Platform Training

Quarterly Inclusively Platform Training

Thank you for joining us on May 18th for our quarterly platform training!

Training Transcript

Lindsay Euller 0:00

Thank you so much for those of you that have joined us live today for our Quarterly Inclusively Platform Training. This is the first quarterly training that we are doing, we’ll start doing these every quarter to provide updates on what’s been happening with our platform. Really, really quickly, because we want to get into the good stuff, which which we will shortly here the agenda for today is we’ll just do a brief product training. We will allow for some Q&A at the end. So we’ll have a few minutes at the end there. And then just a quick wrap wrap up. By way of introduction. My name is Lindsay Euller and I’m the VP of Customer Success here at Inclusively, my team is focused on ensuring that you’re getting value out of the relationship and the platform and the services that we provide. And I’d like to introduce or hand it over to Allison Lindberg, who will introduce herself and then take us through the product.

Allison Lindberg 0:49

Great, thanks, Lindsay. My name is Allison Lindberg. I’m the VP of product here at Inclusively. I work very closely with the engineering team as well as our architect and the business side to make sure that our platform is moving forward and reaching some product roadmap goals as well as addressing any any remediation needed throughout the way. So if you want to go to the next slide, I’ll just touch quickly on our meeting goals for this session. So three goals we have for today’s training. And as you know, we only have 30 minutes. So we’re going to be touching on some of the main functionality that we like to highlight to our employer customers. So how to find candidates will be our first piece of the demo, then how do we engage with candidates and their Success Enablers on their personal profiles. And then lastly, we’ll cover we’ll make sure to cover how you can learn more about disability inclusion, and then I’ll be handing it back over to Lindsay to wrap up on a few ways that we we want to make sure that our customers are staying engaged. So Lindsay, if you want to stop sharing great, and I will go ahead and share my screen and jump right into the product.

