Awesome. Hello, everyone, and welcome. We're just gonna give it a few more moments just to let people get on. Give it thirty seconds, and then we'll get started. Okay. Hopefully, everyone's managed to join. We'll let anyone else come in. If they come in late, we'll get underway. So, hello, everyone, and thank you for joining us. And welcome to today's webinar where we're gonna be diving into mastering candidate experience and sharing strategies to attract, nurture, convert top talent. Before we get into it, we'll just start with, introductions first. So, my name is Phil Bartram. I'm APAC lead in the advisory and brand consulting team here at AMS, and I'm delighted to be cohosting today's webinar with Fiona Morton, general general manager at PageUp. Hello. Welcome. And Kelly Murphy, talent acquisition manager at StoryHouse Early Learning. Welcome, both. Hello. Okay. So, why are AMS and PageUp teaming up to discuss candidate experience? Well, firstly, at AMS, we're people experts. We power talent strategies that deliver results for leading organizations around the globe. We're partnering with them to redefine a new era of talent driven by people, process, data, and technology. Our core areas of service, talent acquisition, and talent consulting are amplified by digital capability and strategic technology partnerships that span permanent and contingent workforces, of which PageUp is one of those key partnerships. Thanks, Phil. And at PageUp, we help organizations turn complex hiring into seamless people first experiences. Our AI enhanced talent acquisition platform brings together recruitment marketing, CRM, ATS onboarding, and talent management into one unified solution. And we're trusted across many industries with users in one hundred and ninety plus countries. We combine powerful global hiring technology with local expertise of implementation and support, and PageUp helps organizations attract, engage, convert top talent the way our customers want. And we are absolutely delighted to join AMS today and also Kelly. We, work with AMS to provide award winning strategies for our customers. AMS's deep expertise in employer brand strategy together with PageUp's leading talent acquisition technology, help organizations build, optimize and convert talent pipelines with high impact. So we balance AI powered experience with human connection. So today we're going to kick off with a poll to better understand the level of candidate experience and maturity in the audience. And before that, we'll see the results. Then we'll move on to market trends and dive into the candidate journey. And we hope today we'll provide you with some insights, ideas, and real life examples to take away from the session. Let's launch the poll. Okay. Alright. So a couple of questions should be in the poll right now. I'd love some audience participation. If you guys could take a look at the the questions that we've got up and answer in the most appropriate way with regards to your organization. Question one, do you have a mechanism for measuring candidate experience in your organization currently? Be great to get some insight on that. And then the second part of this poll, is candidate experience one of the top focuses for your HR and TA department this year? Mhmm. Seeing some good results come in there, Phil. Definitely for the first poll Yeah. People aren't measuring. So it's like most people aren't. So that's good. We can give you some good tips today. Absolutely. Bit of insight bit of inspiration, hopefully. We've got the right audience here. That's the main thing. Yep. That's good. Hold two. The second one, actively looking into improvement. So that's good. We hope we can give you some good tips throughout today to support that journey. Sure. Yeah. Interesting results. Very cool. Similar to the UK, I think. Yeah. Yeah. Yeah. Yeah. Excellent. So some interesting responses there. Thanks, guys, for your participation. Okay. So now let's move on to asking why a focus on candidate experience is so important. Quality and diversity of available talent in the marketplace. However, the flip side to that is also a hike in the volume of applications for open roles. This is being further exasperated by a lot of candidates using AI to apply for multiple roles. Therefore, it's essential for employers to be able to identify, connect, engage, and hire the right talent for their needs. And yet sixty two percent of candidates will only apply for jobs that meet the majority of their EVP requirements and what they expect from an employer. So a twenty twenty four page up research study found that eighty percent of candidates say it's very or extremely important to be empowered to make an informed decision about a job by having crucial information at the beginning of that process when they apply. Quite a powerful stat there. So the issue, what many candidates are currently experiencing is a content gap. And by that, they're struggling to access the credible information they feel they need about a prospective employer in order to make an informed choice. Eighty percent of job seekers say they need access to day in the life or benefits information before applying, but only thirty six percent were very or extremely satisfied they had access to the information they needed to make a decision