Name: Paradox AI: Transforming the Candidate Experience
Uploaded: 2026-02-04T14:46:05.146Z
Duration: 59 min
Description: Paradox AI: Transforming the Candidate Experience

Transcript for "Paradox AI: Transforming the Candidate Experience": So welcome to our Workday Paradox AI transforming the candidate experience webinar. We will begin shortly, so stay tuned. Stay tuned for the webinar. We will begin shortly in just approximately one minute, so stay with us, please. Thank you all for joining. We will begin shortly in just half a minute. Okay. So, again, welcome everyone to our Workday Paradox AI transforming the candidate experience webinar. My name is Marika Jaster. I'm a principal solution consultant within Workday, specialized in the HR area as of 2018. And I'm joined today by my good friends, Tom Trevick and Chris Vessend. And, Tom, can you introduce yourself? Sure. Thank you, Marika. Hello, everyone. Thank you for joining. My name's Tom. For the last four years, I have led solutions for Paradox across EMEA. Now very happy, of course, to be officially part of the Workday family. I haven't always done this, of course. I started as a recruiter, gosh, many moons ago and a couple of decades worth of TA experience that hopefully can add value to these types of sessions. So looking forward to it, and I'll hand over to Chris. Thanks, Tom. Hi. Good morning. Good afternoon, everybody. Chris Bessence, now part of the Workday team. But like Tom, I joined as a result of the work, the acquisition of Paradox quite recently. So I've been leading go to market for Paradox across EMEA over the last few years. Looking forward to today's session. Alright. So we will get into a fairly interactive session quite shortly, and I want to start off by giving a little context as to what we will see today, specifically in relation to AI agents and specifically conversational AI. We're going to meet, Olivia. You can see, a little bit of Olivia here on our screen, and you may well have seen or heard of Olivia before. We will learn a little bit more today about how we're leveraging that AI agent or assistance, for candidates and the elevation of the candidate experience. Essentially, providing candidates with a a concierge, available twenty four seven in multiple channels, and we'll see some of that through our session, that can really help candidates, hold their hand right the way through the hiring process. And whilst doing that, we also then have the opportunity, to leverage that interaction for your hiring teams to look at how we can use automation to start to take away some of the manual tasks that maybe are a burden for recruiting teams today. And, again, we'll see how, Olivia as that AI agent can be utilized, as essentially an outsourced recruitment partner and to take away some of those repetitive tasks that are eating into the time of your recruiters and hiring managers as part of today's hiring process. Importantly, of course, we want to think about how we leverage AI. And today, of course, it's fairly common that the human led process can lead to disconnected systems, disparate data. This is something that we can easily solve with the introduction of AI and the support of tools like Olivia as a conversational assistant. Importantly, though, becoming, a productivity tool for the human in the loop. So we will see how this is really boosting productivity for recruiting teams, recruiters, and hiring managers, but also ultimately elevating the experience for users, including your candidates. And when we think about the use of AI and automation, it's really important to consider that really one size does not fit all, and we will see some of this in action today in our presentation. But, of course, there are different types of roles that you may be recruiting within your organization. We will have, I'm sure, representatives in this session that are essentially either frontline hiring or potentially focused largely on more traditional white collar or corporate recruitment. And the great story here is we've got the capability to really adjust or amend the level of automation that we can apply into those hiring parts. So importantly, of course, we may want to consider a little more automation for some of those high volume, frontline roles that sit towards the left of this slide where actually we see, a significant volume of applications and therefore a huge amount of work or extra workload for recruiters and hiring managers where really automation and AI is is a non negotiable to really support that workload. However, of course, if we think about the more traditional corporate or white collar recruitment, we would typically hear that our customers here really expect to be giving a a white glove experience to those candidates. And that's that's to be expected for this type of recruitment, and, of course, we want to be able to cater for that. And therefore, the tools that we're providing here might be a little more light touch, and the level of automation could be adjusted just to be able to give recruiters some time back and and allow them to invest more hours in nurturing their candidate pipelines and building those those personal relationships. And, again, what we'll see through the rest of our presentation and into a demo will hopefully give you food for thought as to how we can start to really tailor, that level of automation to create the appropriate journey based on the the roles you're recruiting for. And that just leaves me really to, finish here before I hand over to Marika to pose the question that if you did have an assistant to help you get that recruiting work done, what would you have that assistant do? And feel free to share