The Future of Hiring is Here: SmartRecruiters 🚀

Hello everyone, thanks for joining in. So let's then get started and welcome to our Workforce Monday. So we call it Workforce Monday sessions. Every Monday we focus on workforce foundations, especially for HR domains and all. So let's then get started with that, and I will be sharing shortly my, uh, Notion page where we'll be going through that. So every Monday we conduct sessions on, as I said, the Workforce Monday. And this session is exclusively for people who are looking for their career in HR domain, especially technology HR, any kind of HR, or if you're already a veteran in, you know, in your industries in the HR domain, right? So that is what exactly we're talking about. So in this ecosystem, as I said, we do Every day this is the prime time, and for 8 PM we conduct sessions ideally for every days for different, different topics, right? So in that series, we are today we are focusing on HR side of it, and we do have a 7 Capabilities Academy. I will talk you to you through that. So Capabilities Academies looks like something like this. We do have other different academies for supply chain, HR transformation, finance, and all. So one of the academies we're focusing on workforce transformations, and this academy will be helping you to understand entire end-to-end hire-to-retire process. Not only the process, how do we implement, execute. Okay, so in this scenario, we have already talked about few of those details in our previous sessions, and we will be continuing with that. And also, if you are not subscribed to our platform, I highly recommend that you have to go to the platform known as Success Labs Academy. And in that, you have to go to— once you get your subscription, so you'll be having access to the platform. And once you enter into the platform, you will be having a premium learning and for premium experience, learning experience for everyone, right? So we have programs starting from master classes to foundations, then we have essentials. We do have advanced learning programs. We do also have corporate-based learning programs. There are also free webinars. As I said, today is the Monday. And so Monday we conduct Workforce Monday, we call it, right? So this is the— if you have not subscribed, this is free for everyone, this session. This session is complimentary for everyone because we cover all— we try to value, give the value to the society, to where we live in. There are so many people in the HR domains and communities to have a quality learning program, all the worth of $999.99. So what they will give you free access to it. So you will be going through this, and every day, every day we have a similar kind of a topic. So today's topic is more of HR because the traditional HR admin is becoming automated with this, uh, AI is everywhere. So it is so implementation of AI, it cannot become only a, you know, typical standard classic HR anymore. So you have to understand technology, you have to understand strategy and also the architect. So that may be little overwhelming, but it is not. I will be guiding you the entire process, how AI changing recruitment process, payroll, learning, talent, anything to talk about HR, right? So pretty much that is something we are going to talk about in every Monday in this series. And if you have not enrolled, you can also share with your friends. And this is the QR code, you can always scan it, can keep a copy of it. So Monday means Workforce Monday, okay? 8 PM IST, Indian Standard Time. And this is where exactly we talk about architecting the future of work in every Monday, okay? So these are key topics ideally we will be, um, discussing as we progress. So every week we will be having different, different topics. We are technology agnostic, although the primary focus examples will be from SAP because my background was always on SAP. But I will talk about— you can also share your knowledge, share your experience, okay? Because technology tools, this will be just an enabler, okay? But the core thing is core thing, right? The principles, the standards, it doesn't depend upon which technology, which tools. They are just enabler, We challenge the product teams also. There are product support and there are so many other things we will be discussing. But here we do understand, make sure. So these are the key things we talk about in a transformation, AI-powered HR ops, talent transformation, future-ready HR career roadmaps. We are also focusing on different side of segment of what kind of jobs are actually we are having these days, especially from HR, HR technology, HR operations. Okay, we'll talk about those. And not only that, we will be also having, if you are attending this webinar in live and or from YouTube, you can also claim I will be checking those your, uh, details and you'll be getting all those, uh, you know, freebies which will be at the end of the session. So stay till the end of the webinar to get those power-packed bonus, okay? So I'll be giving bonus gifts, the digital gifts, at the end of the webinar. So stay tuned till the end of the sessions, okay? So these are 3 secrets, uh, we are talking about that will shape your career from a career perspective. If I talk about HR is becoming more strategic in the, in this AI era because a lot of things are automated. Whatever you are talking about nowadays, interviews also have been automated, right? So you have an AI recruiter, right? So we will think about that. Then also roadmap point of view, you are moving towards of an enterprise leadership career, a transformation career. So whether you're a professor, whether you are— I know many of the university, many of the colleges, they are not teaching what exactly the industry needs. So they are going to go all becoming obsolete. So I'm not scaring you, it's a reality. Okay, so we have to adopt the mindset of what exactly the way it is going ahead, right? Whether you are going for SuccessFactors, Workday, Oracle, these are all tools and technology. But how in the new era, in the new AI era, how the global enterprises are utilizing these technologies. So that is nobody will be going to teach you in universities and all, because I have not seen people industry. So very few universities, they collaborate with, um the different industries like us and who are into different already having experience. So that is the— I will say we would like to cover in terms of hackathon and process and everything. So these are key things we will talk about here. And so these are key things you'll be getting. So you'll be providing— if you're attending this live, you'll be getting a one-on-one or more of a career roadmap. If your university can invite us, okay. And so there are skill maps, the starter kit, how do you start your career as a hybrid data transformation beginner guide. So that is also we are going to say share with you. So these are the key things in this webinar. We are just in our introduction, so again I will go back to my notebook and I will be sharing with you what exactly we are supposed to discuss today. So as I said, there is a primetime webinar happening every day, and this is one of the webinar, those webinars. So I will talk about that. So let's say Monday, we do have a series This is just a minute, Workforce Monday we call it, and in the Workforce Monday in this series we are talking about this, right? So having said that, let me go to the topic. So this is a primetime webinar, as I was saying, I'm repeating once again, Workforce Monday. And if you come to Tuesday, we'll be having a CRM, Wednesday we cover finance, And Thursday, procurement. Friday, supply chain. Saturday is business transformation, enterprise architecture, business architecture. Sunday is all about leadership and inner transformation. Okay, so this is what exactly we have curated the learning programs for you. So now let's go to the focus on today's topic. So today in Workforce Monday, we will be having a lot of things, and as I said, we will be focusing on one of the topics what is in demand. Okay, so already we talked about few topics last time. Today's sessions will be primarily focused on— we will be a little bit about the recruiting side of it. Okay, so when it comes to recruiting, how AI will be enabling you. And also today will be because of the demand, public demand, because we are going to launch very soon another boot camp for Smart Recruiter, if you know. And we would be leveraging— before that, we'll be doing some preparation work today. Okay, so that is the agenda for today's call, and we will be utilizing SAP Activate for that. So SAP Activate is one of the methodologies, proven methodologies we utilize it, and how we can leverage that for implementing, executing, and AI-driven recruiting, right? So now we are going to talk about that, and we will be preparing the entire game plan exclusively for the recruiting, and we call it Recruiting and Onboarding Capstone Challenge. So this is the SAP Activate, and if you have not attended any of our live sessions, I will highly recommend to subscribe. Subscribe to our platform. And we have, uh, through a very simple membership, you can start with a Silver membership where we can attend one of the hackathons and we can participate. And also we have launched something, even if you go to that platform, we are launching 20 virtual labs which are already there, but we are activating in a different way. Okay, and