about that application. Many employers are missing out on potential quality talent as they have failed to offer up enough compelling content to that candidate to convince them to apply for the job in the first place. We're also living in an age of cynicism. It's not enough to simply say, who you are and what you stand for as an employer. Employers need to, to show it. In fact, sixty one percent of applicants are skeptical of what employers say about themselves. Job seekers want to be able to see and experience an organization's purpose, mission, and values brought to life. They want to understand their approach to DE and I and social change. They wanna know about development, learning, and future career opportunities, and they want to know about flexible working and work life balance and the rewards and benefits that are on offer at that organization. Most importantly, they want to hear from real employees with real stories to tell. So the content gap we mentioned can lead to a different problem for some organizations, especially larger ones with recognizable corporate or consumer brands. In a real world example, a sales organization was receiving over eight thousand applications a month. This is an organization that AMS were engaged with and working with closely recently. Despite having eight thousand applications per month, their TA team only had the capacity to screen and process ten percent of those candidates. They were ignoring the rest, which meant they were essentially ghosting candidates had no access to credible information about that brand as an employer. They may know the organization and recognize the consumer brand, but from an employer perspective, they didn't have enough information in order to make an informed choice about whether they would be the right fit. They weren't able to select themselves out of that process. The good news, in this company's case, after partnering with AMS within a few months of launching their EVP and better telling their employee story, they were late they were able to reduce their application volumes by twenty three percent and saw a marked improvement in the quality of hire. So the candidate experience is a candidate's first taste of an an company's culture, and so it's vital to make a good impression. What's the potential impact of a bad candidate experience? Well, these LinkedIn stats make it clear. Loss of potential quality talent and a negative brand impact. So beyond the the content gap that we've mentioned, there's also a wider experience to consider from the recruitment process to the technology used to human interaction and to the feedback given at each stage of that process. At AMS, we engage with over twelve million candidates a year globally across all talent types, and so we've learned a thing or two about what candidates expect from their experience when applying for a role. We've taken all this insight and boiled it down into a very simple methodology as to how we advise our clients on best in class candidate experience design. We call it the three s's, straightforward, structured, and supported. Whether at the attraction, engagement, or conversion stage of the process, following this straightforward and supported methodology will help you ensure a great candidate experience. K. So, we've got another poll prepared, for the audience. We're really keen to get some further insight from you guys on, on this next poll. And, if we could launch it, please, that would be great. Couple more questions. So really, really interested. Number three, is candidate experience a competitive differentiator for your organization currently? We're really keen to see if we get a yes or no on that one. Let's just give that a moment for you guys just to respond. Don't know if you're seeing any trends there, Fiona. Not able or, Kelly, I don't know if you're seeing anything there in terms of, leaning towards yes or no? Mainly, no on the mechanism for measuring candidate experience seems to be Yeah. Fifty percent of the audience with yes, but it would be more effective is thirty percent. So there's definitely, a move to be able to measure that. Yeah. Yeah. Yeah. Yeah. That data Yep. Stuff. Definitely. And number four Four. Yeah. Yeah. Where does candidate experience sit within your HR function? TA team has been the outright winner in that space. Yeah. Okay. Alright. Yeah. That's interesting. Yeah. Interesting to see. I see where it's worked really well is when it's kind of split over various teams, and you're all kind of working together and getting some input from marketing. That's interesting. So talent acquisition predominantly from the audience currently. Great. K. Excellent. Thank you. Alright. Well, thank thanks Phil, for taking us through that. It is really fantastic to see that the candidate's needs is being placed in the center of talent acquisition team strategy. We're definitely seeing, the landscape of the skill set of a TA professional changing. And there's a real role shift. So recruiters are becoming really, marketeers at heart. So that shift to talent marketing strategies is now being embedded in the TA team org structure. That does lead itself to potential skill gap, causing some companies to reach out to consultancies to fill those those gaps, capability that helps hone in on