Transcript for "jeff kuzmich - Migrate_AI_Powered_Recruting_01292025_4774521":
Everyone. Thank you for joining us. I'm Rob Parsons, and I'll be your moderator. Welcome to our webinar, The Search is on AI Powered Recruiting. Today, we'll dive into our new AI powered recruiting solution, Paychex Recruiting Copilot, in partnership with Findem. Our experts are here to walk you through our AI powered recruiting tool so you can see firsthand how it can help you instantly find top talent five times faster than job postings. Now before we get started, I just want to cover a few housekeeping notes. Note the audio is going to come through your computer, so just be sure to check your speaker volume. Also, if you ever have to refresh your webinar browser, just look at these key commands we have here on screen for you. Our webinar console also allows you to customize your view. You can enlarge or reduce the size of different slides in the media player. So, move things around just to make sure you get the best experience. Now let's take a closer look at a couple other important features. To download and print a copy of today's content for future reference, and to access additional resources, refer to the files and resources window at the top of your console. It's available anytime during the event. If you don't see it on your console, you can turn it on by selecting the Files in the dock. And if you have questions during today's webinar, you can send them via the Ask Us a Question window or Ask Us widget located at the bottom of your webcast screen. Just type in your question and click Submit. We are on a tight time limit here. We'll try to get questions if we can, but be sure that we're going to use those for future content and future events as well. And finally, please note this presentation does not constitute legal advice. It's for informational purposes only. And now I'd like to introduce our presenters, James Kirchoff and John Phillips. James is a Senior Technical Products Manager here at Paychex. He's been with Paychex for eighteen years, working as an advocate for business leaders and HR professionals. In addition, James oversees the roadmap for our HR technology solutions and strategic partnerships. Throughout his career, James has been focused on how Paychex can help our customers solve challenges through innovative technology and service solutions. He's passionate about engaging with and learning from customers like you so we can build the right tools for your business needs. We also have John Phillips with us from FINDM, our strategic partner in bringing Paychex Recruiting Co Pilot to you. He is FINDM's Vice President and General Manager and brings more than twenty years of experience leading HR and talent teams, as well as building HR and talent acquisition products. John has held executive leadership roles at companies like Indeed, Amazon, Starbucks, and Microsoft. And he's passionate about transforming how companies find and engage top talent. Wanna I thank them both for joining us today. And now let's turn it over to you, James, to kick off the presentation. Thanks, Rob, and hello, everyone. I'm James Kirchhoff, and I'm super excited to talk to you about our new product, Paychex Recruiting Copilot. This AI powered recruiting tool helps business owners and HR professionals instantly find and contact top talent, five times faster than normal recruiting tools. It does this by searching thousands of profiles and connecting you with the best talent. We partnered with Findem, a leader in AI powered recruiting technology, to offer these capabilities to all of our clients and prospects alike. For the next twenty minutes or so, John Phillips and I will be giving a live demonstration of the Paychex Recruiting Copilot product, taking you through three examples of how to use our AI powered recruiting tool to search for potential candidates, identify top matches, and unlock their contact information so you can invite them to apply to your open positions. As Rob mentioned, at the end, we'll cover some Q and A. We'll try to get to all of the questions about this new groundbreaking tool, but given the time constraints, as Rob mentioned, again, that we will use these questions to provide resources in the future. So with that, I'll turn it back to Rob to run through the first scenario. Excellent, thank you James so much. So what we're going to do is we're going to take a look in-depth at how Paychex Recruiting Co Pilot will help three different companies in three different industries and different parts of The US recruit for their open positions. We'll just try to give you a feel for how effective and powerful this tool is. For our first search, we're going to look at how our AI powered recruiting solution can help you find qualified potential candidates within specific industries. So a factory in Arcadia, Florida has received a large order for custom machined seal parts. They need to quickly add two qualified machine operators to help them fill that order. Rather than casting a wide nut and sorting through machinists who may not have the exact skills needed, they're going to use our recruiting tool to instantly pinpoint qualified candidates from millions of workers across the internet. And here's how they would do it. John, I'll hand it off to you. Great. Thanks, Rob. Let me go and share my screen and start showing you the power of the FINDEM product. So let me orient you first to what what you would do when you log in. As you log in, you'll see a basic interface that says start a new project with an AI assistant, job description, and role base. We're gonna focus on the AI assistant to just show you how simple it is to find and talk to talent. One of the things that was mentioned is how much faster this is. What you'll notice as we go here is within a couple of clicks, you're able to find and reach out to qualified candidates. So gone is the days of going through a job posting, waiting for weeks for hopefully the right person to see and apply to your job. And now we get them right in front of you instantly so you can reach out and get on with your day. So let's go ahead and take this search. So I'm gonna go ahead and type it in in natural language because it is an AI assisted tool. Just what I'm looking for. Not