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.
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.
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.
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.
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).
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.
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.
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.
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 firstname.lastname@example.org. Don’t forget to explore more of the Pipeline features with your team!