especially for registered nurses. In a recent study from Mercer, they concluded that should The US workforce trends continue, the health care workforce is projected to reach 18.6, million by 2028. Yet despite that dramatic growth, it still leaves a shortfall of more than a hundred thousand workers. And while that gap may not seem critical in absolute terms, it does add significant strain to the health care system that is already burdened by geographic and demographic disparities and access to care. So, additionally, there's this need for nursing assistance, and that is expected to be the greatest gap with only 13 states expected to meet or exceed that future demand. Alongside staffing shortages, turnover has become a headlining concern for many health care executives. In a report from the NSI retention and RN staffing report, the data suggests that nurse turnover persists, even despite those pandemic efforts to stabilize. So in the face of these challenges, the staffing has really never been more important to attract and engage with the right talent, improve retention, improve, internal mobility, and make the most out of the resources that you have available now on your recruitment team. And we recognize that the ask of these recruitment teams is huge. In fact, more than 80% of health care executives say that recruiting top talent is a top business risk and more so than any other industry. And this has placed a burden on recruitment teams and talent acquisition teams. There's an increasing demand of sourcers, recruiters, hiring managers to be more flexible, be more efficient. So often we're seeing hospitals and other health core organizations using different solutions for talent and recruiting on top of agencies, on top of the CRM, on top of job boards, which can exacerbate, that sort of lean resourcing and hike up marketing and maintenance costs on top of that. So having the Tel acquisition team become a more strategic partner to the business requires technology simplification and ease of use, real time transparency into that end to end recruitment process. So, overall, health care is looking for a way to move forward despite that uncertainty and staffing and economic headwinds. And among those several asks of HR and talent acquisition teams is the increasing importance of AI. It's not a question of if AI will transform health care, but it's how and when. And the journey is ongoing. We're seeing continuous advancements and increasing adoption adoption of AI, paving the way for the future, as AI will continue to play a central role in improving patient care and a different outcomes. And Workday Illuminate is going to be a competitive advantage for health care moving forward. So Workday Illuminate is the next generation of Workday artificial intelligence. Illuminate's models are fueled by more than 800,000,000,000 business transactions processed by the Workday platform annually to assist and accelerate users through those workflows. And I'd also like to note that, you know, Workday isn't just delivering AI to deliver AI for AI's sake. It's not something that we're delivering in a hype cycle to that the general public and our competitors are trying to harp on. We really developed and deployed and invested in AI to provide real value, real outcomes to our customers, and transform their day to day workflows. So we'll see some examples of how Illuminate operates in Workday today. And Workday have made strides in the talent acquisition realm to address those headwinds we've discussed and the increasing importance of AI. So what our talent acquisition suite is in its entirely entirety is empowering your organization to find the right talent at the right time for the right role and in an equitable and efficient manner. And the cherry on top, of course, is that you're getting these best in breed practices in one experience all inside of Workday. So for this session, we will not be going very deeply into, core Workday recruiting product. But for that, we recommend that you reach out to your account executive for that follow-up. But what Scott and then my peer will, do in our presentation, we'll be demonstrating those additional pieces of the pie and how that can come to life for you. We'll cover Workday messaging for SMS texting with candidates, prospects, and employees. We'll also cover candidate engagement for event management and email drip campaigns to organize and communicate with talent. And then we'll also talk about HiredScore AI for recruiting. What that can do is increase your recruiter capacity in the screening state as well as throughout the candidate life cycle, empower your hiring managers, and also aid in that rediscovery of talent and reduction of candidate wastage. So without further ado, I'm going to go ahead and pass the baton to my peer, Scott, and we'll go ahead and jump into that demonstration. Thank you for the intro there, Aggie. Let me share my screen here. Go ahead and pop this over. Uh-oh. Hold on one second. Screen. Window. Ready. Note the q and a q and a panel on the right side of your screen. That is where you can ask questions about our product or anything about the demonstration. I will still be here on chat to answer any of those questions as they come through. So, Scott, go ahead and take it away. Great. Thank you so much, Aggie. Great introduction. And we know here at Workday, you know, everyone is interested in AI, interested in learning more, and, really trying to figure out how AI can help enhance their business. And one of the the great, effective and obvious ways we can is early in the recruitment cycle. So we're gonna start off today's presentation, by looking at HiredScore. Now HiredScore was acquired, gosh, must be about six, seven months by now. But what we've done is acquire this artificial intelligence