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A good Calibration is important and while we are trying to do all possible to calibrate positions, we are still not very confident on the outcomes.  I would like to know if anyone has any tips and tricks to using calibration to its potential. Thanks!

How can I add an application and his/her application manually - without parsing a CV?

We would like to make Resumes visible to select others outside of our HR team that already have TA access. We do not see a way to permission to the Personal Info or All files area.  Has anyone done this?

'Looking for "posted internally and posted externally" to be added to the filters on the home page of 8f "My Positions" and "All positions".

Is there a way how to transfer contacts that signed up for an event (through event created in 8fold) to communities created in 8fold? As when I select registered profile in event there is no option to add to communities like when you just select profile in 8fold.

We want to include the recruiter in the interview feedback notifications that go between the Recruiting Coordinators and the hiring manager.There are some recruiters that work with Recruiting Coordinators who will screen candidates and request feedback on those candidates from the hiring manager.  When the hiring manager provides that feedback the notification goes to the Recruiting Coordinator (the person that requested it) and the recruiter has no knowledge that the feedback has been provided.  We are asking if it’s possible to copy the recruiter on that notification that the feedback has been provided by the hiring manager so that they are aware and can take the next steps with those candidates.  

In TT sending out an offer there is no option to add attachments, such as Benefits booklets for the country hire.  Will this be an option in the future?I don’t even see an option to create a message template with the benefits booklet to be sent to candidates.In addition, there seems to be a lack of capability to also add an additional document for signature, apart from the offer, such as a PIA.  Is this in scope for review? thanks

How does Peer assessment work in Career Connect? Can this be enabled for certain people (Employee Ids) at Lam or does this have to be turned on by role. Can Peer assessment be invite only from the EE? Or is it open for anyone to assess anyone at any time?

We’re currently working on a cleanup of old campaigns that were previously created in Eightfold. As part of this process, we need to download all campaign details for review and documentation.While we’re able to export event data easily, we haven’t found a similar option to export campaign data. Could someone please guide us on whether this functionality exists, and if so, how to access it?

Hi Community!Has anyone started using Copilot for their Recruiters/Sourcers?  We are preparing for a pilot of the feature and wanted to see if there were any learnings or best practices you saw when it came to creating “prompts” for such things as ‘Build Community’ or ‘ Calibration’.  My ultimate goal is to provide our users with some samples that will generate relevant outcomes and give our teams a standard way of interacting with copilot, where possible. Any insight is greatly appreciated!  Thanks in advance!Kianika

Hi there I have seen that there are enhancements coming to campaigns and talk of drip campaigns. Where can we find out what functionality is actually being worked on and the timelines for it?  Thanks! Helen

Enhancement Request: In other ATS platforms, when scheduling interviews with multiple interviewers, we are unable to view the availability of all interviewers at once. Is it possible to configure this functionality in Eightfold?

At this time, we are unable to edit the candidate’s address within the candidate profile. The only editable field available is “Location.” It would be helpful to have an option to edit the full address directly on the profile.

I’ve noticed that the address parsed into the offer letter is coming over as a full sentence rather than appearing with the street address on one line and the city, state, and ZIP code below it. Can this be updated as a feature? It adds additional time for recruiters to manually edit the address to match our offer letter templates.

Is it possible in Eightfold to manage Talent Acquisition access based on regions? Specifically, we would like to create regions (for example, grouped by country) and assign these regions to TA roles such as recruiters, TA leaders, etc., so that users only have visibility to positions within their assigned regions.

When we were in initial conversations, it was implied that we could mirror our Eightfold environment with our Workday environment. However, during the build process, we found that Eightfold did not allow for a similar type of configuration to what’s available in our ATS and that this is not possible.  We would like to be able to limit the advance stage options based on the current step the candidate is in as well as the user role, not just the stage and the user role.  For example, when in the initial application step (Review), you can see ALL of the steps in the Screen stage as a Recruiter in Eightfold. However, in Workday, from Review we have this limited so that the recruiter can only see the ONE next available step in the Screen stage.  The way that Eightfold is set up currently from this perspective will be confusing to the recruitment team and will likely hinder adoption of the tool for moving candidates in the system. 

I am an Eightfold system admin.  Our company is in the process of implementing the external PCS.I am looking for other companies who are using the Eightfold external PCS to see examples of what is being presented in the Company and Benefits section.   Here is what is presented out of the box. 

Is it possible to add an option to "Add to Community" on the import page?Currently, we have option to add tags and add to pipeline. Since we don't have ability to select more than 200 at a time for add to community from candidates page, this would greatly improve process for our campus sourcing and DEI efforts and decrease manual work and errors in uploading.

Our recruiters are indicating that they can on reject/disposition 10 candidates at a time on a requisition. Is there a way to increase this amount within the Admin Cons, if so, where?If not, has anybody else experience this and has a work around for disposition/rejecting an amount over 10? 

I’m looking for guidance on whether it’s possible to restrict some candidate profiles from being visible to all recruiters in the system. Specifically, I want to limit access so that only selected users—based on their roles or permissions—can view certain candidate profiles.

I am looking to see if the campaign functionality is being improved so it is possible to run drip campaigns. At the moment it looks like you can send one email, schedule, repeat and follow up once. There doesn't seem to be in any functionality to run something more programmatic so if person moves to x status trigger this next email, and so on. That is how marketing CRM systems work and wondered if there are plans to get EF to that standard? 

I have 55 candidates in the Business review, hiring manager has already provided the feedback. How can I Sort candidates by the given feedback- advanced to next stage Vs Dispositioned without clicking each candidate’s profile, going into the feedback tab, reviewing it manually and then advances or disposition. 

We are hosting an onsite event with capacity for X people. I can’t see an option to limit the number of people who can register to attend. Does this functionality exist somewhere else or does it not exist today?

We archive a candidate from Talent Pool usually when they are not qualified and not a good match for the role after Calibration. Will AI learn from this to improve the talent pool in future for similar roles? If I calibrate similar roles, will AI exclude those candidates we Archive from Talent Pool?

When scheduling panel interviews, we’ve noticed that we’re unable to view availability for all interviewers. For example, if 3 out of 4 interviewers are available, we don’t have visibility into blocked or tentative times for the remaining interviewer. This makes it difficult to reach out and ask if they can adjust their schedule to accommodate the full panel.