Unleashing the Power of Data with Accurate

In this digital first world, the old ways of recruiting are becoming obsolete. Or are they? The talent demands on every business has put TA squarely in the hot seat. Welcome to Talent Acquisition in the Trenches, a real dialogue podcast with talent acquisition pros closest to the front line. We want to talk to our peers who are actually doing the heavy lifting day in and day out. You're going to learn what their biggest challenges are and how they're being solved. I'm your host, Matt Reimer, and I'm here to talk about TA. I've been in TA for over 20 years, and what I know is that I don't know. I'm here to listen and learn, just like you. No scripts, just real dialogue. My friends call me Rhymer. So, friends, let's create some new riffs with Rhymer. Appreciate everybody that's joining us live for this live recording of TA in the Trenches. Thanks for trenching in. I'm your host of this episode, Matt Reimer. I'm a co, founder and COO here at a company called Rogue Hire. And so today we are tackling one of our biggest challenges in the industry. Right? It's unleashing, really the power of data, AI and advanced automation. And so super excited today to have joining us, Devin Martinez. She's the SVP or senior vice president of Account management at Accurate Background Checks, and so a seasoned expert and in our prep, as I understand it, a true powerhouse in the background screening and human capital management industry with over 20 years of experience. And so she's on the account management side. So she's right up against the clients and looking forward to learning more about what is happening in, you know, this kind of space of our industry here today. And so also we have Ryan Affilter. He's helping me co host here today. Here at Rogue Hire, he is solely focused on helping our healthcare organizations ignite the top of the funnel, works with all of our partners, and also is very focused on all of the changes in program, programmatic marketing. And Ryan, I want to make sure you tease next week's LinkedIn episode because I know that that's a hot topic in the industry right now. So, Ryan, what are we planning to get into here today? Yeah, today the idea is to cut through the noise to discuss how strategic adoption of AI and TA technology, specifically things around screening, advanced analytics and continuous monitoring, to hire fast without sacrificing the accuracy or patient safety in the background process. So open to kind of detail some of the quantifiable steps needed to shrink that turnaround time. Reduce post op or drop off and kind of the best practices to build a more compliant, safer workforce and transforming pre boarding from a bottleneck to to an advantage and how AI plays a role in that. That's awesome. We got a lot to unpack. It sounds like Devin based upon Ryan's introduction. So hold on tight here. I guess Devin, let's maybe lean in on the AI conversation, right? There's really no conversation that I'm in across our broader premium community of over 70 clients at we're not having the conversation about how we get more productive, how we get more efficient, how we contain repeatable work in the background check industry or more specifically maybe even at accurate. How is AI and advanced automation transforming maybe the background check industry, criminal record searches or verifications from a licensure perspective. You know, can you maybe start there and talk to us a little bit about what you're seeing in your industry? Absolutely. Well, first and foremost I'm super excited to be here. Ryan and Matt, thank you for having me. Hello to the community out there. We really appreciate you joining us today. So a little bit about AI I think it's everywhere. We all hear about it in our day to day and how it's really transforming only our professional lives but are personal. You know, we use it every day as well in our personal interactions. With that being said, you know, specific to the backlink screening space, you know, as many of you are likely aware, it is a very highly regulated space and so there are certain areas that we are able to leverage it and others that we're not. We've gotten a bit creative on how we've been able to leverage it not only on the screening front but also how we improve our interactions and partnerships with our clients. You know, today we're going to talk a little bit about how data really drives decisioning and how it can improve your overall candidate drop off rate and time to hire and patient safety and all that. Well, we're leveraging AI on several different fronts. One of which I'll share is, you know, in our customer service arena, you know, we've seen several organizations leverage it there accurate really on the forefront of that where we're leveraging it to assess a sentiment with every interaction that we have with our clients and candidates, whether it's the phone call coming in, a chat coming in or also emails. We want to make sure that not only is that experience that our customer, our client and your candidates are having with accurate is a good one, but also we're addressing the inquiry in which prompted them to reach out to us. By leveraging that sentiment data, we're able to continuously improve. Right. You know, so the AI comes in and it analyzes the sentiment of the call and feeds us back information that we can then in turn use to improve our overall process. When you go, you go. I was gonna say, Matt, you also mentioned automation. Advanced automation. So we're leveraging advanced automation on the criminal front. In areas where we've seen significant reduction in personal identifying information, which is critical when fulfilling a background check, we need to make sure