technology. And with this latest release, we've started to build the functionality directly into the worker user interface. So in this presentation here, I'm logged in as Carmen Cortez, and we're taking a look at the manager of global support requisition. Now in this requisition, we have this fetch tab, and this fetch is utilizing artificial intelligence and that HiredScore technology to proactively scan, the entire Workday candidate database of all the people that we've talked to in the past, all the people that are currently in a review cycle with us. Even internal candidates can show up in this, fetch list here. And what HiredScore is doing is it's proactively saying, hey. These folks, even though they haven't applied to this job yet, would be a great fit for this role. HiredScore, we like to call this our GPS. I like to call it the fish finder because I'm the fisherman. But, really, what this is doing is helping you hone in on top talent that are already, in your contact list. And so recruiters can reach out to them proactively here by a few clicks of my mouse, to get them interested in this job. So here, I can invite them to apply, or I can send them a message via email or text message directly from here. Now a couple of really powerful things happen here, because this list is pulling from people that we already know, number one, are interested in working with us. And number two, we also know that they're a good fit or they're qualified for this position. So hired score customers tend to find that the conversion rate from this fetch list tends to be at about 25%, contrasting that with the typical conversion rate from a LinkedIn or an Indeed, which hovers usually around one to 2%. So very, very powerful and a big cost savings for our customers. Now when I come over to my candidates tab, this is, you know, later on in the cycle when we have some people apply to our requisition. They're in our candidate pipeline, and we're starting to do that review process. Maybe they filled out a questionnaire. They submitted a resume. And note that hired score is also embedded in this view as well, and it's providing a grade, a, b, c, d, as a fit score for this particular job. So now where does that score come from, and and how is it calculated? And for that, I'm going to hop over to the hired score user interface, and we're gonna take a look at this marketing coordinator position just to give you a feel. Now, one of the core technologies that's embedded directly in HiredScore is a very advanced parsing feature. And what this feature does is it scans the job requisition directly within Workday, and then it scans the applicant record, and it makes a comparison of those two scans. Right? And based off of the fit between the job requisition itself and the, candidate application, it'll give a grade. Now one of the really big ethos of HiredScore is being completely transparent with their AI imagining, And that's something that really resonated with us here at Workday, and that's why it's been such a great fit. But here on the left hand side, I'd like to point out that highlighted in green, we're illustrating exactly why HiredScore thinks Laura here is an a candidate for this particular job requisition. Number one, we have meets years of relevant experience. They have relevant academic credentials, and they're low She's located within 25 miles of the job. Now another thing to note, if I'm ever questioning where HiredScore got this information within the application itself, I can click on this, and it will highlight within the application exactly where it's pulling this information from. So this is a very easy to understand transparent way of seeing, hey. You know, who are a candidates, b candidates, c candidates? And to bring this rating a little bit more to life for you, you know, we get asked all the time, well, what really is an a versus a b? How do we differentiate? You can think of your a candidate as having everything single requirement on your job requisition plus a little bit extra. So if the minimum work experience is three years, Laura would have five or six, plus all the credentials, all the education. A b candidate would have every single thing we're asking for, but nothing extra. So they might have exactly three years of experience. And then c might be missing one or two things, whereas d is missing quite a few things. So that's kind of how it breaks down in terms of the grading scale here. Now keep in mind, what we just saw is that a rating comparatively to this marketing coordinator position here. Right? So, again, we're focusing on this individual rec. Now as we scroll down to some of these other candidates like Connor here, Connor is ranked as a c for this particular job, but it doesn't mean that Connor might not be a better fit somewhere else in our organization. So contrasting to what we saw earlier, we see that we have a lot less green. So we have, relevant academic degree and location, but nothing else. What we can do directly from here is take a look at the recommendations. So what HiredScore is doing is proactively pulling in other open job reqs, that Connor might be a better fit for. So you can see how HiredScore is really getting the most out of our candidate flow. Right? We're maximizing, all of the the candidates that talk to us apply, so we can limit the number of marketing dollars that we're spending on posting on job boards, working with agencies, and and really focusing our time on and energy in getting those folks to apply, we can go right here, reallocate some of the people that aren't as good of a fit. So directly from here, I can hit the recommend. This will send them to the recruiter, the hiring manager, or both. We can also reach out to Connor directly and say, hey. We'd love for you to apply to this other