Name: The Next-Gen Healthcare Talent Strategy
Uploaded: 2025-11-20T19:16:05.518Z
Duration: 55 min 56 s
Description: The Next-Gen Healthcare Talent Strategy

Transcript for "The Next-Gen Healthcare Talent Strategy": Hello, everyone that is joining. We'll just get started in just a moment just to allow people to funnel in for the next thirty seconds. Alright. I believe we've reached a quorum, so we'll go ahead and get started with our webinar. Alright. So welcome everyone to our first installation of the next generation talent strategy for health care webinar. Before we start talking about Workday's approach to solving your unique health care needs in the talent space, we'll cover some webinar housekeeping. So before we begin, as always, we like to introduce our safe harbor statement or our product statement about Workday's products and services. While we will probably cover some road map and future looking innovations throughout the presentation. We advise you to make any decisions based on current state. This webinar is actively being recorded, and that means you can revisit the content at your convenience or share it with your colleagues who couldn't make it today. To get access to the recording, simply, use or revisit the link that you used to join today or reach out to your dedicated sales account executive, and they can help you with that content as the webinar concludes. Also, automatically, there will be an email sent out to you with the recording. But if there are any other questions or anything about the recording or the content, please reach out to your sales account executive, and we'll make sure you get the appropriate recent resources after the webinar. Next, while everyone is currently on mute, your questions are still highly encouraged. So please make the most out of this opportunity to use the q and a feature on the side of your screen to get your questions answered by our Workday team. Your questions are not going to be publicized, so please feel free to ask away. And if there are any remaining questions that we don't get to by the end of the webinar, we'll make sure to contact you via the email that you've registered with to provide additional follow ups. So our Workday live sessions are held monthly across a number of products and are targeted towards, current Workday customers that don't own a product and want to learn a little more about expanding their footprint with Workday, also to current Workday customers to learn more about what they own and then also highlighting services and tools to help you succeed as a Workday customer. So if you'd like to access a library of other webinars that we have and other registrations, registrations. You can go right to Workday community if you're interested in experiencing more. And this is our high level agenda for today. We're going to first start out by introducing some of our high level health care industry trends we're seeing for both talent and contingent labor. And then we'll also see where Workday enters the scene and support the future work moving forward, especially as we enter the world of the agentic AI. Then we'll go into our product demonstration, which will cover talent optimization, VINI, which will cover talent optimization, VINI, hired score for recruiting, and hired score for talent mobility. And after the demonstration, we'll go through some highlights that we've heard from our customers who have deployed these solutions and then what to expect on our roadmap as Workday moves forever forward. So for your Workday team, I'm Aggie Reyes, your host and q and a moderator and a human capital management solution consultant on the dedicated health care team. I'm also joined by my fellow health care solution consultant, Scott Endo, who will be guiding you all through the demonstration today. I also did wanna shout out, that we are joined by Miranda Barlim and Nicole Burnham, our amazing solution consulting counterparts who will be monitoring the q and a today. So what do we know? What are we seeing in the health care talent landscape? The talent landscape in health care was hit hard by the pandemic and hasn't quite recovered. Staffing shortages become the new norm for several job profiles, including frontline worker positions, like, say, registered nurses. In a recent study from Mercer, they concluded that should US workforce trends continue, the health care workforce is projected to reach about 18,600,000 by 2028, so in just about three years. Yet despite the dramatic growth, this still leaves a shortfall of more than a 100,000 workers. And while that gap may seem not so critical in absolute terms, it still adds significant strain to a health care system that is already burdened by geographic and demographic disparities and access to care. Additionally, the need for nursing assistance is expected to be the greatest 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 since the pandemic despite those efforts to stabilize. So this, in turn with these shortages and turnover exacerbate the pressure that is put on the lean resourcing of HR talent and recruitment teams to source, to backfill, to upskill, and even retain talent. Simultaneously, we're also seeing a rise in the use of contingent workers within the health care organizations, so much so that health care as an industry is now the fifth largest consumer of VMS or vendor management technology, with 50% of the workforce expected to be made up of contingent workers or contract workers by 2030, so about