Hi there, everyone. Thank you for joining us today, and welcome to our webinar, where we will be diving into mastering candidate experience, and we're gonna be sharing some strategies with you around attracting, nurturing, and converting top talent. So let's start with some introductions first, shall we? My name is Kira Quintau, and I am head of employer brand consulting at AMS, And I'm delighted today to be co hosting with Emily Hayward, who is product manager at PageUp. So if we just move in, I'll, into onto the next slide. I will, I'll start with I'll just go through the agenda. So we're gonna, start with a poll, that's gonna help us better understand the level of candidate experience maturity across our audience members today, before looking at some market trends and then diving into the candidate journey itself and giving you, lots of insight, Hopefully, some ideas to take away, and inspiration, for you to take forward into your future planning around your, your candidate experience. But before we do that quickly, I just wanted to give you a little bit more, information on on AMS and PageUp and why we're teaming up today on on this webinar. So at AMS, we are people experts. We power talent strategies that are delivering results for leading organizations around the globe. And we're partnering with our clients to redefine a new era of talent that is driven by people, process, and technology. Our core areas of service are talent acquisition and talent consulting, and this is amplified by digital capability and importantly strategic top top technology partnerships, of which PageUp, is one of those key partnerships. Emily, do you want to introduce PageUp? Absolutely. So at PageUp, we help organizations turn complex hiring into seamless people first experiences. We use an AI enhanced talent acquisition platform, which brings together recruitment marketing, applicant tracking systems, onboarding, and talent management into one system. We operate in a hundred and ninety different country yeah. Countries. Excuse me. And combine, global hiring technology with local expertise. So in long and short, we attract, engage, and hire top talent your way. We're a page up. Excellent. Thank you. So our team two teams working together is is a really natural fit for us because within AMS employer brand consulting, which I head up, what we're really focused on is developing winning strategies, standout EDPs, and really exceptional employer brand content together with bringing that together with the really purposeful technology from PageUp, that Emily just described. By combining our expertise with PageUp's industry leading talent attraction technology, we're really able to help organizations build, optimize, and convert their talent pipelines, with that really high high impact and AI powered experiences. So, Emily, I'm gonna hand over to you, and, and we're gonna, just run a quick poll, I believe. Exactly. So as Kiera mentioned, we're gonna kick things off with a bit of class participation. Everyone loves it. So there'll be four polls in total. So, it's just kinda getting our brains going and helping us shape the webinar to kind of speak to what is important to you. So the first question we're gonna go, and and ask you, so please find the poll, option. I believe it'll be either at the bottom or the right of your screen. Do you have a mechanism for measuring the candidate experience in your own organization? Alright. I can see some of your options. Yes, no, or maybe. Could be more effective. Definitely looks like we've got the the right audience group on people. Definitely looking for a bit of help around how to measure their candidate experience, which is good. Alright. Shall we move on to the next question then? Sorry. I can't quite see the responses the same way that I think you can, Kara. So there we go. Perfect. So the next question we'll move on to is the candidate experience a competitive differentiator for you at your organization? Do you feel like it's something that's really setting you apart right now? We're sitting at definitely higher on the no, but we're on a journey. So, definitely some active active participation here. Oh, we've got to fifty fifty. So it sounds like, there's a a mixture here of, of, jumping up and down. But it looks like overall, the the no we're on a journey, outweighs the the yes, which is, which is interesting. Absolutely. And I hopefully, by the end of today, you'll have a few more, tips and tricks. So that's good. Alright. And then next, we're gonna go on to, is the candidate experience one of your focuses for this year? Alright. It looks like it definitely is. Okay. Alright. And then last but not least, where does the candidate experience sit within your HR function? It's always interesting to see is it it's something that really everyone's a part of, that some people have more responsibility. Yeah. Awesome. So looks like quite a mixed bag really, in terms of where it, where it all sits. So we've got HR in general. We've got thirty percent, seven percent sitting in employer brand recruitment marketing. Interesting lower percentage sitting in HR tech. And a lower percentage in people and culture. So it's good for us to see. Excellent. Well, thank you so much for your poll answers. We'll definitely take those away with us and reflect. And before we move into some of the market insights, I just wanted to say that there is a chat available. So if you want a chat, you can find that on the right hand side of your page, most likely, unless it's at the bottom. But we also do have a Q and A function that we will use at the end and we'll be monitoring those throughout. So do feel free to ask any questions and then we'll take a look at those at the end and we'll come to answer some of those. If we don't get through all of them, then we absolutely will find some time to look at