job. Okay. Coming back to this main, screen here, you know, we also have all of the, facets to further refine this search. But, again, a lot of that's gonna be available within Workday. We also can take a look at the dynamic fetch list here. And let me call out this other area within the fetch framework where, again, here's where we can do a little bit of what if scenario planning. So what we're looking at here is a a big list of all of the people within our database that would be a fit for this marketing coordinator job, and this is where we can start to refine our selection. Alright? So, we can say, okay. Well, instead of three years, what happens if I do one year of experience? Does that open up my funnel? If I want specific preferred skills, you know, how many people in my database fit that if I add that additional requirement? Instead of 50 miles, make time maybe I make 20. Alright. So really, really powerful way to, come in, take a look at, you know, what type of talent I have and and what's a little bit realistic for for filling this particular position. Alright. So that is a hired score. Now let's take a look at candidate engagement. So when we talk about candidate engagement, you know, going back to to the inception of Workday Recruiting, it it's always been a very great, audit trail, way to process candidates, really track, you know, who's next in the process, looping in the hiring manager, etcetera. Again, engagement is Workday's effort to also improve the top of the funnel or the marketing aspect of Workday. And before we get too far into the KAN engagement hub here, Let's preface this with a little bit of, information around candidate pools. So if I come into this find candidates report, this is a standard report that's delivered with Workday recruiting. It's delivered directly out of the box. Everyone on the call should have this if you're a Workday customer. But if you don't, you can certainly set this up pretty easily. Yes. You'll have to share your screen to show the candidate pools. Okay. Hold on one second. Thanks, Aggie. Absolutely. And there are a lot of questions coming into the chat. I'm working my way through the list of those questions. Keep them coming. I really appreciate your, attention and engagement in the in the chat today, so I appreciate that. I'll continue to answer those. Okay. Great. Perfect. And I'm pulling up, my new window here. It should be coming on any second now. Alright. I can see it. Can you see it? Perfect. So let's back up a little bit and talk about this find candidates report. This is the primary way to search candidates within Workday recruiting, and there's a couple of key, things to know functionality wise when it comes to this report. We can fast it by multiple different requirements on the left hand side. Notice I have access to internal and external candidates directly from this view, also denoted by the pictures. So the folks that have no profile picture, those are gonna be my external folks. But the plea people with photos, those are gonna be my internal. So a broad scope, I can search both internal and external. And note, I can also search contingent or contract labor as well directly from within this view. Now let's say that I am looking to fill, something that's maybe a little bit more challenging to fill in terms of, the number of candidates that are out there. So I can make my selection. I want three to five years experience. Right. Transplant care. And here, I get my seven results. Now from here, there's a couple of different ways that I can go about, you know, continuing my search. Number one, I can save this as a filter. So if I save this, I can come back here periodically, rerun this report, and see, who's popping up. But, Workday allows a little bit more automation than that. So if I come in and I say, I want to add these folks to a pool, notice I can put them directly in a candidate pool. And as I open this up, here's the list of all the candidate pools I have available to me. Now you can configure an unlimited number of candidate pools. These candidate pools can also, be specifically for an individual recruiter or the whole recruiting team. Totally up to you. Now if we zoom in on the description and the search criteria here, note that in my static pool, you know, my search criteria over here is blank. And that is because with our static pools, it works just like we saw in that previous example where I'm going in, I'm making my search, I'm handpicking these individuals to add this to a particular pool. Now Workday also has this concept of a dynamic pool, meaning that I sort of set up this search criteria, and anytime I get a new candidate within all of Workday, right, if it meets that search criteria, they will be automatically added to that pool. So two different ways we can go about that. Now this is important because these candidate pools are also going to drive the contact list for candidate engagement or that marketing arm of Workday. So now let's talk about what is candidate engagement and what does it entail. Candidate engagement can be thought of as three primary, solution sets. Number one is the campaign messaging itself, and we're gonna get into more detail in just a minute. But these campaigns, you can think of that drip campaign. Right? Anytime that I sign up for rewards at a store. Right? You know, call it Kohl's cash. Anytime I sign up for Kohl's, right, it'll automatically start to send me emails, texts, reminders to say, hey. You know, we have a sale coming up or you've accumulated this much Kohl's cash. Why don't you go ahead and spend it? Campaigns work very much the same way. Landing pages. You can think of these as tailored specific, career sites or external career sites that have, branding, messaging, and also tailored job requisitions for specific, employee