this will be exclusively for the Diamond members. And if you are, if you are already an existing member in our platform, you have to upgrade, so you'll be having this banner inside your Learning Platform. Go, and there, simply click this. Okay, so you will be getting an option to, you know, as a full payment or flexi-pay. So you can have both the options, and you can go for it. And it will be covering all kind of complex case studies, because everything we are learning in terms of a case study— we are not going to learn anything theoretical. So we'll be learning case studies, we'll be learning real-world multi-layered architecture scenarios, analyzing those problems, solutions. We'll be having leadership council discussions. We'll be talking about also there are weekly sessions, masterminds. All these things are going to happen. All the question and answer will be also conducting. We will also having a gamification, just like in the Duolingo and similar other platform they do gamification. So in our platform, in TagMango also, we do have those kind of gamification activated. You can see the people are getting XP points here, okay? People who are, you know, getting points and they will be finding the points here and they are really activating. You can see those pointers, right, directly from right-hand side, right? So in this way we are going to learn and we are going to activate. So as I said, today we are going to enhance this entire SuccessFactors recruiting and onboarding template, first of all utilizing AI, okay? So we are leveraging AI and for that what I will do, I will be creating, I will be we'll be using Claude. And let me— I will be sharing with you, this is available. Let me show you the link. I will be copy this link and I will go to— now let's say I'm going to talk to Claude. Now I will go back to Claude and we will be focusing on energy sector today. And I will be going to Claude and I will say that go to— let me go to the Claude and in that I will go to HR transformation project. And in HR transformation project itself, I will be utilizing, saying the some tips to the cloud. I need this, so let me go there. So entire SAP Activate we are going to finalize for our recruiting module. Then we will start executing in our hackathons, boot camps, okay, which is actually, uh, I will be inviting you to go to those things and we will be curating and enhancing. We will be executing learning together. Right, so now I will be going to the cloud and to my HR transformation or workforce transformation lab. I will be sharing my Notion link because my Notion is linked with the cloud. Okay, so I will tell that act like a consultant and I'm going to implement SAP SuccessFactors smart recruiters and onboarding. But we will go phase by phase. We will start with Smart Recruiter first, provide, update this entire notion exclusively for Smart Recruiter module, and update each and every pages as per the SAP Activate methodologies. Remove anything which is not belonging to SAP SuccessFactors Smart Recruiters process and keep only those topics. If anything, any topics beyond that, like Employee Central, Employee Central Payroll, or any other modules, just remove those and also provide AI Codex the way it has been done for Employee Central. Similarly for Smart Recruiter, for every day. So your 21-day challenge, so 21 days, 21 Codexes you have to provide and update this Notion page accordingly. So this was the challenge. Chat. So I'm using Whisper Flow for this dictation. So for that reason it is very fast, otherwise I could have typed a lot, right? So I've given this thing. At the same time, what I will do, so I'm just checking the— if it is whatever I have pronounced, because I know Indian, uh, I say speak, so my speech, whatever I saw, whether it is accurate or not, I'm just verifying. Okay, so let me see another event. Even I pronounced properly or not, let me verify that and provide an update for entire Notion. So let's see, article module, sub Eastern, every page, each and every pages, uh, every card. I will say this is called card, okay, not page, okay? Because in Notion page, if you see, this is a page, uh, if you go inside the page, we have— these are called card, not pages, okay? So these are the cards we have to update. And each and every card we have to go and update that, right? So this is a page by page. I think this link I should give, not the other one. Okay, let me check if I'm doing correct or not. Let me once again— I think that was the one. So this is the page day-wise. Okay, it's okay, it will do it correctly automatically. So let's do that. Okay, provide an AI Codex so that it's okay. But at the same time, from a content-wise, we will go to our Learning Hub and learning.sap.com, and from there we will be checking out. So is there any way we have to do that? So let me go to the learning.sap.com, and there I will be going to the Smart Recruiter. Okay, so let me go there. So SAP Learning Hub is good for theoretical learning at the same time, but how do you apply? We're going to learn here. Okay, so now I will go here. Let me go to Smart Recruiters. Let me go here. It will be finding in the HR, and inside this we will be having your Smart Recruiters to be coming under Talent Management. So Talent Management has— this is a Smart Recruiter Learning Journey, right? So what I will do, so there are 2 courses inside this. It will be 16 hours course, okay? And what it has is, uh, we have, uh, okay, so these things we have a Smart Platform Introduction Academy. This is very common for everyone, but this is the actual learning. So your actual learning will be here, Smart Recruiters for SAP SuccessFactors Academy. Okay, so go here and here you will be— we will going through that. It's 18 hours learning journey. So what we'll be doing, we also parallelly we'll be doing this activity. So basically Mm, yeah, so this is— it is asking for subscription, like, because already I'm having a subscription, so why it is asking, I don't know, but, uh, it's okay. So I will be going to Learning Hub, and, uh, so inside this we have something. Let me go here, I will close it, I will start learning. So here, uh, I would recommend to go to the basic fundamental of this module. So meanwhile, I will be launching this, and so I will be also giving this link to Claude so that it will be following this entire thing here. It's okay. But from a portfolio point of view, from an architecture point of view, this is the architecture, okay? So where does the— not architecture, the positioning, I will say, okay? So where exactly your Smart Recruiter is sitting, okay? You can see that in the below we have this, the entire portfolio of SAP. Uh, we have in the top, we are having the experience layer like a mobile, Joule, Work Zone, WorkTech application, feedback, and anything. Inside we have a business data cloud everywhere, okay, across the platform. And here we have Employee Central in the core HR, workforce management, smart recruiter sitting here, okay, where exactly previously the SuccessFactors Recruiting was there. In the below we have a Skills Talent Intelligence Hub, then we have BTP, okay, business AI-driven. Yeah, nowadays actually they're still, you know, in progress. So entire thing actually they have covered here. So So the thing is, so when we go to the Smart Recruiter, we will be having this kind of a things, okay? So stay tuned for that. We will be having a lab very soon and then we will be able to having there based out of Winston Match, okay? So there is a Winston that is AI powerhouse. It's a capability suite of AI capabilities and parallelly we'll be also launching Ask Gemini, okay? Or similar tools we'll be utilizing for that how we can learn it faster, okay? So we will do that. So let's do that. And we will be saying that, okay, list the components of the Smart Recruiter ecosystem. What are the components we do have in a Smart Recruiter ecosystem? I mean, while what I will do, this entire module, okay, so this access I will be— this is publicly available. I will be sharing this, okay, this thing. You can utilize this another link for from Learning Hub, that is your for Smart Recruiter., and you can also take those contents and consider those in mind whenever you are designing the entire project plan for a smart recruiter using SAP Activate. Okay, so this is— I already told. Now the link I will be sharing here. Okay, so it will be utilizing both the link. So let's see, let's do— let it do the activities whatever is required for here. Okay, so it's okay. So I'm using the same Fable model. Okay, include runtime. So let me try out the Fable model. I've never tried this one, but let me try, see. Okay, so let it do its own activities. And meanwhile, we will be going through the— first of all, we will be creating our, um, map. And we are following the EPQC standard. Many of you know that. If you do not know, just to search for EPQC standard, you will be finding— you go to any AI tools and you will be finding the what is EPQC standard, will be understanding there. Okay, and from that we will be having, as I said, we have a Process Lab. Okay, so the Process Lab we will be going for, and also the Process Navigator. First of all, I will take you through the Process Navigator, and inside that we have— we will see where exactly the recruiting process lies there. Okay, so Process Navigator, I will be going there. Let me show that, that Process