five years out. Contingent staff can really help to fill these gaps quickly, reducing the strain and cost associated to, staff turnover, especially when we think about the cost to train and cost to replace a full regular worker. It can be costly and even time consuming on, counterparts inside of your organization. Not only are we seeing, contingent staffing models grow across organizations for frontline positions, thinking clinical and nonclinical roles, but health care organizations are also looking for a way to track other types of contingent or contract workers and ensuring they're deployed to the right role or the right opportunity. For example, we're seeing use cases like nonemployed physicians who need system access. We're also seeing volunteers, students, maybe full time workers in the HCM that need to have another way to track something like a volunteer assignment or even clinical rotations, and then even some of those worker populations in your cafeterias or your security team. So, overall, health care is really looking for a new way forward despite uncertainty, staffing headwinds, and a rapidly changing workforce. So Workday can help you build a resilient, cost effective workforce for the future using an agentic ecosystem. Think of this as a new operating system for talent where every stakeholder in the workforce is supported by intelligent networked agents that drive outcomes across the talent life cycle. So up on the top, you can see your core personas, thinking about employees or contingent labor, your recruiters, managers, and even external candidates, and these are the people that really are the heart of the talent experience. Below, you'll see our AI agents each focused on a specific domain like recruiting, talent mobility, or contingent sourcing, and they're deeply connected, goal oriented, and growing in value with integration, working together to align its right talent actions to business needs. At the bottom, you'll see that foundation with Workday providing a unified real, time view into people, workflows, and business context. So what makes this system powerful is what's happening underneath, and that is AI orchestration. This is the intelligence that connects the dots coordinating across agents, delivering timely, context aware actions, and learning continuously from those outcomes. So together, this is going to form a dynamic and adaptive talent system, one that breaks down those typical data silos or workflow silos, enables a consistent experience, and also helps every stakeholder take the next best action faster across the talent life cycle. So let's pull some of these pieces together and see how AI is going to transform your talent landscape. So with the help of my workmate, Scott, you'll see firsthand how our approach can help you identify and develop your best internal talent with talent optimization, optimize and control contingent labor with Vindly, and then attract top tier talent effortlessly with HiredScore. So with that, I'll go ahead and pass it over to Scott for the demo. Great. Thanks, Aggie, for that spectacular introduction. Yeah. No problem. me go ahead. Start share my screen here. And, you know, Aggie did such a great job at covering the current trends within the health care market. And, again, the the common theme here is, you know, how do we staff these critical roles within our health system? In in this presentation, we'll see the three main ways that Workday helps you fill those roles, by using a lot of different resources. Number one, being your internal talent. Number two, being those contingent labor, workforce. And number three, you know, sourcing folks external to your organization. And we'll see how all three of those avenues can be, utilized using Workday. But where does this all start? It really starts in the planning stage at the beginning of the year. Workday has not only talent management, recruiting, but it also has core financials baked directly into the technology. So as those finance, individuals make their plans, they make their budgets, and they push out those, different budget numbers to the the various areas of the hospital, the executives can always have full line visibility into what's being spent where. An example of this is our headcount plan to pipeline report that's being shown on this executive overview dashboard. I'm logged in as Logan McNeal. She is our VP of HR, So she has access to all of this information. And as she's planning for the upcoming year, this is the type of metrics that she's looking at. So she can get a real time view of all of her different business units, what they have allocated for the year, and also how it's going. Do they need to catch up in certain areas? Do we have open headcount that we need to fill that's critical to that particular department functioning correctly? If we're behind, what do we do about it? Right? And can we do that within this constraints that our finance department has put in front of us? And that's where some of these other reports start to come in. We have full visibility into workforce cost visibility, both employees and contingent labor. I can also bring in third party data from other technologies and represent those numbers directly here on my dashboard. And since we're talking about VINly here today, we're gonna get into some of the details around, the transactions and how we facilitate onboarding some of those contractors. But, ultimately, those efforts will show up here on these dashboards when our