that we're able to associate a criminal record to the subject in which the background screening has been requested. And with the lack of identifiers or identifiers being redacted at specific jurisdictions, it's really forced us to think more, innovate, think more about how we can innovate and leverage advanced automation to improve that process. So in many jurisdictions where PII has been redacted, we have leveraged more advanced automation so that we can ensure that we're getting what we need to report back to our clients. So you all can make an informed decision. A lot of different places we could go there. I just, I'm seeing over in the chat, and we'll get questions and certainly for those that are listening live, send us, you know, your questions, especially since we have a subject matter expert here, Carmen, she wanted to know a little bit more about sentiment data. Like, what is that? And then like, how are you using that? Maybe would be a good question there. Yeah, absolutely. Well, Carmen, sentiment data is assessing the sentiment of the caller or the chatter or the email to understand whether it's a positive sentiment. So they've reached out to us with a question or an inquiry on a background screening and our interaction with that individual. We want to make sure that it's a positive interaction not only in how we are approaching the inquiry with our client or their candidate, but also their reaction to that response. Is it a positive one or is it a negative one? Is there opportunity to improve how we're engaging with our clients and candidates? One specific example I'll give you, you know, candidates, they'll call into, you know, a background screening organization, you know, regarding that, a background check. Let's say they do not get the job. Well, that's not the background screening company making that decision as to whether or not they're hired. That's a decision being made by the end user to the prospective employer. And so the candidate will call in and ask why they did not get the job. So sometimes that will come back as a negative sentiment. But we always want to make sure that our representatives on the other line are approaching that conversation with empathy because we recognize that at the end of the day, a background screening is not a background screening. It's an opportunity for an individual to, to either get at the job of their dreams or the job that's going to feed their family. And so we want to make sure that every single representative is approaching those types of conversations that way. So the sentiment analysis really gives us an opportunity to understand how we are showing up in those engagements and interactions to address any inquiry that's coming in. Great answer, Kevin. Talk to us maybe in healthcare, right. And that's the primary audience that we hang out with on, you know, our session and it's really who we serve. You know, maybe talk to us a little bit about from your vantage point, a couple of things. Number one, in the screening space today, you know, what are some of the trends or themes, right. That your healthcare clients are focused on working to solve? Like what problems are they trying to solve? Maybe maybe kind of that first piece of that question and then maybe secondarily, what are maybe some unique things that you see in healthcare that maybe you don't see in other industries like transportation or maybe industries that aren't as regulated as healthcare? Yeah. So the first piece of that, Matt, what trends we're seeing across health care industry in particular? You know, we're seeing, well, two different ones. You know, from a net new client perspective, we're seeing a lot of clients come to us for turnaround time. You know, as I mentioned, we're seeing a lot more reduction of personal identifying information across many jurisdictions in the US and that is absolutely impeding turnaround time and in turn impacting, you know, the health care space as well as others time to hire and also candidate drop off rates. And so, you know, on the net new, we're seeing a lot of clients come to us seeing what we're doing to improve that. And so that's where I spoke to, you know, we're seeing a lot more advanced automation that we're leveraging from an innovation standpoint to improve turnaround time in areas, you know, specifically here in the lovely state of California where I currently reside, we've had many reduction across the Oregon, across the state, state. And so we've had to get creative with how we leverage advanced automation to improve that. And thankfully we've been successful there. The other piece, for existing clients, some trends that we've seen is continuous evolution of their background screening program. I'll put it, you know, many clients, from a historical standpoint, they've background screened to reduce risk versus screening to improve the safety and, or workplace environment for their patients and employees. And so we've seen a lot of clients, especially with budgetary restraints, you know, really ask what can we do to not only improve the efficiency of our background screening program, but also make sure that we're not inherently taking on any unnecessary risk. Right. And so through data, leveraging data and you know, advancements in technology, you know, we're working with our clients to partner with them on, you know, job relatedness, making sure that your run your background screening programs looking for things that are required for the job versus just screening everything that you, you possibly can from that minute of options. Right. So those are two really big trends. You know, one, reducing turnaround time, which obviously has downstream positive impact when you're able to do so, and then also