those in detail and share those out with the participants. So, let's move on to looking at why Canva experience is so important. And we'll jump straight into some market research. So, this is some research that was done by PageUp in just last year that has given us some really useful insights that have sped into today's content. The good news is that the rise in remote and flexible working opportunities, post pandemic in the last, four and a half to five years, which is incredibly scary, that so long has passed since then. But what that has led to is an increase in the quality and the diversity of available talent within the marketplace. However, the flip side of that, that has also led to a hike in the volume of applications for open roles. And then the age of AI has further exacerbated this rise by candidates being able to apply for multiple roles all at once. So what we're seeing is much more available talent in the marketplace, but those times are place, but those talents are playing for many, many more roles. And you can see that in some of the stats identified here. What's really essential then, is that our employees within that talent market group are really able to identify, connect, engage and hire the right talent for their needs. Sixty two percent of candidates will only apply for jobs that meet most of their EVP requirements and what they expect from an employer. But what's interesting is that eighty percent of candidates say that it is very or extremely hard, it's very or extremely important to, to them, that they can find that information that helps them to make an empowered and informed decision about a job. So they need to be able to have that crucial information about that opportunity, about that employer, right at the beginning of that process in order to make that informed decision. However, what we're seeing, go back one, however, what we're seeing candidates currently experiencing is what we're referring to as the content gap. So they're really struggling to be able to access that information about what they need to make that informed choice. Eighty percent of job seekers say that they need access to day in the life content or benefits information before applying, but only thirty six percent are very are extremely satisfied that they have access to that information, before they make that decision. So that gap is meaning that many employers are missing out on potential quality talent as they're failing to offer up the compelling content that will help make that that candidate and and make that decision and convince them to apply. It's important to note that we're also living in an age of cynicism, and it is not enough to simply say who you are and what you stand for. Employers really need to show it. And in fact, sixty one percent of applicants are really skeptical of what employers say about themselves. Job seekers really want to be able to experience and see an organization's mission, and purpose, and values brought to life. They want to be able to understand their approach to DEI, and social change, importantly. They also wanna know about development, learn learning, and future career opportunities, and they want to know about flexible working, work life balance, rewards, and the benefits that are on offer. And crucially, they really want to hear from real employees with real stories to share, And that's the content gap that we're missing today in many, many cases. So I also want you to imagine this scenario. So the content gap can lead to a different problem for some organisations, especially those organisations with recognisable corporate or consumer brands. This is a real world example. So a sales organisation that we work with at AMS, and they were receiving an eight thousand applications a month. Yet their TA team only had the capacity to screen and process ten percent of those candidates. They were just ignoring the rest, which meant they were essentially ghosting close to ninety candidates a year. And that's obviously not the candidate experience that we're aiming for. The problem in this case was that because of the content gap, the candidates had no access to credible information about that brand as an employer. They may have liked that brand, they've heard of that brand, but they didn't really understand what it would be like to work there and the company culture. So they couldn't make an informed choice about whether they would be the right fit. Essentially, they weren't able to select themselves out. So in this case, the good news is that we've worked with them on developing and launching their new EVP with a real focus on employees telling their stories. This through this, within a few months, we reduced the app location volumes by twenty three percent, and we saw a real marked increase in the quality of hire coming through that pipeline. And that's without looking at anything else in that process. It's purely focused on the content, And because suddenly, those individuals that had been keen to apply before because they knew the brand now really understood the the value proposition of that employer and were able to make an informed choice. The negative impact, if you don't have the information available to candidates, is that candidates' first taste of a company culture is really through that first impression. And if they don't have access to the information, or they don't receive any information through the process, there's a potential negative brand impact. And you can see through some of the stats here, and these are LinkedIn stats, that there's a real potential of loss of quality talent and also negative brand impact that can affect you as a result of candidates not having access to the information that they need. The good news is that we've done a bit of thinking on this. And we'd like to share some ideas with you now. So, at AMS, we are obviously