What Employees Want: Informing Your Team with AI-Powered Communications

It can be tough to get an employee’s attention. Busy people may ignore your message—perhaps because they think it will not be relevant for them. Making the challenge harder, staff often don’t maintain their internal profiles, so it can be hard to target interest groups in the company. It’s a stubborn issue for every HR leader.

Eightfold has added Employee Engagement campaigns to improve communication, so that the right employees get the right messages with less effort from HR managers. Eightfold campaigns for talent acquisition receive up to 7x greater response than messages sent using older, non–AI powered tools. Now, Employee Engagement campaigns can deliver greater response for your staff.

Send Correctly Targeted Emails Faster

If you’re using old tools to manage your employee communications, you may need to manage groups and hierarchies manually. Each employee must be tagged correctly, and these groups can change often requiring constant updates.

Many companies choose to avoid this problem by sending most messages to every employee, in order to ensure that the required audiences get them. This leads directly to low response if employees don’t read their email—or to lost productivity if they spend too much time reading emails that don’t concern them.

Misuse your time, or misuse your employees’ time—what a choice!

Instead, use Eightfold Employee Engagement campaigns. Eightfold’s AI-based profiles stay updated automatically, so that you no longer need to manage hundreds of overlapping groups in order to inform the right people. Whether you need to email staff by location, department, role, seniority, or another factor—with Eightfold, you can simply choose the desired audience, write your message, and go. And if you wish to maintain groups manually for compliance or other reasons, you can still do so.

Send Emails to the Right Employees

A common problem with email is information overload. You want the people who are concerned with a subject to see your message, and avoid sending it to those for whom it isn’t relevant. Eightfold gives you this power.

Using advanced AI, Eightfold can choose the right audience for your message by understanding the context of the information on a webpage. So if you wish to promote a wellness program, a special event, an interest group, or another topic, Eightfold will choose a limited audience for your email, giving you a much higher response without bothering the employees who don’t want to receive it.

Employee Engagement Campaigns Are AI Working with You

Using this new capability, you’ll gain even more value from using Eightfold’s Talent Intelligence Platform. Employee Engagement campaigns are another way that AI works together with HR professionals to remove busywork and drive the right actions, all across your enterprise.

Contact us today to learn more about Employee Engagement campaigns and to see a demo of Eightfold.

Three Reasons Talent Intelligence Is Feeling the Heat in 2018

Record low unemployment. Record high rates of job switching. Increasing shortages of critical talent. However you look at it, the marketplace for talent is hot in the United States and many other places across the world.

So it’s no accident that Eightfold has been named one of the 2018 “Hot 100” best privately-held software companies by JMP Securities. This list features the most promising software businesses based on financial growth, products and services, quality of leadership, customers, and market potential, among other criteria.

We’re excited to be a part of this exclusive list. Here are our three top reasons why Talent Intelligence is so hot in 2018:

  1. A Talent Intelligence Platform helps find and retain staff.Business leaders know that attracting top talent is critical to staying competitive. A Talent Intelligence Platformlike Eightfold provides businesses with remarkable new powers to find and hire this talent. Eightfold customers see results such as 7x greater candidate response rates compared to InMail, 80% faster time-to-interview, and 5x better matching of candidates to jobs一all of which contribute to getting the right person in the door now. But the best talent strategy is often to keep the people you have. A Talent Intelligence Platform, unlike a simple sourcing app, enables companies to match their current staff with opportunities for transfer, promotion, and new skills. Eightfold customers have seen a 25% drop in unwanted attrition.
  2. A Talent Intelligence Platform unlocks the promise of AI. We’ve all heard about artificial intelligence and machine learning for years, but most companies haven’t been able to turn raw technology into business value. A Talent Intelligence Platform embeds AI into a company’s talent management process in the right way. This AI-driven Platform will empower一not replace一HR and recruiting staff, and will observe the 5 commandments of AI/ML design.
  3. A Talent Intelligence Platform supports inclusion initiatives. Diversity and inclusion are critically important, yet after years of focus on D&I, CEOs are seeing very little movement on the metrics that matter. The challenge is that there have been virtually no effective tools for companies to use. A Talent Intelligence Platform, for the first time, overcomes this challenge by enabling recruiting teams to understand the diversity profiles of their talent pools, so they can ensure that diverse candidates are considered for every job opening. Just as importantly, these Platforms can mask personally identifiable information from hiring managers to prevent bias in interview decisions.

HR and recruiting teams are feeling the heat, and they’re turning to Talent Intelligence Platforms in this record-breaking year. We’re thankful that JMP Securities has taken notice.

Unify Your Recruiting Team onto One Platform

Unifying your recruiting team’s sourcing and screening efforts is challenging, from finding one common place to screen inbound applicants and referrals to keeping track of all communication with your candidates.

