Hi, everyone. Welcome to today's webinar. We're just going to wait a few more minutes just while I give everyone a chance to join. See, the numbers are climbing, which is great. Just ticked over the hour, so expect there'll be quite a few more people joining us now. Bit of a bit of a flurry of flurry of people coming in. It's great. Give it another minute, and then we'll start to kick off with a little bit of housekeeping and then into the presentation. So I might start with the housekeeping items just while the last, people join in. So all participants are in listen only mode. So, it's just Aaron and I today, but how you can participate is you will see the chat and q and a options are both enabled. So please, during today's session, feel free to put questions in the q and a. You can either direct them to just Aaron and myself so that your co attendees don't see them. But you are also able in the chat to put in comments and questions and interact with each other and with Aaron and myself as we go. And maybe so that we can add a little bit more of a community feel. It would be wonderful if everyone who has joined could open up the chat and just drop in there just your name, the company you work for, and where you're joining us from today. So I'll start. I'm Dane from PageUp, VP of Global Channels, and I'm joining today from Melbourne, Australia. I won't put that in the chat at the moment. I've got far too many windows open including the, the slides, and I'd hate to lose them. Excellent. Thanks, Russ. I'm Aaron Hardy, VP of product, and also joining from Melbourne, Australia. And we can see people, popping into the chat. It looks like we have people from all over, which is, so wonderful to see. Yeah. And thanks so much for participating. That makes, makes Aaron and I feel like we're not just talking to a screen, being able to see everyone jumping in and commenting. So our numbers have grown really well, which is great. So we are a couple of minutes past the hour, so let's, start to kick into things. So, as mentioned, Dane, VP of both channels for PageUp. Really excited today to be talking about a topic that, has clearly resonated with a big audience. We've got a a lot of people joining, which is rethinking the talent acquisition funnel with AI. So today, we're gonna talk, and try and get really practical, about the entire TA funnel. So from early stage pre apply right through into screening and selection and then post hire, into offer. We do wanna make it as practical as possible. So as I mentioned, questions in the q and a or in the chat, we'll do our very best to sort of spot them as we go. But we definitely will leave some time at the end to get into, a broader q and a and discussion session. So on that basis, let's kick in, and jump onto the next slide, and I'll hand over to Aaron to kick us off. Great. Thanks, Dane. So, look, it's important to set a bit of context. Why is this an important topic? Well, the pressure on talent acquisition teams today is immense, and it's important that we think about what's driving this shift. So we're all feeling the pressure. In a lot of instances, job applications are up, but often the quality isn't. And many HR leaders have stated that the use of AI is actually increasing underqualified applicants. We're also seeing different expectations from candidates. They want a consumer experience faster, more personalized. And our acquisition teams are also being expected to deliver more strategic outcomes, often with fewer people to do that work. We then layer in business transformation, evolving skills and skills that are coming from that influx of new technologies and new capabilities, diversity, equity, and inclusion priorities, retention challenges. And we're really starting to outgrow the traditional recruiting model, and that model just wasn't built today for today's hiring environment. So there's a there's a need here to to rethink how we're doing things, redesign recruitment for the world that we're in now and where we're going. Technology plays a really important part in that. It's evolving fast. It's becoming a lot more challenging to cut through the noise to uncover, well, what's really going to support us in doing our jobs and achieving our goals? We have to start somewhere because it doesn't appear that the pace of change or the expectations on our teams is going to slow down anytime soon. Now thinking about that recruiting model, the traditional recruiting model, and what is it that's actually holding us back? There's a few examples on the slide here. It's gave us structure in how we attract, screen, and hire talent, and it did work for a long time. But given what we've just talked through, the world of work and candidate expectations has really changed. The old model was heavily manual, so recruiters spending a lot of time on repetitive tasks like screening resumes, scheduling, and the other administrative components of hiring, and that often left less space for higher value conversations. It wasn't really built to speed. Now we know that there were, really good models for high volume, recruiting out there. But even in those models, managing the higher volumes is becoming even more complex and challenging to actually work through. And the traditional recruiting model was really designed around transactions and not as much around strategy. And so the focus was typically on filling requisitions. You get the requirement comes in, you post that out, you get your applications and you work through them. And it wasn't so much about building long term pipelines, supporting internal mobility programs, or even advising on workforce planning. So today, both candidates and businesses need something more flexible, more personalized, and more data driven. And that's why now really is the right moment to start reimagining our processes and layering in AI to help us. So we