executives start to look at, hey. You know, how much are we really spending on contingent labor? What are the trends quarter over quarter? Are there certain critical roles within our health organization that we lean on more heavily for that contingent labor and also from a cost perspective. Does that make sense going forward? Okay. Throughout this presentation, you're gonna see a variety of different ways, again, that we can get candidates into Workday and view their information. We're gonna use a couple of different personas. We start here with our HR executive. Next, we'll go into an individual contributor role, and we'll see the power of being able to track performance, skills, progress against goals, and how that relates to this recruiting efforts. And then lastly, we'll end with a recruiter here to show you how this information gets surfaced when we're creating that job rec. Okay. So next up, we're logged in as Marcus Severino. He is a nurse, and he is looking for the next five years. Right? He wants to know where is my career going. Maybe he's a little restless. Maybe he wants to get into people leadership, whatever it is. So Workday empowers individual contributors to really manage their own career and be proactive in this process. Marcus has access to his career hub, and this really allows him to explore different opportunities, but also raise his hand as new opportunities come up. Right at the very top, we have skills that are being highlighted. And as I click that edit, here's where I can add these different skills. What you're seeing here is Marcus adding these skills ad hoc on the fly. However, this can be prompted through a more formal process such as an annual performance review. So note that we have current skills that Marcus has attained, but we're using artificial intelligence to proactively, propose additional skills that are related to the skills that he has. This is just a way where Workday is helping the individual contributor expand this list of skills that they may have. We're also collecting information on his career preferences. Does he want to stay in his current role, grow at what he's doing, be it the best at at his current position, or does he want to, you know, become a people leader one day, have folks under management, or maybe a blend of both? Now here is where he can proactively raise his hand to say, yes. In fact, I am, you know, interested in a leadership position where I'm managing people. Here's where I can select nurse supervisor or other roles within my organization that I'm interested in. And, again, it's also Workday is also gonna use artificial intelligence to start suggesting other avenues that he might be able to pursue here. Now this is where the power of Workday really comes into play in terms of knowing exactly what skills are related to each one of your job profiles as well as the skills that Marcus already has. So what Workday is doing is it's taking the information that Marcus gave around where he wants to take his career, and it's taking, stock of the skills that he currently has. And we're saying, where are the gaps? What does Marcus have to improve to get to that next level or to get to that next career opportunity that he wants to pursue? And that's where the suggested skills are coming in. Also, we can sign up for flex teams or gig work. These are opportunities outside of his core responsibilities that he could volunteer for to, again, improve his experience, maybe pick up some of those skills. So when the opportunity arises, he is ready to take advantage. Now that we've set up, some preliminary information around both his preferences and his current skills, Now Workday can utilize that information to proactively start to, suggest other opportunities to him proactively such as jobs that might be a great match for him that are posted. Mentors, these are people within the organization that may have some of those skills or experience that he is interested in developing. We can put him in contact with other coworkers who might share similar interests and then, of course, also provide learning content to reinforce those skills that Marcus here is trying to develop. Once we've surveyed some of our options, we can put an action plan together. This is a series of steps that can be put together by either Marcus, his manager, or a combination of both, to really guide Marcus step by step through the process of getting him to where he wants to go within the organization. And then he also has the opportunity to explore additional, current opportunities that are posted. Here in the middle, we have a featured next move. Again, this is utilizing, your own organization's data on promotions, hiring trends, movement within the organization. And what Workday is saying is based off of your current role and experience, 15% of the people in your role move to that nurse supervisor position. So once we've highlighted that, we can find out more details. Again, we're leveraging skills to say, hey. You're a match for this role because you have these additional skills here, but here's some of the skills we may need to develop to make you a stronger candidate. I can also view the current job openings, for this particular role. And if I find something that meets all my needs, I can apply to this role directly within Workday. So we can see the power of talent optimization, collecting that performance data directly within Workday to not only influence things like our merit review process, but also have