types. And those could be new grads or they could be a specific individual, role like, maybe a cardiologist or anesthesiologist or a nurse, something that's a little bit more specialized. Lastly, we have events page, and these events pages can set up to support both in person events, virtual events, or hybrids. And we'll see how Workday really streamlines that process and helps register people, create that QR code, and automate the whole thing. So we're gonna start off with recruiting campaigns, and here are a list of the recruiting campaigns that I have set up that are currently in flight. Now we can see opened and clicked metrics directly here. But if I click into one of these, I'll get a little bit more detailed view. Here is my opened, my clicked, and how many converted over here on the the far right. Now here's where, this campaign is linked to that candidate pool that we talked about earlier. So if I want to view these pool details, here is a breakdown of all of the people that are currently in that pool and are on this contact list. Here is the step conditions when I send out this campaign. Alright. So here we can say when is the start date? We can also specify an end date if we're running a, you know, a start and end campaign, or we can have it run indefinitely. And here's where we've we're building in the logic. Right? We send that email. If they open it, what do we do? If they don't open it, what do we do? What is our follow-up step, and how many days, right, are we waiting before we send that follow-up? We can also utilize, messaging, branding. We can embed videos as well as individual job postings directly within these messages, and we can utilize messaging templates, which we'll talk about in just a moment in the text messaging section. Okay. So that is all good and well. We have the basics around open, clicked, and managing those automated email, you know, distribution lists. Now let's take a little deeper look in the analytics themselves. Workday provides all the traditional analytics that, you know, a typical CRM would provide. You know, total messages opened, which campaigns are getting the most engagement from an email open or a message open perspective, click rates, etcetera. But where candidate engagement really shines, since it is built directly within Workday, is analyzing the job applications themselves. So not only can we say, hey. Who opened certain campaigns the most, but we can do the analysis all the way to the offer stage. In other words, of the offers that we made in the last month, how many of those offers came from this specific campaign? And since Workday is one system, from recruiting into onboarding all the way to talent and performance, we can even expand this analysis to include things like performance reviews. We can look at back at that long history. Hey. Where do our top performers come from? You know? Are they employee referrals, or maybe they came through, one of these campaigns that we set up? Really, really powerful way to analyze the process and really hone in on, hey, what's most effective and what's working the best for us as an organization. Okay. Let's take a little closer look at the landing pages. Here are any couple examples of some landing pages that have configured. As we view this page, we can see, again, the layouts. We can embed video. We can control the messaging. Here, we can see individual job requisitions that are posted. And from current Workday customers, the feedback that I hear most about this is, you know, hey. Our career site, we might have a lot of different job requisitions that are posted at any given time. We don't want nurses or other hard to fill roles get lost in the filtering or the search within our career site. Here's a way where we can pair that search town, really target those job postings that would be relevant to them, and serve the that in a very easy to use, interface like this landing page here. Now these landing pages can also be tied to events, and we'll talk about that in just a minute. But one of the great features about this landing page, is the ease of configuration. So with Workday, I can control the layout, the messaging, and what's contained within each one of these landing pages with just a few clicks of my mouse. So all I have to do is hit that plus button. I can select an image, text, or a button. I can also embed videos or job postings or a prospect form. That really quick first name, last name, email address, I'm dropping off that information. You know, contact me, when you have something available. But note that what I don't have to do here. Right? I don't have to code any HTML. I don't have to worry about the sizing. It's all contained pretty succinctly within, this very easy to use user interface. And I can also publish the same layout in different languages if I need to. Okay. And just like we saw with the campaigns, we also have those robust analytics, specifically for this landing page as well where we can analyze, hey. You know, in terms of offers made, you know, where are those folks coming from? Now let's talk about the events page. So these are pages that we can use to facilitate, recruiting events, college career fairs, again, both in term or in person or virtual or a hybrid. Here's an example of the registration page. Workday will also automatically generate this QR code right here. And as, individuals scan this, it'll take them to the registration page that looks just like this. Alright. Real simple, first name, last name, some method of contact. We can drop off a copy of the resume and add any types of skills. Right? Okay. So once people start registering for the event, when we come back to this specific events page, the event roster here will start to fill up. So this, particular roster will start populating from those, individuals