Navigator first. For the process library, by the way, and there is a separate process you will be finding. So let me log into that system. It's basically an SAP Signavio, and you will be finding here exclusively for recruiting process what are the things, okay? So if you go to SAP Signavio process navigator, so we have a business scenario, we have a business process here, then we have a solution process and everything. So what I will be doing here, I will be first of all resetting everything. So I do not want account. I will be choosing the filter here, business process, okay, solution process. So from here I will go, okay. So first of all, I will filter directly from the main navigator, from the top level. So then I will come to this, okay. So this is the home page. So the SAP Signavio Process Navigator, and from here I will be going to the business processes. So you can see that there is a business scenario, business process, solution scenario, solution processes. Okay, and also we do have roles, capabilities, and these are all enterprise architecture terminology, business architecture terminologies, and which you should be familiar. If you are not familiar, I will recommend to come to my Saturday classes, so where exactly I teach about specifically for focusing on enterprise architecture, business architecture, because that is the need of the hour. Okay, so to learn along with your anything whatever you learn, right? So now coming to the business and solution entities, here here, what you see, if I go here, the business process, okay? So let's say I will go into business process here, okay? So you can see that there are processes, there are modules, there are segments, okay? So you might be wondering what is the difference. So again, those topics I'm not going to cover today. So I will focus in today only on the HR, okay? So HR point of view, how we will, uh, segregate that. So I will be going here. So there is something called recruitment to retire, okay? And that is a business process. You have to come here and you'd apply a filter, okay? So then definitely you can see that is now reduced to the 4 part of it because we have selected the filter from here, the generic business process. Now it becomes 4 things: recruit to retire for contingent, recruit to retire for internal workforce, the internal workforce for public sector, and there is a specific niche industry, sports industry, they have talked about, right? So now, uh, for this Today's session, so we'll be focusing on internal workforce because that is what exactly we have maximum people. And from this context also, we'll be focusing on the energy sector today, right? That is the context for today. Now if I go inside it, okay, we have different things here: plan to optimize workforce, recruit to on. These are called different, different value flow, okay? So we call it different, different value flow. And here we have a business we have a three part of it, okay. So here you will be in this entire to retire internal workforce, you will think three things, okay. One is segment, second is a business activity, and business capability. So first of all, we will try to understand today's session. So, so people who do not know what is the difference among all these three things— segment, business activity, and business capability. So let's do an AI activity now here. So let's try to understand What is the meaning of a segment, business activity, and business capability in the context of Hire to Retire process exclusively for recruiting module? Recruiting module. And just to explain that with an example exclusively for energy sector, because today we are going to focus on the energy sector. So let's say, so that is the thing. I think it didn't capture my voice. Let me check the WhisperFlow. Just a minute. Okay, so let me speak again. I think— okay, it is actually captured here. So I will copy this transcript. I will go to the Gemini to ask the same questions. Ctrl+V. What is the meaning of a segment, business activity, and business capabilities in the context of hire-to-retire process exclusively for the recruiting module. Okay, and what is the example? Exclusive for that. Okay, so that's okay, uh, for just to focus on energy sector, focus on energy sector. Okay, so this is the AI Codex which I have used. So I will be also putting this AI Codex into our dashboard. Okay, so I will go to my dashboard here And in the dashboard, I will be putting the— there is a separate segment, I will be keeping it here saying for the AI Codex. And this, this is exclusively for all the AI Codex which I'm using. Okay, so AI Codex for recruiting, for recruiting and onboarding. Okay, so this is my AI Codex. Now here I go and I will be updating here this whatever the codex will be utilizing, so I will be updating here. Okay, so now we will be going to Signavio and we will try to understand this entire flow before we go to the topic, right? So what does it say exclusively for the recruiting? Okay, so segment is the strategic grouping. Okay, business capability is all about the what part of it, business activity is all about the how part of it, right? So this is how exactly in any organizations. So the things are organized at the top level, you will be having high-level category within the value chain, okay? And in that, so I may be having a question. People who are coming from business architecture background or enterprise architecture background, so what is the difference between a value chain and segment? Let's ask for this question, for the follow-up question. What is the difference between value chain and segment? Can you please explain with an example? With example. So focus on recruiting module and in the entire hire to retire process. Okay, so first of all, I will be capturing— first of all, try to understand here first. Okay, and we understood that strategy grouping is a segment. So here in this example, how actually if you see only segment, if you talk about, this is how it looks like. If I expand business activity You can see these are different, different business activity. If I go again for business capabilities, you can see that BC, BC stands for your business capabilities. This is how organizations organize this entire thing in using a BPMN tool or any similar kind of a tool like your SAP Signavio, right? So for HR point of view, this is how it looks like. Okay, plan to optimize workforce, and inside that we do have a segment, okay? The segments. What are the segments, by the way? If you understood correctly, if I'm actually collapsing this entire thing, you can see at present only we are seeing the segments here, okay? These are all segments, okay? Expand to segment, segment, like that, right? If I'm expanding further, so let's say Recruiter Onboard, this is a segment, okay? So Recruiter says it is a strategy grouping, I will say. And under that, again, we are having two things here. We have selected Attract and Require Talent for Internal Workforce. That is another segment. And similarly, Onboard Onboarding also another segment. Onboarding talent is segment. If I go further, okay, if I see here, these are your different business activities, okay? Developing a corporate branding, because in HR, in assessment and recruiting, this is what exactly we do, okay? Business activity, if you see here, that means how you do it, a concrete work activity or a particular step that is creating the value, okay, in the entire value chain, right? And it is the operational execution of a capability. So if she is Every business activity is linked to your, your typical business capability. Okay, so capability is all about what, that is, stable core functions, and the business must be able to perform to achieve its goals, and it defines the capacity to deliver value. So business capability is all about capacity to deliver value. So my recruiting model point of view, what is business capability, what is business activity? Because this is actually whatever I'm teaching, this is irrespective of whatever tool you're utilizing, whether you're utilizing Smart Recruiters recruiting, AccessSmart recruiting, or Workday recruiting, or Oracle recruiting, or any recruiting, Odoo recruiting, whatever module you are utilizing, that doesn't depend upon anything. So these tools are agnostic, irrespective of tools and technology. We'll try to understand first the business activity, business capability, and the segment. Okay, this is very, very important for all of us, right? So we will try to understand exclusively for recruiting module in energy sector for First, let's try to understand this, then we will be going to understand the difference between value chain and segment. Okay, so I will capture this. Okay, and inside this, what I will do, uh, by the— by this time already I have a Smart Recruiter dashboard is ready. You can see that, right? Which I will take you through in this, uh, that thing, something we'll be talking about in our upcoming boot camps. But already that you can see that Smart Recruiter implemented strategy scope, everything is done. Okay, so Claude has already done its work. So meanwhile we are learning this. Okay, so in this what we are trying to understand, the segment, the business capability, and the business activity. Okay, so we already understood. Now, now we are going to apply this for where we will be applying for recruiting part of it. Okay, so we'll try to understand. And this case study