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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.

HelloFor employees updating the My Profile information in Career Hub, it appears that manually deleting Skills will remove those Skills from future suggestion results.The user deleted current and historically submitted resumes from their  My Profile page, and then ‘cleared’ the Skill and Work Experience entries manually.When subsequently loading an updated current resume (with similar and expanded content compared to previous versions), an extremely small number of Skills were suggested.It appears that skills that were manually deleted are no longer being suggested when uploading new source information (resume).Is there a way to ‘clear history’ so that manually deleted Skills are available as suggestions after future resume updates, and manually deleted Work Experience entries are pulled again from future resume updates also? Thanks,Mark    

I have a few questions on the campaign builder functionalityhow can we add our own font and brand colours in there? is there a way to upload a library of content, email banners etc? it seems you need to do it each time you create an individual campaign why do you need to white list all the urls you in embed in there as CTAs? why can’t you create an HTML email out of the system and add it in? It seems to be you can only do it by content blocks how can you save templated emails in the system without created a campaign and saving them that way? we want to pre create email templates to chose from for campaigns

Are there any plans to integrate teams into the platform so you are able to run virtual events all in one place? At the moment we can only use the events functionality to capture the leads after the virtual  event and run everything else in teams webinar like the landing page, registration and host the actual event. This seems a waste when EF can do the landing page, emails and registration but cannot actually host it. 

When adding skills to calibration. Do quotes matter? For example, would entering Data Analysis vs. “Data Analysis” make a difference?

I’m also needing an interview report, not an overview but a detailed report on candidates that have interviewed for each requisition, and requisitions assigned to recruiters - a wholistic view of interviews that have taken place and are scheduled for future meetings. The above reply is vague; I’d like something built into the reporting system (with micro detail). 

How can users mass extract resumes for all applicants on a job requisition/opening or review them offline? We frequently have hiring managers and recruiters who want to look through profiles on a requisition while they are offline. Being able to create PDF resume books or having a way to look at profiles offline/add notes on what they reviewed would save a lot of time for our users. Currently, we have to handle this through an extremely manual process where we pull resume books from Workday.

Is it anticipated that anyone receiving the link (via calendar invite) should have access to the Interview Center regardless of their user type? We are seeing inconsistent ability to access the Interview Center across both hiring manager and employee user types. Do users need to be already logged into EF when clicking the link? Or is there a way to imbed a SSO redirect link? Some users are just getting a page that says “access denied” when they do indeed have the proper access. 

In the current state, our users will send emails in eightfold and cc another user on the email. This may be a sourcer cc’ing a recruiter for an introduction or a talent coordinator cc’ing the recruiter on scheduling comms. After its sent. the recipient will see someone is cc’s on it. If anyone “replies all” through their email (gmail for example), we’ve found that cc’ doesn’t stick on the reply all. How are other customers working around this to ensure there is collaboration and messaging tracking is effective?

Is there already a feature in EF to share the entire positions to other members of Recruitment Team? This will be helpful if we want to share a position to a sourcer and receives an EF notification. Or do I need to submit this as an Idea?

If we are taking the time to calibrate the skills for a role at the time of recruitment in our eightfold CRM - wouldn’t it be great if the skills were then following the individual we hire to their profile in Talent management?

When I archive “added” candidates in a talent community they are not removed.Is there a work around besides creating a new community? It gives me this success message and does not remove them.

Hello,We only operate in the United States and the Location filter within the TA leader Dashboard will never be used by our team of recruiters since it only filters by country. Would be great if it can be removed from the UI for companies like us who only operate in the United States.Thank you,Medora

We have enabled skill design and are able to see skill definitions in the TA module. However we arent seeing them show up for employees even though the admin console implies it would be visible when enabled.