Our team is looking to potentially intergrate the Events feature in Eightfold for our recruiting organization. Before committing to the feature, we wanted to reach out to the community to better understand how other companies have been using the tool and any input they can provide.
Here are a couple of questions were trying to better understand from other users:
What features do you use that have changed the event registration and post event sourcing game?
How do you leverage eightfold events to source and engage your talent?
Do you have any special or strategic tagging that helps guide your sourcing and recruiting efforts?
What tips or best practices would you suggest we consider that you may not have considered when you initially started using eightfold?
Any “aha” moments you have discovered in the tool?
Appreciate the support!
Thanks,
Amanda
Best answer by Sam Johnson
Hi @amandadru -
All great questions! We just launched Eightfold in 2022 and it really has been a game changer for our Fall 2022 University Career Fairs and DEI Conference recruitment. Here are some of our feedback:
What features do you use that have changed the event registration and post event sourcing game?
We have used the event landing page as a way to reach out to students/attendees via LinkedIn. The Landing Page creates a link and QR code that we send to candidates through InMail so that they can create a profile and submit their resume even before the event. Now, when attendees approach the boat, we don’t have to ask for their resume as it is already in the system.
Secondly, we pre-schedule marketing campaigns for after the event. We do this before the event so we don’t have to think about it and everyone we met with gets a follow up email saying “Thanks for stopping by, here are next steps, etc.” which we’ve received great feedback on the instant communication.
How do you leverage eightfold events to source and engage your talent?
We have a secondary team who does the sourcing for us, so I can’t speak to that per-say, but I can say that the engagement with candidates has been much smoother. For instance, I was able to select all of the candidates who have submitted an application and say “Thanks for your app, you are still being considered but we’re taking some time away from the office for the holiday” so that we can still keep them updated on where they are and where we are.
Next year we are hoping to use this feature more to create a wholistic email campaign for candidates from start to finish in the process by utilize communities more, but there is a lot of room for growth here on our end to utilize it to it’s full capacity,
Do you have any special or strategic tagging that helps guide your sourcing and recruiting efforts?
When creating an event, we are able to add the positions that we are specifically recruiting for. From a University perspective, we list all of the open intern reqs we have in the event so when a student comes up and they are a fit for Software Engineering (for example), we can actively save them to that role. This has changed the game for us so when we come back home, we know which students stood out because it will show up on the backend who was saved to what a specific role and the team can follow up accordingly. This has allowed us to be much quicker with our follow-up to students.
What tips or best practices would you suggest we consider that you may not have considered when you initially started using eightfold?
First would be utilizing the communities function more. This is a great way to stay connected with those ‘silver medalist’ for future opportunities. We’re hoping to use this form a University perspective to place all of the Software Engineering candidates into a community and follow-up with them more specifically than the generic emails.
Second, we bought iPads to bring with us to each of our events which has been great to be able to utilize this in a better capacity. We get a lot of comments from candidates on how impressed they are that we are keeping up with modern technology and being sustainable with our efforts by not collecting resumes and keep it in Eightfold.
One thing we learned is that training is necessary. At first, this platform can be overwhelming to those outside of the TA realm, so we learned that we needed to provide pre and on-the-spot training to others outside of our team helping at the events. It takes a bit for them to get used to, but they really like it after seeing it in action. Being aware of this is crucial to setting everyone up to succeed.
Any “aha” moments you have discovered in the tool?
The fact that we do not have to collect resumes at event has been an ABSOLUTE game changer for us! Rather than coming home with a stack of resumes, it’s all in the platform and we can send rock star candidates to hiring managers instantly which has been great.
Second, this has been great to determine ROI from these events. For each event, it breaks down how many people we assessed, who got an interview, what stage of the interview process they got to, etc. For us to make our plans moving forward this data has been great and less time on our end to gather it.
Lastly, create an assessment solely for events has been great. You can create an assessment in Eightfold, attach it to an event, so that when you are chatting with candidates, you can take notes in real time. This has created our high-tech, high-touch approach. Then this updates automatically so that those back at home or the office can see these assessments and know how we feel about these candidates in real time making follow-up much quicker.
