We’ve done a number of blog posts recently on how to get more out of your ATS. How augmenting an applicant tracking system like Workday Recruiting (one of the most commonly used systems) can help achieve your talent-acquisition and talent-management goals.
This four-part series will delve in deeper into this ATS-AI combination. It’ll cover four items: 1) candidate sourcing and screening; 2) interviewing, nurturing, and candidate engagement; 3) career sites and the candidate experience; and 4) diversity hiring.
Regarding sourcing and screening, here’s the upshot of what happens when you pair the AI found in a talent intelligence platform with Workday Recruiting.
Intake: Recruiters and hiring managers aren’t always on the same page when it comes to screening criteria. But with Eightfold, recruiters and managers “calibrate” reqs in real time using attributes like adjacent skills and alternate job titles. The AI uses this calibration to find and rank candidates. Recruiters finally become talent advisors to hiring managers.
Sourcing: There’s an alternative to expensive job-network subscriptions, agencies, and post ‘n pray. In your Workday Recruiting system, you’ve got current employees in