full visibility into the skills, talent, and experience that our organization already has. So when we're going out to market to fill these roles, we can start internally first to see if we have the talent within our walls already. K. So next, we are going to switch gears and come into, Workday as recruiter here. It's here. Criphub. Sit down. It's not that one. This one here. Excuse me, folks, while I shuffle my screens. Well, Scott is, reorganizing the screens there. Again, as a reminder, you do have a q and a function on the right hand side of your screen. So if there are any questions about the demo, maybe some future looking road map items, just please let us know. Thank you, Aggie. Alright. So just to round this out, we're logged in as Carmen Cortez. She's a recruiter. And as she's going through her day to day, doing things like reviewing applicants, She's also backfilling positions or maybe creating reqs to fill new positions. So as she is in Workday, opening up new job requisitions, what Workday is gonna do is it's gonna leverage the information that, we saw inputted on the individual employee level. And as I'm making, creating these new drop breaks, these new opportunities, we can see that Workday is gonna proactively serve internal candidates that have raised their hand as interested in this particular job. So to bring it full circle, right, what we just saw is from macro view, how leadership can get full eyes and a pulse on, hey. How many folks do we really need to, bring into our organization over the year? We saw how, individual employees can update their information so they're highlighted when these opportunities come up. And then as a recruiter, while I'm in creating these new job requisitions, I get a running list of internal employees that are already interested. So, again, before I post this job, spend any, dollars on external career boards or marketing, I can see if we have any folks that could fill this position directly within our organization before we do it. So that is just a overview of talent optimization. There's quite a few other areas and features of talent optimization, available within Workday. If you'd like a more debt in-depth detailed presentation, please reach out to us. We can sign you up with an account executive who can facilitate that meeting. Okay. So now let's talk about VINly. VINly is, a technology that really helps us source contract or contingent labor. It is a part of the Workday ecosystem. It is, integrated directly into Workday, And all of the updates that I make here in Venly, automatically will show up on the Workday side as well. We can see here that we have a very easy to use streamlined consumer grade user interface, but it's all wrapped in Workday's core security model, meaning that all of the security frameworks in terms of who's, eligible to source contingent labor, view the contracts, all of that security is set up directly in Workday and can influence our actions here on the Vindly side as well. So I'm logged in as Joan Simmons. She is in charge of facilitating our, contingent labor force. And right off the bat, I can log in and publish a new job. Here's where I can leverage templates from some of our most commonly used, positions here. So I can use this as a starting point. So I have to start over from scratch every single time. A common theme you're gonna see throughout Finley today is just the ease of use and the speed at which I can scale up my contingent labor workforce. On my dashboard here, I can also see any types of notifications. This is a running list of to do items that are time sensitive, and that are should be at the top of my to do list here. I can also see headcount by vendor. So do I have certain vendors that I like to work with? Maybe there are some new vendors that I need to start working with more. I can keep a pulse on that. And then, also, automatically, I can see my spend trends by month. Now at the top, note that I can get more information around jobs, work orders, statement of work, all directly at my fingertips with just a few clicks here. I can dive in and find out more information. Now on the left hand side, I have a panel of filters. So I can, you know, really focus on the ones that I'm curious, on viewing. But note that I also have some analytic indicators here notifying me of of different stages that these jobs are in. One being this pending approval. So this locum nurse position still hasn't been approved by our finance team. But what I can do is proactively start to recruit, generate a pipeline for that particular position as it draws closer to being officially approved. This traveling nurse position is one that's already in flight and I'm actively recruiting for. So as I click into this, page where I'm focused on this traveling nurse opportunity, I can see the job status. So all of the steps that I need to take in, in in filling this role. I can see, some of the details around what I'm looking for in terms of bill rate as and, standard hours. And we can also highlight, things like, hey. What are the must have attributes for this particular role versus the nice to haves? Again, this can all be brought over from Workday. We can set these up directly in the job profiles themselves, and they'll flow seamlessly, intimately. Okay. So here is another place where if I would know I'm I need more and more traveling nurses, I can come in and just duplicate this particular role. And when I hit duplicate, it'll copy all of the details from this