which you are talking about today is energy sector case study. So energy sector, this is an example we are talking about. So this is an organization called Omniverse Energy Limited, a fictional company based out of Houston, USA, and they're having 6,000 to 8,000 employees. So and so, and these are the different strategic pillars. They are looking for AI-augmented HR operations, where exactly your recruiting is coming into picture, right? So in this context, if I go for here, so they are having multiple domains in the architecture level. So this is from a TOGAF point of view, and this is their 3-year roadmap, what exactly they're trying to achieve by 2029, right? Okay, so this is like entire case studies you'll be getting once you enter into our platform as a premium member. So this details, uh, we will be sharing with you and so that you can participate and contribute, provide an evidence-based learning, not a theoretical learning, but an evidence-based, lab-based learning which will be going through. Okay, so based on that, what we have done is now we'll try to understand next part of it. So already now capabilities, as I said, capabilities are stable, activities are dynamic, segments will give you the providers cope. Okay, so this is purely from even learning from an enterprise architecture point of view. So here we are, uh, so we have all the details you're finding here. So from a recruit to onboard point of view, you can see that the list of business activities are— these are the 6 different activities you have developing. You are developing corporate branding, which is already part of the recruiting marketing. People who have learned SAP SuccessFactors recruiting, and we have a 2 module there, RCM and RMK, and later point of that they change the term RX and CX, Recruiter Experience and Candidate Experience, right? So in that we have talked about there's something called corporate branding. It was a part of your recruiting marketing or candidate experience module, okay? But the 6 things whatever you are seeing here, it is pretty much stable in every module, every product in recruiting. You do this activity, this business activity, you do it, right? So now what I will do, I will capturing these things into our Notion page and in in this Notion dashboard for AI Codex. So this is what exactly we are updating here. So business capability, what is the business capabilities? So business capability here is a talent acquisition and sourcing. This is our business capabilities. I will call out here. So similarly, it has given me a definition and exclusively this definition is exclusively for the energy sector. So we have basically have a vacancy. Let's say we're having a vacancy called Solar PV Design Engineer. That is a vacancy we are having, and we are going to hire an employee, uh, hire a candidate for this particular position, right? And what kind of, uh, business activity? One example they have given: you have to perform a technical competency screening, because this is a recruiting process exclusively for energy sector. Only resume is not enough, okay? Like any other jobs nowadays, only resume is not enough. People are very smart, Even the candidates are very smart. Based on the job description, they are able to generate an AI-based resume for you. And so resume is not enough, okay? So you have to give an evidence. It has to involve a lot of safety certification. Exclusively for this example which I'm talking about, energy sector, you will require a specific skill, and that skill comes with an experience, comes with a certification, some kind of expertise skills. Project site experience, engineering design expertise, a lot of other things. So why it is an activity, why it is not a capability? You might be having a question. So capability is actually, even if you change your recruitment software, let's say you are moving from Workday Recruiting or Odoo Recruiting to SuccessFactors Smart Recruiters, even if you change your recruiting software, you will still need the capability to source the niche talent. It is defined by the outcome. You have to— it doesn't depend upon the software to get them, right? So you require those kind of skills, competencies, and all of those things. But that is what exactly the definition of business capability is. Okay, but business cap— activity, okay, how it is different? So I will call out here. So it is a specific operational task within that entire process. So I am talking recruiting process. In that, we will be having a specific context. In this context, especially, okay, we have to understand the users, the candidates, a lot of other things, okay. And the person, it is a repeatable, repeatable activity, okay. So this is a particular step, okay, for a specific role, whether you are a recruiter or a subject matter expert for that recruiting process. And it requires the capability of this capability, whatever we have discussed. It has to be capable of executing that capability successfully. Okay, so talent, so that is what exactly. So capabilities are stable, as I said, and remains constant even if the sector shifts from thermal to renewable, whatever, maybe. Okay, but activities are dynamic. So they say activities are dynamic, so activities will evolve over a period of time. But the way you are doing it in the previous is a manual, maybe now currently in, uh, we are doing a little bit automatically, have done in SuccessFactors Recruiting. Now we are, let's say, upgrading to, you know, SuccessFactors Smart Recruiting. Now it becomes more of an automated way, AI-based. Okay, so in this way, the activities are dynamic, so your activities will be evolved. And exclusively, you are moving from manual screening process to an automated SAP integrated workflow design that will trigger an alert whenever candidate's SAP license near it expires. So that is also possible, right? So somebody's expiring the site license or something, you will be helping those. So as I said, so that's the difference between business capabilities and activities, and segments will be giving this endoscopy. Okay, what exactly? Because hire to retire is an ocean, so entire— we cannot manage hire to retire only, right? So you are just slicing and dicing this entire big ocean, this entire big value chain, into a small part. So we have a small part called recruit to onboard. So in the entire hire to retire chain, we are just having one part of slides called as Recruit to Onboard. So in this hackathon, in this, uh, workshop, whatever I'm doing today, webinar, I'm just focusing on that part of it. Okay, so now we understood the difference between business capabilities, activities, and all these things, right? So now we can see further. Again, we've asked a question here, what are the difference between value chain and segment, right? So value chain is the highest level of organizational architecture. It encompasses the entire end-to-end journey, but segment is a logical subdivision. Manageable chunks here. Okay, so here if you talk about entire employee lifecycle, that is a value chain. But if you're talking about only specific stages of recruiting or onboarding, then that is segment part of it. Okay, it's like an analogy. If you talk about your value chain is entire book, but book have several chapters. Let's say the book is having 12 chapters. Okay, then the individual chapters are known as a segment here. So in this context, I will be also also showing you something which actually I have done it for you. So in our Capabilities Academy, we do have a segment, okay? So I will be showing you that how exactly we have designed for HR, right? So we have a 7— out of 7, we have already done for 6 mind maps. So in the mind map, if you go here in the HR boot camp, whatever boot camp we conduct, even we follow the same strategy, okay? Whether it's the Workday or whether it's Oracle or SuccessFactors, doesn't matter. So our talent acquisition, we have a separate HR capability we call recruiting and onboarding capabilities. And as for the APQC standard, we have— we are putting it under talent acquisition and workforce entry process area. Okay, and the boot camp, whatever, we will be also shortly conducting the boot camp exclusively for— we have already done a boot camp for, you know, workforce foundations that was exclusively for Employee Central. The second of— this is second edition, and the first edition we have done for Architecting the Growth and Leadership, that is for succession planning, and we have already done that. So now in the next stage, we are going to conduct a bootcamp very soon exclusively for the Recruiting and Onboarding module, and it will be 3-day bootcamp. If you have not signed up, sign up, and just go to our platform. And as I said, simply go for register for the hackathon and you can get the access to to it. If not, you can just simply let me know if you are not able to access that. Okay, so this is what exactly we are having: recruiting, we have performance management, goal management, then we have a compensation, rewards, learning, payroll, time tracking, employee experience, HR automation and AI, people analytics. There are different, different, uh, process area. Based on that, we would be having 12 different boot camps. The boot camp names are agnostic of product. As I said, everything starts with architecting because our North Star is to become an architect, okay? So become an HR architect in this domain, right? Or