August 2024 Release Notes

Check out the latest updates form Findem this month!

Analytics Essentials

What is it?

We’re introducing four new dashboards in Findem designed to transform how talent acquisition (TA) teams measure and optimize their sourcing operations. These dashboards include:

• Right Start Analytics: Tracks the adoption and utilization of Findem’s tools across the TA team in the first 90 days.
• Sourcing Utilization: Monitors the user activity that drives success using the Findem Platform, empowering leaders to take action.
• Sourcing Performance: Quantifies the return on investment (ROI) of Findem’s Platform, demonstrating its value to the organization.
• Outreach Analytics: Highlights areas of improvement and success, enabling teams to dive deeper into their data.

Why did we build it?

Analytics Essentials is designed to Enable customers to maximize their investments by tracking the leading indicators of sourcing success. Customers are challenged with a lack of adoption, inconsistent reporting on which sourcing channels produce the best outcomes and don't have a way to easily compare/contrast which sourcing strategies are the most effective.

These dashboards also empower Findem's internal teams to bring data to the table in order to help drive adoption, provide consultative advice and to help success with our customers.

Inline Resume Viewer

What is it?

Our latest release features a native inline resume viewer when ATS applicants have an "active resume" that Findem is parsing for matching purposes. We show the resume at the top of the About tab when a candidate has an active resume -- see the image below for an example. If a resume is not shown in the About tab but you are looking at an inbound or ATS applicant, that means that their resume has not been parsed yet as an active resume. You can always visit the Attachments tab to review all resumes attached to the ATS candidate.

Why did we build it?

As a product that brings together many tools into one solution, Findem has been updating workflows to incorporate user expectations. With our focus on inbound applicant dispositioning and evolving user feedback in this area, we are starting to emphasize application and resume data that an applicant supplies in the ATS, as users want more immediate access to the inline version of a resume. Stay tuned as we bring more to the enriched profile view to bring a more complete picture of a multi-faceted individual with our 3D data.

Custom Insights: Using AI Assistant to Scan Candidate Profiles

What is it?

Users can now create custom insights for candidate profiles, using our AI assistant to scan profiles for specialized skills. To do this, add custom criteria for the Insights at a Glance modal on a candidate's profile to evaluate and save it per project. The AI will scan each profile for these specific skills as you browse, flagging relevant expertise.

The tool is not designed to filter in or out certain candidates, but rather to highlight specific skills you asked the AI Assistant to scan.

Why did we build it?

Recruiters need specific details to find the perfect match for a job. It's hard to triangulate niche skills that are crucial for specific searches.

Updated Data Switching Behavior

What is it?

We have enhanced the policy and the implementation of our data switching strategy. The basic premise is that where we have fresh candidate data that has been parsed from their resume, we switch the source behind our Enriched Profile and use the resume data, instead of public data. In this way we can show the most up to data information we have about that candidate. We employ two rules for when to show:

• Inbound Applicants tab: Always use the latest parsed resume to build the Enriched Profile
• Other tabs: Use the parsed resume data if it is less than 6 months old - otherwise use public profile data to build the Enriched Profile

We have updated the way we switch the data to include more than just the Enriched Profile. It will also include the candidate row data on the table. This means users will see absolute consistency across:

• The row
• The resume
• The EP header
• The latest experience in the EP

Why did we build it?

We have been continuing to listen and learn from our users about their expectations around the inbound applicant flow. These changes are intended to help reflect and meet their needs in this flow. Why did we chose 6 months as the cut-off in other cases? We need some threshold of expiration on a resume because it is static information. Although past work experience doesn't degrade, typically, in terms of it's freshness or quality, we felt details like Location might have a shorter shelf life. We're open to learn more from the field how customers think about the shelf life of resume details, particularly when it comes to rediscovery. As mentioned above, for Inbounds, we honor the resume above all else.

What Else is New?

• The Projects page now supports 10 projects instead of 7 per page
• The location of work experience is now available on the enriched profile
• Paused campaigns are now easier to read and understand on the Campaigns tab in a Project. Instead of showing the date that emails 2 and 3 would have gone out if the campaign was unpaused, we simply explain that the campaign is paused and don't show a date for the next emails since the campaign is not sending out emails.
• When viewing a candidate, you can now see applicable verified code contributions in the 'Insights at a Glance' section of their profile
• We updated the bottom left user menu avatar from a generic icon to the user's initials for easier recognition of a user area and consistency with other user avatars
• You now have better visibility that a company link is clickable from the share candidate view
• Copilot no longer excludes inbound matching applicants who were shortlisted before. Previously, Copilot honored the "exclude shortlisted candidates" filter. We've updated the algorithm to include previously-shortlisted inbound applicants that Copilot would otherwise recommend
• We have removed the Add User button from the customer view of the Manage Users page due to our manual configuration requirements. Talk to your AM or CSM to add a new user with the appropriate roles and permissions. This has been a longstanding user ask as we work to make user management self-serve

Selecting the Latest Active Resume

What is it?

When evaluating a candidate in the inbound tab, Findem will now present the latest submitted resume per candidate profile for consideration.

Why did we build it?

Historically, Findem selected the latest active resume for a candidate by identifying when the system had first seen the resume as opposed to when the application/resume was submitted to the ATS. If Findem is able to retrieve information about the recency of an attachment from an ATS, we will now use that information instead. This will prioritize the following resumes in this order:

1. If findem is able to retrieve the exact time an attachment was submitted to the ATS, we will use this date
2. If Findem is unable to retrieve 1, we will use the application created date
3. If Findem is unable to retrieve 1 or 2, we will fall back to the previous behavior of reading the day Findem saw the resume

What to expect

There won't be any functionality change here; this change will continue to present the latest resume with a green dot/active resume in the enriched profile viewer.