a lot of keywords, just saying I'm looking for machine operator in Arcadia, Florida. And so I'm gonna create a project here. Right now what's happening is it's going after over a 100,000 different sources of data around people across the web. It's sorting that data, putting it into a search and bringing you the talent right back at your fingertips. So what I'll see here is I just ran a search and it's come back with machine operators and in the Florida area around Arcadia. So you'll see a little bit of areas where I could filter and I'll get to that maybe on a future search, but let's just go ahead and look at the the content we've got. We've got several candidates that have popped up. I can go ahead and click right into a profile. And what you see is a profile here that gives a bio, gives a little bit of understanding around the person, and it has a couple AI assisted things. Maybe I wanna understand a little bit more about the candidate, how it matches my role, other types of things. You can prompt this AI to just assist you in kind of understanding more. But if you look at this profile, you'll see that they're a machine operator and they're at Adams Brothers cabinetry. As I look at this profile, when it's time to connect, simple as this. I hit email. I get an email prompt. I can go ahead and start writing an email to that person. Their profile unlocks and I'm off to the races. What used to take you days before you could get to a candidate like this waiting for someone to apply is now right at your fingertips within seconds. Hey, John, I got a quick question just to clarify for the audience here. These candidates currently have positions, right? And experience in what you're looking for in talent. Yes, absolutely. These are areas where we've looked at the machine operator and we've been able to look at not only what their background is, but they match the background. You'll see insights at a glance on, did they meet the requirements? How many years experience do they have? And you can just see that right at a glance before you click right into the candidates. Right, so you're basically finding people with the experience that are already out there and inviting them to potentially join your company through an open position. That's right. So you don't need to wait for anybody to apply. You're just outreaching directly to people. And what's nice about this is this hub becomes a spot where now I've got this as a project and I can jump in and I can take a look at the people that I've liked. I put them into a folder. I can see where I've contacted them if I'm waiting for status and this becomes a recruitment hub. Right, so you're building a candidate pool now and in the future of this top talent, to help in the search, expediting searches in the future I'm sure as well. Right. Alright, cool, so I'll let Rob run through, the next scenario. Thanks, Jamie. Thanks, John. That's really, really interesting how quickly they come to and it's people that aren't even looking, which I really like. That's a powerful, powerful tool. You just find potential candidates. It's whether or not they're looking, for the job right now. So so we've seen how simple it is to fill a position with a lot of potential candidates like a machinist. Let's see how to use our AI powered recruiting tool to search for a position that could be a little harder to narrow down. So John, for this search, a semi private golf club in Harrisburg, Pennsylvania is looking to replace their golf professional who recently left to work for another course. So let me know, how can Paychex Recruiting Copilot simplify this search? Yeah, now you're getting into an area where the search is very, very tight. There's not a lot of golf pros in Harrisburg, Pennsylvania. And so what is great to show here is now we're going to go through the same process. I'm just going to say, I'm looking for a golf pro in Harrisburg, Pennsylvania. We're going see the power of the search and what it looks like. Because of the vastness of the profiles with over 150,000,000 profiles in The US, we're able to go look and find people that are actually in the golf process. You can see teaching professionals at Forge Golf Course. And we can just click right in. And within a couple of clicks, once again, we're right back at looking at golf pros in the area. Just a couple of clicks. Now you'll see that there's 13 candidates here. And so when you look at 13 candidates and you say, boy, there's a lot of competition for golf pros. This is something that's really interesting. We deal with this every day, but a lot of times we don't have transparency of availability because we're waiting for people to apply and we're just sitting and waiting. When you look at this, there's a couple of things that tell you is one, it's going be a pretty competitive market to find golf pros. And while your golf pro may have left for another course, you might be needing to go get somebody from another course as well. So it just gives you the competitive landscape that you're in. And this gives you the upper hand to understand what are you up against when it comes to recruiting. It's a really easy way to see what the availability is and understand all the different things you might need to do to win kind of the right talent for your role. John, you mentioned that it returned, 13 candidates. Can I make the assumption that it's stack ranking, each of the candidates based on how it's matching the criteria in the AI search? And is there anywhere within here that can show you, how it basically stack ranks your candidates? Yeah, let's go ahead and look at the, it's a really great example. So what we believe is AI should be a great assistant to the human. AI should not be a decision maker. So we're very careful not to create specific rankings based on anything except for how this person showed up against the search criteria. So when you look at these candidates, there's going to be a, you're gonna see like requirements met. When you see the requirements met, you'll know that those people have met the basic requirements of that job. And as you look at that, you'll know that all of these people have met the requirements. You can quickly navigate over and see how they score, but this is just a scoring model. It's