that come in through that landing page. I have the option to select these, invite them to apply directly, send a message, or I have this check-in feature too if it is one of those live in person events, where I'm speaking with people. You know, that way I can get, you know, a confirmation that, hey. I did talk to this person or at least saw them. And then, of course, I can also add any types of notes, per our conversation if I do get to a chance to chat with them. Okay. Last thing to note on this events page. As I come down to the bottom, note we can link this here to a specific landing page. I can also automatically route this to a candidate pool here, and we also have this concept of candidate tags. Candidate tags are just like tagging someone in Facebook or tagging someone in Instagram. We can set up as many tags as you need. You could get get to configure them, call them what you want. But this is a way where we can track candidates automatically as they register and as we put them directly within that find candidates report that we took a look at earlier. So Workday makes it very easy, very seamless. There's no more rescanning of resumes. There's no more, mass loading contact list from your external events. Workday not only automatically puts them directly within our technology, but we can also automatically tag them and file them as well. Okay. Now let's move on to messaging. Let's talk now about the, text messaging built directly within Workday. This feature is a little bit more in the background, than the features that we've seen before in that, you know, when I come to a specific job requisition and I'm working through my candidates here, just like you would send a message using traditional, email, you know, I have the option to open up that send message, but notice that that SMS option now appears, with the messaging SKU within Workday. I can still use, my template framework here. So notice that since it all is all one system, all one Workday, we can automatically have things like the job posting title, company, application status even, mail merge directly within these messages here. Here is how the SMS text will appear if I'm curious. And then if I want to go ahead and send to push notification, this has more to do with if someone is internal and already has the Workday app on their phone. So not as important here. But this is just a quick and easy way where we can contact, people within the recruiting process. And we know that, you know, some people aren't always checking their emails. Sometimes it's handy to send out a text message to get their attention. Now once we've established, you know, connection and conversation with our candidates, here, you know, we can take a look at the conversation, directly. Right? So but but before we go into the details, note that we have confirmation that Dolores here is opted into text message. I can come in here also and, invite to apply. So, again, if I want to invite Dolores to apply to maybe one of those other hired score, applications where she might be a better fit. Here, I also have that SMS message capability as well as an option to invite her to apply. I can contain all my candidate notes directly on her candidate record. So this is running history of all the conversations I've had and will follow Doris with her if she does, reapply to another role. And I can also contain all the text message strings directly on Dolores's, candidate profile here just so it's very easy to reference in the future. Okay. So note that this conversation has been closed. This is just a artifact of having connection to that live text messaging. Do note that in a live environment, you can keep this opened, you know, past the offer stage. If you want to use this SMS messenger to send out notifications about onboarding or where to go, who to meet, you can certainly do that as well. When it comes to provisioning the the individual, you know, text message number, please reach out to your account executives. They can get you all the details around setting up that number as well. Okay. Last thing I'll talk about is just, you know, how do we get that, opt in that I just showed on Dolores' record for that opt in? Well, in the application itself here, right, as I'm filling out this information, note that I have this check mark at the very bottom. Once I check that mark here, I'm I'm saying, hey. I consent to receiving those text messages, again, just like you would sign up for any type of marketing campaign. And then once I submit my application, it's in entirety, here I get a follow-up text to say, you know, hey. You've opted into this. Does this make sense? And here is a a direct link to your application if you need it. So I know that was a lot. We covered a lot of ground in, kind of the short amount of time we had here. But I hope you see how Workday, is really investing a lot of resources into recruiting, especially that marketing or that CRM part of it. You know, HiredScore is really also helping, from an AI perspective in terms of, you know, streamlining that top of the funnel, and having it all in one system makes leveraging the information across those different units very, very effective. So with that, oh, do I have one more slide here? Aggie? Let's see. I'll stop. No. You can present or I can also start sharing my screen. I'll I'll let you, spin up the That's alright. Here we go. The last screen that we wanted to share with you all is about, the other extensibility for Workday messaging. So as our product team developed Workday messaging, we added it with the intent for recruitment. So you can add any text message to any business process notification step upon exit or entry of a step. So say for job application business process, whenever someone applies, they have an offer, they have an