need a model that's leaner, smarter, and really built for strategic impact. Great. So let's, maybe just do a pulse check on the audience. We've got a poll. Hopefully, you're seeing it on screen. How would you describe your organization's use of AI in your TA function today? With the options being, we're not using it yet. We're experimenting with it with a few features. We're using it in pockets, but not consistently. We're embedding it across the whole funnel, or you're advanced and AI essential to everything you do in TA. If anyone, says yes to that one, we might even get you on our our next webinar. You can come back and share with us how you've achieved that because, I think that's probably the the golden unit or the, the unicorn of TA. There's a lot of hype around getting to that stage, but we, certainly got a lot to get there. And we, ran this session, for a a UK audience, recently. It wasn't just the UK. It was, quite a few people in and around the UK. And, yeah, it's interesting. I think, fairly similar results. Looks like we've got quite a few responses coming in so far. Yeah. Just a few more moments. Alright. I think we can probably end the poll and, share those results. Alright. So So, yeah, pretty even split for the first three, right, which is pretty similar to what we had for that other audience last week, which is that, yeah, there's still quite a lot of businesses that haven't yet managed to to get into using it. So they're still sort of waiting, watching, and seeing how others either succeed or not, experimentation. So over over half the audience today is one of those first two steps where it's either just experiments or not using it at all. And then a third, using it in pockets, but not consistently, and then just a very small number, seven percent embedding across the whole funnel. So, yeah, certainly consistent with what we're seeing, in our client base, and work with different organizations. So I might stop sharing that, and I'll move on to the next slide. So just to talk about that in a bit more detail, as I mentioned, PageUp has seven hundred customers globally, and, we have a very similar spread to what the audience today has said. There's, definitely some of our customer organisations where, at this stage, they're unable to use AI at all. So we have a whole bunch of great features in the platform. But at this stage, they've asked us to turn off or or not activate due to various internal rules, legal risk, governance, and other other reasons. But, certainly, we are seeing a large number increasingly, deciding to start using those capabilities. So adoption, this is a Korn Ferry, research study that showed that, adoption has jumped ten percent in the last twelve months. So thirty seven percent of, TA teams are now using TA or experimenting with it. So pretty similar to what the the audience today has, and the AI skepticism is declining. So I guess enough organizations have seen benefits in some workflows that it's no longer an AI help. It's where can I apply it effectively, appropriately, and add value? So I think that just really frames things well to say, AI is here. It's here to stay, but how how can we think about using it in its most effective way, and and making really good decisions about how to apply it and contextually for your organisation how and when you use it. So we'll keep moving through the slides. I'll just jump on to the next one now. So where does that lead us? Most organizations, when they think of AI, initially think about automating repetitive tasks, which has been around for well over a decade. We we've had, Netflix with recommendation engines. We've had similar capabilities in our platform for for almost as long. So when a candidate's on a career's website, they're getting recommended roles based on other roles they've looked at. So there's lots of different types of AI. So automation, and algorithms that, recommend something based on something else and or perform an action that's highly repeatable, very much an algorithmic based AI, has been prevalent for for probably well over a decade. But what it's now seeing now is an explosion with generative AI, which means that we can apply, AI to different use cases that previously were, I guess, too difficult to apply. And what we're seeing is the things we can do now with AI in its various different forms is, yes, we can automate repetitive tasks. We can also do things like personalization at scale. Every individual comes in, and if they have context attached to them, then you can give them a personalized experience. Ta teams can screen faster, and therefore move candidates through the funnel more rapidly. And we can provide hiring managers who might not use the system on a regular basis and sort of experiences that, they are more likely to be able to interact with and use without needing any additional support. And all of those things together free up a greater time. They're sort of the practical things that they do. What that brings as an outcome, though, is improved candidate experiences, ideally, increased quality of hire because we're keeping the best candidates in the funnel the entire time because we're moving more rapidly and giving them a better experience. We now have the ability to look at significant sets of data so we can have more data driven decisions. So we can really get into, attributes behind all of the different activities that are happening through the recruiting funnel. And for some organizations that adopt this rapidly, it will give them a competitive advantage where they can outperform, other organizations. And with all of that, additionally, more strategic focus. So if we've got more time, taken away from activities that we don't necessarily need to have a human in the loop, we definitely think there's still many steps where the human absolutely needs to be the decision making individual, in