focused on the contact app, but we also think about the wider experience end to end. So the recruitment process, the technology that's used, the human interaction that's involved, the feedback that's given at each stage. We engage with over twelve million candidates a year across different talent types, and we've learned a thing or two, about what candidates expect from their experience. We've taken all of this insight and we've boiled it down into a really, really simple methodology that we'd love to share with you and for you to take away and apply to your own candidate experience design. It's what we call the three s's. At every stage, whether it's attraction, engagement, conversion, we challenge ourselves and we challenge our clients to say, is it straightforward? Is it structured? And are we offering support at every stage? Be that through technology? Be that through human interaction? Be that through access to content? So we wanna make sure that as you're thinking about your enhancements to your Canvas experience design, Use the use the three s's, in order to make sure that you're really staying true to the principles that your candidates will care about. Emily, over to you. That's awesome. Thanks, Kiara. So it's really fantastic to see the candidates need becoming the heart of an actionable strategy. And overall, what we're seeing in the landscape now is that the skills that were once just for marketers are now recruitment as well. And there's potentially skill gaps there. So, you know, the opportunity to work with consulting companies to, you know, help fill those needs, but also, to really hone down on the personalization automation and different, tooling that a company has. So let's start thinking as marketer and talk through some of the key strategies that we suggest, companies look at. As Kira mentioned, targeted content strategies should be on the forefront of everyone's mind. So trying to fill that content gap, but also going after the audience that you think is correct. So what content is going to drive interest? What's going to show off your EVP? What's going to be authentic to your company? Personalized candidate journeys, it's something I'll touch on in a couple slides further, but having the right technology to back up the different needs of the different generations and, skill sets of, comp of, candidates looking out into the market. And it's time for, you know, talent acquisition teams to take a look at the marketing automation tools. And I believe there was already a question around, having advice to keep candidates engaged during a long hiring process. And this is where we find marketing automation really helps. So everything from, you know, confirmation that your application was received to kind of updates letting them know where they are along that journey is all something that is sort of an expectation from the candidate at this point. And on top of that, there's more AI assistance. So prescreening, booking in conversations, taking those day to day tasks, away from your TA team and having that readily available on your career site. Even down to answering frequently asked questions just to to free up some time. And all of this leads to creating large talent pools, and and creating a system within your CRM to really unify all the different technologies and the ways that you're communicating with candidates into one central, system, which then that marketing automation can sit on top. So let's dig in a bit more. So again, as Kira mentioned, applications are higher than ever. We all know we've heard about the the the companies that help people apply out to many, different sites. But the truth is your career site is the deep reflection of who you are as a company. And you as Kira mentioned, you need to have that ability to showcase who you are to then be able to, suggest a candidate apply or even self select out. And one of the key ways, that we're seeing, companies do this is through authenticity. So either directly speaking with a current employee and asking a question or even getting to, read a day in the life blog. And what is even more important is, yes, having that content on your career site, but ensuring that your career site is a data powered career site. So it'll help optimize your content, try different strategies and adapt over time, things such as, you know, clear reporting, heat maps, so that those pages are definitely working for you and helping you meet the candidates that are going to relate to your EBP the most. So let's dive into a couple candidate journeys. So everyone's application journey is going to look unique, and that's why you need to ensure that you have the right technology to meet candidates where they want to communicate with you. Now I do realize I'm sort of jumping in halfway through expecting that they're already looking at your career site. You've already ran maybe pro programmatic ads. You've directly sourced candidates, looked at job boards, or sort of whichever method that we know exists there. But the point is the majority will get to your career site even if it's later on through the application process. So what you need to do is already we thought about the target audience, who you want to attract, and it's time to show off EVP. So let's go through the journeys of these three candidates. The first we have here is a highly skilled. So it's someone who exactly knows the job title that they're searching for. Maybe it's something that they're currently doing, but maybe for right now you're not hiring that role. We don't want to lose that person. It doesn't mean that they're not a great candidate. So you need to ensure that there's some sort of job alert and ability to register, to be notified, that the, that the role may be open again. And so in this journey, that's exactly what happens. They've they've gone on, they've