hyper personalization, candidate automation, technology to apply marketing techniques at scale. So we're definitely starting to think, let's look at the world and start thinking about being a marketeer. And I'm gonna talk through a couple of strategies some of companies that we work with have been using. Firstly, as Phil mentioned, targeted content strategy should be at the forefront of everything you do to fill that content gap. So look at what drives interest, what's authentic to your company, and how you help candidates select in or out of those roles. Personalized candidate journeys are absolutely vital. Different audiences are looking for different experiences. And as mentioned earlier, forty nine percent of candidates, if they have a poor experience, they'll tell others and they won't accept the offer. AI assistants are removing the dull work for recruiters. Automation and screening can help recruiters save time on FAQs, processing applications so they can focus on strategic talent acquisition strategies. And every business is full of brand ambassadors. They should be your secret source. So really creating content, but driving interest to your brand and influencing others to come work with you. These strategies are becoming more and more important in terms of attracting talent. So we're gonna dig in a little further. So we know there's a lot of noise out there to cut through for candidates, and we know potentially candidates spend six to seven plus hours on mobile phones. And Gen zed are using on average around six social platforms that they engage with. So reaching that candidate audience has never really been harder. And so if we look at the rule of seven, which is a marketing principle developed back in the nineteen forties by the movie industry, they found that researching that a potential moviegoer had to see the poster about a movie at least seven times before they'll come and see the movie. And this became a frequently cited principle within marketing. And soon after, upgraded to eight, the rule of eight, marketing. And soon after, big upgraded to eight, the rule of eight, where research showed you needed many more touch points with a brand before you would go out and purchase or take take something up. Even today, it can be as many as fifteen plus times to reach and engage your audience through different media. And it's not just the quantity, but the quality of touch point that matters to cut through that noise. And these principles are absolutely applied to recruitment. And one of the ways we do that is via personalized journeys. So segmenting your audience and understanding what content you are using to attract them to your business, keep them engaged, and take them to the next step to apply for the role when they are ready. And your career site helps you do this. It helps candidates understand who you are about and the journey they will have with you. For example, companies that recruit IT candidates like Procore or Ancestry, they use technical blogs written by their development teams to engage potential professionals into the business. Others use day in the life videos to attract key roles. Virgin Air Australia and British Airways use day in the life of a flight attendant to really, share that on different media and really help candidates understand should they apply for this role. Nokia uses q and a candidate to hiring manager chat platforms to really increase their brand attack traction strategies and support campaigns for hiring women in engineering. Content that shows how the candidate can understand the company, brand, and the role will be more targeted and mean less screening effort. And we're now in the world of hyper personalized candidate journey. So let's take a look at a couple of the examples. So hyper personalized candidate journeys, as you can see on the screen, we have three simple examples. It's not a linear process, although that's what we're showing here. It is a constant engagement loop. And to really scale that journey, you really need to look at technology that supports those touch points across that journey. And we're now really jumping into the middle of the funnel. We've attracted the candidates to our career site through programmatic ads, advertising, job posting, social, and we thought about targeting that audience. We're now it's now time to showcase that EVP on your career site and really get that journey started and connect with your audience. These journeys you see are just examples of ways that you can use the candidates, capability and and journey to really engage with them, whether they be highly skilled, gen zed, passive talent. The goal is to use call to action forms on those websites of yours to capture the initial interest, things like talent network registration, job alerts, call to actions before they exit to start a journey so that you can then continue your journey with them before they apply. And once they're at your career site, the goal is to keep them returning. We know on average, you have two minutes to engage a candidate and provide them the information they want. And we've heard studies that Gen zed are reporting only spending ten seconds on a piece of social content for engagement. So it's really important you capture their attention. And for organizations, seventy