those thoughts in the chat as we go through the presentation. We'd love to see some ideas. I'm sure we'll see a lot of synergy around some of the tasks that you would like to outsource. And, hopefully, we'll see some of those covered with Marika as we get into the the overview presentation and demo to come. Thank you very much, Chris. So before we dive into the demonstration, let's do a short intro of what you can expect here, both from a candidate and from a recruiter perspective. So what I'm going to highlight during the presentation and during the demonstration is how Olivia, in this case, is supporting our candidates twenty four seven, be it via chat, be it via SMS, be it via WhatsApp, or email. It's up to the candidate how they want to be in touch together with Olivia. We will also take a look at the candidate engagement, so how we keep the candidate engaged within the apply process and how we can make that as fast as possible for them. And lastly, we will look at the recruiter amongst others, the interview scheduling, how they can set up or how automated setup is being taken care of in sending reminders to candidates, and how preparation upfront can be shared with the interview team, but also, obviously, with a candidate. So the personas that we are going to use during this demonstration is going to be Olivia. She is our agent, and she is our assistant in our demonstration. We're gonna take a look at the candidate, and we're gonna take a look at Carmen, who is our recruiter throughout the process. Now without further ado, let me take you to a Paradox created career site. So for this scenario, I'm a candidate, and I've already landed at your career site. Now, obviously, a candidate can also directly apply to any of the open positions that you have either via QR code or via a text to apply. Now our approach towards career sites is fundamentally different, and the reason for that is that it's completely organized around Olivia. Olivia is the center for us. And why is that? Because Olivia is the assistant of your potential candidate, making their life to find an open position within your organization as easy as possible. Now, obviously, we still have open positions that they can have a look at. So if they are looking for a job in design, they can simply select this option to dive into any of the open opportunities within the design, or if we take a look at the bottom, yes, they can still, if you'd like to, use those extensive filters to find any of the open positions within your organization. However, as indicated, Olivia is our assistant here that wants to support our candidate as much as possible. So simply selecting the chat with Olivia button or use the little widget here at the right corner makes it that Olivia appears to me. And by the way, this widget can be implemented on your own career site that you have built or that a third party has built for you. It can be integrated within Workday recruiting external career site or like this on a Paradox career site. Now what we see, first of all, is that Olivia is nicely introducing herself to us. So she is giving her name to us. And by the way, if you take a look at, for example, one of our clients, Nike, you will see that Olivia has been branded into the Nike brand and is no longer called Olivia but is called Max. And as a real Dutch person, I always like to think that Nike is using Max or Stopper in that case as their assistant. But what we see here, first of all, she gives her name, Olivia, and she is the personal job assistant at Global Modern Services. And she is here for me for anything that I want to ask around the business, the culture, the team, and anything else that I would like to know about this organization or about my apply process. Now before I can get started, as you will see, I need to review the terms. So this is the area where you, as an organization, make sure that you are GDPR compliant. So here you indicate what you do with the data that you receive from a candidate to make it that you are GDPR compliant. It could very well be, obviously, that you want this to be formatted in a different way or at a different stage. That is all possible. Just make sure that you are GDPR compliant. So we are accepting the terms, and we are being nicely thanked again by Olivia for accepting the terms of use, and she already asked the first question how she can help me. Perhaps you also noticed that at this stage already, I can upload my resume for job recommendations. So what would happen if I would do that is that based upon the content of my resume, Olivia is going to assist me in finding a proper job within your organization. If, however, there aren't any jobs available at that time, just bear in mind, you can always use the preconfigured process where we guide those talented candidates to ask them to join any of your talent communities so that you won't lose any of those potential candidates, any of that potential talent in there. But as we understand, I am a new candidate, and perhaps I want to know something more about your organization. For example, what is the culture? Without me, your culture like. And quite swiftly, Olivia is going to answer my question. So this highlights how we use your curated knowledge of the organization to provide answers to any of the questions that a candidate may have. What we see here is, first of all, that we can use, obviously, plain text, but we can also accommodate that with embedded videos or links to any of the websites or engaging and relevant PDFs, all based upon the topic that we can provide that content. Now I'm Dutch, as I indicated already, so I also want to know So that is, do you speak Dutch? And one on