To make things even harder, recruiting also involves reaching out to candidates who aren’t actively applying but might be open to a change. Today, this is done via manual reach out on LinkedIn, but this strategy is time-consuming and omits the largest source of potential leads today: previous applicants to your company.

At eightfold.ai, we’re excited to reveal our best-in-class Position Pipeline tool, which is designed to unify your sources of leads, screen them based on your requirements, and reach out in a personalized and scalable way. Specific highlights include:

  • Screen all your candidates quickly and consistently
  • Contact candidates in a personalized manner
  • Review candidates’ profiles before reaching out to them
  • Process referrals in a timely manner

Learn more here.

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Pipeline – A Deep Dive

Applicants, referrals, LinkedIn, cold emails: when you’re working with your recruiting team, it’s easy to lose track of who is being considered for an open position and what has been communicated with candidates. It’s even harder to screen candidates and even more so to reach out to them at scale in a personalized way. Worst of all, only focusing on those four channels misses the largest source of potential leads today: previous applicants to your company.

An overview of the Pipeline page

eightfold.ai’s Position Pipeline feature is here to help by enabling you and your team to create a personal, high-touch candidate experience at scale. It does this by providing a central dashboard of both active and passive candidates, evaluating them at scale, and communicating with them as they progress through your interview process.

We break down the recruiting process into three steps, divided into the three tabs you see at the top: reviewing leads, scouting contacted candidates, and screening applicants.

Leads Tab

An overview of the leads you have for a position

The Leads tab aggregates candidates from various sources, such as your ATS, HRIS, external sources such as LinkedIn, and other enterprise systems. Candidates are automatically ranked by their match score to the current position.

When we hover over the match score, we can break down how good of a fit a candidate is to the position. Clicking on a specific candidate shows us the background and credentials of that candidate.

Match Score of a candidate to a position

We can bulk select candidates to advance, share, contact, and archive all at once. Starring a candidate allows us to save that person for further review or to take action later. On the side, we can select specific highlights, such as strong career growth and referral, and see candidates with these highlights.

You can filtering candidates by certain highlights

If the candidates are not being sorted in the way we would like, we can recalibrate the AI to capture our requirements better. We can also filter by other criteria, such as the source of your candidate (such as Indeed).

Contacted Tab

After we contact a lead for this specific position, the candidate appears in the contacted tab. Within this tab, we can see the last time the candidate opened the email, replied to the email, and whether a follow-up was sent. If we would like to remove a candidate from consideration for the role, we can click his/her picture directly to archive them (see the icon switch to a box below). This doesn’t delete the candidate, but merely removes them from consideration.

You can view at a glance all candidates contacted in the context of this position

Applicants Tab

On the applicants tab, we are able to see all new applicants from all sources: inbound referrals, career sites, job boards, college recruiting, or sourced candidates via eightfold.ai. Clicking on various ATS stages shows us applicants in different stages of the hiring process, based on our individual ATS configuration.

The applicants tab centralizes all applicants for a position

If we want to reject candidates who are not a good fit, we can send them a template email and time it to send 24 hours afterward.

You can reject candidates en masse and optionally send them a rejection e-mail

eightfold.ai makes the process of sourcing and screening an efficient and seamless experience. We have one page to manage the entire sourcing and screening effort. Artificial Intelligence helps us prioritize our effort, cut down overhead, and discover great talent quickly. If you would like to learn more about eightfold, please check out our website or contact us at info@eightfold.ai. Don’t forget to explore more of the Pipeline features with your team!

Calibration – A Deep Dive

Hiring is a universal challenge that daunts nearly every company. The same problems often arise such as: manually collecting “requirements,” translating and inferring a hiring manager’s needs, and comparing and weighing skills, experiences, education, etc. The end result is miscommunication and multiple rounds of feedback necessary to align the hiring manager’s wishes with the recruiter’s search strategy.

Eightfold.ai’s calibration platform is designed to reduce this miscommunication, and ensure the hiring manager and recruiter are aligned throughout the sourcing and recruiting process.

Hiring managers frequently have “ideal candidates” in mind to fill positions on their team—former team members, other employees, or former colleagues. (see Fig. 1). Through eightfold.ai’s calibration platform, hiring managers can harness this powerful information to sort through thousands of candidates and prioritize those candidates who have the most similar skills and experiences to the “ideal candidates” they are looking for.

Adding ideal candidates
Fig. 1: Recruiters and hiring managers can add ideal candidates to better rank the candidates currently in your pipeline

To further refine the calibration, companies can include a specific set of skills, dictate whether those skills are preferred or required, and indicate whether certain skills should be excluded. Using the Research Assistant on the right side of the tool (see Fig. 2), customers can continue to target the search by adding relevant, similar job titles, target companies, and similar industries.