particular job, except for the plan start date. So, again, with just one click, I can copy this particular opportunity over, just change the dates, and quickly and easily set this up with similar job descriptions. I can make little edits here if there are some differences, but I can come in and hit submit. And just with a couple of clicks, again, I can expand my list of traveling nurses that I'm trying to onboard. Okay. So coming back, we can also see a running list of the applicants that I'm currently talking to, as well as up to date information on their process or their their, their steps within the process. Now what Binley is doing here is it's highlighting both of my bill rates, and it's highlighting in red maybe some folks that are outside the bill rate or people who might be a little too expensive for this particular role. If I want more details around these applicants themselves, I can click into the individual and see again, where all the details around this particular candidate, Jessica. Here's all of her technical skills. Here's the work order details in terms of where the offered pay rates versus the markup versus the client bill rate and also a checklist of things that need to be completed in terms of onboarding this individual. Alright. So in this particular case, Jessica has been already hired, and she's in the process of onboarding. We can even see kind of a worker history of past opportunities that we've been involved with. But do note that, the onboarding checklist, all of the steps that we need to take in terms of getting Jessica onboard here, this will all flow over seamlessly, from the Workday product. Okay. Alright. So that is a quick quick view of Vindly. I hope you could see how it's very easy to use, very fast in terms of generating new opportunities or or new job openings. Now let's take a look at HiredScore. So HiredScore comes into play when we start to look outside our organization for new talent. We just saw how we can find those internal folks, using Netcareer Hub. The is our source to bring in contract or contingent labor. Now let's say that we're looking, to job boards, job aggregators. We're looking to post externally to find new talent. But before we post any types of, you know, job postings, What HiredScore enables my recruiters to do is use a search across the existing ATS database. So every single candidate you've talked to in the past, whether it be at a job fair, maybe you got their leads through, a monster.com or an Indeed, or even, just, you know, at someone's dinner party. Right? Maybe you met someone through a friend, and you said, hey. You'd be a great fit for this. You can put them into Workday, and HiredScore is going to use artificial intelligence to scan every single candidate in that database and try and find a match for this particular registered nurse role here at the top. Alright. So here is a quick list of all of the individuals that hired scorers found, that would be a great fit for this particular role. And this is where HiredScore customers really see a lot of ROI in terms of value. So, again, I didn't have to spend any marketing dollars in posting this position. You know, I didn't have to use any any spend on that. I'm able to see a a quick list of people that I've talked to in the past, reach out to them, see if they're still interested, and get them to apply. You know, and from the feedback we get from recruiters, right, the two main sticking points, in getting someone on board, to a particular position is figuring out, a, you know, are they really interested in working with us? And, b, are they qualified? Right? And what HiredScore is doing here is it's knocking those two, initial questions out of the way. Alright. So when we already know that they're interested because they've applied to one of our positions in the past, and two, hired score is scanning their application to see if they're a match. We'll get into the details of that in just a bit. So as I come over to the applicants area, note that this is a view of our current pipeline for this particular registered nurse job requisition. Here we can see also that we have a list, an a, b, c, d hired score, label here. And as we click into one of these particular candidates here, we'll see why HiredScore is listing Britney Hall here as an a. On the left hand side, I can see, these items in green, and these are highlighting exactly why Britney here is considered an a candidate. Number one, she meets the years of relevant experience, and she has appropriate academic credentials to do this particular job. So, one of the core tenants of HiredScore is that, it's very, very transparent in its matching. So other AI technologies might give you some matches, but it's a little bit of a black box into why it's giving you those matches. Priority score is very, very transparent in that. So as we click on some of these items, it will actually highlight directly within the app within the application itself where it's pulling that information. Now in terms of the letter grade itself, this is meant as strictly a starting point, to highlight the most qualified candidates first. But do note that there are some great candidates in the b's and c's as well. And just to give you a little more depth into how this grading system is currently set up, Eight candidates will have all of the prereqs for the particular job plus a little extra. So if we're requiring, say, five years of experience, Britney here probably has six or seven. You know, if