one, Olivia is going to switch into Dutch indicating that she's happy to help me in Dutch. What can I do for you? And I'm gonna indicate because I understand that not everyone in the webinar is speaking Dutch. English, please. And we can convert it back into English. Now Olivia is a dynamic AI solution, and that's built on either a NLP, so a natural language processing, which makes it that the answers to any of the questions that are being asked are being predefined, which is very safe, very secure, and every answer will always be the same then. But that makes it that you can have an increase of 75% in candidate satisfaction. We also can utilize contextual based closed large language model, but that is currently safe harbor applies here, only available in English. But let's go back to the candidate because I do have some other questions here for Olivia. Amongst others, working from home, is that an option? And as you can see, I can type my sentences any way I want to so Olivia will understand the questions that I have. So in this case, she's answering that the organization offers a variety of remote working options, which is always very good, and how about benefits? Because I think, as a candidate, I would love to know what the benefits within the organization are. So as you can see, again, an embedded short video that I can simply click upon and then watch it, and afterwards, I can indicate whether or not I liked it, and Olivia will respond to me immediately. Now I've got a good feeling about this organization, so what I want to do now is simply find out if there are any open positions. So do you have any open jobs as customer operations in Amsterdam? Because that is close by to where I live. So she's gonna come back to me, hopefully, with, yes, indeed. We've got five custom operation positions for me in the area of Amsterdam. And what you see here is that in this case, we utilize keyword matching, so mapping. So any of the wordings that I, as a candidate, will use, like customer operation, are going to be tied to the wordings how you are using it. Not just as you already saw regarding the job postings, but it is a very broad area in there. So, as we can see, there are couple five of customer related, open roles at this moment. So let me take a look at this one, customer service representative. Now this data in this demonstration is being taken out of Workday recruiting. So in Workday recruiting, we have created this job requisition, and the entire content of that job requisition, as soon as it has been posted, is made available here at for Olivia as well. So I can walk through it. I can read the qualifications and the key competencies, and the only thing I need to do now is either use the little checkbox above if I don't want to apply, or in my case, if I want to apply, I simply select this option. Now as you may have seen, if I scroll slightly back up because now I have to start answering some questions, and I'm not very good at multitasking. I'm not like Olivia. But what you see here is that the candidate has asked multiple questions to Olivia. In research, it has proven that 40% of candidates is interacting with a career site outside of regular business hours. So let's assume I was doing this these questions asking at ten at night. So in the meantime, while your recruiters when you utilize Olivia, in the meantime, when your recruiters are then enjoying a quiet evening at home, Olivia is taking care of their work. So saving your recruiters a lot of time, but also providing your candidates an excellent service that you are twenty four seven available for answering any spare questions. Now let's go back to Olivia and the questions she is asking me. So, again, the personal global modern services job assistant, she would like to know my first name and last name. So my first name is Marika. My last name is Jostra. And then there is a silence because I'm waiting for the next question, and that question is, what is your email address? So my email address is this and@gmail,oops,.com. And now this information, due to the fact that I entered the apply button, my data, so my name, my email address, and my mobile number, are also going to be sent directly into Workday. So let me as indicated, I'm not very good at multitasking. Let me double check my phone number. Yes. That's the correct phone number. So as said, this data now is being plotted on the candidate profile that we will take a look at at a later stage as a recruiter within Workday recruiting. Now due to the fact that I provided both my email and my mobile phone, Olivia would like to know in what way I would like to receive any communication. Is that email only or is it both email and any of the forms of phone messaging? So in this case, I'm going to select email and WhatsApp. And this is going to be taken into account by the organization that these two are the only ways that she communicates with me, so via email and via WhatsApp. Now she's gonna ask me a couple of questions, and these questions, in this case, are resting on the job profile that has been created within the Workday recruiting area. So based upon the role as a customer service representative, we have some questions that we want to ask our candidates. So are you at least 18 years old? Well, there's no doubt about that. Yes. I am 18 years old. Am I available to work during the weekends? Yes. I am. I have a very small social life, so no problem for me to work during the weekends. And how many years of experience do I have in this role? So that is three years of experience, and let me select done. So at this moment, I'm being asked to drag my CV. So let me go into my area where I've got my CV, and let