 Crystal says, I am looking to create a database not sure where is best yet for potential employees. I need to be able to easily search this when a new employee is required, especially on their skill set. What tool would I be best to use on Office 365 or SharePoint? So there's a few. I mean, you've got the whole contact card and people filling in. The details of history that kind of delve back in and profiles and things that you can search across the business. You could set up lists with it. You could set up. There's so many options here, really. So let alone third-party tools that are databases of information. It depends on how much you want the individual to fill it out. But through their contact card and stuff like that really helps. Does Viva have the new people? Yeah, paper card. Is that available yet? It depends on what they got. Are those for external people? Because this is specifically potential employees. So they're trying to keep a database of maybe I want to hire somebody. So they're not giving them a license. So for me, SharePoint or lists make sense. And I can always create a relational database using several SharePoint lists. You make one list with the employees or the person's information. You make another list with all the documentation. You have a lookup field that goes back to the employee or the people list so that you can tag all of the documentation that comes with it. Whatever their search, their resume, any of the other stuff. Maybe a URL to their blog or their website or whatever. And then if you really want to over architect it, you might as well throw a power app on top of that with some galleries in there. So that you can search and scroll through and find the people. And when you click on a person, it pulls up all their documentation. Build the power virtual agent that just you just go and ask. I'm looking for somebody that can help me with this. There you go. Start from Microsoft form. So the person fills it in and puts it in in the first place straight into the Excel document, which you can convert to a list that then does what you will fail. You use a power automate that ingests that information and puts it right into SharePoint. Hashtag better together. Yes. And then of course you will obviously have to put a Power BI dashboard out there so you can, you know, slice and dice and find how many people know this skill or that skill. And now we've got the entire power platform working together with the the anonymized data within Viva insights. We don't know individual but if the organization is large enough, you can tie it to the, you know, that person's profile against the company wide standard. So you can also as part of this automation, identify really how that person's skills and capabilities self reported and and team reported ways against those company wide standards. Are they really experts, you know, so yeah, there's a lot that you can go build. I think we're doing this partly ingest but it's the it really is like what are you trying to do? How much time do you have? I would love to build that. That'd be fun. There are people that you can hire. That's not my idea of fun. That's not my idea of fun. That sounds like pure hill to me. SharePoint list, a Microsoft list that has that depending on an even simpler solution there. It just has it's a matter of, you know, creating the columns capturing the skills as part of each of those profiles. You know, they're looking because my first thought is yeah for potential employees would be like well like a vendor list like a consultant list. Exactly. Who are the people that I could tap into that have these skills that we need for for this problem. The downside would be. I was going to say like pull out the Rolodex folks command. As we're searching for not necessarily the same skills that we're used to the downside would be it's the skills of a project that's a new topic that we're often going out to employ someone that we don't have internally. And that's where you may not have that data capture in the first place. So, you know, if you've got something where you've even scanned in resumes or in some OCR capturing where it then pulls the pulls the information out of resumes of just some of the most random words that you might need to pull as well. Because that's that that's where that gap really comes into play because if you're only taking down the things that you're fairly used to having inside of business and and not the other stuff in your columns, then you're going to have some trouble around that. So that's where you might need to consider what you what you need to capture in the first place. Well, and that's why with external folks it's always going to be, you know, old outdated data as soon as you've captured and published. I mean you'd you'd have to constantly go and pull that in. That's one of the reasons why I love some of the new Viva features that are again we're talking about internal, not external, but that it allows you to go and query like what's happening in the organization and who are the experts based on the work actually being done. That's the vision of what we're moving towards. But externally, unless people are keeping up to date and adding their projects in, you know, the profiles are as fresh as the last time everybody updated. And they'll always be that gap. Yeah. Yeah.