Add skills and keywords that are either preferred, required, or would exclude candidates
Fig. 2: Add skills and keywords that are either preferred, required, or would exclude candidates

Based on EEOC goals, the customer can further hone their search to address diversity goals. These filters do not exclude anyone, but highlight those matching the chosen diversity classes.

Diversity Goals

Finally, Advanced Options (see Fig. 3) allow customers to calibrate roles based on location and tenure.

Choose location preferences for your candidates
Fig. 3: Choose location preferences for your candidates

When calibrating positions, eightfold’s AI engine adjusts the match scores of candidates in your ATS so you can preview what effect your new requirements is having. Customers also instantly see key metrics about the pool of candidates their calibration has identified, such as candidate pool size, how many are likely to respond, and the percentage that classify for the selected diversity classes (see Fig. 4).

Additionally, at a glance, customers can research sample candidates, giving feedback to the eightfold.ai AI engine by using the thumbs down feature to remove candidates that are not a good fit for the role.

View sample candidates
Fig. 4: Review sample candidates, pressing the thumbs down for any candidate that doesn’t fit your expectations

The score and top highlights gives us an indication of how the candidate relates to the role, driven by the current calibration (see Fig. 5).

See how your candidate matches against your position
Fig. 5: See how your candidate matches against your position

To get a more granular view of the candidate (Fig. 6), the customer can click through to view a brief overview of the candidate’s background and key credentials.

View a candidate's experience at a glance
Fig. 6: View a candidate’s experience at a glance

Finally, recruiters can share sample candidates, along with the calibration, with the hiring manager (Fig. 7)—this saves time by having requirements align with those of the hiring managers, and improves hiring manager engagement by providing an asynchronous communication channel.

Eightfold.ai’s calibration platform allows a hiring manager and recruiter to be in constant contact about open positions. If you are interested in learning more about Calibration, feel free to check out our website or contact us at info@eightfold.ai. Stay tuned to learn more about how to identify qualify talent with our next feature: Pipeline.

A New Way to Align Recruiters and Hiring Managers

A constant theme we hear from our customers today is about department managers and recruiters struggling to align on hiring new talent, from defining the list of job requirements to identifying who is the right person.

At eightfold.ai, we’re excited to announce our new Calibration tool, which is designed to ensure that within one meeting, both hiring managers and recruiters are on the same page. Specific changes include:

  • A new, and simpler UX
  • The ability to preview samples of candidates in real time while calibrating
  • New support for “Required” fields (which will only include candidates with those skills) and “Exclude” fields (which will exclude candidates with those skills)
  • Support for new calibration options such as exclusion of candidates with short average tenures and diversity goals

Read more about the Calibration page’s functionality.

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Turn University Recruiting into Strategic Advantage

University recruiting—a lot of fun, but a lot of work. Few things match the adrenaline and joy of pitching your company and open roles to eager students, but nothing feels as exhausting as compiling resumes, collating feedback, manually creating profiles on your ATS, or searching students one by one on LinkedIn and reaching out to them (school by school) when new positions are open.

With eightfold.ai, you can upload candidates’ resumes in a few minutes, collect feedback and keep track of them, and immediately reach out to them through automated email campaigns.

In other words, your team can focus on fostering a continuous relationship with students as they grow instead of re-establishing those connections every recruiting cycle. Let’s walk through what university recruiting is like today in more detail and how eightfold.ai can scale your university recruiting team without adding headcount.

The Status Quo

The Recruiter’s Perspective

Let’s start from the recruiter’s perspective. You fly out to campus and receive a resume book a few days in advance. If you’re on top of things, you’ll read the resumes on the plane and mark the interesting resumes, but in reality, you’ll probably mark those resumes the night before (if at all). When you arrive on campus, you’ll set up a booth at a career fair and meet hundreds of students for a few hours with only a few minutes to chat with each of them.

This scene is repeated for info sessions or coffee chats. By the end, you’ll have a stack of resumes, business cards, or a spreadsheet of attendees’ information. One by one, you’ll look up each candidate on LinkedIn and save them to a LinkedIn Project. When the job position finally opens up a few months after the recruiting event, you’ll have to manually reach out to candidates to encourage them to apply.

That is not a great experience and is unfair for you and the students who are taking their time to get to know you and your company.

The Student’s Perspective

The student’s perspective isn’t much better. Students sign up for info sessions either ahead of time (and submit their resume when they RSVP) or sign in right there on an iPad. They’ll wait in line for 30 minutes just to be able to chat for 30 seconds with a hiring manager or a recruiter.

At night, they’ll dress in formal attire to attend a one-hour info session and again wait 30 minutes for a chance to chat with a hiring manager who may or may not remember him/her. They drop their resume but are then told to submit their resume again online when the job position opens up in a few months. As a student, you have no idea why you had to submit your resume three times, but you don’t want to miss out and follow those instructions accordingly.