me drag and drop it right here. So now that CV is also going to be sent into the Workday environment. So all that data is being mirrored one on one. One of the other questions Olivia is asking me is whether or not I want to take a look at the equal employment opportunity information. Now most of you will think that is something that normally is being asked in The US, right, and not in Europe. Yes. Correct. And the reason why we kept it here in this demonstration is to showcase the value that if there are any important matters that you would like the candidate to be aware of or that you want to have the candidate to provide their consent for, then this is also an option where you can do that. In this case, I'm also able to skip this question, which is something that we will do, and right here, we are done with that. As you can see, Olivia is more than just a chatbot. She's a true assistant, and in just a few clicks, she assisted me through the entire process to apply for this organization. Now in the meantime, as we can see, thank you for your interest, but then she already has great news for me because I have met the minimum qualifications and Olivia would like to set up a phone interview with me. Now the reason why I selected this particular job requisition is on purpose, obviously, because I wanted to demonstrate our available schedule options. But I also wanted to highlight one of the components that we provide here as well, which is better known as a capability that is called automatic stage routing. So what happens behind the scene is that based upon the questions that I answered, I met the criteria. So, yes, I'm at least 18 years old. Yes, I have more than three years of experience. So based upon those questions, the first stage or phase in the recruiting process, screening or review, can be skipped, and we can automatically auto route, in this case, this candidate, into an interview. This can be very handy for those high volume roles that you may have where you have to act with speed to make sure that you are securing any of the candidates that apply. But as you can imagine, it is also very relevant for any of those high skills candidates that or roles that you are looking for to make sure that your recruiters are being given some additional time by already making sure that some candidates are dispositions based on the fact that, for example, they aren't 18 years old and they are not allowed to work for the organisation just yet. So this way, it helps to free up the time of recruiters by auto stage routing these candidates. Now what we see here is that I, as a candidate, am now able to make a selection. I can either have an interview on Thursday, February 5, on Friday, or on Monday. And if any of those times are not available for me, I can also select view additional times to see where in the agendas of all the interviewers I can find a spot that is also applicable for me. There are multiple ways that I can respond in this chat to Olivia. I can type in a one. I can type in thirst or fry any way I want to. So let's type in fry is fine with me and indicate that Friday is a date that I am available, and I would love to have that interview. Thanks, Marika. Okay. Someone is going to call me on that number on Friday the sixth at a quarter to six. And then I realized, oh my gosh. I just made an appointment on Friday, but Friday is the day that I'm not available. So can I reschedule, please? I'm always polite to a chatbot and to an assistant. So to understand me correctly, she needs to know if that is indeed what I want. So, yep, I would like to reschedule. And, automatically, she is going to check the calendars behind the scene of the people that are going to participate in this interview that takes place. She's going to take out the options of Friday that I, at first, have chosen, and she's now selecting other time slots for me. So let's go for a Monday. It's great. And from here, I've got my new date set, and she's going to send me indeed the confirmation that I'm going to have an interview on Monday. Now not only did she send that to me via this chat, but she also did that in my WhatsApp. So let me share my screen with you. Quick fingers crossed that it's going to work. And I hope you can see nope. There went my screen. So let me try again. Here we go. There we are. So as you can see, I met the minimum qualifications. We already saw that in the chat. But as you can see, the entire threat that was part of the chat is also visible here within WhatsApp. And not only within WhatsApp, but if I open up my email, you can see that we started at a little to three, and we finished at two to three where I can find my invitation that I can add to my calendar, etcetera. So the way I want it to be communicated with is indeed how she has communicated with me. So much for the experience of the candidate where, again, we saw that the candidate was being assisted throughout the process. We found an an applicable job in Amsterdam as a customer operations or a customer service representative. I provided my input. Olivia answered my questions. So at this moment, let's switch gears and take a look at the recruiter. So I'm signed here within the Workday recruiting environment, and as a recruiter, I am going to take a look at my job requisitions. So let's open up the job requisition workspace. So for the job requisition that we applied to the customer service representative and let me put it in descending to find Marika Jostra. If I scroll, oops, slightly down, I can see myself here, Marika Jawstra, and I can also see this little paradox sign. So as a recruiter, if I open this one up, it will show me the communication that has taken