domain architect, HR domain architect, right? That is not about a designation but about the how the outcome and impact we are focusing on, right? So now in this context, now we will be continuing our journey. So this also we have to understand, recruit to retire is a value chain and the segment example will be recruit to Onboard is a segment, okay? And within that segment, we do have business activities. So like attract and acquire talent, onboarding talent, all these things are there, okay? So this is what exactly the further and further we can go for here, right? So now I will be also copying this response and we will be going further, okay? And we will check out the activities. So this is what exactly we thought of sharing with you. And this is from SAP Signavio point of view, already discussed. Okay, so now we will be going further. We will be trying to understand each and every business activities, how does it mean. Okay, so let's say I will be going for this particular business capability. So let me go one step back. So we already understood the— this part of it, recruit to retire internal workforce. So this is a segment. Inside the segment, we we will be going through attract and acquire talent. This is the talent, this segment we will go further. And inside this, if you see, this is a business, also it's known as a business process by the way, okay. So this is a business process, attract and acquire talent. So this is your business process, and inside this what you see further, BD-BA, BC-BA, okay. So you'll be a lot of things you will be finding, maybe it's a little wondering for you, what are this. So this is nothing but Business Domain. If you hover around it, you'll find it. So here it is a business area, okay? Do not get confused, this is not a business activity, it is a business area. In the capability, how the structure is mapped, you can see that, right? So here we have a BD, BA, BC, okay? BD stands for Business Domain, under that we have a Business Area, under that we do have a Business Capability, okay? So this is the for organization management. Now for Talent Acquisition, this is the BABC. Okay, this is a business area, okay, and this is the business capabilities, okay. So now we will be having a further discussion. So in this entire platform, we are having a business area, uh, we have a business capability. So here BA stands for Talent Acquisition, and business capabilities— we have 4 business capabilities under BA, that is your Candidate Experience Management, Employer Brand Management, Recruiting, and Talent Sourcing. So these are the 4 capabilities we are having under Talent Acquisition. It is irrespective of you are using SmartRecruiters or Workday or Oracle or Odoo or any other HRMS software or HRIS software you are utilizing. So let's try to see all this thing. And okay, so now I have a question here: business activity and business area, okay, what is the difference? And explain in this context and expand all this business capabilities. For energy sector. So this is how we will be leveraging this, and let me go here further. So distinction between a business area and business activity, right? So this is in the context of, as I say, business area, that is a functional domain, right? And like it's a broad, and further that we have for the activity. So Activity is more of an execution task, okay? So business area is more of a functional domain. So what is how— that is how they have defined here, okay? So now, uh, if you go for further capabilities-wise, let's say I will be expanding these capabilities. So any software you go, they will be having Candidate Experience Management because that is the key thing for your entire employer value proposition point of view, right? So this will be able to manage your, you know, all these things from a mobile application, web applications, that branding should be taken care, positioning the form as your, you know, sustainable energy transition. So later, so there are some employer branding is there, recruiting, how do you entire those entire activities, right? Talent sourcing. This is what exactly they have done, right? So you have defined the area, then defined the capabilities, then defined also the activity. So there are all this slight difference between among all of these things, you can see that, right? So this is what exactly. So for this, so now I will be capturing this and we will be going further. At the same time, I'm also capturing the, the AI Codex, the AI prompt which I have given, so that you can also try this prompt in your favorite AI tool. So I will definitely enhance this later point of time, but for now, as we running notes, so we'll be going through there. Right, so now what I will be doing as a part of this activities, anyway we'll be going through this entire thing, right? So what happens, the candidate experience management, what happens in your go, if you go each and everything you will find it further and further, okay? So if I go to candidate experience manager template, but these are different, different business capability as I say, okay? And there is this detailed description how do you manage all of this thing, okay? So now this is what actually we have understood. Now we'll be expanding further to the further and further. Let's say I will be expanding up to the business capabilities, everything, right? So now this is how entire structure is maintained. Now what I will do, I will close the Gemini and I will go first of all take a snap of it. And this is how a typical recruiting process from an architecture point of view, okay? You might have done a lot of other things, but we are looking today from an architectural lens. So how does actually it looks like from a business process point, from industry point of view? This is— this covers almost 25 industries. So irrespective of industry sectors, this is pretty much applicable everywhere. Okay, so we are already expanding the business capability level. Okay, so what I will do, this entire thing I will, uh, let me check. I think there's no downloadable options, but yeah, this value flow point of view, this is the value flow. Okay. And inside this we have this many things. Okay, so if you go each and every thing, you'll be getting a description of it. So I will highly recommend that, uh, let's say we will start with, uh, develop corporate branding. Okay, so let's ask this question to AI how exactly it is done in a Smart Recruiter. Okay, so we will go capability by capability like this. Okay, I'm going to implement SAP SuccessFactors aspect of smart recruiting. And now we are going to have a discussion with the client exclusively for the business activity, develop corporate branding with business capability employer brand management. So list down the questions which I should ask during the WhatsApp and also tell me, do a map, how smart recruiter will be able to manage that considering energy sector. Okay, so this kind of a prompt you should smartly ask to any AI tool you are using it. But let me see the answer. Okay, so, so no, actually I have told WhatsApp, it has actually messaged WhatsApp. So I have to change a little bit to my text. WhatsApp, I'm going to implement, uh, I'm a certified, let's say, certified SAP SF Smart Recruiters Consultant, going to implement SAP SuccessFactors Smart Recruiting and discuss with the client exclusive business activities, business requirement gathering, I will say. Okay, gathering, develop corporate branding with business capabilities, employee branding management. Now list down the questions which I should ask during the workshop. Also tell me, uh, mapped Smart Recruiter will be able to manage that considering the energy sector. So definitely this kind of questions in, in Notion table format. Map the business requirement with SAP SuccessFactors Smart Recruiter technical capabilities. Okay, so let's see that. So this is an AI, this is a prompt which I have used. Now I'm going to document that part of it which will be very much essential during my discovery page of the project. Okay, so now what I will do, I will be posting it this entire guide. Anyway, this AI prompt you'll be getting if you're already part of our membership. So upgrade your membership or join our membership together. This, if you're watching it from YouTube or some other platform, I'd highly recommend that, right? So now I will go here. So towards the end, I will be going here today. Okay, so this was the prompt AI Codex for me. I can always enhance this, by the way, but for now, the raw Codex, whatever is coming to my mind, I'm just speaking it out. And based on that, we will be, uh, always enhancing at a point of time. Okay, so, but actually AI is understanding my intent even if I'm not speaking perfectly fine with the exact requirement, but it is understanding my intent, which is very, very essential. Yourself. Okay, so that is also required in your project whenever going through this particular stage. Okay, so now what I will do, I will be capturing these things into my Notion page. Okay, and at a point of time we will be moving to those cards wherever is required. Okay, so this is what exactly the discovery questions and for this activities. And also SuccessFactors point of view, this also have actually it has given me a recruiting point point of view, because that is something pretty much available. So we will be customizing it for Smart Recruiters, by the way. Okay, so we