signed up for a job alert, and then there was an automated message saying, hey. This job's back. Would you like to apply now? And so on they go. Then you've got Gen z. So we've been doing research. We found about twenty seven percent of the workforce is now Gen z, and the way that they wanna communicate is much more fast paced, much more direct. And so maybe rather than even going on the career site for very long, they head right to a AI chatbot assistant. And that's where they're able to engage, maybe ask a question directly to, an employee, screen through some basic questions, and then use that chatbot to apply. And so even within the same career site, that content is being able to be reused from just the career site into the chatbot again and showing off the EVP in a slightly different way with a tool that meet reaches someone's, specific, desire. And then lastly, the candidate we all know, the sort of browsing, sort of not. And this is where recommendation engines this is where AI powered, relational, data is very, very successful. So, showing recommended job, maybe a job that someone hasn't thought of before, and then they're able to to go through. And so really what we're looking at here is the different ways that you can collect a candidate's information across your career site, but then it also helps you understand how to position back to them and what they're most interested in. And showcasing here the different technologies that exist to help ensure that you're reaching the candidate at the right stage. Alright. So moving on. When we looked at the industry, we know that brand is is challenging. Right? You only have potentially one to two minutes to really, grasp what is important. And so it's not necessarily a game of more content is better, it's the game of quality content better. So how are you going to have that authentic content right, at the fingertips of someone? And so this is where we found, again, the AI chatbot, has been extremely successful or, again, looking at something like a system that allows you to ask questions directly to candidates. And so while we are still seeing a high volume of candidates in sum, we wanna ensure the right candidate gets hired and it's time consuming. And that again is those simplified tasks. So there's no need anymore to be constantly answering questions of candidates throughout that application journey even prior to application. It's really time to, let the technology work for you and let your content speak for itself. And through different LLMs and different structures on top of career sites now, it can be extremely conversational to respond to candidates and meet them, you know, the same way that you could in an almost human manner. And so this is the ways that, AI can be an assistant to yourself rather than, combating against different technologies, and they're tools that we hope, you explore to see how it can become more efficient and time, time conscious for yourselves. So my last thing that I'm really going to talk about today is that, expansion of selecting the best in the market. So, again, not only those people that are actively looking or even curious, but who's passive? And again, this is where a data driven career site can really, really help you. So those CTAs that you have across the website, maybe joining talent network, job alerts, previous applications, silver medalists, all create that talent pool that you have spoken to at some point in their journey. But it doesn't have to stop there. We know that companies are starting to turn to different integrations. So things like LinkedIn CRM Connect, being able to streamline all of your recruitment technology so that it exists, within that one CRM, which again, you can layer that marketing automation on top. And it's really then gets to a point where you have efficient candidate management, and you're able to, stop switching between different systems and have everything within one, centralized place. So what's next? Kira, take it away. Yeah. I think, what would be great before we jump into and I'm seeing some questions coming through which is which is great already which we'll jump into. I suppose with everything that you've just described, what do you what would be your advice to anyone who's listening now going, okay, we've got to think about the content, the technology, the, different audience and groups. What would be your kind of one piece of advice in in terms of the first step when thinking about candidate experience and how to improve it? Yeah. I think the main thing I would focus on is looking inward and what are you trying to connect. So what technology do you have that really helps you shine that EVP that you've sat down and and thought about who you are. So, you know, you've created that, idea of what type of candidate you're after, what your culture is. But do you have the skills and the technology there to back it up? And I think that's the question that I would probably walk away asking. Yeah. Absolutely. I think from my perspective, it's making sure that, you've got the technology in place to be able to have the data to be able to make the right decisions, but also that you have either internally within your organization got the skill sets to be able to, think like marketeers within your, within your HR function, or you're partnering, with the right suppliers and the right trusted partners to be able to bring those skill sets into your organisations if it's not something that exists. Because to to Emily's point right at the beginning, it isn't just about recruitment processes. It is about the thinking like marketeers and and really thinking about curating journeys for your candidates that's gonna keep bringing them back, keep keep wanting to have them engaged, and that comes through a, a combination of tech process, content, people as well. So work making sure