Eightfold Training and Enablement

Eightfold training and enablement is key for successful deployment. Technology platforms fail if users do not know how to use them or resist change.

Effective training gives recruiters, coordinators, hiring managers, and other stakeholders the skills to leverage Eightfold from day one.

Here are key steps to Eightfold enablement:

Design a role‑based training programme

Tailor the content to each user group.

Recruiters and the talent acquisition team need deep training across recruiting modules. Cover AI sourcing, screening workflows, talent pools, and talent insights.

Hiring managers need focused guidance on their tasks. Show how to review recommendations, provide feedback in the interface, and use internal talent dashboards where relevant.

HR leaders and analysts need training on analytics dashboards, diversity insights, and how to interpret data for strategic decisions.

Employees need clear instructions for the internal career site. Show them how to log in, review their skills profile, and find roles or learning suggestions.

Use a multi‑modal approach in large global companies

Combine live workshops, e‑learning modules, job aids, and hands‑on labs as people learn through different formats. Start with live virtual sessions for each region.

Supplement with self‑service tutorials for refreshers and new hires. A train‑the‑trainer model works well. Train pilot users or a central talent tech team first. Ask them to deliver training in their regions or departments.

Teach the “why” as well as the “how.” Reinforce the value proposition so users invest time in learning. Use real examples with company data when possible. Show how AI matching works on a current requisition. Demonstrate how an employee might discover internal roles through the platform. Make training concrete and relevant.

Keep training comprehensive and ongoing

One implementation recommended extensive training for recruiters and managers across Eightfold’s features, especially AI modules, to capture full value. Ensure users understand candidate Score/Match, AI résumé screening, and any bias‑mitigating tools such as blind screening or diversity analytics.

Explain the workflow between Eightfold and the ATS. Publish reference guides and FAQs for common tasks and issues. Host these in an internal knowledge base so users can self‑serve.

Localise for a global rollout. Deliver training in appropriate languages or provide translations for key guides. Adoption can stall if language becomes a barrier.

Encourage hands‑on practice

Provide a sandbox with non‑production data so recruiters can experiment safely. Run an end‑to‑end hiring exercise after training. Open a requisition and build a shortlist using Eightfold’s recommendations. Practical work builds user confidence.

Schedule training close to go‑live so knowledge is fresh. Plan post‑launch sessions as well. Initial training is rarely enough. Offer follow‑up sessions a few weeks after launch for advanced tips and to onboard late adopters. Leverage customer success resources if available. Vendors often provide training materials or on‑site support. Blend vendor expertise with internal context to enrich learning.

By investing in robust training, companies like HSBC enable employees to “maximise Eightfold’s potential and impact” from the outset.

Effective Eightfold training and enablement empowers users, reduces resistance, and builds confidence. This builds the confidence and proficiency in utilising the new platform to its fullest extent.