place between Olivia and Marika in this case. So I'm always aware of any of the questions that Marika has asked Olivia, and sometimes that, as a recruiter, I can benefit from that. So if I know that, for example, working from home is of relevance for Marika, I can make sure that I either stress that out in our first interview or I ask Marika, how many days do you want to work from home? All kinds of questions like that. From here, I can also communicate with Marika. So let's say that something popped up for the interview and I want to know something, an additional information of Marika. I can start by sending a chat and pretending to be Olivia, but as you can see, Marika does not know this message is coming from Olivia yet. Or I can also do it as myself, and if I select myself, I'm being notified very gently by Olivia also as a recruiter that I have not introduced myself yet as Carmen to Marika. So that's one way I can work with that. Another capability that we can highlight is we can look at the entire profile, but we can also from here work with any of the interviews. So let's say I received a phone call of the hiring manager that has taken a look at this profile, and the hiring manager has indicated, I know that you have a phone screen with Marika, but I would like to speed up this process, and I would like to join, and I would like to make it a virtual interview with the three of us. So what I can then do as a recruiter is go into Marika, edit the interview, and indicate that in this case, I want to have a virtual interview. That virtual interview is not going to last thirty minutes. Perhaps I wanted to have it a bit more, and I can add any additional interviewers. So I can use the recruiter on the job that's already there. I can use the hiring manager on the job, which is Amelia, so I can simply select her, or I can look for any of the other employees that need to be present during that virtual interview. I can apply this. I can add more interviewers if I want to. I can add a little afterwards, a little debrief. I can add any of the interview preparations that could be either for the candidate or for the person who's going to interview. Any instructions, settings. So if there are, as indicated, certain schedules that hiring manager, for example, wants to have for this specific candidate or for this specific job requisition, I do not want to have any interviews upcoming Monday. We can take care of that here as well. And right here, I'm gonna save my changes, and we can close, in this case, that screen and dive into the candidate profile. Because what we see in the candidate profile is, first of all, that indeed my phone number that I entered is being taken into account. The email is taken into account and the resume as well. So my CV all has been sent directly real time from Paradox Olivia into Workday recruiting. Another item to stress out is the questionnaire results. And if you remember, we asked indeed three questions to the candidate. Are you at least 18 years old? Are you available to work in the weekends? And how many years of experience do you have in a similar role? So all of that information is being taken from Paradox directly into Workday as it's a one on one integration. Last thing I want to highlight before we go into the questions and answer session is did Olivia indeed sent Marika the update? So I'm back as the candidate again, and I can see here that I can join the meeting now as soon as it's time. And, yes, we will send reminders to candidates to make it that there is a very low drop off of candidates not showing up for interviews. So it is to be set by you, to be configured by you, how many reminders you want to send out, how many days in advance, or even an hour in advance, for example. But as soon as the interview takes place, the only thing I need to do is either on my mobile phone or via email or in the chat, click on the link, and Olivia will take me into that virtual interview together with Carmen and Amelia. And with that, I'm gonna take you back into the presentation where we summarize what you've seen today. So the twenty four seven assistance for candidates, as you see, we meet them where they are. We answer their questions twenty four seven. And by the way, if there's ever a question that Olivia can't answer, yes, we will notify the recruiter, and the recruiter can then contact the candidate directly. I hope you also agree with the fact that we kept the candidate engaged, and we have a very fast applied process. Obviously, it depends on how many questions you ask during the application process, and our recommendation is to keep it up to a maximum of five to seven questions. But all of this reduces the candidate drop off and provides, as a recruiter insights in the candidate and the communication that they've had with Olivia. And last but not least, I hope you have seen how swiftly our automatic interview scheduling is working. So that's frictionless automated scheduling that also helps by sending those reminders to avoid candidate no shows. And with that, I'm gonna hand over to Tom. Yeah. Feel free to join me on stage, guys. We'll do our best to answer the questions that have been posed. Thank you for your engagement in the chat function. I think, I've done my best to keep on top of those, but there are a few remaining questions I'm very happy to talk through here. So in in no particular order, Renu has asked whether the application questions can be configured as per country. That is absolutely possible. However, most customers prefer to build the specific screening questions on the questionnaire that's attached to the job requisition. So, yes, we could have the same questionnaire, for