we're requiring, certain certifications, Britney will have all the certifications plus a few more. B candidates will have, all of the qualifications, but just barely. Cs might be having one or two things missing. And then a d candidate is, you know, someone who is not a great fit. They might have several key requirements missing. But that doesn't mean that some of these candidates might not be a better fit elsewhere in our organization. So if I investigate one of these c candidates, I can see a lot less green here. Right? But what HiredScore can now do is if I click on this recommendations area, it will say, hey. Evelyn's not such a great candidate for this particular role, but she'd be a great candidate for this other nurse practitioner role. So directly from this view, I can reach out to Evelyn here and say, hey. Great. We're reviewing your application. We think you'd be a great fit for this particular role over here. Right? Or I can also contact the recruiter, the hiring manager, or both to say, why don't you reach out to Evelyn, and see, if she's interested in working for you as a nurse practitioner? So HiredScore, what it's doing here is really optimizing both, my current, record of applicants in finding the most qualified candidates there. But, also, it's taking candidates as they're applying to our external career site, and it's sorting through those candidates to try and get the most out of those. Even though they might not be the best fit for a particular role, We're trying to optimize and sort the candidates to, find other roles that they might be a great fit for. Okay. So one last feature of HiredScore that I want to cover. So we talked about how HiredScore can scan the internal database, of applicants, the external candidates that are applying through your career site, but HiredScore can also scan your internal workers as well. And this is how it comes into play. So we took a look at the career hub earlier. So as we start to look at different opportunities within the career hub, some of those job openings, HiredScore can also provide a match analysis. So this is just another step to say, you know, hey. Are you highly qualified? Is this a great opportunity for where you want to go? And this is leveraging artificial intelligence to do those calculations for us. Another thing HiredScore can do is embed itself directly into Microsoft Teams and proactively offer up new opportunities to Marcus, so, you know, he can be aware of all of the things that are available to him in terms of that next step. Now within the Microsoft Teams user interface itself, we have this career guide, and HiredScore will every so often, offer up a new opportunity to Marcus. And as Marcus comes in to view some of these, details around these opportunities, he can say, yes. I'm interested in this particular job. In that case, it'll take him directly into Workday where he can fill out that internal job application. But sometimes, maybe, we're not interested in the particular job that's being offered. And in that case, Marcus can come in, provide his feedback as to why this particular role is not a fit, submit that. And as Marcus continues to use this, hired score will learn, his preferences and get better and better over time in offering up some of these suggestions. Okay. And then one other area that hired score can really be leveraged is as the recruiter coming in, we can also highlight internal, match candidates for a particular role, again, using higher score and artificial intelligence to do that matching for us. Okay. We've covered a lot so far in terms of the different ways, resources, avenues where we can get talent into Workday. The last thing I'm going to show is, you know, we do, connect Venly with HiredScore as well. So we can search not only, you know, internal candidates, external candidates, but we can also use hired scores matching algorithm when we are, you know, sourcing contingent labor as well. And for that, I'm gonna play this video. Hey, Scott. It doesn't appear that we can hear the audio on the video. Do you mind stopping sharing trying to share with. audio and then we can do full screen for the video? I think while. Okay. you're doing that, me see here. I think tout mobility is a really exciting area, especially for frontline workers like a registered nurse. It doesn't necessarily need to be that upward mobility. We can also see this in instances where a registered nurse, if they're feeling burnt out, we can find them a position that maybe is less on their feet, less doing those sort of night shifts. So still providing them an opportunity to be retained by the organization What's under the contingent source for future? and I can. hear. you. Go ahead. No. I I've finished. you So. we can hear it, and you can go ahead and start the video. Okay. Okay. Welcome to the Contingent Sourcing Agent. We're excited to continue to build on the experience you're about to see to find more ways to support your organization. What you're seeing here is the applicant section of a job in Findlay with grades displayed under each applicant. This is the contingent applicant grading skill, which leverages HiredScore AI to provide an applicant grade in Findlay based on how well an applicant aligns with the specific requirements outlined in your job descriptions. But what if you don't see a candidate you wanna move forward with? Well, that's where the second key skill of this agent, contingent talent rediscovery, comes into play. This skill leverages