that you are thinking about what are the skill sets that you're gonna need in your organisation in order to be able to make this happen, in a way that's sustainable or looking at who you're who you're working with, be that tech vendors, be that, be that working with, employer brand partners to be able to make sure that you can think this through. Unfortunately, it never ends. That's the kind of big thing is, there's not no longer can you implement a piece of technology, and go, we've solved candidate experience. It's something that is always evolving. And there was a question, right up at the beginning I saw in the chat around how candidate experience is is gonna evolve over the next few years with AI. What's your take on that question, Emily? Well, the AI is here. It's no long we can no longer say it's coming. No one no one gets shy away. I was joking to my boss earlier. How many times a day do you say AI now? But no. I think, really, AI is going to become a skill that everyone has, and it's it's becoming a, for lack of a better word, what Microsoft Excel used to be. Right? It's something that everyone needs to learn how to, use and it's and it's a skill. But the the piece is always making sure that the AI that you have is is really working for you and has a solution. And so what I'd say is, it's gonna it's gonna increase efficiency across your TA team. It's going to be that assistant for you. It's going to help screen. It's going to help, do those sort of day to day tasks. Yeah. Absolutely. I think for me, what's what we've been reflecting on is because of the different technologies now in in the market, sourcing talent is gonna become a level playing field. Everyone will have access to the same to the same kind of access to talent, you know, through programmatic media, through being able to more intelligently find where talent are and and what they're interested in. The the key will be then having the tools, the content as we've discussed, to be able to reach out to that talent in a way that's meaningful, leveraging an AI to be able to then keep that communication going in a way that is sustainable. So if you've got the right tools in place and you've got the baseline of content there and you're able to tell your story well, the AI that is that's already in play today and is continually enhancing can help you stay in contact with those with with the, that that talent over time in order that they might not be ready to make that decision to apply right at that moment. But if you can keep in contact with them, then they're more likely to later. And even then, once they've applied, going through that recruitment process, which in some organizations can take a super long time, depending on the level of vetting and things that are needed. By leveraging some of these products and making sure that you're really clear on your message to your different candidate groups, that's how you can keep them. And so AI is definitely here to help us in the TI world. Obviously, it's our job and the tech vendor's job to make sure that that is being applied in a way that is equitable. But I do think it's not something for us to shy away from. It's definitely something that can help you solve a lot of these challenges around delivering a great Canva experience. But it can do it in a way that requires far less effort on your TA teams than would have historically been the case. Absolutely. Great. So we've got a question here. So what are some of the ways to create authentic personalised candidate journeys and keep candidates engaged with working with extremely high volumes of, high volumes of candidates. Have you got any anecdotes from the high volume world, Emily? I think so. I mean, one of, the ways that we solve it is with a tool that enables, questions to be asked directly to, employees within the company. And then those answers are immediately turned into discussions and content on your, site. And so what that does is it not only allows the candidate to have a personal experience directly with a candidate with a employee knowing that it's an authentic reply, but it's also creating content that you can then use across the career site coming back, you know, for multiple people. So we see about thirty percent of people go on to ask an actual question, whereas that high volume, the rest are there, and they're looking, they're getting their answers, and they're sort of looking at that, those questions as ways to have their authentic, content there. And that does suit, high high volume, in the sense that it it posts an answer once rather than having to, repeat that answer over and over again. Yeah. Absolutely. I think as well, it's that self selection piece that's really important and Yeah. Making sure that, be it through what you're communicating, in your, to attract those candidates in the first place, be that on your career side, be that through your social media, or even the initial stages of the, application process, ensuring that you're all that you're being really, honest about the organization, the values, the realities of the role, a, to make sure that those people that are the right fit stay within that process, but also those people that are not the right that the right fit, they automatically select themselves out. And the the, the systems now you can create all sorts of automation in terms of automatic responses back to candidates when they take a certain action within the process. So again and they that can be that can feel really personalised, although it's it's automated, and you can pull in content from from other places. So I think making sure that you have understood the journey that your, volume applications are gonna go on, And, and what can happen without anyone having to even get involved, be that through chatbots, be that through automated emails. That will really help you manage that