making sure that your background screening program is hiring for job relatedness. You're, you're looking at things that really matter and are required for the job versus just doing everything, which also impacts turnaround time. Ryan, I'll get you in a conversation here in just a second, but there's a couple of follow ups here I want to dig into a little bit. I guess this, this PII issue. And so for folks listening in, that's, you know, personal, you know, identifiable information. And so, you know, what, what examples of that could be, you know, what Devin, you know, name or maybe social number or birthday or potentially email, whatever the person, the pii. So I guess is, if I'm understanding this clearly, what you're saying is, is like counties or where you're going to get information from to verify, you know, what we're asking to have you verify, you're saying they're redacting the pii so they're not, they're not, you know, pushing this PII out. And so then that's creating, you know, maybe a longer turnaround time. Is that, am I understanding that correct? You are absolutely correct, Matt. So what, what draws. So then what do you have to do on your end? You have to then maybe physically go to these places to get the records. You got to run somebody down to the courthouse or whatever. And so then that's expanding. And so I guess is that turnaround time showing up in your data, meaning that like, are you seeing turnaround time go up? Are you able to, with some of this automation, hold the line or actually bend it down? Yeah. So through the advanced automation and some of the processes that accurate has put into place, including hiring our own court runners, as we refer to them in the industry and in those specific jurisdictions, we've been able to either hold the line or reduce our turnaround time in certain areas, which has. Whereas maybe you're saying some other vendors in the ecosystem might not have that level of sophistication to deal with this PII issue. That's interesting. Right. And some have also taken the position of, I hate to say this, it's not our problem. You know, it's at the jurisdiction level, we can't access the information. And that is definitely not the approach that we take considering we know that, you know, we still got to get those patients cared for and we need to make sure that we have individuals coming through the door to do so. Last maybe follow up. And then Ryan, I'm going to give, I'm going to let you jump in here. I just want to get one other thread out because I thought it was super interesting to me. So, you know, in the end, right, we make an offer, you know, to a human to come into, you know, our organization and then this pre boarding process fires off. Right. And then you're a piece of that pre boarding process. A pre boarding process, you know, and I've had the, you know, opportunity to run one in the past is in my opinion the one of the most critical, you know, kind of pieces as it relates to defending the organization from risk. And so, you know, you had kind of said, hey, one trend you're seeing is, you know, within, I'm assuming the background packages themselves, something being deployed to maybe enhance, you know, that risk or safety feature for the patients that we're serving. And so I just would be curious like what, what, what within those packages are unique or what is different there that, you know, you're adding value to to create an even safer or risk, you know, less risk environment, you know, for, you know, our hospitals that we serve. Yeah, I'm going to answer it two ways or give you two responses to that. So there's a few things that accurate does and also the background surveying space can offer, you know, but we all have, you know, our flavor of, you know, our proprietary criminal database, if you will. And you know, speaking specifically about accurate, we have our own proprietary system record of all criminal records that we've done over the last 28 years. And then we couple that with the National Criminal Database and other things. So that's one component that we leverage in our clients packages to cast what we refer to as a wider net. Your traditional Background breeding typically looks at the last seven years where an individual has resided. By adding that additional component, you're casting that extra map to catch what we sometimes refer to as the spring break offense. Right. You know, I down to Miami, Florida and, you know, get picked up for an arrest. And I've never resided there, so it's not going to come up on my background. Screening should run that background check on Ryan. I got a maybe check in on his chamber. You have me thinking, Devin, you actually have me wondering now. Ain't kidding. Ain't kidding. The other piece too. And Matt, you, you brought this up with respects to just making sure that we continue to partner with clients on the packages and, you know, how we continue to support their need to reduce risk. You know, it's not always running every single thing that's going to minimize your risk. It's running the right things. And so we leverage data to look at, you know, what is the ROI that you're getting on some of these components? Is it a requirement of the job? We've worked very closely with several clients on, you know, education and employment history. If the individual is a janitor and they have very minimal employment history, is that a requirement of their job? Are you going to hire them regardless of their employment history? Right. So really getting into the details of a screening program alongside our clients to make sure that they are getting the highest and best roi, not only from a dollar standpoint, but also soft dollars. The time it takes them to, you know, review