Leveraging AI for HR with Eightfold
Meet the Authors
⇨ Demand for visibility into HR processes and employee engagement is the top driver influencing HXM adoption strategies.
⇨ Eightfold’s Talent Intelligence Platform uses AI to calibrate roles and attributes for job candidates.
⇨ Before adding a new HR tool or system, it is important to have that buy-in to ensure that the tools available are actually used by HR teams.
In an uncertain job market and a difficult economic situation, many businesses are searching for ways to improve the way they manage their essential HR functions. The SAPinsider HCM and SAP S/4HANA Benchmark Report found that the demand for visibility into HR processes and employee engagement is the top driver influencing Human Experience Management (HXM) adoption strategies, highlighted by 31% of survey respondents.
This is the exact situation that content management platform Box found itself in recently. The company had outdated manual systems. This made it difficult for Box to identify and hire the right talent for its job openings. As the system expanded over time, its candidate pool swelled to 800,000 people – an unwieldy amount that became virtually impossible to search through.
“When I first joined, our ATS (Applicant Tracking System) was in Greenhouse, but every Friday afternoon recruiters would manually update the status of job recs in an Excel spreadsheet, and that was used to create dashboards and updates for leadership,” said Bernardo Sosa, Box’s Director, Talent Operations.
Leveraging the Talent Intelligence Platform
To address these issues, Box turned to Eightfold.ai and its Talent Intelligence Platform. Eightfold’s platform uses AI to calibrate roles and attributes for job candidates. This allows HR teams and managers to determine which skills and experiences are absolutely essential and separate those from attributes that are a bonus.
In addition to allowing Box to find the best possible hires, Eightfold’s platform also provides significant savings. The platform reduced Box’s time to hire by 16%, marking an essential selling point that can help get buy-in from important stakeholders and decision-makers within a given company.
“The important thing for selling it to senior leadership was building out the return on investment. What could that potentially look like for us? The biggest considerations were recruiter gains in productivity, how is that going to show up, and then reducing time to hire. And cost to hire is another factor that our finance teams really look at deeply. Those were all the connecting pieces that really made us push our case,” said Lucy Tran, Senior Recruiting Program Manager at Box.
By sorting its list of candidates by attributes, Box can determine whether it needs to either expand or contract the list before moving forward in the hiring process, saving time. Though this platform is effective, it is important to have that buy-in to ensure that the tools available are actually used by HR teams.