interview, they're, up for hire, part of that business process can have a notification, but we also discovered that makes it available for all business process notification. So if you are a current customer that has something like expenses or absence or benefits, you could also send these reminders as a part of that business process framework to your workers to make sure that they complete their task on time. So just another added benefit if you wanted to expand that conversation past recruitment, although I know the intent of today is about recruitment. Now, before I move on to my final slides, I wanted to address some of the common, questions that I had in the chat. So to go back a little bit here, Workday recruiting is separate from candidate engagement, Workday messaging, and higher score AR for recruiting. Those are each, separate SKUs or separate add ons to the Workday, recruiting environment. But what all of that can do together is, you know, paint a better picture of that end to end life cycle. One of the other questions that I I got, and I was multitasking, so I apologize if Scott already presented on this, was, you know, what is Workday and HiredScore doing in this sort of legislation realm and the regulation realm? So I like to say we're in the room where it happens. Our founder, Athena Karp, who founded HiredScore, was heavily involved in US legislation, legislation and New York City law one forty four that determines that we cannot have, automated decision making tools for recruitment. So Hire Score is not an ADT. We were working very closely closely with those federal regulations around, making sure that we're, you know, letting the human be in the driver's seat. We're also in several different, legislative bodies for The US as well as the EU. But we also publish our bias training and our bias outcomes. So you can see that publicly online as well as we have balanced training sets. We are constantly reviewing our, our algorithms to detect for bias. So there are some publicly, available details on that. And if you have any questions on that, we can send that as a follow-up. I'll go back through a couple of the other questions. I know there were some questions about, you know, how can we see this come to life for a health care customer when it comes to Hire Score, and I have a story about AdventHealth that I'll share. But if there are any other questions, please feel free to keep answering them. We have about fifteen minutes or so left in the webinar, and Scott and I are here until the end. So please ask your questions. If we don't, get to them in the remaining time, we'll make sure to follow-up. Alright. So let's talk about customer success and value. And let me just orient myself here. Okay. So this is a highly requested story, from AdventHealth. So AdventHealth leveraged AI with high score to release several of their challenges around nursing shortages, around, low patient care capacity in an underutilized talent database. They're a huge health system that serves a huge population and has thousands of candidates coming in. So they were able to fill their nurse requisition through Fetch with those past applicants that are already living in their ATS, and those fetch leads were one and a half times more likely to be extended offers than any other sourcing strategy they were using beyond what they were doing with their agencies or with another CRM. They also had a tremendous amount of time saved and talent in the door. They were able to increase their hiring for several clinical roles. So it's not just nurses. It's patient care. It's radiology. It's surgery. It's physician. So they're across the board filling these roles that were previously very hard to fill, and they are also closing those job requisitions faster in a ninety day period. A thousand hires were accounted for through Fetch in their first year. And the value of HireScrew really was helping them achieve time savings, cost savings, and ultimately talent savings. So they were at a better capacity to care for their patients and their communities because they had so many of these people, coming into the system using AI. As for Canada engagement, when we look at the customer value for this solution, we're seeing a growing momentum since the release of the product in 2022 after have gone through an early adopter program. There may be a few of you folks on the line that are familiar with our early adopter programs. So this is where we really test our functionality, get customer feedback before making this live and available. We do this with every one of our products to make sure it is going to have the outcomes that we intend and have real value. But hundreds of hours of, manual work is being saved here. We have some quotes about building strong diverse pipelines of products, or sorry, of prospects. And then we're having a stratified customer base, so they're using the tool in fascinating ways. You see several other examples like job fairs, university recruiting. Resident retention programs is one that I hear most often. Remote role focus groups, women who can come, veterans returning to work. The possibilities are really endless. And then we had our large US based hospital system with over 40,000 employees that said that they use candidate engagement to target a network of physicians for opportunities. As for Workday messaging, this was another early adopter program, a program that was close to my heart, and we now have over 800 customers who have invested in Workday messaging. And not surprisingly, the most of that growth and adoption is in our health care customer base. That momentum really speaks to the increasing need of our customers to enhance their can in, candidate communication strategies without overly complicated unintegrees unintegrated solutions. So one of our