will do that. Okay, so at present, uh, most of the AI things they are actually picking up because recruiting, onboarding, RCM, RMG, there was for a while, right? For that reason, so we have to customize it. So we will be putting another column. Okay, so all these things. Okay, so this is how exactly you can do that. So and we will continue with that. Okay, so this is the corporate branding point of view. Okay, so I will say that follow smart recruiting, not SAP SuccessFactors recruiting, RCM, RMK. Rather, update the table as per the smart recruiters only. So this was the— for this. So it will update that. So let's see. Yeah, Smart Recruiter, based on that, now we got an update here. Okay, so this is the update we'll be having in our platform. This is what exactly. Okay, so now I will just copy this, this entire thing. It is— now you can see the sources, whatever you prefer, because I exclusively told that we follow Smart Recruiters, not SuccessFactors Recruiting. CMRM kit, right? So this is how you will be distinguishing our mapping, your business capability. These are my business capability I'm having. I'm doing a mapping of sector also. I'm doing a technical capability mapping for targeted product. Our targeted product is what? Smart Recruiters here, right? And same thing you can also do it for if you are working for Recuorday. So you can also do the same thing here. Okay, so if I say repeat the same activity for Workday, Odoo, as well as Oracle Fusion Recruiting. So Workday, it has not pronounced, captured my word properly. Workday, Odoo, small enterprises, individual, even I am using Odoo ODU for my organization. So that is pretty much based on the need, okay? So you can see that based on that what it has done, it will be doing the same activities and, uh, each will be capturing those moments, capturing those differences among all these things. So you can see that. So what I will do, I will capturing those who are coming from Workday, ODU, Oracle background you can refer it back. So technically, we are technology agnostic, as I always state, right? Irrespective of that, because we are focusing on business capabilities, right? So in this context, you will be finding, uh, pretty much it is helpful, okay? And at the point of time, I will definitely enhancing this activity. So now with that, uh, we will little bit of, uh, going back to our, uh— so, uh, anyway, this activity you can continue It will take some time. And your task for today, if you're watching this, and to do the same activities for all the business capabilities, exclusively for the recruiting or whatever module you're interested, right? Go further the tree and try to do this activities and go deep dive here. Okay, so here we have, these are different activities segment we have, then we have business capabilities. Okay, so now I will, what I will do So this is the part. So we have— these are the different business activities, okay? So these are the recent activities. So I will say that this is my recruit to onboard, okay? So I will say that— let me go to ChatGPT for that matter. No, I will be going to my, uh, industry architecture AI. So I will— for that, I will go to AI Fiesta. Okay, so this is the tool which I use, and for that I will be going to the projects. Inside that we have an energy sector projects here. Okay, and inside that we will go for the Super Energy. Okay, and for this I will say that do this activities for here. So this is— I'm uploading. Yeah, certain images it will not allow you to, you know, like other— some of the AI tools they will not support. But anyway, this is an aggregator. What I will tell, so first of all For Omniverse Energy Limited, which is the energy sector company, we're going to implement SAP Smart Recruiters module and for recruiting model. And these are my business areas, and then I will be giving you the business capabilities as well. So now you map all of this business areas, business capabilities with Smart recruiter's technical capabilities and for energy sector. Okay, so this is what I have told to the AI. So now what I will go here, I will go to my again the Signavio process flow. So from there I will capture— let me go there. Where is my Signavio? Uh, just a minute. This is my Signavio. And yes, so if I go expand, okay, like this. I will be finding entire business capabilities here. So these are my business capabilities. First of all, I will be capturing this here, okay? And in a single screenshot I want to give it because I do not want to confuse AI for giving a wrong answer. Rather, I will go to Canva, and in the Canva I will go here and capture a screenshot. I will capture one page here. So let's say I would be going to the next part of employees. These are the Employee Central specific we have done. So what I will do, I will doing the same thing for, uh, your recruiting module. So for recruiting module, I will just paste it here. This is what exactly we have done. There are different business area, we have a segment, business area and business capabilities. Okay, so further we will take it further. We have a workforce inclusion and all of these things. Then the further we have, these are 3 more business area capabilities, and these are the actual thing, right? So all the mapping we can see here, right? So the first one is what it's already covered. So I have— I will capture your entire thing, then I will go to Canva, then, then I will give you prompt to the AI. Otherwise AI will do mistake, I know. So now what I will tell here, so here we do have a— I will put a text here. So text is here, I will say the heading, the heading I will put it here as, uh, Attract to Attract and Acquire Talent. That is my business, that is my segment. So I will say Attract to Sorry, I should pronounce it wrong, so I will minimize it. So this is a recruit to onboard, by the way. So recruit to onboard, I will say recruit. So let me go here further. Recruit to onboard, I will talk about it. Let me go to the template. Okay, so this is a template and I will go here, say Recruit to onboard. Yeah, so this is actually highlighted and I will make it a different color code so that I understand. I'm using Azure linear gradient color and this is the recruit to onboard, but as a part of that, okay, so I'm not talking about onboarding anyway, but but what I'm talking about here is more detail about the process. Okay, so if I go further, let me go here, let me go back to the process again. So Signavio, so this is the recruiting part of it, but there is an onboarding also. So onboarding has a minimum thing, so I will be also adding it here. Okay, so this is something I will be adding here. Same thing here. So I will go here and update in the Canva. And this is— we are mapping to the experience. Which experience? This is a recruiting part, this is the onboarding part. Okay, we are distinguishing here, right? And as I said, uh, the layer is like here, uh, the Recruit Onboard Process. And here we're talking about— we have— we are following which one? The bootcamp Architecting Autonomous Talent Acquisition. That is our upcoming bootcamp. Today is just a trailer for that, okay? So we are not going detail in the bootcamp only, we will be going deep dive, okay? So for that is— this is a precursor to that session, Architecting Autonomous Talent Acquisition, right? So I will type it here, Architecting Autonomous Talent Acquisition, right? So it is already written that. So inside that we are having Recruiting to Onboard, Recruit to Onboard, okay? So I will say ask again this further question. So Recruit to Onboard is a segment again here in this entire value chain, right? And we have Business Capabilities and we have business activities. Okay, so this is how, uh, we— it looks like. Okay, so now I will capture this instead of other things. So think like an enterprise architect, I will say, otherwise it will not understand this thing, terminologies. I will remove the other screenshot, I will put it here, the new screenshot. I will upload this and here I will go about it. Let me go So now what I will do, first of all, I will be adding a sentence, otherwise you do not understand. Act as an Enterprise Architect, think about your value stream, think about business domain, think about your business area, business capabilities, business activities. So yeah, that's it. Act as an enterprise, think about— okay, I have repeated that. Business domain, then business area, capabilities, and business activities for Omni Versatile Limited, which is an energy sector company. It's okay. So now what I will do is, uh, this is okay. Uh, for now, map all the business areas. Okay, so now this is what exactly I will be looking for. Yeah, let's do its own activity. Meanwhile, we'll be checking the Claude, what actually it has delivered. So it has actually written all the 34 cards, it has rewritten. Okay, and renaming the dashboard with the this so-and-so. Okay, the title rename was not approved. I will leave the dashboard name as is and process it with the corelDRAW. It's okay, okay. 24, these things, AI Codex, okay, okay. So now I will go to the— this part of it, okay. And I will see that— so anyway, we will be going— when you go through the hackathon boot camps and all, we will be going through each and every part of it. But at least you can see that what in each and every pages we have a small recruiters, it's already placed. Okay, so this is the place I have to strategize and