volume of candidates, without having to have huge amounts of extra people or resources to manage that volume for you. Hopefully that, that answered your question there, Melody. Thank you for that question. We've got a question here from, from Jacqueline, that said, does needing that upfront company day in the life information, etcetera, apply to all types of workers? So full time, contingent, part time. My answer would be yes. And think about personalising the content according to not just your different talent types from perhaps areas of the business, but also talent types. I think, you know, a contingent worker is looking for something slightly different to, a full time or, and perhaps your part time employees are looking for, more pieces around flexibility. So I think by understanding the motivations of your different audience types, but really importantly, as Emily said, actually giving them the opportunity to hear from, employees, be that through, being able to ask a question or be that through, you know, pre prepared videos that you that you have available. That will really allow them to understand your company's offer for those different types. And it should all connect back to one, central value proposition, but that value proposition might be, slightly tweaked and the message might be slightly tweaked for those, for those different audiences. But my biggest piece of advice with all of this is don't try and boil the ocean. Start with your most critical hiring types. Start with where you've got either an attraction problem or an attrition problem or where you've got high volumes of dropout during the process and try and diagnose what's happening in order to understand what's the content that we're missing or perhaps there's a break in the process that we're missing in order to try and solve that problem. And if you try to deal with all talent types and all, at once, you'll, you might get lost in in trying to achieve anything, so really focus. Anything you'd add to that, Emily? I think the only thing that I'd maybe add is we tend to think about day in the life as, you know, culture, values, potentially office, what to expect when you come in. But we've really found that sometimes it's the unique roles where it's needed most. You know, I think we have, a fireman brigade or, you know, something where it's more intriguing. What am I getting myself signed up for? What is interesting? And, so in ways that you might not have thought about content, there is a breadth and an understanding across different roles. Absolutely. Brilliant. So there was a question, from Aubrey, which I did respond to on, on message, but I'll just build upon it now. But there was a content a question around, and I think this was relating to the example of the sales organisation. So what was the content that was changed, that resulted in the reduction of applications and the increase in, quality of application. The question was, was it the JD or the recruitment marketing content? A bit of both to be honest. I think, the JD, what we did was make sure that the JD was then translated into a job ad that really did sell the role, but also sell the reality of the role. It's quite an intense job. This, sales role that, and, to an outsider, just looks really fun. It looks like a great, high pace, high octane, but we, what we wanted to do is, it is really fun, but it's really hard work. And so we wanted to make sure that, that we captured the essence of both. So the the JD, we did make some tweaks to it, so that it was really understood what the requirements of the role were. And then the job ad really did bring the EVP to life and bring, and bring that opportunity to life. And then the rest of the recruitment marketing content absolutely followed suit. So video content, employee content, both celebrating, what a great opportunity this was, but also being really honest about some of the sacrifices that are meant that are needed to to to do that role well. Yep. So then, we have a, another question here. Are there any common challenges with, with the approach that we, should watch out for? I think in all cases, and it comes back to the point that I already mentioned is trying to do too much or trying to solve for everything at once, is where you can come unstuck. If you're gonna be selecting a new piece of technology that will bring some of these enhancements for you, yes, it's really important that it's gonna work for all your talent, all your different talent types and perhaps in slightly different ways. And the great news about a lot of the technology projects on the market today is there's huge amounts of flexibility in the system. But I think then really focusing in on where do we really wanna, where do we wanna pay our attention in terms of building out content, really focus on those hard to fill, or where you've got a particular hiring challenge. That would be be my advice. Otherwise, you'll just you'll be on a, a change program from now until till forever. Anything you'd add to that, Emily? No. I don't think so. I think it's it it's really what you've what you've said there. I'm sorry. I'm blanking on the original question. We kind of got on a bit of a tangent. Are there any common challenges with the approach that we should watch out for? I I think it's, as you were saying, around trying not to be something for everyone. And what we always talk about is is that authenticity in that at that side. Yeah. So I think the other piece I'd probably recommend more on the marketing automation is thinking about those journeys and those drop off points where you could ghost or lose, a a candidate and Yeah. Making sure that you have the right triggers into sort of bring them back, reach out, and keep them aware along that journey, keeping them warm until they may want to apply. Yeah. Absolutely. So, there is another question