not a ranking model. We stay away from that. We think humans, there may be people that have equal experience and instead of putting one in front of the other, we just put this here. So you could run this query twice and the five people that have the highest scoring, they might be different each time. And that's on purpose. That's saying that you get to make that call as you look at the candidates because that's what human are made to do and machines should just do the assistant to find them. Got it. And then I'm going kind of in a different direction here. I know when you're doing the initial searches, you're using keywords and then AI assistant pick it up. But are there other ways in your experience that you suggest that you can start a project, either by taking a job description or active job posting to expedite, kind of the keyword matching and candidate list that's being brought back? Yeah, so I'm showing today the simplest version, which is just in natural language saying what you need. And what that does is it shows the power of all of what we call attributes that are associated to that. Because we know what a golf pro is. We know the skills that are associated to that. We can search across those areas. But sometimes writing a job description is actually just as hard as getting the job posted. And so we know that sometimes you just need to use natural language to get there. That's what that first one is. If you have a job description, maybe you can have a website where you publicize your job description. You can either copy and paste your job description and let that entire text work in the concept of AI and let AI use all of that text and keywords and must haves and years of experience to narrow it down. Or, you can just drop a URL from a website or just copy paste and it goes right away. Sometimes you don't even have a job description, but you know the role in the title. So you could easily just type in the title. And because we have a really robust taxonomy of understanding what it is to be a golf pro, you can just type in a title, hit go, and it knows all of the data from all the other areas that we've investigated in the past to just show you here's candidates that match that from that criteria. So there's lots of different dimensions and way to search. But what you'll find is with the power of AI on top of our data, you'll find very consistent results whether you're doing a small natural language search versus a large job description search. Got it. That makes sense to me. And I think one of the key takeaways as you're talking through that is that it really works in several different ways, how you're recruiting and hiring, and it integrates seamlessly into that process in different methods. That's right. So, I appreciate that. And then I think we have one more scenario that Rob is going to run us through, and we'll go through that. Thanks James. Yep, we've got one more scenario and this third and final search, I'd like us to look at how our AI powered recruiting solution can help you source a wealth of candidates and then refine that search with specialty filters and key insights. So, for this case study, John, let's reference a dentist office in Provo, Utah. As their practice has expanded, they have an immediate opening for a new dental hygienist. Since posting a job across several job boards can be time consuming and costly, they're using Paychex Recruiting Copilot to quickly find and contact qualified potential candidates with specific skills so they can begin reducing their waiting lists and adding new patients to their practice. This is a John, how'd you go about finding top potential candidates? Yeah, Rob, this is a great one to look at. Dental hygienists are an extremely hard to find role. It's a very competitive field and it takes a lot of skills and there's lots of nuance to it. So we're gonna do it just the same way we did with a golf pro and we're gonna look at the same thing. So let's take a look at this search. Let's run the search now for dental hygienists in Provo, Utah. What you're gonna notice here is while there's a broad number of people, you're going to find a huge experience difference. So you're gonna find people with lots and lots and lots of different experiences and we might need to narrow the search more. So in this case, we've got over a 100 people here. And when we look at this, you're gonna see the dental digest. So you're oriented just the same way that you were in the past searches. But maybe what we're looking for is maybe a little bit more advanced. And so maybe there's more than just being a dental hygienist, but there's other things that are important to your practice. So what you've got here is the ability to advance search and filter on a lot of different things. And so that natural search that I ran has already kind of put it into the understanding of what the job titles are. Is it a registered and licensed? Where's the location, industries, keywords? And this was just a natural language search that puts into place. But maybe I need to add a couple more skills that are normalized to this area. So because of the power of the data behind this, you're already seeing as I hit the skills button, there might be other things that are common to the dental practice and it knows that. So I'm going to add now that I want CPR certified, maybe dental radiology. And so as I do this, it quickly narrows it down and the search went from a 100 to 27. So this just shows the power of the data and how simple with a couple of clicks and in real time you're getting results and you're understanding how those skills are in the specific market. This is a really, really powerful way to just refine your search. So again, not to overemphasize, but normally you put a job description out there, you put the skills you think you want and you wait and you wait to see who applies and do they have those skills. Now you can understand the dynamics of this pool right by just adding a couple of filters and within a couple of clicks, I'm now messaging people that are even more qualified for my roles. One of the things that I'll show here is the ability to also look at some deeper insights. So in our professional SKU, what we have is the ability to look at an insights report. So maybe I