customers cited an immediate improvement on offers for a hard to fill position at their organization. So these are just very few of the hundreds of stories that we have available through Workday. If you are interested in other references and other customer stories, please reach out to your account executive. They're more than happy to provide you some of those. But now that we've heard about some customer success stories, I also wanna take a look forward at our road map and our deployment. So, starting with candidate engagement, we are experiencing several enhancements throughout the year. We as you know, for those in our customer base, we have two releases per year, one in the spring and one in the fall. So we're constantly releasing things. And some of those highlights that I wanted to add are SMS campaigns. So Scott was showing you campaigns, for Kin engagement going out through email. We are currently in the works of expanding that to SMS campaigns that should be delivered by, the fall by r '2. And then we are also extending fields on the prospect form, and that's based on hundreds of customer feedback and up folks on our community asking for additional fields on that prospect or introduce yourself feature. So we're we'll be delivering that shortly. In the future, we're also working to streamline and automate the experience of creating landing pages by using templates. And we're also automating a campaign audience by using Fetch, that lead apple, that lead, solution with higher scores so you can then automatically fetch people for a campaign to make sure you have that right audience at the right time. Something I will say that is available today with HiredScore, and just some extra capabilities that we wanna make sure you're aware about is our sort of recruiter productivity tools. And this can be in Microsoft Teams or email, but this would include for a recruiter a bot and a sort of notification experience that helps a recruiter be in their natural workspace, prioritize those high value tasks, reduce bottlenecks and escalates by having those notifications go directly to teams or email and tell them exactly what to do to be productive. In our future releases, we're also hoping to expand this to Slack if there are any organizations using that. And the same applies for hiring managers. We know hiring managers have another full time job, so their hiring task can sometimes fall by the wayside. But with our hiring manager experience, we can also bring those candidates, bring those tasks directly to them. They don't need to learn a new system to do that. So through Teams and email and in the future with Slack. As for our messaging road map, in our next release of messaging, we're working to streamline opt in management. So opting in on behalf of candidates or workers and create a sort of centralized inbox or hub of all SMS conversations for easier management. That was another huge point of feedback in our early adopter programs as well as in community, having a central inbox for managing all those conversations. We're also expanding across the globe, expanding our APIs to WhatsApp and also RCS or rich communication services, which we know, WhatsApp and Androids and other messaging platforms are using to have better encryption. And you can also expect other enhancements down the line with consent and link tracking. I did wanna note that, for candidate engagement and messaging, if you did not know already, these are actually self deployable products. So upon your subscription, and getting those products with your tenant, you can have really that quick time of value. So if you need any information, it's all going to be available on Workday community. We have those admin guides for all of our skews in Canon kit including Canon engagement messaging so that you can configure that. We also have user groups so you can chat with other customers on how they have configured to, really optimize those products. But, again, if you need any additional help, reach out to your account executive. But community will also have those informations about phone number provisioning, troubleshooting, security, etcetera. So some closing notes in our last few minutes here. I wanted to provide some other resources and next steps for you all. All of those questions that we have not had time yet to answer, I believe, we've answered most of them, but, we'll we'll, do our due diligence and make sure we've answered everything. We'll make sure to follow-up with you after this meeting using the email that you have registered with. And, again, I see these questions about, registration, and the recording. Use the same link that you used to register to view the recording. There will also be an email sent tomorrow so you can review the recording link. You can send that with any of your colleagues that didn't make it today. And then if you have any other questions about talent acquisition, with Workday, wanna understand, more about the product, more about the subscription process, please contact your sales account executive. Something I also provide with each of my webinars is a highlighted list of resources to help you understand what does it look like to deploy, what are some user groups I can join, best practices, FAQs, customer values. So, while I can't copy paste them into the chat right now, again, if you want those resources, they're out in community, but also reach out to your sales account executive. But with that, I wanted to thank you all. Thank you to Scott for the wonderful presentation and walking us through all of that today. But I also wanted to thank all of you, all of our customers, all of our prospects for your partnership and your participation in the webinar today. We couldn't have done it without you. So thank you so much, and have a great rest of your work day.