Allison Lindberg 2:03

All right so first, we are going to take a look at what we call our employer dashboard. And this is the home screen that you’ll see after you log in to our Inclusively platform. A couple of things to note here, we have a feed from our community, which posts the latest articles and any posts that anybody has put into our community. And you can see them and have a short cut into those different articles and any content here. On the left, you’ll see a link out to our employer analytics dashboard, which I will circle back to in a few minutes. And then here you’ll see a feed called recent connections. And just to note, here at Inclusively and within the platform, a connection means an app or an application to a job. So when we speak in terms of a candidate connecting, that means that they have applied to the job that is posted. So just wanted to give a little bit of an update as we kind of use that that term a little bit differently. So there are two ways in which to find candidates within our platform. The first is to click into this candidates tab. And what you’ll see here are a few things on the left you have your different search fields that you can get started with a basic search. And then on the right, you’ll see what what we call our candidate highlight. And what this is, is randomly selected spotlight on five most recently active candidates with detailed candidate profiles. So we ensure that the candidates who are most engaged in our platform really get to be shown here. And obviously it’s a carousel that kind of rotates. So featured candidates on the right. And below that you’ll see any recently saved candidates that you might have looked at and would like to return back to their profiles to take a closer look. And then let’s jump into the keyword search. So we have keyword search based on really multiple different terms, you can search by first and last name, you can search by job title, experience, level or skills. And then what I also like to call out here is you can also filter down to specific job categories. So if you don’t like to see candidates from the computer it world or administrative clerical, you can select those filters here. And then experience level if you have specific requirements for your jobs around certain experience levels, you can also filter them. So what I’m going to do for the sake of time is I’m going to type in a candidate that I would like to see specifically, this is one of our front end engineers profiles. So once you type in any keyword that you select, you’ll be able to take a look here we’re showing 18 results. Based on this name. This is who I’ll be clicking into. But if you wanted to filter down further, you can always click more filters. And this is where our kind of our advanced filtering happens on this side pane. So you can select the type job type that you’re looking to hire for. And that will match you with candidates looking for those job types. You can also type in a location here, so I’m based on Orleans. So I’ll start to type that in. And you could select a location filter there. Or you can search within a whole state, which we do find this helpful for some of our customers when they’re looking for jobs that only exist in the state in which they work or their offices are located. And then lastly, our last Advanced Filter here is skills. So if you wanted to type in an a skill that you knew that you needed, let’s say for example, JavaScript, because you’re hiring for an engineering role, you can type that in, and it will be a type ed, and then you could apply here. So those are some examples of the advanced filtering that we had. So I’ll click back out, and I’m going to jump into Libby’s personal profile page. So this is the first way that you can interact with candidates and learn more about their success enablers from this page, which we call the individual profile page. So a few things to note here. First, the first pain here is my story, which is where we encourage candidates to tell tell the community a little bit about themselves. This can be a short bio, it can kind of express what they’re looking for in terms of a job, really anything they want the world to know about. And then below that, you’ll see this section called things I need to be successful. And this is where all the candidates selected success, neighbors will show in their meaning when they’re building out their profiles, when they first have on board with us, they can jump in and see which success neighbors they need to select so that they can have a successful workplace. Upon. So I’ll go ahead and click on air cleaners just to see a little bit more information here. So if you ever want to gather some more information and learn a little bit more, you can click into the actual Success Enabler, and this pane will come out on the right. And what you’ll see here is two sections. Success Enablers is here, and it’ll show the category of the Success Enabler they selected. So as you can see, air cleaners falls under the air quality Success Enabler. And if you want to learn even more than that, you could click out on this hyperlink to learn more, which will send you over to our learning center within our community. I’m going to touch on that in a little bit. But just to note those hyperlinks in case you’d really like to do a deeper dive into understanding what these accommodations are and how you can. So a little bit more here as well, you have this section at the top called interview preferences. And this ties closely to this section here in the profile. So we not only do we offer an opportunity for candidates to select what accommodations they might need to be successful in their day to day job. But there’s also sometimes specific requirements that people have to have a successful interview. So if you click on one of these to learn more, you can click closed captioning. And you’ll be able to see in this section, right here, interview preferences, and you can always hover over our tooltips and click the question mark to understand the one to two sentence definition around these specific requirement requests. And then again, you have that learn more which will send you to our Learning Center, which we have a you know a wealth of information around a lot of these accommodations and Success Enabler in the workplace. So a couple more things to note here. If you would like to see this person’s actual resume that they’ve either uploaded or where they’ve formatted with an inclusively resume, you can click on this call to action button down. And once you click download, you’ll be dropped into what we call our increasingly resume packs. And this includes an Inclusively formatted cover letter pulling in the information from the candidates contact info the story, and then you’ll see here there’s three sections Success Enabler , interview preferences in jobs. What we’ve done here is we have links back into Libby’s profile within our platform if you would like to review the Success Enablers on the Inclusively website. So one thing to note is that if you are reviewing a bunch of these resumes within your ATS after the candidate replies, you can open that up, click it and that’ll send you right back into inclusively to learn more about success enablers interact with the candidate, or jump into learning center to to further expand your knowledge. And you can also interact with our accommodations team if you have any specific questions, which is something that I’ll touch on momentarily. So going back to the profile page, one last call to action here that I wanted to point out was the message so we have in platform messaging with our candidates, meaning that if you would like to message them directly and say hi Libby, I’d love to set up an interview with you. You can do so direct from the Inclusively platform. So really further into a couple of one more way that in which you can kind of start to look at candidates and, and reach out to them, if you find that they might be a good match for a job is, let’s click into the Jobs tab here. When you click it in the Jobs tab, you’ll see this is where all let’s for so right now for Inclusively, these are the the roles that we have posted in the past, we don’t currently have any active roles. So you’ll see these as inactive. But if they are active, they will show here as well. And there’s a couple things I’d like to point out. So let’s say for this data engineer, you’ll see that there’s two columns here connected and recommended. So I’m going to click into the actual job.