percent of job seekers who visit your career site are invisible to you. They visit your site and leave without any data or behavior information captured, and that's a missed opportunity. And eighty five percent of them are bypassing your beautifully branded career site home page going directly to the job's description where you're not necessarily engaging with video content or easy ways to capture that passive audience. You really need to take every opportunity to lower the barrier of entry for certain roles and so they can learn about your organization to qualify themselves in or out. And that's exactly what story house early learning has achieved. So let's have a chat to Kelly about her experience and their journey. We're so pleased to have you here today, Kelly. Just as a reminder, Kelly Murphy is the talent acquisition manager at StoryHouse Early Learning. And, it's been a year since you've implemented a new career site and activated the the page of Clinch recruiter marketing technology. Can you talk us through your your journey from when you started twelve months ago to revisiting your brand? Yeah. Thanks, Fiona. So, yeah, it absolutely has been a journey, and I think we kind of went right back to the basics. So at the very start, we, we we looked at our values. So we're we're very much a values driven organization. You know, we we don't want to be one of those organizations where the values are just written on a wall. So we we revisited those values and ensured that they were being embedded at every single stage of the process. And then once we were kinda comfortable that that that was happening, we then moved on to developing our EVP. And I think this was a really exciting journey because celebration is actually one of our core values. So that made it really easy for us to, include, like, a really fun, authentic tone of voice throughout the EVP. Yeah. So that that was a a journey in itself. And then we needed a platform to showcase all of this amazing stuff that we had been doing, and that's where we then moved on to redesigning the, the website that is live today. Excellent. That's fantastic. And as part of that journey, you really considered personalizing the experience for candidates. And not just at the beginning of the journey when they visit the career site, but through every touch point in the recruitment process. Can you maybe talk me through what that look like for you guys? Yeah. So there's so much that I could talk to here. So I need to make sure that I don't talk too much. It's okay. It's good. Yeah. Absolutely. You know, it is about taking that human first approach. I think that both you and Phil spoke a lot to personalizing the journey, making sure that there's enough information on your website so that the candidates can make those informed choices. So I think that, yeah, the the first thing for us was around making sure that we had a website that really showcased who we were as an organization. So in order to do that, we use real people for the, for all of our storytelling. And we developed a number of different pages throughout the website as well to to provide as much information as possible. So I I do have quite a lean talent acquisition team in relation to how many, people we onboard every year. So I I guess I I wanted to take the burden away from them a little bit as well when it comes to things like FAQs FAQs and having to respond to every single candidate, that kind of thing. So the the website is a a platform that showcases our culture. It informs the candidates, ensures that our team can be really efficient throughout the processes. Yeah. And that's fantastic. And for the for the benefit of the audience, Kelly has a team of three. So what she what her and her team have mastered over this period of time is amazing. And using that content for secret pages across interview and offer stages really sort of taken the heavy lift off them as well through through that engagement. Absolutely. Yeah. We love our secret page. So that that's the page that we that we kind of added into, supplement our fun, celebration value, and, I'll probably talk to it a little bit more, in in a second as well. Great. Fantastic. Thanks, Kelly. Well, let's have a look at some of those other initiatives. So, as you can see at the top of the screen, I know that one of the things you've been doing is trying to capture talent when they visit the the website in the first kind of first view because they're trying to learn a little bit about you. And a common marketing approach that we use is trying to grab the most minimal information about a candidate to start that relationship with them. The sample we've got here that you can see on the screen is an exit call to action. Maybe you can talk to the audience around how you guys are implementing call to actions for your benefit. Yeah. So we took a little bit of a different approach to the call to actions, and this is where, actually, it aligns with the the secret page. So, the how how can I explain this? So it's more of a, you know, we don't want you to leave just yet, and it's not about us track it into the CRM for later use. It's more, hey, don't go yet. We've got so much more that we want to show you and you haven't discovered it yet. So the CTA, it pops up and says, congratulations, right? I