the process. But it's about where in the process can we find optimization with the appropriate tools. So I might jump onto the next slide now and hand to Aaron to talk about what it's like to be AI ready. Thanks, Dane. And this is an important place for teams to start. So thinking about as individuals, how ready are you? How ready are our teams to actually be adopting AI? Often, the, you know, our IT organizations are providing new generalized tools to help us out. How much of that is actually being used by our teams today? And these are some examples of if you're going through and and looking at, the the team that you have around you, are they are they ready? And curiosity, thinking about experimentation, trying things out. Do you have someone in the team that's going to champion, leveraging these capabilities? We've had conversations with, recruiters in, some of our events. We know that, there's a lot of usage of, chat GPT and the like. Are we ready to kind of take that take that next step? And that ties into being prompt literate. We've got a great AI guide, and we will provide a QR code for that, a little bit later in the session. That does give examples of using prompts to get really good outcomes from some of these general tools that are available. Human centricity is a really important part. Dane just mentioned that we absolutely don't wanna take humans out of the loop. They're, you know, we're really critical to make decisions throughout the hiring process. And so do we have a good sense of what steps in our process are best left to humans versus, leveraging AI? We don't want AI to automate everything. That may actually create, you know, a candidate experience that is less personal if we're not having that human touch at the right times. Being data savvy is another really important piece here. Often, it's been a challenge in the past to be able to leverage the data that you have available to you and make sure that you're able to incorporate that into your decision making process. So do you have people in your team that are are really data savvy that you can be, getting them to actually look at the the data wrangling side of things to to help you make decisions? Or is there someone, within your organization, a department that might be able to help out in that, in that way as well? AI is going to make it easier for us to leverage data, but there is always a need to be able to interpret, what's happening. And the last one here is change readiness. So, we saw earlier that there is still some skepticism when it comes to AI And being change ready to, you know, tap into that curiosity experimentation and start leveraging AI, throughout the process is is really important. So, thinking about with your team, are you having conversations about AI? Is there, capabilities that you, that you might need to, help people upskill on so that they're ready so that, that we can tap into all of this new technology? These are really interesting things to to consider, before we get stuck into, leveraging AI throughout the hiring funnel. Alright. We're going to go to our second poll, and this really sets us up to talk about the key stages in the hiring funnel. And so this is stepping through from awareness. So thinking about, do you have your brand out there in market so people know who you are and you're attracting them to, your career site so they can find out more? And an interest turning that awareness into, activity. Ultimately, we want to get that conversion so they apply for our open roles. If they are applying for roles or joining your talent communities, are you keeping talent warm? Applications, so actually getting them through the front door. And then selection, where we're really thinking about, going through that shortlisting process and all of the steps to actually make a hire, and we have offer there at the end. So, you know, trying to avoid losing talent that, we, really want working for our organizations. And we can see people, adding their responses in. Slowly ticking up. Yeah. I don't wanna bias the people that haven't answered yet, but there is one standout, which, again, was consistent with our session last week, for the European region. So it's definitely a a global challenge. There is a bit of a spread across the others as well. So just give everyone another twenty seconds to get their responses into the poll, and then we'll put the results up on screen so we can all, share how we how we're, suffering through consistent challenges and or how we might wanna create some communities out of all of the attendees today and help each other out when you find something that works. Share it with you. And here we go. So as I mentioned, one standout. So selection, too many applicants, not enough time. So I think that's both the the challenge of application volumes have definitely increased. We've seen that across the board, for all of our customers. But, also, we know that some recruiting teams, unfortunately, have, been made smaller, so less people doing more work, which is definitely a challenge. So we can we can certainly relate to and talk a little bit more about the selection phase. But engage and nurture being the second most common there. So how do you keep talent warm through the whole process? And then the third highest one is the awareness, the very top of the funnel. How do we get enough reach and visibility? We know a lot of our clients spend a significant investment of their, overall budget on attracting candidates, and, that's becoming a more and more competitive, space to operate in. Alright. So we wanna close that, one off, and then we can keep moving into the next slide and get into a bit more of the detail. So I guess consistently thought we would just sorry. Go ahead. Just just quickly. While while you're doing that, given that, many of us are having that challenge around selection, is