Allison Lindberg 10:49

And this is where you can kind of see at the job level, how many people have connected meaning applied to this data engineering role. And then you could click in and review their profiles from here. And then you can also see recommend, and the recommended candidates to a job are something that Inclusively utilizes an algorithm for. And we basically set up a machine learning model to recommend candidates to your jobs based on a plethora of different attributes that can be skill set that can have location, it can be job category, things that we parse from there. So the way you can look at this is kind of a good starting point of this is this is Inclusively recommend candidates to this data engineer role. And then you can kind of work off of this list as well, you can save these candidates here. If you X out of them, they’ll be removed from this list. And then you can also click on their profiles and again, message them directly if you feel that they should have. And again, one more thing to note, if you see a badge saying connected and recommended, that means that this candidate not only was recommended to this job by our algorithm, but then they’ve also taken a step further and gone ahead and connected and are ready for their applications to be recalled. So those are the two ways in which you can search for and interact with candidates as well as learn more about their Success Enablers. There one more piece I want to call out around learning more about accommodations, interview requests, anything like that, we have another way in which you can do so besides the Learning Center. And that’s again through this platform messaging. So when you click on that banner to contact what we call our success enablement team, that’s going to open up a message within our platform that gets sent directly to our accommodations experts. And what that does is allow them to review the questions they might pull in the Customer Success Manager, if it’s a question specific to the business, or if it’s a question around how you can meet certain interview or, or workplace accommodations, we encourage everyone to utilize this as a direct resource. And what they do is they take in the questions, and they have about one business day to respond. But it’s usually within a few hours. So we have we do have links to that throughout the platform. But you can also always jump into messaging directly, and then open up that chat to contact for success. So that’s just one more resource available within our platform besides the Learning Center that puts you in touch with live person he actually has, has written some of this language around the success enablers. They are experts around training. So they they’re there to help with any of those questions. So the last piece before I jump into our community portal that I would like to cover within the platform is this analytics button. So there’s two ways to get to our in platform, embedded analytics for our employer customers. And either through this button or this button here. So when you click on either of limits, you’ll be dropped into what we call our analytics dashboard. So right now you’re looking at inclusively as an employer. So as I mentioned, we don’t have any currently, we don’t have any current active goals. So some of this data is not going to be quite as full as as a one of our customers who’s actively moving through our implementation process and have has active posts within platform. So what you’ll see here is a few different things that I’d like to call the pie chart here is a breakdown of candidate top accommodations. So of all the candidates that we have within our talent pool. These are the top accommodation requests among those candidates. So you you’ll see that remote work is probably the most requested one. And then extra time flexible schedules, headsets, a lot of these things are, you know, very easy to be met on the customer side. So we like to show that breakdown, like, you know, this is what our what our candidate who’s requesting, and then we can explore further on how you can make those credentials on the radio, see your top live jobs and top jobs posted to him personally. And then what I wanted to call out is a couple of different things here, this page here is going to show kind of user activity on the customer side. So we have two jobs listed here. This will show the active the number of applications to those jobs. And then also, if we have recommendations of candidates to those jobs, that count will show here as well. Again, these jobs are not active. So this is a little bit of a data a sample data set. And then what I also wanted to show here is percent of applications and recommendations viewed, this is where you will be able to see employer, users of the of our customers, if you have hiring managers or recruiters jumping in and viewing those applications, we’re seeing that activity here on this dashboard. So it’s also it’s always nice to do kind of a little bit of a gut check with these numbers to make sure that you know on your side, your teams are remaining engaged and really jumping into those applications as well as the cameras we recommend to do. So scrolling further down, I wanted to just pull up these two bar graphs before we move on to the client. And these are important because we really find that these two datasets help drive what drive decisions around what jobs that our customers post to the Inclusively platform, as well as what candidates exists within our candidate pool and what they’re applying to. So on the left, you’ll see candidates, your candidates per job. So this includes candidates who have applied to your open jobs, and it’s taking different percentages of what job categories as candidates existed. So you’ll notice for inclusively, our highest one is computer engineering it. And then business management and customer service follow closely. So that’s for the specific jobs that you’ve posted, what who are those candidates applying. And then on the right, you can compare that to who are candidates in general across our whole talent pool. So let’s say that you’re trying to decide strategically what jobs to push live turn to our platform to get, you know, maximum applications, and then hopefully get some interviews and, and fill those roles. This is a really valuable dataset to look at, because it shows that, you know 29% of our candidate pool is computer engineering, business management, and then again close to falling customer service. So it helps make those strategic decisions of what types of jobs to post. And then there’s a few other datasets here that you can jump into around skills and total weekly pipeline of recommendations and applications. And then number of candidates viewed per user, this actually is a way in which to see how active each of your hiring managers or recruiters, anyone who has an Inclusively account on the customer side is utilizing the platform. So you can see if they’ve registered, you can see how many candidate views they’ve had and total views. So it’s always nice to check in make sure that people are meeting engaged by reviewing this chart. Alright, so to wrap this up, I am going to now jump in to our community and walk through a couple of different resources that we have available to our customers. So if you click on the Community tab here, you’re going to be taken out to our our homepage for our inclusive community. And there’s a lot of different navigation on the left here. But what I would like to highlight it for the sake of time is the forum for your session. So our Learning Center, that’s what I mentioned earlier, when you’re looking at success enablers requested by a candidate on their profile, and you’d like to learn more and dive into some some more literature around that and maybe some case studies you can jump in to the Learning Center directly from those links, or you can navigate to it through the community. So what you’ll see under Learning Center is a lot of different articles and guidance materials that help with with creating that inclusive workspace and also with accessibility. So highly suggest jumping in and checking out some of those posts. And then further down you’ll see networking, which is specific articles and posts that we that we want to highlight directly to our customers. And then one more that I wanted to show here is platform questions and documents, and documents. This is where you’ll see a lot of helpful information around our platform, as well as a place to, to post any questions you might have about the plan. So if you ever come up with anything technical, or you’re watching to build your profile, you can always jump into this community. And we will see those responses and take care.