think that one says impressive. You you've unlocked our secret page and we've asked for the minimum amount of information as possible. So simply their first and last name and their email address. So then, So then that information, it does go into our CRM, and we are able to, to kind of, activate nurturing workflows that go along with that so that we can keep them engaged just in case they don't apply at this point. But I guess that what we really want them to do is go on to our secret page, which is, they can see lots of, lots of fun things happening and what it's really like to work at Storyhouse. So, yeah, we took a slightly different approach to the CTAs. I might and we've had some really positive impact from it. That's fantastic. And not just the specific content pages, but you do have visible, content pages for other projects or initiatives. Maybe the the second screenshot we can see there is is the the move with us. Can you really talk us through what what that was about and and taking yourself back into when you commence that program at work? What did that look like? Yeah. What were we doing? So so, Storyhouse Early Learning is an early learning provider. So we recruit for, like people on the floor. So your educators, your teachers, you know, within those long daycare environments. And I guess since COVID, there's probably been a little bit of a skills shortage within the sector. And there was a high agency usage happening, and we really needed to to think about what our strategies were. And we utilized pay up. We have access, obviously, having the website through PageUp, we were able to access the data that shows us where the applications were coming from or where those expressions of interest were coming from. Column of overseas interest. So what we did was we, we actually redirected our, I guess, our budget, and our recruitment strategy. And we partnered with an immigration lawyer and set us up, to be an employer that could offer sponsorships. This is kind of where this page came from. So this is like a go to if you're overseas or if you're in Victoria and you want to relocate to Queensland. This is the page that you would go to, and I've developed a a Visa kind of quick quick guide to to know whether or not you'll be eligible for sponsorship. What it's like to work in each different live and work in each one of the different states. So kind of giving the candidates as much information as possible, and that has resulted in quite a lot of return traffic. Living overseas or living interstate somewhere, that it's a bit of a process for them. So they might come to our page, do a bit of investigating, go away, go and speak to their immigration lawyer, and then they'll come back and do a bit more investigating. So, yeah, we've seen a lot of traffic come through that page, and it's resulted in, an increase of a hundred and fifteen percent year on year of the sponsorships that we've offered. That's fantastic. That's a great result. Yeah. Yeah. And I think it's smart. You're using content. You're using pages. You're using measurements to really work out what's working for you guys. And it's not just about attracting candidates. It's about attracting qualified and quality candidates too. And I know that some of the audience probably are experiencing a high level of candidate volume for some roles, which can often impact candidate care. But you guys are doing some really exciting and interesting things around candidate care, in particular maintaining the candidate care and quality of hire. Can you talk us through a little bit in your circle back initiative? Yeah. Yeah. Absolutely. So, yeah, we, we signed up to be a circle back initiative employer, which basically means that we're committed to respond to every single applicant, whether they're successful or not. So accountable. But I think really important too, you know, you hear so much out there that the recruiters are ghosting candidates and Yeah. You know, they then get a a really bad, reputation and and we don't want that. We we really want our candidates to feel valued every step of the journey. But as I mentioned before and well, as you mentioned, I do have quite a lean team applications and offers that we're processing. So I have worked very hard to to build on the capabilities of the website and our ATS to to set up those nurture workflows, but we've tailored them specific to the the candidate's interests. So it did take a little bit of time initially to set it up, but I think that, you know, if I'm an educator, I don't want to be hearing about all the benefits and the professional development that the service managers are receiving. I I want to know what I get as as an educator within your business. So so we've tailored all of these. And then we went a little bit further in in the sense of we personalized it by, using merge fields. Like, it's really simple. Page up, you you simply just put a merge field in. It can pull through the candidate's name, but it can also pull through that particular talent partner's name, their mobile number, their email address. So we we make sure that they have a a one point of contact, and we use first person language. So it's I'm really happy to have received your application. I will be back in touch with you. That that kind of language