scoping, joint agreement, all these things. Okay, and recruiting first, onboarding in the latter phase. Yeah, this is the critical activity. Then we have OCM part of it. This is an organizational change management point of view, how to move the smart recruiters, recruiter and hiring manager. So this is already the space for you, okay, where exactly you have to document what exactly you are going to. So this is what exactly I'm going to SR Cap activity, I will be explaining to each— already you have already attending the hackathons, so you're already aware of each and every phases what to do. So now for everything, we will be having a codex every days, okay? And based on that, you will be capturing for every days, uh, you will be having AI codex. So let's say AI codex for the day number 1, right? So SR, you can see there's already coded here, we know SR Cap day 1, that means it's a smart recruiter, right? SR stands for Smart Recruiter, and already we have a codex ready for you. You can see that, right? So this codex we are going to utilize, and in your, in your project you are going to execute it, okay? And I'm going to show the first codex today, and the remaining things will be in a, in a suspense. Once you enroll into our platform, into gold membership or any other higher membership, you will be having access to all of this codex and readily available, and which will be practically implementing. It is super easy for you as a solution architect or enterprise architect, doesn't matter. So that is what exactly we're going to learn, right? So one codex we'll be trying today, uh, as an experiment, and then other codexes you will be performing in your upcoming activities, okay? So every aspect, it has created the codex for us. You can see that how easily it has done it, okay? AI codex for data migration. So if you go to data migration, you'll be finding, uh, from entire You know, uh, purely from a recruiting point of view, it has given me a codex for that. Okay, how smartly it has done, right? Similarly, if you go for AI codex for, let's say, day number 21, so it is all about your other activities. So candidate relationship management, how do you do that? So this, all the codex are ready for us. So it is a— it is— I was able to do it very fast because already I have trained my engine accordingly. Okay, this AI engine, whatever I have developed in the backend utilizing multiple different best of the best AI tools, right? So for the reason I was able to do very fast, okay? But anyway, I will be guiding you and how to do this, and this templates will be yours, okay? Once you enroll in the platform, okay? We have done the cloning of it, okay? So this is what exactly we have done. So you can see that from architecture point of view also, it is very clearly now clarified, okay? Value stream is a recruit to onboard, business domain is a talent acquisition, business area is the 5 areas from the age, 9 activities, and 13 capabilities. So 5, 9, 13. Okay, so what you see here in this Canva diagram, right, we have what, right? So first of all, if you go back to the Canva, I'm going back to Canva to understand whether it's correct or not, right? So we'll try to map it. Okay, so I will try to copy this code. I will go back to Canva to verify whether actually it has, uh, captured the same thing or not. Right, so I will go to the next page. So this is the copy I have done. So from enterprise architecture point of view, business domain is talent acquisition. Are we correct? Yes. So yes, talent acquisition is your— here, business domain. And under that we have 5 business areas. So what are the 5 business areas you are seeing here? Okay, 1, 2, 3, 4, 5. I think it has done a little bit mistake. Let me check it out further. Uh, 1, 2, 3, 4, 5, 6, 7. Ideally 7, 8, right? So it's actually— anyway, if you're leaving onboarding also, let me check it out how actually it has done. Okay, so Table 1, Master Capabilities, Business Area. So Business Area, Business Activities, Business Capabilities. So this is how exactly they have done it, uh, the mapping, entire Mapping is ready. So now we have to verify this business area summary, right? So it has told me that they have considered 5 business area, right? So I will ask for it. Tell me the 5 business areas you have considered and 9 business activities and 13 capabilities from the image. So it has given me a different way. So it is not 5 business areas. So it's a little slightly— it has done mistake. We have to correct it, by the way. Okay, so we know how to correct it and we will be doing that correction. But the good thing is it has also created a Marmite diagram for it. You can see the entire Marmite diagram. And from this we will try to understand also business area they are talking about. Attract and acquire talent is a business area. Let me see that. Source and recruit, okay, business area. Screen and select, offer and job hire, onboarding talent. So this is what exactly they're calling it a business area. But let me see that in the Signavio. Actually, the segment, by the way. So actually, I think they have taken the segment as a business area. So they have little, I think, done a mistake here. But anyway, we will be able to correct that. So this is, uh, I will say that, okay. So these are the different, uh, anyway, these are business activities, we will call it. So I will call this as a segment. So under segment, we have business activities. And so these are different, uh, I will say that In this example, you will be finding there are business areas, sorry, business activities and segments. So segment example is we have Attract and Acquire Talent, that's a segment. Onboarding Talent is a segment. Under that, we do have a business activities. Develop corporate branding is an activity. So similarly, we have 7 business activities under recruiting, under attract and acquire talent segment. Similarly, 1 business activity under onboarding talent segment. I will copy this, paste it here. Okay, so I will further clarify that. So this is how actually it is differentiating business activities. So as I said, Yeah, 7, right? Then we have a further business capabilities, right? So I think this is structurally correct now. Yes, segment is onboarding, are there 13 business capabilities? Okay, so I will say that, uh, in this context, this— because it is going to be updating the table, okay? So what I will tell now, I will go back to Canva. I will clarify that in this diagram. BC stands for Business Capabilities, and those business capabilities are directly mapped to the business activity. I think it is able to capture it. Let me check it out. Yeah, I will copy it from my WhisperFlow and I will go here. I will update it here. Yes, now it will be doing the revision and will update that, right? So this is now perfectly fine. I will be able to do those activities. And anyway, so this is— I will continue, I will update all of these things. So now we have a clarity that we have a segment, we have business activities, and we do have business capabilities. This business activities are more like your business processes, okay? So I may ask a question here: business activity, how it is different from business process? So it is going little bit detail. But anyway, so your job is now enroll for the boot camps if you have not done that. So we will be going through simple membership model and then we will be proceeding further where we will be discussing the entire flow. We will be trying to implement following this strategy. So today's session is all about the strategy. I have given you the map, I have given you 21 days path, okay? And many of these things we are going to disclose once we go through the detailed challenges because these are all challenge-based, okay, model, right? And every day we do have some activities for you day by day, and I will also still improvise. This is not a static one, whatever you're learning today. And again, this will be something we call a capstone challenge. Okay, so this capstone challenges will be available only exclusively for the members, premium members, and for that you need a membership. If you have not done that, so just to go to— once again I'm saying that you go to the platform and from the platform itself you will be able to subscribe. You're already an existing member, chill, so you don't have to do anything, just to follow the full and I will interacting with you in— looking forward to see you in upcoming bootcamp. So today's session is just like a precursor to the real bootcamp which is going to happen shortly, and I will be notifying you. And this month, once we have access, so based on the students and count and all, we will be talking about the logistics part of it. Then we will be— but for this session, just to go through this and at the same time utilize AI AI to have a subs— high-level understanding of the Smart Recruiter from the Academy because it's publicly available. Okay, I'm not going to read out each and everything. So from here, right, rather we will directly applying this thing. So this is a theoretical part of it. So we will be understanding how to create a job template, all these things. So actually we are going to utilize anyway. So these things all we are going to do is very easy by the way compared to a traditional recruiting module, right? So You'll be understanding, you'll be all those things we are going to do activity. So I highly recommend go through