just need to understand this market a little better. So what I'm gonna do is quickly run a search and I'm gonna ask our data dataset to give me a report on what is the competitive landscape of this role. This is really powerful in the sense of using data to inform decision making. So maybe it's working with the practice leader, maybe it's a manager, maybe it's just you understanding what am I up against in this search? And I can quickly pivot down and start seeing interesting insights about the people that came up in the search. So in this case, I'll scroll down here and I'll look at some of the employers that have these folks and are they condensed in a couple areas. You'll see interesting things like, it looks like the Utah College of Dental Hygiene is one of the out of pool that we had is one of the top performing schools for that skill set. That can be really interesting as we think about how do we approach those candidates. Maybe I've got alumni, maybe there's a warm outreach that could happen. So it just gives you a little bit more data. As I look at the next piece here, I can see things like years experience. So many times we get to end of a recruiting process where we think maybe there's a mismatch on compensation because I've recruited somebody. Maybe the reality is I was looking for someone in this two to five year bucket. But as you see here, there's nobody in that bucket. And so as I look at that, I might actually be needing to understand how does my practice need to evolve? Or what's the recruiting of someone who's more tenured? And what does that mean to my staff? Do I to start thinking about how I train my staff and how I keep my staff and all these other things. But you'll see in this case, most of the candidates here are twelve to twenty years experience. What is great for us as consumers, because if someone's working on my teeth, I'd love for them to have lots and lots of experience, but it may make it a really hard environment for you to recruit against. So this is just the power of data right at your fingertips that you can use this data to make more informed decisions as you're going forward and you're reaching out to candidates. And it just helps you short circuit all the old ways of recruiting and gets you to fast and effective results. Awesome, John. Thanks for all of that. I know there's probably so much more we can cover, but we have time constraints. So, before we go into Q and A, one of the things I do want to cover is how do we access this new product? So, there's several different ways. For all current Paychex customers, we have given access to a free product to give it a try, give it a test run if you will, and that's all through current Paychex Flex capabilities, but we also do have availability for non Paychex Flex users to access it through our marketing site to go the same route. You can give it a try and then once you see that you are successful in finding top talent, you can buy different packages digitally right through that product, but several different ways to access the product and give it a test run. So, Rob, I think you have some words for us before we take some Q and A. I do, James, thank you and thank you for the demo, thank you for those helpful tips and tricks, a lot of great hints there, John, on how to get the most out of the tool. So we learned a lot today, but we still really barely scratched the surface. We're proud of this tool and the ways you can start using it right away to instantly find and contact qualified talent. So we really hope seeing these features firsthand has made the difference and you can be confident knowing what a powerful solution this can be to help you get those potential candidates who aren't even looking and maybe will never even see your job post, but now you can reach out to them directly. So, let's just summarize what we've learned here. We saw how Paychex Recruiting Copilot in partnership with Findem, helps you find top talent five times faster than job postings. How can instantly provide you with a short list of qualified candidates in a wide range of positions across a wide range of industries. John showed you how you have the flexibility to search for one positions, several at once, or create a project with a continuous talent pipeline. We also saw how it lets you contact these people directly through Gmail or Outlook. And finally, you saw how you can get a talent market insights report with every search, so you can see how the competitive situation is working. And you can also work on how you're going to narrow down that search and be more effective. So now let's transition into the Q and A discussion part of today's session and address some questions that have come in. Alright, so let me take a look. There are some common themes going through here. The first, and this one will be for John. This is from Corinne. And the question is, is this geared more towards larger businesses? Can a small business with limited resources successfully utilize this solution? That's a great question. It's actually built to give the power that normally is only held for the largest and most resourced organizations and take that power of those big recruiting tools with lots of resources and giving it to everybody. So this tool is created with the simplicity of search. This should be for anybody who needs it. We've also put different kinds of ways to access the tool that we'll share at the end here, but there's lots of different ways that they can scale up and down to your organization. That's great. Thanks, John. Here's another one, a little different and this is from Rachel, who asks, she says the examples seem to lean heavily toward white collar career professional positions. Does the hiring service offer any support in the blue collar arena? These are not typically resume strong worker positions, but blue collar roles make up the bulk of our hiring. And that's a good point. Many of these people are not on LinkedIn. They're not building resumes. They're not searching in that way. How does Copilot help with that, John? Yeah, that's another really great question. I think we kind of went really quickly over this, but when you're talking about sourcing across over a 100,000 different sources, you're not confined to they have a specific