those background screenings, are they taking decisions based on, you know, every aspect of that component every single time? If not, let's look at reallocating those funds elsewhere. That's going to get you a greater roi. Perfect. All right, Ryan, jump in here. I'm sorry, I kind of like took the mic there, but Devin was on a roll and I just wanted to make sure that I had a chance to go deep on a couple of questions there. Oh, good. Just had a question to myself and hopefully I'm not walking this back too much, but back to the automation and screening process. I was kind of curious of the predictability factors. So how can automation or AI be used to predict the likelihood of a candidate dropping off before the background check even finishes? And how do employers kind of use that to proactively mitigate the risk of withdrawal? Right. Maybe by triggering recruiter intervention for at risk candidates. That's a good question, Ryan. You know, our goal at the end of the day is to be in the background. No pun intended. Right. We want to make sure that the background screening is running as seamless as possible because we are a necessary and critical part of the onboarding process. But we also realize that we don't want to be the reason or the bottleneck causing that candidate to drop off. So you know, a lot of times we will partner with our clients on creating engagement tactics early on so that they can set realistic expectations with their candidates so the candidate is fully aware of every step in the process. That way once they hit background screening, they're ready for that email notification that's going to come their way. They know the timeline that they need to complete the work for flow within. We also make sure, and again, speaking specific to accurate and I know others in the industry may do this, I don't know, but that initial engagement that we have with candidates, we need to make sure one, it's as frictionless as possible, but two, that we're gathering everything that we need or close to that we need in order to complete that background screening. Because again, we not in the business of, you know, increasing your drop off rate or inhibiting your ability to get that individual hired to provide care to patients. So we really have done a great job from a system standpoint and automation to make sure that our system is intuitive enough to dynamically present required forms based on the candidate's residencies. So we know that the candidate has resided in Georgia and your package of the Georgia statewide, well, Georgia requires a specific release form. Let's present that to the candidate up front so we get that signed off and it doesn't stop. We're creating unnecessary bottlenecks within the process. Kevin, what's the latest and greatest in the kind of social media screening domain of the industry? What are you know, maybe leading organizations doing and do you have any advice or teaching or learning around that? Oh, social media screening? Well, we all do it, we just may not do it compliantly. Right. It is a very hot topic, we know as part of any screening screening that's being done. I was going to say screening program because not all clients have it included in their screening program. Although, you know, it is becoming a very high trend that we're seeing across our client base and the industry in general because it, it is happening. You know, when John Doe gets sat in the cubicle right outside my office, I'm likely going on social media and checking out John Doe to see what he's been up to and what he's all about and then taking that information back to my hiring business partner or my HR business partner. Right. So the conversations around social media have definitely increased in the last several years and have gotten more sophisticated as our buyers have, you know, gotten more knowledgeable about what's available out there. And as the technology has improved around social screening, social media screening, it has gotten more widely adopted by clients because at the end of the day, you know, one, we need to continue to reduce risk and brand reputation. You know, while you may not capture, you know, their, their posts that they posted on a social media platform through a criminal check, you are able to leverage that information through a social media screening and determine based upon your hiring guidelines whether or not that's, that's brand reputation and you, whether or not you want to take that risk. So it is becoming more widely accepted and the conversations with our clients have shifted around. We know you're doing it today, everybody's doing it. Let's make sure that at least you're doing it more in a more compliant fashion. Do you see it in healthcare? Like are you seeing a lot of folks adding that in the healthcare industry? Yeah, we see it a lot more in the more regulated industries and the non regulated industries. We're seeing it at certain levels. So maybe director and above board members, but it is more widely acceptable or not acceptable, widely adopted in your more regulated industries such as healthcare, transportation and other. I think you said an important thing, right, which is, you know, kind of like however your policy is structured around social media, you know, that's probably like step one is getting that alignment and structure and then, you know, you all delivering the insights or the data to figure out if, you know, this is in policy or out of policy. And so interesting. What about the continuous rescreening? And so, you know, this idea of, you know, running a background check every year or periodically to kind of check in on what Ryan is up to or did he go to Miami and do something that I need to know about? Like tell me more