A Better Way Through eightfold.ai

How can this whole process be improved through eightfold.ai? Let’s use the case of Acme Co. (not their real name), an eightfold.ai customer, who recognized that automating their manual processes opened up their ability to foster relationships with university students at scale.

Mass import your candidates’ resumes

Acme received a few hundred PDF resumes from their visit to a few schools across the East Coast. Instead of looking up each candidate one by one, Acme recruiters uploaded these resumes and tagged them to keep track of who these students are and where they met them.

University Mass Import Upload

These resume books can get quite large; we’ve seen resume books with over 800 students’ information. But eightfold.ai’s system is robust enough to handle resume books up to a few thousand students.

Match them to your open positions

Once they’re in eightfold.ai, Acme can immediately assess them by viewing their match score to open positions using eightfold.ai’s unique AI technology.

Match Score of Candidates in eightfold.ai

Even if there are no open roles for students just yet, if they are in the eightfold system, they’ll be matched automatically when those positions do open up.

Reaching out to candidates from a specific school

Once campus recruiting is over, Acme can begin an email campaign to foster a relationship with students from a specific university using the tags they created from the resume book import.

Creating a new campaign in eightfold.ai

By clicking Campaigns ⇨ New Campaign, the Acme recruiter can quickly create a new campaign welcoming them to the “talent community”—our term for anyone who would like to stay in touch for future roles.

 

Selecting a specific campaign type in eightfold.ai

 

The Acme recruiter can filter down his or her audience by choosing to filter only those with the tag associated with the resume book upload.

Filter e-mail audience by tag

On the next screen, the Acme recruiter can quickly edit and format an email, reaching out to those students.

A sample e-mail that would be sent to university students

We support the use of variables such as {{firstName}}—these will be filled in with the candidate’s first name, allowing you to send personal emails easily.

Because students’ profiles change so much from year to year, the Acme recruiter wants the latest copy of their resumes to stay in touch. When he or she says that we’ll match them to future positions, they mean it.

Conclusion

It is difficult and resource-intensive to maintain relationships with students throughout the university recruiting process, but it doesn’t have to be that way. Promises about “sending your resume to us for future opportunities” need not be empty. With eightfold.ai, you can keep that promise, make your candidates’ experience stand out from your peers, and keep your pipeline healthy.

Eightfold.ai Compliance with GDPR

The GDPR (General Data Protection Regulation) implementation date is upon us, and companies everywhere have compliance on their mind. That’s because even though it’s an EU regulation, companies that serve any EU citizens will have to comply—and that’s just about every major company on the planet.

The whole purpose of GDPR is to enhance privacy for EU citizens and give them more control over the data companies hold about them. Key to the regulation is the right of access and “right of erasure”: that data about a person can be completely removed upon request. In addition, GDPR also has rules about when and why data can be processed and even requires that data not actively being legitimately processed be removed within a specific timeframe.

The reasons for these rules make sense. Data held by companies about individuals should be with their consent and processed legitimately. However, without the right approach to data processing, the rules might also lead to still-valuable data being deleted. That includes highly valuable personnel data that could make the difference between filling an open role quickly and missing an opportunity entirely.

Managing Personnel Data with GDPR Compliance Built-In

Eightfold is in the business of matching jobs and people, optimizing both the recruiting process and individuals’ careers. To do this, Eightfold’s AI relies on a lot of data, from résumé information submitted by candidates to lead tracking data, information on what qualities actually prepare someone for a particular job, and even details of job offers made months or years in the past.

Eightfold’s Talent Intelligence Platform™ is fully GDPR compliant. By integrating all personnel data in one place and providing a straightforward user interface, users can request all their data be deleted (under “right of erasure”) with a single click. Above and beyond mere compliance however, Eightfold’s tools also include a number of features that make the most of GDPR’s requirements to actually enhance the effectiveness of recruiting efforts.

From a recruiting perspective, this means maintaining a constant awareness of who’s qualified, who’s available, and how and when those skills, experience, and availability can be matched to an open job. For example, if a candidate comes in a close second for an open job and isn’t made an offer, they’re likely to still be a valuable contact months or even years down the line when a similar job opens up—as long as data about them and their history of contact with the company can be kept available and in motion.

Under GDPR, companies will need legal grounds to process and retain personal data. By automatically and constantly vetting its customers’ candidate pool, Eightfold helps establish that legal ground because processing the data is required to evaluate candidates for employment, and retaining the data ensures these candidates will be considered for a relevant role when one opens in the future, both necessary for the purposes of the legitimate interests pursued by companies.

To learn further about how Eightfold complies with GDPR, please contact us.