so that they feel like they're actually speaking to a human a human being. Yeah. And then and then we've added in next as well. So they they should always know what is the next step in the process. And, you know, it's not all emails, some of it's videos as well or images, testimonials, keeping them engaged along the whole way. Use Spotify as part of this? Tell me a bit about the the Spotify playlist. I love this concept. It's brilliant. Yeah. Our application form. Yeah. I forget about our application form all the time. So, I think explaining to candidates the why you're asking for information is really important. So we we ensure that we do that. And then our questions tie in with our values. As I said before, you know, they they were the foundation of absolutely everything that we developed. And, you know, just that that celebration piece, we decided to ask people what their favorite song is. Obviously have access to to the players. And we're we're a, just plus workforce as well. So it kind of keeps everybody connected and gives a sense of inclusion and belonging. Yeah. That's brilliant. I love it. So if you were then sort of had to change some of your strategies or run different programs or work, is it is it simple enough for you to manage this yourself or your team? Is it easy enough to make changes to the content or the workflows? Absolutely. We do it all the time. And I think that, you know, this is one of the things that I always say is that you shouldn't stand still. The market changes all the time. And, you know, I'm just because I'm in early learning, I'm pretty sure that it's the same for a number of other sectors as well and all the generations change and what their interests are changed. So, yeah, we we really love having the capabilities to be able to edit at, you know, the the click of a button pretty much. That's fantastic. Well, given that you were talking about Gen Zs a second ago, Phil mentioned this earlier, but we know that by two thousand and thirty five, there's gonna be at least fifty percent of the work force that are made up of Gen Zs. And we know already it's thirty percent. Gen Z today is a key candidate segment. So hiring people from that generation is a segment that Storyhouse early learning are trying to attract into your business. So how are you really promoting your brand and EVP to that particular audience? Yeah. Social media. The lovely world of social media. So I'm not Gen Z, unfortunately. So this is a this is a a a change for me. So I'm, you know, the the a Facebook user. So we did start off with Facebook and Instagram, and then we needed to kind of venture into the world of TikTok just to keep up keep up with, with the gen zeds. And I didn't realize until recently that actually how popular I knew it was the the largest, social media platform with traffic, but I didn't realize what they were using TikTok for. So that's been a little bit of an eye opener for me. And we I I just started really, really simple and basic. I asked the people in in my office that were of that gen zed, generation, and I asked them what were the trends, what's happening, how do I use it, help me. And I simply I took a very short clip of myself, rest of the TikTok using memes and GIFs. Well, I wasn't fancy enough to be able to do anything else, but it really, really worked. We had so much engagement from it, so it was great. But from that though, I did then realize that actually, I would be better off, putting it out to the business. You know? It's a it's another platform for our educators just to have a little bit of fun, and do something a little bit different, be connected to the wider business. And I now have a just a a WhatsApp group that's on my on my phone, and they just send me different videos. And I simply, have them uploaded onto our TikTok page. So That's brilliant. Yeah. There's nothing fancy. We just real people. Real people. And I know didn't one of them get something like three point one million views. I was amazed. People should go and check out Shell Careers on TikTok. If you haven't downloaded TikTok, it's your chance. But, And it's so and it's so random, and it worked really well because the, it was a Christmas mat. So people would we have this mat in the in the support office. People would walk in and as you stood on the mat, it would sing and sing a Christmas tune to you. Yeah. But we couldn't use the original sound because there was too much background noise in the office. So we played just a Christmas tune over the top of it and it prompted a lot of people to make comments around, oh, what is that mat doing? Is it electrocuting you? Or like just some silly comments. But Yeah. It was driving traffic to to our site, and it was, you know, it was, opening up engaging conversations. So Yeah. No. That's brilliant. And it's great as you say to not you know, first of all, give it a go. Just give it a go. And then secondly, you've really utilized your internal employees to help be those brand advocates. And now they're kind of jumping at the chance and just doing it naturally. So that's great. They're doing the heavy lift for you. I love it. Excellent. So, as we kind of come to the end of your story, it's really great to see that you've been using a combination of brand process and technology across the