this. Okay, and this is all about configuring jobs. Then we'll talk about advertise is all our recruiting marketing, whatever we have studied right in the traditional day. Then we have module for candidate experience, entire candidate experience modules is here. Then we do have interview settings, interview process, then entire hiring process, offer process. We have communications management process. Then it is following a Winston, uh, your AI for the reason— how do you— this was not there, never there in our traditional recruiting module in SAP SuccessFactors. So this tool is actually having its own chatbot, we call it Winston chatbot. Okay, and similarly we'll be managing the CRM. CRM stands here, stands for Candidate Relationship Management, not customer relations management. So again, from a compliance point of view, how do you consider? So this is all about a very small, you know, one of our— I'm happy that one of our members already have been certified in this, and we will be sometimes introducing her. And so anyway, this is pretty much easy, and don't think that is too difficult. But we— I will be— and we will be understanding, we'll be going for it. We'll just— investment of around 20 hours, okay? So we will be doing that. And even our bootcamp bootcamps also 3 hours. In the 3 hours we do, and but your activities will be for a hackathon, is like, uh, 21-day challenge. As I said, within 90 days you have to perform everything right, understanding end to end, right? So for the reason, uh, this is what exactly we'll be going through. But at the same time, just to stay tuned for the upcoming bootcamps, and once again I'll be sharing the link, okay? So we just go to the, our platform and success Labs Academy, and inside that you have an option so you can subscribe. So for a hackathon, uh, you will need, uh, a very basic thing. So you will be going through minimum Silver membership for hackathon, but for detailed boot camps and workshops and all, so that you require a minimum of gold or diamond, okay, depending upon your membership. So you'll be getting a depth of it, right? So we can go for go for it. Start with the Silver membership if you're not a member in our platform. Go for it. And the links will be shared in the— in this channel, in the YouTube channel, in the below the comment you'll be getting through. And also you can connect with us, okay? And details are there, right? Pretty much. And that's all about the hackathon. But again, so if you are going for about— so you will be starting with the journey map. By the way, we do not start anything directly, so you have to fill up the journey map. It is free cost. So simply go to the journey map, start your journey from here once you register, and go pick up any of the sector because that is the— based on that we're giving a case study. So then you choose your application architecture if you're focusing only on Smart Recruiters, okay? Application architecture, if you're already certified in application architecture, maybe something you are looking for more, maybe some other architecture you can focus like integration or something like that, right? But, uh, people who are going to learn Smart Recruiters, I will highly recommend to go for application architecture. Then you focus on— if you focus on implementation side of it, definitely many of you are becoming a consultants, right? Or already a consultant, we are upskilling yourself. So focusing on the implementation side, but for that also need understanding of— if you're already understanding process product, okay, but again still you can catch up something new. Every time I teach something new, right? So up to this you can select, okay? Then if you're looking for already have understood but you are focusing on certification just to you must mention that. Or you're going to crack a job, a job interview you're having lined up, you can choose interview. If you are not, uh, all of this, maybe you are in a senior manager role or something like that, you want to understand only the project management point of view, so the entire activity, activity template will be given to you, right? So that you can plan much better, right? So it's readily available today using AI, which you can definitely do this very easily, and you can do that, right? Similarly, if you are a research person, you can go for research portal. Okay, so, so many other things are here based on your priorities, and you can choose and submit it. And according to that, you will be getting access to a platform. Again, for— we follow evidence-based learning approach. Okay, so you'll be getting access to school platform where exactly you go and check it out. You would be getting a separate access for individual module. So the way you are seeing for energy sector, for Applied SESS, for Employee Central, for energy sector, metal sector, similarly you will get 11 different sectors. You can choose any one of the project you can pick up, and you have to— this access will be limited, it is not lifetime access. So your recruiting module, based on whatever you're learning in the hackathon, so you have to apply that within 90 days. So 90 days is the hard limit, but inside that, 21 days is the actual challenge where you have to complete everything. And you are given extension time so that you can practice more, you can intern or remember, understand those entire flows. So for the reason, 21 days is the soft limit and maximum is 84 days, and within 84 to 90 days we are doing the evaluation. So evaluation, the continuous evaluation. So let's say we have finished before 21 days, your evaluation start from the day of submission. We will not wait till 90 days, right? So let's say today, July month. So currently we are in this live, and suppose let's say we are in July and we are finishing in September. July, August, September, okay? So you don't need to wait till September, rather you can finish it before. If you finish in July itself, it's well and good, and you will be evaluated accordingly. And if there is any shortcomings, okay, we will be— so you will not be getting any certificate from our platform, okay, evidence-based, okay, unless you complete all the activities. And these are all evidence-based, not your MCQs the way yesterday used to do earlier. Even if you are getting certified, but your actual thing is your evidence. Whatever the challenges I'll be giving to you, to submit those challenges, submit those evidences in the platform, right? So that is how it has been designed. And from the category-wise, you will be introduced to something called Industry Immersion Lab, okay? So all these things are not specific course you'll be finding, okay? This is a— so you will be having Industry Immersion Lab, we call it IIL, okay? Industry Immersion Lab. You will be given access to a particular industry sector, and in that you have to execute the entire module, whether it's a requirement recruiting or onboarding, whatever module you're choosing, right? Because today's session is more about recruiting, so I just talked about that, right? So I think that's all about today's session. So if you enjoyed the session, just to say a comment, how did you like it? And looking forward to see you in upcoming boot camps or hackathon or what's up, or super class or master class, whatever it may be. But this session, this kind of sessions will be coming the next Monday, will be coming with the new another episode and maybe another module, maybe another capability, another course, but linked to HR, right? So HR workforce, as I say. So Monday sessions are exclusively designed for Workforce Monday. If you find something is interesting, share with your colleagues, share with your friends, whoever, okay? So this is a free session for community session. This is— I do it for every— it's free of cost for everyone so that you can just get awareness for it. This is an awareness session, I call it, okay? But if you want more involved into our learning journey, I welcome to our community and where exactly we go deep dive into each and every topics in a personalized-based learning. Okay, so AI-driven, so all these things we go deep and deep. If you've attended the session till end or if you watch the recording or you have seen this video on YouTube towards the end just to see, I have, I'm, I have seen this, okay? Or share your top 3 learning. Those who are sharing the learning, top 3 learning, definitely they are going to get a gift, okay? And this is something you will be going through, and you can— I will definitely say that, uh, you can just share the comment, the top 3 learning, whatever your key things, what are the new things you have discovered. So in the format, we follow a format called Discover. What are the things you have not learned? Whatever you— maybe an architectural thing. Today I talked about business activity, business capabilities, all these things you may not be aware of it. Okay, share your top key learnings today and definitely drop your, you know, you can, you know already my email, my LinkedIn. So I'm very much active in LinkedIn, just to follow me in the LinkedIn and inside that you will be getting, getting details about, okay, you can DM me and also tag it. So whatever you launch, okay, and tag it so that I will be aware of and you will be getting a free gifts as I promised. Thank you very much. Signing off, Dr. Niladri Bihari Nayak ☁️. Take care, God bless, and see you the next Monday.