June 10, 2021

5 Ways Eightfold Turbo-charges Sourcing and Screening With Workday (part 1 of 4)

We’ve done a number of blog posts recently on how to get more out of your ATS. How augmenting an applicant tracking system like Workday Recruiting (one of the most commonly used systems) can help achieve your talent-acquisition and talent-management goals.

This four-part series will delve in deeper into this ATS-AI combination. It’ll cover four items: 1) candidate sourcing and screening; 2) interviewing, nurturing, and candidate engagement; 3) career sites and the candidate experience; and 4) diversity hiring.

We’ll tackle candidate sourcing and screening today. Each Wednesday for the next three weeks, expect the rest of the series.

Regarding sourcing and screening, here’s the upshot of what happens when you pair the AI found in a talent intelligence platform with Workday Recruiting.

Intake: Recruiters and hiring managers aren’t always on the same page when it comes to screening criteria. But with Eightfold, recruiters and managers “calibrate” reqs in real time using attributes like adjacent skills and alternate job titles. The AI uses this calibration to find and rank candidates. Recruiters finally become talent advisors to hiring managers.

Sourcing: There’s an alternative to expensive job-network subscriptions, agencies, and post ‘n pray. In your Workday Recruiting system, you’ve got current employees in the Workday HRMS, past applicants, alumni, and employee referrals who could make great hires. Unlocking them with AI reduces hiring time and costs.

Screening No.1: Resumes just don’t offer enough information for recruiters to assess a candidate’s qualifications. Resumes are self-assessed, self-reported, and often under-represent capabilities. AI automatically enriches candidate profiles. This tells you what skills a candidate is likely to have, even if they left them off their resume. And, you see the skills candidates may not have, but can quickly learn. All this information helps you focus the job interview on skills, not silly interview questions that don’t correlate to a quality hire.

Screening No. 2: Manual reviewing of resumes doesn’t scale. It’s slow, and a heavy administrative burden. Eightfold automatically identifies the best-fit candidates, and does so free from bias. This allows recruiters to work much more efficiently and take on more value-added activities.

Talent Rediscovery: Searching an ATS is often fruitless. Plus, the information grows outdated quickly. Eightfold resurfaces applicants in Workday Recruiting, including past “silver medalists” who are a good fit for a different role. Profiles are automatically updated using public sources and Eightfold’s 1 billion+ profiles.

Stay tuned to the blog for the next parts in the series, covering candidate engagement, the candidate experience, and diversity hiring. And take an in-depth look at “Augmenting Workday With Eightfold for Talent Acquisition” here.