hired score fetch and allows you to locate quality candidates that your program has previously worked with. These skills provide new data points that users can leverage when making sourcing decisions to improve the overall time to fill a role. To take action on a candidate, simply select the actions drop down. From here, you can send an email to the candidate's vendor to let them know that you're interested. Even the vendors have an intuitive UI to help them easily submit your requested candidate onto that requisition. Now we can see our rediscovered talent, Allison, is in applied status. And to top it all off, she got an a grade through the HiredScore AI. And if you're curious why that might be, no problem. You can easily review the candidate in Venly and even navigate to the profile in hired score if you'd like to review more information about the insights that contributed to the candidate's grade, such as her experience or perhaps location here for an in office job. Everything looks great here. So let's go ahead and proceed in extending the offer. Now we have an offer out for a candidate that we weren't even thinking about, thanks to the power of the contingent sourcing agent utilizing HiredScore AI for grading and talent rediscovery. Great. Alright. So, you know, I hope everyone saw, you know, how robust, both talent optimization and recruiting is within Workday. You know, it was a lot to cover in, the time we had. Certainly, we saw a lot of things between, you know, talent optimization, Vindly, and, of course, HiredScore. I think each one of these could probably be its own hour to ninety minute session. So I I think we just scratched the surface here. If anything piqued your interest or if you wanna know more information, again, please reach out to your customer care representative or account executive. And with that, I'm I'm, gonna hand it back over to Aggie here. Let's see here. Thank you so much for that demo, Scott. And I think it's I I think that last video really puts in perspective where Workday is heading with our agents. It's not just, you know, your assistant, but it pulls from a lot of sources of information. And it does it all behind the scenes so you can really have a seamless experience connecting the skills from, say, hired score into the skills of Venly. So really exciting stuff to come here, and we'll talk a little more about that, as we get into our road map portion. So for the rest of our time together, we'll talk about some customer success stories and value that we've seen in our customer base and then our road map items, and then we'll close with some next steps. So the first customer story that we wanted to share you with you all is AdventHealth. They leveraged AI with HiredScore to relieve their challenges. They were able to fill their nursing requisitions through fetch or that rediscovery piece that, Scott walked us through in the demo or those leads. Again, using all the past applicants that are already living in their ATS. Right? They didn't have to go through another sourcing method or maybe, you know, have excessive marketing spend to go out and find those candidates that are right under their noses. And those leads in their system were one and a half times more likely to be extended in offer than any other sourcing strategy that they were using. So beyond, marketing agencies and and advertising. And with that tremendous amount of time saved and talent in the door, they were able to increase their hiring for several clinical roles and close job requisitions even faster and within just a ninety day period. This also accounted for over a thousand hires in their first year of using HiredScore, and that included not just our typical roles that are frontline like nursing, but even the allied health positions, those critical but often hard to fill, hard to source for roles, across the industry. And, really, the value altogether that higher score brought AdventHealth was for them to achieve time savings, cost savings, and talent savings. So giving them a better capacity to care for their patients in their communities. Second customer story that we wanted to share with you all is Banner Health. So by using VINLY, Banner Health delivered immediate and demonstrable value resulting in multimillion dollar savings and a new standard for operational excellence. So by instituting a single reliable system with Finley and Workday, the organization saved $300,000 by eliminating complex reverse invoicing and achieved a dramatic five time reduction in time spent on duplicate data entry. So they weren't having to do that manual effort. And they also cut their system processing, time down from thirty minutes to six minutes. So think about those twenty four extra minutes across all the different requisitions and activities that you're doing and how that can free you up time. So, really, all of this dedication to efficiency translated to a directly superior agility for them as they grew. This is some accelerated their fulfillment cycle from a 75% decrease in request turnaround time, and also a 50% improvement in time to onboard. So they were getting those critical contingent staff and workers in the door quicker. They were integrated in delivering, delivering patient care in as little as three weeks. So altogether, Banner Health freed up time spent on manual processes and cut costs so that they could better strategize as a innovative talent ready organization. There will obviously be more customer stories to