around, do you have any advice for how to keep candidates engaged during long hiring process? I think we touched upon this, but let's see delve into that one a bit more. Yeah. So, again, I think this goes back to almost what I was just saying around trying to keep a, being really clear with the candidate on where they are. And so, especially, you know, long hiring process, my guess is this is more post apply. So it's that staying in touch, where are we at, clear expectation of what the process is going to look like. And then making sure that if for whatever reason they might have been a silver medalist, it might not have been, you know, a successful hire all the way through, keeping them in that talent pool to then reach out for a next potential role or something that might be a fit. And so having those silver medalist groupings can be very helpful in the long run. So, yeah, again, it it would be all around the automation. Yeah. And I would add to that to say, the automation can give you that heartbeat, that check-in with those, those candidates. But make sure that your approach from a content and automation perspective, that your sources, and your recruiters, whoever is managing that part of the process, are fully aware of everything that candidate is hearing, everything that they're receiving. So that if there is a need for a, a human outreach, that, that they are fully, up to speed with everything that that that has seen so they can add to it and they can make that feel, an even more personalized experience because they're able to draw down on some of those messages, build upon them. But that won't need to be the case for all hiring types. Again, really think about your, where you need to add those additional layers and you could perhaps think of it as a matrix. So, what do we need that will just, for which hiring types that will just kind of keep us in, keep us in touch with them and keep us engaged, be giving them relevant content, using the automations. Maybe there's another layer of complexity for a different hiring different hiring type. And maybe you've got those really niche specialist roles. Maybe it's for senior hires, where you then need to add an additional layer of, through your recruiters, potentially, to be able to then add that, even further. But really ensuring that, that those individuals that then are speaking directly to your candidates are really well versed in your messaging. They're fully aware of the content. They're able to reshare that content. If, a candidate may not have seen it, if they've not quite opened the email, that they're all that that you're able to really share it back because that absolutely having that joined up experience is gonna make all the difference and will make you far more memorable in that candidate's, mind than the, than the next, than the next, than the next, potential employer who might be also bidding for, for that talent as well. Okay. Let me just have a look, if we've got any further questions. Go on. Jump in, Emily. I was just gonna say I had a quick look through. I think that's all the questions at this stage unless you see a couple more. But from my side, it looks like we've we've got them all. Perfect. Yeah. I'm just having another quick check through. If there's any more questions that we haven't answered, then fit please feel free, to, drop them in the chat. We, what we've included here is, obviously our email details and our, and QR codes to take you to our LinkedIn pages so you can connect with us. We are, we could talk all day about this stuff. And there's so many topics that we can cover. But I think from my perspective, it comes back to the idea of the talent is out there. It's just that everyone is, is all, is vying for the same, the same talent and it really is the, it's the organisations that can present their true their true selves, their values, their cultures, bring their employees' stories to life in a way that is sustainable for you as an organization, as a TA team, to, to be able to constantly be refreshing that content and making sure that you're staying relevant, to to candidates and your different types of candidates, then technology can really, really help make this simple. AI is absolutely our friend, in this in this area, and something that we that we would encourage every organisation to be embracing. And if that's a topic that you would like to dive into further with either of us, we know that, AI is still, can be a difficult topic. It can still be seen as, as scary. But we, you know, we've been working with it for a while now, as Emily said. How many times a day do we say AI? And it's something that we can really help you work through and some of the nervousness perhaps. And also making sure that you're working with the right partners or you're building that marketing mindset within your TA teams to really help you make this work and make it make sense. Because what it will bring is more qualified talent into your pipelines and making sure that your quality of of hires, are really there, but also your time to hire, can be really, positively impacted by by investments in your candidate experience. Any last, wrap up from yourself, Emily? Any last, observations? Honestly, I think you hit the nail on the head. My biggest thing is don't be afraid of AI. AI is your friend. It's your assistant. It's your efficiency. I promise at some point, it will be as as straightforward as Excel to all of us. So, bear with them. As, Kiera already said, please feel free to reach out. Yeah. Absolutely. To talk about these things. Hundred percent. We look forward to hearing from you all and hope everyone has, a wonderful afternoon, morning, wherever you are in the world. And we, we hope to hear from those. And we hope everyone enjoyed today's session. Thank you so much, everyone. Have a great day, everyone. Bye. Thank you.