it across all roles, or is it specific types of roles when it's too many applicants don't have time? Pop in the chat, your thoughts around that. Is it, is it across the board? Is it all roles, or is it more specific kind of roles that, you're experiencing that particular challenge in? Yeah. We certainly find we have customers who have that excess of candidates for, a whole bunch of roles, but then they still have very specific positions where they just cannot get interest, whether it be geographical or particular skill sets or role types. Even within our business, I know that some roles that we advertise, we get a lot of applications. Other roles, we are searching far and wide to try and get any interest at all possible just because there's a a scarcity of capability or skills, in certain role types. So we'll keep an eye on the chat. I'll keep going on this slide, which is just to really reflect it. When we look at the whole funnel, awareness and interest, and engage and nurture being the stages reapply. So, obviously, that was the third highest, which is awareness and visibility. That's certainly an area where, I think a lot of organizations have challenges, but is one where AI can probably add a lot of value. Generative AI, using it as a partner to interact and advise and and chat with, can be great sounding board, but it can also be really powerful in generating the content. And we'll get into this in a bit more detail in the following slides. We're we're gonna work through the funnel and specifically look at each each of the major stages. But that is definitely one where we're seeing a lot of opportunity with generative AI because it's you've already got content on your career's website. It's what people already know about your brand. And, therefore, if you're using ChatGPT or Gemini or, any of the the open source or or freely available AIs, you're putting in content that's already in the public domain. So we're not worried about are we sharing something with the with an AI where it's gonna learn from this content that that should be confidential. So at the top of funnel is probably one of the areas where you can experiment the most with the AI platforms, because the content you'll be putting in there is already public domain content. But being able to leverage generative AI to say, how can I turn this already publicly available branding and image and EVP and information we have into something that I can use across various platforms? So let's keep moving into the the funnel. So awareness and interest that we're just talking about. Recruiting has become more and more of a marketing activity in this phase. So TA teams are now, often needing to partner with their marketing team or having roles created within their function if they can get budget to say, how do we turn our function into a true marketing, body? We're actually running an event with Employ Branding Australia in in a couple of weeks' time, looking at this, which is to say, how can you position yourself to ensure that you're communicating accurately who you are as an organisation to attract the right talent, but also get that positive message out to the people that are most relevant to you. So that's definitely one area where Generative AI can add a lot of value, so employee branding. But then also when they land onto your careers website, do you have the content that the individuals are most specifically interested in? So you can interact with Generative AI to ask it to do target market research. What's the type of content that resonates with x y and z audience? Generate content to put onto platforms where the audience you're trying to attract is. And then there's also platforms like our, toys on q and a. How do you have brand ambassadors within your organisation able to communicate immediately and directly with your audience through your careers website? So taking the workload off the TA team and putting it back on the broader organisation. If you've got people within functions where it's really difficult to attract talent, having those individuals showcased on your careers website and candidates being able to interact directly with them is just one way to sort of make that easier. And and platforms like that can now make, generating that content or resharing that content so much faster, with the, with the assistance of AI. So we'll move on to the next phase. Sorry. But whilst we're in that phase, actually, I just thought I'd touch on a a customer example. So Storyhouse Early Learning, a lot of the people that they're targeting, for their roles are in a younger generation cohort. And as a result, of having a chatbot experience, which is more more accustomed to what this particular audience looks for, they're able to come to the group's website, engage with the chat, get what they're looking for, and, have tailored recommendations, FAQs, so really giving them the content they're looking for in a in a way that they're familiar or expecting. And for them in particular, the industry average is thirty people to one conversion, on the, on the cruise website, whereas the story house they're learning, they're at six and a half to one. So really performing much, much better than than the broader, market. And, that interaction can also be things like join a talent community. So you're talking some of the respondents were saying that engage and nurture is really difficult, stage. So So this enables them to capture the details into a talent community and then using, content that can be generated into nurture streams, which again can be automated based on rule engines that says, as a candidate interacts, let's put them into a nurture stream. They get content. And then if they interact with the content, one flow happens. If they don't interact, then a different flow happens. So, yeah, really powerful ways to make it much easier to scale, up managing those