example, for a particular job family or for a particular region. However, we do have the autonomy to have specific screening questions on a rec by rec or role by role basis. So, for example, for, you know, very competitive hires, maybe graduates or high volume types of profiles, we might want to keep them quite quite basic in terms of, are you 18? Do you have the right to work in the country? Are you happy to work this shift pattern? Whatever that might be, maybe we progress straight to auto schedule or straight to recruiter review from that point onwards. For more corporate professional hires, maybe we want to check-in on years of experience or, you know, university level obtained or certification or whatever that might be. So, hopefully, the message is clear that this is completely configurable, and the agent is smart enough to pull those questions in a dynamic fashion from the questionnaire that your t a team have positioned against that particular requisition. Alright. So there's a question from Varun about the ability to remove bias from the process. So I'm pleased to confirm that in terms of the prescreening process, Olivia completely removes any conscious or unconscious bias from the process. So Olivia wouldn't care if your name was Michael or Mohammed or Joe or Jane. She is going to screen in a completely equitable fashion based on the minimum screening criteria that your TA team have decided is appropriate for that job. So as a result of that, we actually see a much more diverse slate of candidates progressing through to review or interview stage. Of course, from that point, it's up to you to have a diverse interview panel and, you know, whatever you decide from that point onwards. But Olivia can certainly help remove bias in terms of the screening upfront. I'm going to look at the question from Maria here. Where are the available time slots for the interview coming from? So to be clear, this is based on a live API call into the calendars of whoever the suitable interviewer is for that particular stage. So Olivia won't, from a privacy perspective, check for the details of what's already existing in calendars. But whether you use, g Suite or Outlook or whatever that might be, Olivia will check for free busy times within an agreed working day and working pattern. And without disturbing a busy hiring manager, for example, she will search for those free times, offer those to the candidate. Immediately, therefore, we see that time to first interview scheduled metric typically reduced from several minutes to, from several days to just a few minutes. In fact, most candidates respond within seconds because even if they're in work, on the sofa, on the train, they can simply, within that SMS or WhatsApp channel, select a time that works for them, that we know based on the availability of the calendar also works for the interviewer, and therefore, we aren't having to disturb busy recruiters or managers from more value add tasks elsewhere. There's a question from Nick in terms of how does Olivia schedule an interview if the interviewers have no availability, their calendars are blocked out. There's a few ways that we can tackle this. So in the first instance, Olivia will politely nudge or prompt the interviewer with a message either in their preferred Teams channel, for example, and or email, of course, to say, hey, missus manager. It looks like you're out of interview availability. Please, can you click here and drag and drop some times that you would be happy to interview at? After doing so, those times would immediately be sent to the candidate to to to select. Let's imagine a very senior or busy manager is still unresponsive despite being prompted. What we're able to do then is to alert a assistant or a delegate, maybe a recruiter, that has visibility of their calendars to complete that task on their behalf. And, also, this probably warrants a deeper dive in in a follow-up session perhaps. We are able to, within the Paradox platform, build a more specific overlay of availability so that regardless of what, for example, my Outlook calendar says, I only want to be available on Fridays to interview project managers from 2PM to 4PM, for example. So we can get as specific as that if appropriate. Hey, Tom. Just while you're on on. scheduling, there's a couple of other questions just around the the kind of the breadth of of capability for Olivia around scheduling, things. like reminders, interview prep. I wonder if you wanna cover a minute or two on that. Yes. Very happy to. So in terms of what the interviewer will see in terms of that interview confirmation message and, and invite that would be booked into calendars, All of that is completely customizable, and you would decide what you want to be in the body of the email. Do we want, for example, the job title, the rec ID number, the CV or resume of the candidate for ease of review for the manager? Probably, yes. But importantly, we are able to decide in advance what interview prep documents we want to attach to the candidate as well as to the interviewer. Now these could be different, of course, and these could be different on a rec by rec or job family basis. Yeah. Hopefully, that helps. Chris, I don't know if there's anything else you want to add to that answer. Yeah. I think no. That's helpful. I think the a couple of the questions were around things like time zones, so understanding how we can cater for for different time zones. And equally, I think another topic may be around the different interview types, so panel. interview, sequential, etcetera. Yeah. Sure. So the good news is that Olivia is smart enough to not only check for availability, but also