board to really achieve some great outcomes, Kelly. And then you've really been scaling that process with your lean team. Maybe you can talk me through, some of these metrics we've got on on this slide for people to see the the results you've achieved today. Yeah. Sure. So the, as you can see that that thirty percent returning traffic to the careers side, we we've had some amazing, amazing results, and not just the fact that the the traffic is thirty percent. And I believe the benchmark is around about that twenty five percent. So we are above above benchmark, which is awesome. But we've also actually been able to reduce our job board spend by fifty percent as well, which is a huge huge save and that means that we can put money into, well into the sponsorships and and other initiatives that we're running. And it shows that the content's working as well. If they're coming back and and looking at the pages again, it means that it's working. Yep. The the six to one, so every six applications that we receive, we actually hire one of those applicants. The the industry standard, as you can see on the screen, there is actually thirty to one. So I think that that again is showing that the the content that we have on our website is is supporting the candidates to make those informed decisions. But it's also we're really showing who we are, what our expectations are, and what it's like to work at StoryHouse. And I think that that then means that we're attracting the right candidates rather than just the volume. So that the we'll say the quality over quantity, in that space. And and then, yeah, as I as I mentioned before the, you know, the reduction in the job spend, it means that our website is now the the number one source of, of our traffic, which is awesome. That's fantastic. And and they're not the only results. I mean, as you said before, you've got that reduction in job, job board spend, which means you can kind of use those funds for other initiatives. But you've actually got forty percent of your hires that come directly from those content pages, where you're taking them on specific journeys, which is unbelievable. But tell tell me about how you're measuring candidate experience engagement, because we've got some great data points there as which to share. Yeah. So we, as I mentioned before, you know, those touch points are really important with the candidate, throughout the whole process just to keep them informed and and can to keep them engaged. But along that journey, we are also implementing a number of different surveys so we'll ask them how they found the application process. Did they get enough information, from the careers website? Did they get enough information from their talent partner? And then, you know, what was the interview process like? Was the hiring manager informed enough? Lots of different questions just to try and collate as much data as possible so that we know if there are any gaps. We know exactly where they are and then we can action, you know, a fix immediately. And the the six point seven out of seven that you can see on the screen there is actually the the page up quarterly candidate experience survey that gets sent out. So that I think is a fantastic result in itself as well. And, yeah, we're seeing some amazing results. So very happy. That's fantastic. Well, thank you so much for sharing your journey today. It's been awesome. We're gonna hand back to Phil just for a wrap up and last final thoughts. Yeah. Thanks so much both for for sharing that. It's really, really insightful. Kelly, that that I mean, it just resonated with me when you said quality hires, authentic, genuine messaging. It's clearly playing out and working for you guys. So that is just really inspirational. Hopefully, it's given some inspiration to our audience that are on today. I had a I had a question for you both, actually. So, I I guess, leading on from that, that story and and what you've been up to, Kelly, and Fiona, What would your advice be to the audience members listening right now who are just wondering about the next steps in terms of what they wanna do and the next steps in terms of improving their candidate experience? Well, I might kick us off and then throw it to you, Kelly. But I I think you don't have to solve it all on day one, so progress not perfection, and start small with some form of MVP and build from there. And you can apply technology and automation to to parts of your journey and then build and measure because sometimes you don't know what will work until you start measuring it. But, Kelly, you've done so much already. Like, where where are you heading to next in terms of what's what's next for you guys? Yeah. So just constantly monitoring the data that's coming through like you said so that we can make those informed, choices, and then I think we're we're probably gonna develop, the AI space a little bit more. We've got a few things already that we do, but we're we've gone live recently with the chatbot that PageUp, have available, and that's been great because we've been able to embed our tone of voice. And, our chatbot's called Rocky, which is one of our story has mascots, which is awesome. So yeah we'll be kind of working on ensuring that that it is, running as efficiently as possible and and having the