those talent communities. And we've seen a few examples, Dan, where one of the problems that customers are really trying to solve is just that influx of questions. So the FAQ side is a big time same big time saver, and the chatbot provides, an interactive way of, candidates being able to ask those questions and get the responses and not tie up your, recruitment inboxes. So let's move, a little further down the funnel now into, application selection and higher. These are the kind of apply and post apply stages. And the challenges that we have here obviously have resonated with our audience. I think the drowning in resumes is a big one, and it's hard to keep screening consistent when you have so many, applications to actually work through. The other challenge that we're seeing is that, from an interview perspective, we're not always consistently, assessing candidates through that stage, as well. So how can AI help as we move into this stage of the, the hiring funnel? Well, skills matching. So, being able to objectively assess candidates based on, the requirements of the job and their demonstrated skills, and experience, is one way that we can start to bring those applications or candidates that are a better fit for the job to the top of our lists so we know where to focus. It doesn't mean that we're we're not going to go through and assess the rest of the applications, but we don't wanna lose those, those key candidates, because we know that passive talent in particular, if we've engaged them, we've managed to catch their interest, they may not be on the market very long. So we wanna be in a conversation with those people as quickly as possible. Generating questions for our interview guides using AI, is another way, particularly when we have new roles with new, new new capabilities where we may not have had the time to build a structured interview guide. That's a way that we can start to help out, our hiring managers so that they're able to run more consistent, interviews. Now let's take a look at a customer example again. And, ABN Group have been leveraging, AI, both in and out of our system, and, they've been finding some really interesting results. So ABN Group's a leading construction property and finance company in Australia. They found that using capability like AI generated resume summaries is a game changer, and that's helping them to get clear, concise snapshots as they're going through their shortlist. And it's sped up that shortlisting process. But one area that we, hadn't quite expected was it's actually improving the communication between recruiters and managers as well because they're able to leverage that concise summary to be able to provide to the hiring manager and speed up that cycle time around is this the right fit, for, what you're looking for? Because we, you know, we get job requirements, we go through recruitment briefs, and it's not until you have people actually coming in that you can really then hone in on the kinds of people, that managers are really wanting to to speak to. Another area has been in that interview support, space, sort of leveraging, AI generated interview guides to provide more tailored questions, and that also contributes to enabling their managers. And with these components combined, what they're finding is that it's actually giving them both more time to have more strategic conversations, but it's making them look good as well because they're, they're able to provide the, you know, these summaries, really nice interview guides, and, engage with their managers, and it's augmenting their work. And that gives them time back to help them operate at a more strategic level. Another area that we just touched on is around skills matching, and this is a new capability that PageUp has been working on that is really allowing us to unlock those high fit candidates and move them through the recruitment process more rapidly. And it's not just about having a match. It's also about the transparency that sits behind this. So the AI is doing some fantastic work in going through the job requirements, pulling out the relevant skills, and then matching that up with the skills that are available in the candidate's resumes. It goes that next layer of then providing the reasoning. But why was this person a good fit for this particular skill? We're also taking some of the pain out of the process of having to have a fully defined skills ontology by leveraging AI to automate that process for us. We may want to tweak the skills, but doing the heavy lifting of extracting them and then doing the match for us means that we can really speed up this critical step in the selection process, but importantly, keeping humans in control of the final decision. So this is, you know, a rich set of information that you can use alongside, all of the other, steps in the recruitment process, to make better objective decisions. Alright. Alright. So we said that we'd try and get pretty practical. So now I wanted to talk about where could you start or where would we recommend you potentially consider starting. So we've got a process here, and I think step one is really important, which is mapping your existing funnel, which you may or may not be, I guess, accountable or responsible for every one of the stages. But potentially sitting down as a team, and having a workshop where you're saying, let's map out every stage of the funnel for recruiting that we have today. And then when we map that, look at things like identifying bottlenecks and pain points that AI might be able to help you solve. But when you're doing that, probably taking a lens of, what are the activities we're undertaking today at every stage of the funnel? What are the things that perhaps are low hanging fruit? Things that can be automated, because they're repetitive or they're, the things that AI does well. And then thinking also about