be respectful of the time zone that the interviewer is operating in. Even for more complex panel scenarios, for example, let's imagine it's a virtual interview, maybe a Teams interview. We have hiring manager one in one time zone, hiring manager two in a different time zone, and the candidate in a third time zone. Olivia would only offer times that are showing as suitable and available for all parties while being being respectful for the time zones that each individual is operating in. And when it comes to rescheduling, of course, Olivia's going to remind candidates twenty four hours typically and one hour before that interview is about to take place. So giving them every opportunity to let your team know if they can no longer make it. If they can't, as Marika showed, we don't need to disturb busy managers from being productive and doing their day jobs elsewhere. There's no need for any human involvement in that rescheduling. Within seconds, regardless of time zone, regardless of how many people are built into that interview stage, we can handle that rescheduling without without disturbing the productivity of anybody involved in the process. And and I think you've touched on this, Tom, but there was a couple of questions that were leading towards the how how an interviewer would share their availability. So I wonder if you wanna maybe spend another minute on that. How an interviewer would share their availability. Indeed. You mean in terms of the optionality between the Paradox overlay and the calendar? Exactly. Sure. Yeah. Yeah. So the during implementation, we would, through our client success team, guide you through a different approach to what we call calendar hygiene. So so there would be some change management involved in terms of interviewers leaving some gaps in their in their their their weekly operating rhythm for availability that the agent can search from to offer for interviews. So I think once we once managers or interviewers see how much time they get back by not having to constantly align calendars and adjust availability based on rescheduling or changes that happen naturally in the process, they're much more likely to leave some agreed spots within an agreed working day and working week that the agent can choose from. But just to reiterate on a point I made earlier, you are able to get more granular than that. So there is an overlay in the Paradox platform whereby a user could either set up a recurring pattern to say no regardless of what my Outlook calendar says, I don't want to have any interviews on Monday morning. Or regardless of how available I am, I only want to have a maximum of three interviews a day. Oh, and by the way, I don't want them back to back. I want at least fifteen minutes of buffer time between. So we can get, more granular in terms of the configuration of specific availability. But at a bare minimum, all the interviewer would need to do is keep some space in their calendar. Olivia would check for that and, and offer pretty much in real time. What else have I missed, Chris or Marika? Any burning questions that you would like to talk to or bring to my attention here? I'm just having a quick review. Yeah. I think just one taking a step back really and and maybe a validation of the where the screening questions are coming from in the in the application journey and and whether it's possible to have additional questions or different questions to what maybe exists on the questionnaire. Yes. There certainly is optionality for us to determine, for example, that we want to hard code specific screening questions for all candidates or all candidates that belong to a particular job family. For example, maybe everybody needs to be 18 or maybe everybody needs to have the right to work in a specific country. However, the flexibility of building specific tailored screening questions on the questionnaire attached to the jobs requisition is is typically preferred by most customers. I I do this isn't an answer to a question, but I do just want to underscore the point based on what you saw at the beginning of the demo. What you didn't see the candidate having to do is create an ATS to create an application as a first time Workday candidate home creation event. You didn't have to have a candidate remember a login or a password. We just see huge drop off if candidates have to create an application for any ATS, not just Workday, upfront at that part of the application process. So, hopefully, it was clear. But just as a reminder, in terms of what Marika showed you, we're able to keep candidates within that preferred mobile channel preference. We know most candidates are going to find your career site via a Google search or maybe a large language model search now on their mobile device. And here at Paradox now, part of the Workday family, we're all about removing friction from the process. So we don't want candidates to have to jump out, you know, input details. You know? We yeah. Let's not risk that drop off. We can collect that information later on in the process. The candidate home will need to be created at some stage, but for some customers, that's right before offer stage. Or maybe once a candidate knows that they're progressing through the interview stages, they're going to be much more likely to invest that time in in in, confirming some more specific details about their their background or or or their personal information. Tom, Marie. Care. Hey. So Renio asked a question around can these application questions be configured as per by country? So I can take it. You can take it. I can take it from a Workday recruiting point of view, and then maybe you can add what outside of Workday recruiting