I hope this answered your questions and our team is more than happy to connect more or elaborate on anything. Just reach out with questions!
Happy new year, @amandadru! I’m speaking with a few of our CSMs who have clients who use the Events tool well. Asking a few people to jump in here and share their feedback. Hopefully we’ll get some responses soon.
All great questions! We just launched Eightfold in 2022 and it really has been a game changer for our Fall 2022 University Career Fairs and DEI Conference recruitment. Here are some of our feedback:
What features do you use that have changed the event registration and post event sourcing game?
We have used the event landing page as a way to reach out to students/attendees via LinkedIn. The Landing Page creates a link and QR code that we send to candidates through InMail so that they can create a profile and submit their resume even before the event. Now, when attendees approach the boat, we don’t have to ask for their resume as it is already in the system.
Secondly, we pre-schedule marketing campaigns for after the event. We do this before the event so we don’t have to think about it and everyone we met with gets a follow up email saying “Thanks for stopping by, here are next steps, etc.” which we’ve received great feedback on the instant communication.
How do you leverage eightfold events to source and engage your talent?
We have a secondary team who does the sourcing for us, so I can’t speak to that per-say, but I can say that the engagement with candidates has been much smoother. For instance, I was able to select all of the candidates who have submitted an application and say “Thanks for your app, you are still being considered but we’re taking some time away from the office for the holiday” so that we can still keep them updated on where they are and where we are.
Next year we are hoping to use this feature more to create a wholistic email campaign for candidates from start to finish in the process by utilize communities more, but there is a lot of room for growth here on our end to utilize it to it’s full capacity,
Do you have any special or strategic tagging that helps guide your sourcing and recruiting efforts?
When creating an event, we are able to add the positions that we are specifically recruiting for. From a University perspective, we list all of the open intern reqs we have in the event so when a student comes up and they are a fit for Software Engineering (for example), we can actively save them to that role. This has changed the game for us so when we come back home, we know which students stood out because it will show up on the backend who was saved to what a specific role and the team can follow up accordingly. This has allowed us to be much quicker with our follow-up to students.
What tips or best practices would you suggest we consider that you may not have considered when you initially started using eightfold?
First would be utilizing the communities function more. This is a great way to stay connected with those ‘silver medalist’ for future opportunities. We’re hoping to use this form a University perspective to place all of the Software Engineering candidates into a community and follow-up with them more specifically than the generic emails.
Second, we bought iPads to bring with us to each of our events which has been great to be able to utilize this in a better capacity. We get a lot of comments from candidates on how impressed they are that we are keeping up with modern technology and being sustainable with our efforts by not collecting resumes and keep it in Eightfold.
One thing we learned is that training is necessary. At first, this platform can be overwhelming to those outside of the TA realm, so we learned that we needed to provide pre and on-the-spot training to others outside of our team helping at the events. It takes a bit for them to get used to, but they really like it after seeing it in action. Being aware of this is crucial to setting everyone up to succeed.
Any “aha” moments you have discovered in the tool?
The fact that we do not have to collect resumes at event has been an ABSOLUTE game changer for us! Rather than coming home with a stack of resumes, it’s all in the platform and we can send rock star candidates to hiring managers instantly which has been great.
Second, this has been great to determine ROI from these events. For each event, it breaks down how many people we assessed, who got an interview, what stage of the interview process they got to, etc. For us to make our plans moving forward this data has been great and less time on our end to gather it.
Lastly, create an assessment solely for events has been great. You can create an assessment in Eightfold, attach it to an event, so that when you are chatting with candidates, you can take notes in real time. This has created our high-tech, high-touch approach. Then this updates automatically so that those back at home or the office can see these assessments and know how we feel about these candidates in real time making follow-up much quicker.
I hope this answered your questions and our team is more than happy to connect more or elaborate on anything. Just reach out with questions!