impact that it should, So looking at that AI space. And then, just further developing on those workflows that I was talking about before. You know, we've got a number in place already, but I think that there's probably a little bit more we can do in that space. So, you know, like you said, Fiona, you just you start small. Just start implementing a few little bits and then develop, as you as you start to get some insights. Brilliant. Yeah. Yeah. Yeah. Automation and AI. Look forward to the next session. We can maybe give an update on how Rocky's getting on. Yeah. Once he's, he's rolled out. I'll give you a fun fact. The we've got two two mascots. One's called Rocky and one's called Luna. And Yeah. They're actually the names of, two of our exec team's dogs. Brilliant. Very random names, but we put a survey out to our whole business. Yeah. They chose those names. So I love it. Story house. Great names. Great names. Yeah. Awesome. Well, look, thank you so much for, sharing your journey. It's been really insightful, Kelly. Really appreciate it. A mindful of time. We've got a couple of minutes left, just at the end here. Wanted to just throw it out to the audience, and, we've got a question and answer feature in the platform. I just wondered if anyone's got any questions for Fiona, Kelly, myself. I have seen one that's jumped out at me. It's gonna be for you again, Kelly. So someone's just mentioned, a question. Was it hard to get your journey started from an EVP perspective? And any advice that you can give our audience that are on today about that journey? I mean, you've done a lot of that already in terms of your insights, but anything that you wanna call out specifically? Yeah. I wouldn't say it was hard. We we were probably in a slightly different space to perhaps some people on this call. We we didn't have an EVP, so we we needed to start from scratch. But I think it's really about, you know, know who your influencers are within your business. It doesn't necessarily have to be the CEO or the CFO. It might be a somebody who's worked within marketing, marketing, and they've been within the business for ten years, and they've got a lot of influence within within the business. So just kind of know who your who your influencers are, and then see how they can support you initially. Get them on board with your journey, and then go from there. Or, you know, if if it is the CFO that you need to go to, I'm guessing that they're a numbers person. So make sure you have the numbers ready to to speak to. If it's a people culture person, it's probably more around that employee experience and the, and the culture that they're interested in. So just kind of know what their drivers are and ensure that you you take the business case to them with with those facts that are gonna interest them. Brilliant. Yeah. What about that influence internally, right, and converting people into being TikTok fans by the sounds of it in your case, which is brilliant. Excellent. Any other questions that jump out? We've got a few seconds left. I know people need to get on with their working days, but anything that jumps out at you there. Yeah. No. Let's have a look. There is one other question. How do you see candidate expectations evolving further over the next months and years as AI becomes increasingly part of everyone's life? What are your thoughts? Yeah. I mean, what are your thoughts on that that one, Kelly? Hi. So okay. I I think it's really interesting because a lot of candidates are using AI to apply for jobs, and yet the expectation is though that they still have a human response. So I think that it's really about talent teams being very smart and proactive with those work flows that they have in place and those automations that they have in place to try and still keep that that human that human touch. But, yeah, AI definitely is gonna have a huge impact, on, yeah, on on candidates' expectations, I guess. And I think that Gen Z, I I will see a lot I I imagine that we will start to see a lot of things happening by text messaging or that chatbot function, you know they'll just type in 'I want to apply for this job', they'll apply for it, they'll get a response from it, so yeah, I think that chatbot and text messaging options will will go further. Yeah. I think it'll be definitely a mix. So use using AI where you can we can get the efficiencies, bringing in the human touch points and and the business values as much as possible as part of that journey. But we You don't wanna lose that genuine messaging. Right? Yeah. And it's you don't want it to to be lost with the AI. The the wave of AI that we're all getting used to in this crazy world. Well, amazing. Thank you so much both. It's been awesome. We're we're we're over time. There's still lots of questions, that we haven't got to. We will be sending out a a follow-up to the session to to attendees. So, you know, if we didn't get to your question, hopefully, we can respond in that way. And please please please, if you wanna reach out directly to any of the panel, details on screen now, feel free to to get in touch if you got any further questions that you wanna talk talk to us about offline. Really great. Thank you both. Thank you. Thank you. It was good for everyone that joined. Thanks. Goodbye. Cheers, everyone.