about that. Yeah, that's another hot topic. You know, your traditional background check is designed to really assess risk at a single moment, typically during hiring or a job change or promotion. It provides a snapshot of the candidate's history up to the date of that search. Once that check's completed, the information's quickly outdated, meaning employers are really relying on the assumption that past behavior will predict future behavior, which we all know that's not always the case. So risk mitigation at that point becomes very reactive. And organizations are only responding after an incident occurs or when they re screen at infrequent intervals. Whereas a continuous monitoring program, which we have Also seen similar to your social media, because again, people are doing it, you know, whether it's a social media check or just googling Jane Doe to see or John Doe to see what comes up. Right. So a continuous monitoring program, you know, definitely shifts the philosophy from episodic to ongoing visibility and to potential risks providing more real time or near real time alerts when new or relevant information becomes available. You know, it acknowledges that employee circumstances evolve and therefore risk is dynamic and not static. And so to not only ensure that you are upholding your screening program at that first point of hire, but rather you're doing it through the continued employment of your individuals and also maintaining patient safety and workplace safety. At the end of the day, you know that that's critical as well. You want your employees to feel safe and confident when they come to their place of employment. So that has definitely become another trend and it's moved. As I've mentioned, you do have some clients that have done infrequent intervals. So we have had clients move away from the monthly or biannual re screens and now they're doing more continuous monitoring to get that real time, have that real time risk mitigation in place. It's interesting. So like, does that work? You know, like when you say episodic, are you saying like they basically like run a screening, you know, re screening once a year, or is it like hooked into their data somehow? So like if Ryan's down in Miami and something happens, I get like a ping on Ryan. Like, tell me more about that. That's just interesting to me. Yeah, the episodic is more that point in time. Whereas with the continuous monitoring, you're continuously monitoring an individual's potential criminal history, those spring break, summer break, you know, offenses. You're not waiting till that moment in time when you're, you're going to run that check. You're going to get triggered when Ryan commits, does his thing. All right, all right. Be on the, be on the lookout here, Ryan. So I might have to do some continuous monitoring on you. So we've got about 15 minutes left. See some, some chatter in the chat, I guess. Ryan, thoughts on maybe the last 15 minutes here? Any direction you'd like to take us? I certainly've got a few more here that I'm curious about. But anything that you're wondering about? One question, because Devin and I, when we were kind of prepping for this, had a couple good conversations. We were talking about those aha moments. Devin, if you recall, we were thinking about, you know, maybe moments in the last year where healthcare system realized for lack of better, their current background check process was a bottleneck to their hiring. And you kind of gave me some storytelling there. What did that moment look like and what was kind of that immediate quantifiable cost of that realization? Yeah, no, absolutely. In account management we love those aha moments. We love to have those wins with our clients clients. This particular one that Ryan brought up, Community, was a newer client, a newer to accurate client, a nonprofit hospital operating I think about a thousand plus beds in southeast. And you know, they went to market looking for a true partner who could help them solve for the lengthy turnaround time that they were experiencing across not only their full time employee base, but also their volunteer copulation. Volunteers are really important in the healthcare space. And so within the first week of being live with Accurate, they shared, you know, that they were seeing criminal background checks complete in less than 12 hours, which they called a game changer. And that just, you know, made our day because their previous experience took days, if not weeks to complete. And a lot of that, in fairness, was around the jurisdictional delays that we've, we've seen over the last 12, 24 months around PII redaction. Those that own background screening programs in the community likely are very aware of those situations. So you know, coming over to Accurate was beneficial for them because it had a significantly improved overall and improved their time to hire. Of course also their post offer candidate drop off improved double digits and it also reduced their need internally for repeat file handling. You know, they weren't having to go back and you know, reach out to the candidate for those exceptions. They weren't having to go back and you know, follow up on things that we were unable to, you know, fulfill. So that, that was an aha moment. Yes. They acknowledged on their side they felt a pain, if you will. They went to market to see, okay, is this unique to us? Is this something more widespread? And thankfully we were able to help them with that. Yeah, unfortunately, I think. Well, Ryan, did you have something? Go ahead. No, I think unfortunately at times the broader industry, the background check industry can get a little bit of a bad rap. Right? You know, you talk to, you know, TA leaders who have maybe