resume in a specific location. And so we can take a very, very thin set of data, just maybe a title and something else that's publicly out there. The contact information, we can put that in front of you. And because our AI is so strong, we have such a great dataset. We can actually infer by their title that other things are doing. It's almost as if we could create a profile on their behalf. So those are the types of things that just create a much more even playing field to the types of talent. They're all gonna react a little differently. Some of the folks that are used to interacting in these areas, they may respond at a higher rate than another area. And that's the area where we just say continue to test in, but we have profiles across the entire gamut of all kinds of specialties. That's tremendous. And just a question for me, does it make sense to still post my openings on job sites or should I leave that old fashioned way of doing things, leave that behind? Well, you know, I always say that this is the best way to start. The best way to start is just go really quickly. So the time that you wait for job postings, why not just go ahead and search, see the candidates outreach and go. There may be some really difficult roles that you have to do multiple sourcing techniques and job posting is not bad. It's just inefficient. And so the thing that we would say is that start here, start with a search, understand the talent pool, reach out to people. And if you're getting a slow response rate, maybe it's a hyper competitive role where by the time you talk to somebody they're already moving on to other things. Those are the types of things where then you say, now that I understand the competitive pressures, now that I understand who I'm able to recruit, maybe there's other tactics like job postings or other things that you would add onto this. But we think that leaving it to chance versus leaving your hands on the keyboard, we think this way is a little bit faster, more efficient. Certainly seems that way to me. Thanks. And I've got a couple of questions here, James. I think these will be appropriate for you. This comes from Jeff. I'm a Paychex client. Do I have to have a PaychexFlex applicant tracking system in order to use Paychex Recruiting Copilot? Well, I'm just happy to get a question here actually, Rob. So, John did a great job answering all of the above, but no, the short answer is no, you don't have to have one of our applicant tracking tools. The last question asked was, you know, do you use job boards still? And typically with our ATSs, yes, you continue to have access to your job board, so you're doing two different methods in multi channel recruiting through job boards and through Copilot. Actually, as I mentioned earlier, everyone, all clients have access to Copilot. We released that first to all clients, because we didn't want to hold on to the tool too long. It's a powerful tool. We wanted to get people as fast as possible, and we're actually working on integrating the product with our ATS applications within Flex itself, and that's coming in the next couple of months. So at that point, it will work with the ATS. Just a smooth hiring system altogether. Great, great idea. And then this last question, because we are right up against it, James, it's from Cameron. Wants to know what is the pricing for recruiting CoPilot? Is there a try before you buy option? You got it. Yep, we didn't want to hold this back from anybody, so you can try it before you buy it to get a free search, but we also wanted to come up with a scalable model to fit everyone's hiring needs. We know that some clients hire less frequently and some hire more frequently, so there are options that if you only hire a couple times a year, it's priced appropriately. This will also be included, in the webinar as a handout as well, so I won't go into all the details, but I think that the key point is based on your hiring needs, we've come up with a product and pricing structure that will meet you in the middle so that it's affordable for how you're recruiting and hiring today. And that's done through the Essentials product. That is a $99 one time payment. As you can see, we recommend it with people that have fewer than 10 hires a year. And then we also do move into subscription based, so that if you know that you're going to be hiring consistently throughout the year, the enhanced option gives you unlimited job searches and projects, gives you the ability to start projects manually or from a job description, as John covered in the demo, and it allows you to unlock and message up to 200 recruiting matches per month. Finally, the top tier product is our premium subscription. Key differences here is that you can message up to 600 potential candidate matches. It will integrate with the ATS. It will show inbound matching applicants with applicant tracking system. It will display past and current applicants in your ATS, like the candidate pools, so that it'll make finding candidates more effective in the future. And lastly, you can export the potential candidates you've contacted and work them through the entire process of your applicant tracking system. As you can see, Copilot can be a recruiting tool you need right now with the flexibility to support your needs as your business grows. Now, it doesn't matter how big you are, what industry, or how many jobs you're trying to fill. This tool allows you to find top candidates quicker and more affordably. I think that is about it, right, Rob, that we have, in time here, so if you want to close it up for us, and appreciate you moderating as usual. Thank you, James, and thank you, John, for joining us today for the Search is on AI powered recruiting. And thank thank all of you for joining us online as well. We appreciate your time. As a reminder, you can find a printable version of today's deck in the files and resources area on the upper right side of your console. It should be the first resource listed in that window. And as we close today's session, you'll see a short survey pop up. We invite you to contribute feedback to help us ensure our resources meet your needs. If you can spare an extra few moments, please let us know what you think. Thanks again everybody, and have a great day.