how much time do we spend on each of those activities, because it might be that some of them actually don't take a lot of time and others take a considerable amount of time. And then also mapping them versus, well, what would we deem to be the most valuable use of our time? So you kind of end up with a funnel, which is then broken into what are all of the steps we're doing, where are we spending the most time, what do we think is most valuable, How long are we spending that time? And then also adding, as team members, what do we enjoy doing, and what do we not enjoy doing? And it might actually be that it reshuffles the priorities. Because if there's things you're spending a lot of time on that this team doesn't like doing that also tick the box of something that AI does well, then that's probably the the best starting point, and that could very well be very different to, across every organization. So I think that's just a really good way of taking a pretty practical step to to look at the bigger picture and not just say, okay. I've got a tool. I've got AI. I'm gonna apply it to where everyone else is applying it, because your organization might actually have an optimization or a bottleneck in a different spot. And, therefore, you have more impact for your organization by being very targeted and specific to to how well your flow is functioning. And it it's likely that that your, existing technology stack will have reporting that shows bottlenecks. Where are we getting the most dropout? Where are we getting the biggest delays? Where are we spending most time? Certainly, our platform has some some bottleneck reporting, which you could utilize to say, well, from a systems perspective. But then you've also got everything that's done outside of the system, and there might be activities you're currently doing not using your technology today that you might be able to move into your technology now that the capabilities of the platforms have improved and expanded. So then in step three, assessing the tools. And this is one where, again, it's really gonna vary. Some organizations that have a a risk appetite that says they can use anything, they can move quickly, they can try stuff, they've got budget to try a lot of different things. They can just really do things at at the speed of light. Other organizations, much more risk averse. Legal needs to be involved. Technology needs to sign off. So, again, knowing where you sit in that sort of spectrum of an organization that can move rapidly versus one that might have more bottlenecks might also direct you to thinking about, well, where in the funnel can we buy things that might not need all of that additional regulation or checking because it's lower risk. So I mentioned earlier that the proper funnel and the careers website and the marketing content, one area where we'll we're intentionally want this content to be public. So it's a much lower risk to be interacting with an AI with all of that public facing content. I just remembered Aaron mentioned the the prompt guide. So we'll give you the the QR code at the end. But, AI works really well when it's got context. So the prompt guide has some examples in there about, when you're working with these, generative AI products, tell the AI who it should be. You should be a marketing specialist targeting content for a social platform. I want you to help me craft a short EVP message. So what is the AI doing? What's the role it's gonna take or the who? What do you want it to do? Who is the audience? This content should resonate with and then insert the most likely audience that you are finding to be, an audience that you can engage with, and it might be different per platform. So you might give a different prompt when you're generating content for LinkedIn to generating content for Instagram or TikTok if you're using those platforms. And then, additionally, providing it with more context. And the more context you can provide, the better. So you can actually download all of the text off your careers website into a into a PDF. Most of most of the products work best with with text content. And then you can load that that PDF in and say, for context, here is all of the public available information about our particular organization from a public careers website perspective. And then you can also tell it the structure. The output I want is within fifty words, a paragraph, a blog post. And the tone of voice needs to be be a match, and your marketing team might even have a tone of voice document for your organization in how you can communicate with, a public audience. And if I don't, then you could just use something really simple like I want it to be professional. I want it to be relaxed. I want it to be casual. So, again, just sort of the more of that you wrap around, the context you provide, the better the outcome. So just think about that sort of if you are going to try and experiment with the sort of top of funnel with careers website content into a, a ChatGPT or Gemini or or other product, being really specific. And there's there's a whole bunch of great content on the Internet, including the the guide that we'll provide that should help make that easier, which leans into step four, upskilling your team with AI readiness. So Aaron talked about what does it mean to be AI ready. There's a lot of free content on the Internet, YouTube, most of the vendors. Google has some really extensive content, online that you can use to learn how to interact with its various tools, of which there's many. And there's new ones every week. So Nano Banana is a a recent enhancement to the Gemini product, in the last couple of weeks, which does image work amazingly. So just keeping an eye on some of those platforms. LinkedIn Learning has a whole bunch of content. There's a whole bunch of different ways you can do that. And then the last step is