moved from vendor to one vendor to the other vendor and you know, they're like, all right, well now I'm gonna need to move to a third one. And you know, sometimes I've often wondered is, is it like basically like a commodity based business? Like what differentiates like one background check company from another? Right. You're Going after similar data. So really like in, in my head, it's always been like, you know, the process and the leadership of that, that product, particular company. But I just, I'm curious kind of off of what Ryan was saying. You know, let's, you know, be honest. Like it, it sometimes gets a bad rap, right? The, the industry is. Because it's tough. It's a very tough business. And it's at a point in time in the process where you're like, all right, like I need Ryan here like tomorrow. Like, why is this taking so long? Like, what is, why is this impacting my ability to get this nurse through the door, you know, in two weeks? And so just kind of curious, like, you know, from your years of experience and then probably seeing clients come and even go, you know, what, what are some of those factors that we should be aware of that, you know, happen in the industry that makes it not a commodity based industry? Like not lumping you all into, you know, kind of one mental bucket. Yeah, no, I, we definitely recognize that we all provide the same service. Not service, product. At the end of the day, you have your criminal checks, your employment checks, your education verification. So you're absolutely right, Ryan. You know, we have to have something else that differentiates us. And you know, one of the things that accurate leads with, and I'll go back to an earlier comment around the sentiment and you know, our closed loop survey process. And we really differentiate and pride ourselves on the level of service and support that we provide, especially in a industry that is pretty, pretty straightforward on the products and what we offer. So we really differentiate, differentiate ourselves on that service and support. You know, we recognize that this is a very anxiety ridden process for any individual, regardless of your criminal history. You know, heck, when we do annual checks on our, you know, for accurate, on our own employees, you know, I'm always thinking like, my gosh is I'm going to come up. You know, even though nothing's going to come up, you still have that in the back of your head, you know, the what ifs, you know, then you got to go through the dispute process. Right? So we really do want to make sure that we're doing everything that we can to make it as, as seamless, as frictionless as possible. Which is why we've introduced the sentiment analysis, the closed loop survey process, because, you know, even when the candidate's calling in upset about not getting the job or you know, the delays that they, they could be experiencing for, for reasons outside their control, we want to make sure that we're differentiating on how they feel when they walk away from those calls. And also we recognize that we're an extension of our clients brands and they still want that individual to be a constituent or a buyer, a, you know, whatever a consumer of their, their goods or needs. Right. So it's definitely service and support. You know, that's where we found that we have to and continue to differentiate ourselves. Awesome. I have one last maybe question and we can kind of like maybe kind of chew on this one and just cur from an overall landscape as it relates to what's going on in our government. And not to get political, it's just like there's a lot of changes, there's a lot of regulations swinging from one pendulum to the other. Is there any impact that political movement is having on your industry or it doesn't really phase you all? Yeah, no, it absolutely does. So background screening is highly regulated as well. We have obligations under the Fair Credit Reporting act, which is governed by the cftv. And so we are part of an association, a governing body called the Professional Background Screening association, the pdsa. And so we are actively involved in that. We have several members of our organization that are either on the board or active, engaged. And so we're continuously monitoring, you know, how the current political environment could potentially change or shift certain things that impact the background screening space while at the same time also maintaining a good pulse on, you know, the. Every 50 states. Right, all 50 states. Every single state has the ability to enclose different jurisdictional restrictions as we have seen over, you know, several years. And that's going to only continue. So we, we absolutely have to remain on a pivot. We don't know what's going to happen with the current political environment, but we are absolutely keeping a very close pulse on it. I said one question, but we have one more if that's. And then Ryan, if he's got anything he can ask. But as you like, look further out, right? And you know, you've been in this industry for 20 years. You're obviously a wealth of knowledge and you've got deep connection to, you know, current landscape and customers. But you also know obviously what innovation is coming. What's going to happen in this industry? Is it going to be the same? Is it, is there a disruption in the background check industry coming that we should be noodling on thinking about? Is it like everywhere else where it's like, well, yeah, there's definitely going to be some things happening with AI here, but too soon to tell. I'm Just kind of curious what your perspective is as we cast out a little bit further, you know, five years out, you know, if we were to have this conversation, what will have happened by then? I