come as these products develop, especially with our iGentic AI road map. But let's take a moment to hear a little more about our roadmap, and innovation upcoming. So this is just a slide, format of the video that Scott was able to show us all about that contingent sourcing agent. So this is now released to early adopters. So there are a couple customers starting to test this and figure out, the that demonstrable value to them. And, again, the two key skills that are a part of this agent are first, applicant grading, which shortlist and automates the candidate screening process, as well as worker deep redeployment. Sorry. To rediscover or bring back previous workers that allows you to fill rules sooner and keep your business moving forward. And, again, this is just pulling from the skills, and this is built on HiredScore's market leading capabilities that help you screen and source high quality candidates faster. We also wanted to share a little more about our workforce continuity agent. This agent identifies critical roles at risk and proactively engages managers with the risk and as well as internal potential successors. It also continuously tracks those continuity plans so they do not go stale. So instead of waiting for months to backfill a key role, organizations can fill them in just a few days. That saves costs, boost mobility, and gives leaders the confidence in their succession and continuity plans. So we actually do have another, video that we'd like to share with you folks about how you can achieve that. So what this demo, or video is showing is we're seeing our manager being notified of a position that needs a continuity plan. This is because the workers on three succession plans applied to other jobs and the average tenure is about two and a half years. So this is triggering a conversation or experience where a manager can have input into the job requirement process, and the agent can then go out and find and recommend internal workers to fulfill those expectations. And as potential continuity workers are identified, they can either join or deny that plan and the manager will receive those updates. So this can help your organization evolve into an agile succession oriented organization that's really ready for anything. Two more key innovations that we wanted to share with you folks. The first one is on, deliver delivering conversational personalized career guidance at scale. And this builds upon the skill that Scott demoed earlier in Microsoft Teams where an employee is notified of different jobs that they're eligible for, but also gets those updates, say, to update their talent profile and Workday so that you have enough data to make decisions on merit or, calibration activities or even succession planning. So we're taking this one step further with, our next release in the spring in twenty twenty six r one, where you cannot just get recommendations in the flow of work inside of Microsoft Teams, but the conversation takes it further, helping employees explore opportunities, track their readiness for future roles, and make targeted development actions. So all this is again existing in that workflow, say, inside of Microsoft Teams if your organization uses that for internal communications and drive that engagement, retention, and agility. And our last innovation that we wanted to share with you folks is giving your managers the tools to champion their internal talent. So part of the Microsoft Teams experience allows a hiring manager to look for relevant open roles on their team inside of Microsoft Teams and sort of work on a moderation over the workflow of providing those employees other opportunities. And with our next release, we're evolving that to be a more conversational driven experience where they'll receive expanded guidance on how to help those employees such as alerts, maybe when an employee applies unsuccessfully multiple times to job postings, plus insights on interview feedback and other development opportunities, which makes really this a proactive career conversation and makes it much easier to perform those conversations with your employees. So with that, and as we close, we wanted to provide you with a few next steps. So for if there are any, questions remaining in the q and a function, that we have not had the time to answer live or directly, we'll follow-up with you after the meeting. And if you do have more questions, as Scott said, each of these sort of areas can be a deep dive within themselves, maybe an hour to talk about this. So, again, if you have questions about talent acquisition and where we're heading with that sort of road map, talent optimization for internal workers and development plans, or even Venly to manage your contingent worker, contingent worker workers in in system. If you wanna understand even more about the deployment or subscription process for any of the things that we show you today, just please reach out to us or your dedicated sales account executive so that we can provide you with those resources. So with that, we're actually gonna end a little early today, give you five minutes back in your day, but I just wanted to thank every from the wonderful Workday team for presenting. And, of course, huge thank you to you all, our Workday customers, for your partnership and your participation in the webinar today. We'll end it in just a few moments, but I really do hope you have a great rest of your Workday. Thanks, everybody. Stay on just to answer the remaining questions.