measure, refine, and scale. So if you are experimenting or trying few things, have a target, make sure you're measuring the before and after so that you can actually understand, is this actually having a a net positive impact? Is it making us faster? Is it making a a higher quality? What are the different metrics that are important to your organization, and is it actually impacting those, which will hopefully enable you to get more buy in to do more investment and more projects and continue to adopt this capability further and further through the funnel. So, yeah, that's that's some of the the starting point that we, would suggest as a good way to to get into the process, and being really practical relevant to your organization. And this slide is just to reiterate what I wanna mention before. I went to a TQ solutions event, a couple of weeks ago. Nadine was talking about some work they'd done with organisations where the head of TA had, intended to, use automation or outsource particular stage of the, recruiting process. But when they did a task analysis, which is something that they they assist customers with, they looked at that breakdown of of time in various tasks and that metric of what does your team love, what do they what do they wanna do versus what do they hate, and making sure that you use that because there was a an example that the organization Nadine talked about that we're going to outsource one of the stages of the of the selection process. And it turned out that everyone in the team, that was the highest rated thing in terms of, job satisfaction, what they enjoyed doing. So if there's things the team doesn't like and you can give the team assistance and time back, things like the the resume screening or repetitive admin work. If you can target those things first, then you not only help people with their time, but you'll take away something they don't like doing versus perhaps rushing in and automating or putting AI on top of something or removing an activity that they enjoy doing. So I think that's just another important lens when you think about the whole funnel and where you wanna apply, the AI into the into the process. I don't this as a I love this as an activity, Danny. Yeah. Yeah. And I think it's just, again, one of those ways where the teams are really busy just taking a little bit of time out to just look at your whole funnel, see what you love doing, see what you don't like doing, see where you're spending your time, what's having the most impact and value. Just a a really great way of of, finding a good starting point that that maybe might excite and get the whole team really engaged and energised about, hey. We're doing something that's gonna add value to everyone, not just we're doing something for the sake of everyone else who's doing a AI. We've gotta we've gotta do it too. And as I mentioned, there's many different types of AI. It's not just generative or not just algorithms, automation. There's there's many different types. So one of the steps that, Dane mentioned was evaluating your AI tech stack. Now, obviously, we, yeah, as PageUp provide, a huge range of capabilities throughout the, the hiring funnel, to leverage, and it makes a lot of those steps a lot easier. But you probably have other capabilities today, with vendors that you're working with. And so this is an important one, whether it's PageUp or, you know, general AI tools that your IT team have provided or other, other recruitment technology. So what do you need to look for? Well, it's super important with AI, that you are looking at anything that might lead to a decision, understanding the transparency and explainability of that. And that's an important question to, be asking your vendors. How do they do that? You are you you do want to look for, systems that scale. So we've talked a little bit about engaging and nurturing talent. So are you able to do that in an automated way, leveraging AI or otherwise, that's actually going to scale for your organization? The experience is really important. So thinking about making sure that if you're leveraging these tools that the end user is actually going to have a good experience, whether that's the candidate, the recruiter, the hiring manager. Security, compliance, and data privacy, a super important topic. And so continuing to make sure that, you're asking you know, your vendors and your internal IT teams, you know, your procedures and policies, making sure that you're staying compliant, and a a really important one to consider as you look at your technology. And then last, this is one that's very, that PageUp is very passionate about is, looking at the vendor's approach to innovation and customer collaboration. And we run, early adopter programs. We run interviews with our customers and our users, and, this is how we, you know, get great outcomes out of the technology that we're building because we're very connected into the the challenges that our customers are facing and making sure that our solutions are actually going to solve for those problems. Alright. We are going to go to our last poll for today. So thinking about, the presentation that we've been going through, Has this changed your mind around what you might be doing looking ahead? Are you still going to do exactly what you thought you were going to do, but this has helped you out with some ideas? What's your top priority for AI in talent acquisition over the next twelve months? So you're going to start embedding AI, train the team, leverage different kinds of AI in different areas of the process. Got the numbers ticking up. Yeah. It's a, more even spread, I'd say, on this question. Oh, starting to wait towards one a bit more. Yeah. I think there is a there's there's a there's a winner emerging. Yeah. So we'll give it another another fifteen seconds, and then we'll close that one off and share with everyone