Chad – Welcome to the last installment of this three-part Chad & Cheese iCIMS iNFLUENCE 2018 Series. In mid-Oct when Joel and I flew to NJ and landed at iCIMS HQ we really didn’t know what to expect. What we got was an event where Colin Day, iCIMS CEO and Chairman of the Board along with other iCIMS leaders shared their common vision for more than just iCIMS. It was an vision for the industry and how iCIMS was going to take the lead in reinventing it.

We’re starting out this final episode with the sweetest sound to Colin Day’s ears.

Colin – Well guess what, GDPR comes along it’s the sweetest thing we’ve ever heard. I know it’s annoyance for some or whatvere, but it needed to happen. So all of the sudden GDPR gets launched, candidates actually have rights, they should know what you’re storing on them. They should be able to edit it, archive it, delete it, update their preferences. And that quieted these boards down a little bit.

Colin – Even better, this thing called Cambridge Analytica happens, and that really begins to quiet down the boards. Now they aren’t going to remain quiet forver because their whole business model is in jeopardy if they don’t get the (hiring) signal data. Our viewpoint is, we have the opportunity to not ony go to GDPR but to take it even further. We want to be the moral compass for data security and privacy in our industry. We really really do.

Colin – So we’re creating something call PASSPORT, and Passport some of it you’ve heard before. This is kind of the create a single passport, single click apply. Make it dead easy. So for the customer the benefit will be candidate experience. The candidate will come in – if they haven’t created an iCIMS Passport – they can create one. If they’ve already created one we’re talking single click apply in to other companies. While they’re in their passport they have their data rights. We can show them everyone (organizations) they’ve applied to, what’s going on. They can say I’m okay sharing some of that (data) with LinkedIn or I’m fine if you send that over to background check. They can get a history and because we have a modern communications platform they can say how they want to be communicated with “Stop texting me”, “Stop emailing me” full their rights.

Chad – (Laughing) Remember JobFox, AllianceQ and even Taleo tried a Universal resume, but none of these efforts had the hammer of compliance and regulation not to mention the nasty stench of Cambridge Analytica to drive their efforts. iCIMS has found the perfect time to focus on creating a universal system predicated on protecting THE CANDIDATE.

But how will the candidate PASSPORT play bring it all together?

Colin – This is true end-to-end recruiting. This is why I’m so excited about the future. We’ve never been there. You know we’ve been the ATS but we’ve been reliant on “What is Google doing?”, “What are the boards doing?” or “What are the third-party sites doing?”. This is the first time we can say we’re gonna go in, full bore end-to-end. So we talk about, we will be right there when you post your jobs. We don’t want third-parties. We want to be right in there posting the jobs. We want to be right there when Google hands-off the traffic to your career site or you get it with programmatic advertising with a next generation of career portal. We want to be right there when the candidate applies. Hopefully they’ve built their passport already. If not, very easy to build a passport and we’ll show them everything they’ve ever applied to, all their data. When they update that data now you’re going to see the power of the marketplace. We can be that, not only through all of our products, but through the enti