Procom’s Post

Transcript

Alright, so let's start with you, Wendy. So talk to us a little bit about how Tallis is utilizing AI in your internal recruitment process and how your partners in your contingent workforce program are utilizing AI to source talent for Telus. Sure. So when we started talking about how we were going to implement AI, we really wanted to focus on those manual repetitive tasks that we could try to automate in our process. The idea was that if we could focus on the most. I am saving activities that we would give us more time back in our day to focus on things that were more important, manager and candidate experience, more strategic initiatives, DI initiatives. So it was really about you know what key areas take up the majority of our recruiters time that we could enable. So first part was sourcing. You know when you think about the candidate management systems and how many manual tasks the recruiters have to do in order to get a candidate through the evaluation process you're talking about. At least 5 manual clicks to get there. The order in which that they actually review these candidates is not consistent across the board, not necessarily efficient. And so the AI is really enabled us to order the candidates in a way that's more specific to the job that we have open. So the AI not only takes candidates from our internal databases, but it also takes external candidates and matches them to our validated job descriptions before we even start the recruitment process on our side, so. On top of the recruitment side, scheduling interviews was another area that we wanted to focus on. When you think about just the sheer volume of Dutch points that a recruiter has to go through in order to schedule an interview with multiple parties, this was kind of a a no brainer for us as far as time saving. So the AI that we implemented actually can read our hiring manager schedules, It can read the free and busy slots, it can send out three or five optimal times that they can choose from. The candidate is then able to accept the interview, counted the interview, and then when it's all. Confirmed it goes out to all the parties on their calendar. That activity alone has saved us over 300 hours per week across our recruitment team. Just automating interview scheduling. You know as far as the contingent workforce, we do have an MSP in place today that kind of acts as our gatekeeper between US and their recruiters and the suppliers. So actually it might turn that over to Ken and ask you know what are some of the things that Procomm is doing to help support our program today for for sure. And and so Chad, GBT was launched in March 2023 and we had products in market two months later. It was the fastest time to value adoption in our company's history. We really came at this from a viewpoint of how do we make our process. Faster, while at the same time creating experiences that are candidates and clients would enjoy interacting with and it's just been wildly successful. We we targeted a number of individual steps in our recruiting process and and for those specific steps we saw improvements of 90% and the overall process got faster as well to about 20% improvement. It became easier to deliver a high quality experience. And so we had this really interesting effect that things got faster and better at the same time. That was Gen. 1, Gen. 2 we've now focused on. A number of use cases related to organizing our data like like a lot of firms here we have just a vast amount of so, so structured data and we've been very successful using the current generation of tools to organize that data which has opened up all sorts of new use cases around performance management and pay rate reporting and predictive analytics. That's been just great. And you know in the immediate future we're starting to apply these tools to our sales process to to figure out how we follow up and target more effectively and and that's been that's been our journey.