think, you know, a lot of the shifts that we are keeping our ear to, if you will, is that we think about the current population of candidates coming into the job market and those that are shifting out of the job market, you know, that the requirement, requirements, the expectations of your millennials and then your. Oh, my gosh, I always lose track of what they are, but, you know, the individuals, right? Yeah, Gen Z. But I'm like, I'm probably wrong, but go on, say there's high expectations here. That generation has been, has grown up on that instant satisfaction, you know, with. We got Amazon, who, you know, you order something today, it's on my doorstep when I get home this afternoon. Right. So that instant gratification. And so how do backgrounds, rating companies, stay ahead of that? Right, because it's. The pressure is only going to continue to be put on our clients, our end users, you know, to get talent, not only to attract talent, but to keep talent engaged and onboarded as quickly as possible so that in turn they can start reaping the benefits of that new job that they procured. And so we, as in the background screen space, we need to start thinking beyond, you know, the current process. But how do we put more power in the candidate's hands? How do we, in a way near that instant gratification and give them more opportunity to own where they can take their screening and their credentials, if you will. So that's definitely something top of mind as we think about the shift in the candidate population. Yeah, I think it's great. And having to, you know, young females in my household right now, definitely different as it relates to how they communicate, obviously, and, you know, kind of their expectations. One thing that I've been, you know, I've had a few conversations around, and it's just an interesting concept to think about, is kind of, you know, what's developing within the blockchain and, you know, kind of how we are basically credentialing ourselves and then using technology to kind of validate, you know, our skills or validate certain aspects of, you know, our existence, if you will, on the blockchain and having technology do that. And so I don't know that I'll be around for that one, but who knows? And so. Well, we appreciate you joining in, Ryan. Did you have any questions, closing thoughts here? Otherwise, I'm gonna maybe wrap this one up. Yeah, maybe one one final question for Devin that could just be a good, good takeaway here beyond kind of the simple turnaround time kind of tracking, I'd be curious to know what are kind of the top three most insightful screening analytics metrics that healthcare leaders should be keeping on their radar be monitoring to uncover those, those bottlenecks. You could give three. Yeah, take over. We got tight acts data, right? Ryan, the three insightful screening metrics that I feel healthcare organizations should be monitoring on a regular basis are you know, first and foremost the candidate's time to complete the required workflows. You know, this ultimately kicks off any screening process and so tracking that to identify early on, is the candidate taking longer than expected to complete the workflow and if so, why, you know, are there tools or things that we can put into place or partner on to not only engage the candidate early on but also inform them an informed candidate is, you know, so critical in the background screening flow. You know, the second piece is looking at the turnaround time by component. You know, that oftentimes allows you to look at the longest pole in the tent if you do well to see okay, based on this component is it required? So going back for earlier conversation around, you know, when you think about mitigating risk, it doesn't mean you have to run every single thing under the sun or on that menu option. Right. But really look at it from a job relatedness standpoint and so looking at your turnaround time not only by the package but also by the component level will help you get ahead of any potential turnaround time challenges there. And lastly if you're, if you're doing adjudication, meaning once the background screening comes back to you, you're reviewing it and making those final hiring determinations to kick off any pre adverse and adverse action process and you know, monitoring that to see are there areas that you're constantly or more frequently adjudicating as a meets or a yes, we will hire you if so let's, let's look at that and refine your adjudication process so you're not having to review all of those versus just letting them go through automatically so you can hire the individual. So those are the three areas that are most critical. Brian, awesome Devin, thanks so much for stopping in. You also gave me like a cool new analogy I'm going to use probably right after this meeting. His longest pole in the tent. I like that one. I've never used that before. That's been really good while. So I learned something today. No, this was wonderful, and we appreciate you stopping in. You know, obviously, community. If you want to engage with Mike or Devin, I think we've got their information in the chat there. We'll post this to the podcast overall, and we appreciate everybody's time and energy today. We know it's valuable. Devin, thanks again and we appreciate everybody trenching in today. We'll see you now. Thank you all. Bye, bye. Bye, bye. All right, we want to thank you for listening to TA in the Trenches. We are produced by Iron Mike and his team at Ironbound Media. Keep up the great work, team. Please subscribe. Subscribe to the show on your favorite podcast platform. You also can find me out on LinkedIn where you'll find quick show riffs. Feel free to ping me. I always respond. Bye for now.