paradox can do additionally there as well. Yeah. But from. a, yeah, from a Workday recruiting point of view, Irene, yes, we can create questionnaires for specific jobs within the organization and also have it available. Okay. Questions or these types of questions are only going to be asked if someone applies in Germany, for example, and if they apply in The Netherlands, we want to have these particular questions being asked to that candidate. And looking forward to your input in that. Yeah. Nothing further to add there. I think, yeah. Absolutely possible. There is the potential to hard code those questions in Paradox instead of, but, I would suggest that the approach that Marika just described would be, the preferred option for most customers. I think we're up to date, but please do keep them coming. We do have, at least six minutes left. If there's any other questions, we are we're all ears in the chat at least. While we're waiting to see if any other questions come in, I answered Varun's question in the chat, but maybe just to expand on that a little. So just Varun's question was around can we provide more context on how high volume resumes are screened and how potential candidates selected for recruiting interviews. Now depending on on the use case, I suggested, this this actually could lead towards one of our other agents, our recruiting agent, which we would absolutely have a a future session on. But equally, if we look at this from a high volume perspective, and actually this may be scenario where you are recruiting volume positions where the qualification for those roles might just be availability of candidates and, essentially, the priority is which candidates have applied first and who's available soonest, we can absolutely create an automated process where those qualified candidates that have been screened by Olivia are then auto scheduled for interview, and the selection criteria for interview could be as simple as first come, first serve. And in a volume scenario, that might be really important if we want to get jobs filled quickly, and we want to really activate those those first movers when it comes to applications. We want to make sure that we're engaging quickest with those candidates who are probably super competitive and and applying to multiple roles. But, yeah, again, coming back to the the early point, I think if we're starting to think about how we might use an agent to really start to understand who's the best fit for this role and determine who we could potentially progress, that's when we might start looking at the recruiting agent. And, yeah, more to come in another session. Thanks, Chris. And it might be worth just taking a moment to hopefully underscore the message that everything we can bring to your table as customers is configurable. There really isn't one size fits all. And if we reflect on one of the slides that Chris showed, you know, think of automation and AI like a dial. That can be cranked up to maybe nine or 10 for high volume competitive hires, and we could potentially auto schedule based on how the candidate has answered those screening questions as Marika showed a moment ago. However, maybe for more corporate professional hires, you know, typically, it would make more sense perhaps to have a human checkpoint at that stage, and, you know, the first automation would therefore be triggered related to interview scheduling. When a recruiter or a user progresses that candidate from, let's say, from review to screen, for example. And I know Alex had some questions in the chat about, the logic behind the, I think it was Rachel too, the logic behind those triggers. You have the ability to use the interview team's grid section. So let's say, for example, you've had a conversation with a hiring manager. You've had that intake or briefing meeting. You can then use the interview team's grid section to say, for interview one, it's going to be recruiter on the rack virtual thirty minutes. It's then going to be a panel, and then maybe it'll be a in person interview with a head of department for interview three, for example. From that point onwards, every candidate you progress through the steps in your job application business process will directly tie into the logic that you want to happen at each interview stage for that particular candidate. So once you've set that once, you could move five, ten, twenty, fifty candidates across on a step by step basis. The agent's then going to do the hard work in terms of checking availability, engaging with the candidates via SMS or WhatsApp, and also email, and getting those interviews booked in. So we typically see recruiters get back about six to eight hours a week just by removing the administrative burden of scheduling, which, of course, doesn't come without rescheduling. But if you didn't want to use the interview team section, we are able to agree how we standardize the logic for those interview stages in advance, and we would pull that information from the job feed that we would receive multiple times a day typically from Workday recruiting. Alright. I think we've got two minutes left. So love the engagement, by the way, from the crowd. Very happy to answer any last minute burning questions. Yeah. Good job, Tom. I think we are up to speed in the the chat and the q and a. So if there's nothing else, we can give everybody ninety seconds back in their day. Yes. And we'd like to thank everyone for joining this Workday Paradox AI transforming the candidate experience webinar. We hope you find it useful, and it is being recorded. So it is going to be distributed. So thank you very much, and have a lovely afternoon. Bye bye. Thanks, Thank you. Oop.