the the spread where everyone's gonna be spending their time. What's next? But, we'll share those up on screen. Definitely starting to embed into the recruitment processes to, to stand out. So I think that, I guess, just reinforces what we saw earlier that there's still a a large number of teams that are not doing it or still in the experimental phase. So that's consistent. And then all of the others are pretty evenly spread. Train the team and leverage. Right. We'll, pull that poll down off the screen. So we just wanted to wrap up. And while we're going through the last two slides, and give you that QR code for the the prompt card and lots of different areas where you can apply AI, yeah, we just wanna sort of reiterate that AI is definitely here to stay. It's gonna have a significant impact. But for every organization, the the place where you should apply it next will probably vary based upon the context of where you're at today, and what opportunities provide the biggest, future impact. We would encourage you to, feel free to put comments if there's something in particular that that changed your mind as Aaron said throughout today's presentation or that you'd like to learn more about, please feel free to put those in the in the chat. I know some people have got this set to host and panelists only versus set to everyone, but that's okay. So, feel free to put questions in there. And maybe let's go on to our next slide, and we'll, we'll wrap up with final questions. Let us just have a quick look through. Aaron, if you spotted any as yet, I think there was a couple. There is a lot of chat, which is great. Yeah. So, to the the question that we asked earlier around, yeah, is it specific kinds of roles or is it, across the board? It seemed that there was a bit of a trend around entry level or lower level roles increasing applications, but that wasn't consistent across everyone. It was it seemed that there were certain kinds of roles that attracted a lot more people applying, and others that were hard to fill, which is, again, consistent with with what we're seeing. And, yeah, one of the challenges to solve, of, you know, amping up your attraction and engagement in, your career sites and, you know, the kind of roles that you're doing more marketing about for those hard to fill roles and then looking at the selection process and how you can, speed that up, by leveraging AI, when you've got a lot of, applications coming through. And there was another note there just, around it'll be interesting to have a way to determine the ROI on capability attraction within the AI mix. And, yeah, ROI is always a a really, really important, area to consider when you're implementing new tools and capabilities and changing your process. We've seen some organizations that will, pick a particular kind of, recruitment process and implement new capabilities there, so that they can then see the comparison between the different, kinds of recruitment or, yeah, perhaps have a, you know, it might be a location or department that you do some of that experimentation in. There's, also a brilliant opportunity, when we look at early careers each year, so graduate programs and the like. We've, over the years, seen that there's a lot of experimentation that happens in that area, and that's always an interesting, way to, you know, put some of these pieces into into practice, because that does tend to change on a, year by year basis. Yeah. Alright. There was a note. Looks I think earlier when we had the five step plan up, which just said, if a team feels overwhelmed, where should we start? What's the single most important? And I think, just that context of where your organization's at and and doing the mapping of, where are you spending the most time, what are people in your team enjoy and not enjoy, and what's gonna have the biggest impact? If you can get those three things down, then that's definitely going to be a really good way of just honing in on for your organization, what is the best starting point. So I think that's, yeah, definitely what I'd be recommending there. Well, there's a few questions that have come through in chat, around, AI and continuing to build that out in our products. So you saw earlier, skills matching is one of our newest capabilities, that, in the in the process of launching. We also have a virtual assistant that, we're opening up. It'll be towards the end of this quarter and early next quarter, to, early adopter customers. And, there was another question around, one time consuming admin task is booking interviews. And, yes, that's absolutely something that we'll be looking at in twenty twenty six. More automation, around the interview scheduling, process. And if you are a a current customer, it's it's definitely worthwhile, speaking to the team. We do have a whole range of, resources available to, to show you what we do today, and, also, what's, coming up in our, road map. There's another question around Yeah. Interview cards. You're probably best place to answer that one. Yeah. Sure. So that's actually capability that we have today. So, for, whoever asked that question, they've they've come through as an anonymous attendee. We do provide, generating, interview guide questions through AI. So, yeah, have a chat with our team, whether reach out to the support team or, our customer facing team if you're an existing customer. Excellent. Alright. Well, if you haven't had a chance to scan that QR code and get the, the ebook, I think we will have a follow-up email that will also include a recording of, today's session. Thank you so much for your time. We'll give it five more seconds if there's any last questions. Otherwise, we'd love to give everyone a bit of time back, and have a wonderful day. Alright. Thank you, everyone. Pleasure to have you join us. Thank you for your questions and your engagement through the chat.