Allison Lindberg 20:28

And these last two are recorded trainings so that for this one, you’ll you’ll see this within this space for people to circle back to. And this also will include the trainings that we offer as part of part of our customer contracts, which are led by our combinations team. And lastly, upcoming events. So as you can see, we are currently attending this quarterly, inclusively platform training. And if you’re interested in seeing any future events, or webinars that are focused on our customers, those will be something. So I’m gonna go ahead and stop sharing my screen and hand it back over to Lindsay to wrap this up on a couple of ways to not reach and then we’ll open it up for q&a.

Lindsay Euller 21:15

Right, thank you, Allison. So we just wanted to, I mean, Alison just talked about these, but I just didn’t want to recap. You know, this is a multi multifaceted approach in terms of how to work with Inclusively. And so want to make sure that you are continuing to learn and engage with us because there’s more to what we’re offering than, than just the candidate flow. And so, you know, please make sure that you are visiting the community regularly, check out those micro learnings, that’s where you’re going to see all those Success Enablers. And you can you know, continue to, to upskill yourself on what a lot of those mean, and how you can support your new hires and your existing employees, the learning center and then the product questions and documentation. Again, that success enablement Help Desk is an amazing asset and our team is it’s a, it’s a say it’s a safe, very responsive, wonderful way to get expert advice in the moment, if you are looking for something that you’re not able to either get from your internal teams, or you just want an outside perspective. And then finally, again, we’re going to be doing this training every quarter, every quarter, we will also highlight new features that we’ve added. This is the first one. So we kept it a little bit simple, because we had to add everything that we have at or you know, we had to outline everything we’ve added over the last few months, then that would be a much longer conversation. So please make sure that you’re registering for them joining them. If you aren’t able to attend, we will be posting them to the community afterwards so that you can watch them at your leisure. But I did want to before we wrap it up, open it up to see if there were any questions that we can answer in the last few minutes here.

Lindsay Euller 23:18

Okay, I see one. Um, someone is asking about when they share their Success Enablers on their profile, how does that information get shared with their employer?

Allison Lindberg 23:32

Great question, Lindsay. Thanks so much. So there is currently within our platform. When you create your account with Inclusively, you, as an employee customer, are also able to select your own Success Enablers as part of your personal profile. So we really encourage everybody to do that. And the reason why is one of our roadmap items coming out this summer is a product of we’re referring to as pertain, which is going to be available to employers to collect that the success enablers of their own employees, and then allow them to post policies and share those policies are with their their employees and their own workforce. Meaning you’ll have a space in within Inclusively to request your success neighbors, allow the your employer to respond with the company policy or, you know, it’s in process. They’ll let you know that and a timeline as to when they’ll have a policy around it. And then you can even react to that by liking or disliking that policy. So we’re really looking forward to this roadmap item coming out in the summer. And there will be more to come and a lot more announcements around that and quarterly quarterly demos will start to include that workflow as well. So in the meantime, I would suggest the best way to share yours Access numbers in the moment is add them to your personal profile when you set up your account, I think because we, and there will be much more to come with with that information and how we’ve got new products coming out, hopefully July. Okay, great.

Lindsay Euller 25:21

Well, that brings us just about to time here and I don’t see any other questions. But of course, if you have them now you know where to find us in the community. And then again, if you aren’t sure who your customer success manager is, you can always just email Customer Success at Inclusively. And we will answer any questions there as well. So that concludes the call today. Thank you all so much for making the time and thank you, Allison, for walking us through the product. Have a great rest of your day.

Allison Lindberg 25:54

Thanks so much. Bye.

Charlotte Dales (She/Hers)

Charlotte Dales (She/Hers)

Co-Founder & CEO

Success Enablers
Remote Work

Catina O'Leary, PhD, LMSW (She/Her/Hers)

Catina O'Leary, PhD, LMSW (She/Her/Hers)

President & CEO, Health Literacy Media Group

Michael Cleveland, FLMI, ARA, AIRC (He/Him)

Michael Cleveland, FLMI, ARA, AIRC (He/Him)

President, Advisory Services