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From YouTube: INDUS HR SIG presents - Transform the way you hire, develop and retain a diverse workforce
Description
In this session, the Eightfold AI team shares their perspectives on how they can help HR teams leverage AI technologies to transform the way you hire, develop and retain a diverse workforce using AI.
B
A
Be
yes,
so,
first
of
all,
thanks
everyone
to
be
in
this
third
us
s,
IG
webinar,
which
we
are
conducting,
and
we
see
every
every
time
when
we
are
doing
it
has
been
increasing.
So
the
overall
idea
of
creating
this
HR
s
IG
was
to
make
sure
that
we
talked
about
the
HR
topics
and
also
they
extended
to
SF
successfactors
customers
who
want
to
know
in
and
around
of
the
sapa
SF
ecosystem.
So
we
have
been
doing
some
in
the
earlier
sessions.
A
We
have
been
doing
some
kind
of
transformation
journeys
from
some
of
the
customers
and
we
also
showcase
some
of
the
partner
apps.
So
this
time
again,
as
a
one
of
the
session,
we
are
planning
to
bring
eightfold,
who
is
one
of
the
endorsed
partner
with
as
a
success
factors
and
s
AP,
where
they
are
using
how
they
are
using
AI
in
SF
scenarios,
and
we
are.
A
We
will
also
talk
about
some
of
the
customer
stories
in
this
new
today's
session,
so
welcome
there
who
is
joined
from
from
us
right,
I
think
they
are
Ashish,
they
David
and
camellia
from
outside,
India
and
Ashish.
Will
they
start
off
in
Guizhou,
have
been
joining
this
session,
so
look
forward
for
a
fruitful
session
to
all
our
customers
and
have
a
great
session
today.
So.
C
Before
before
you
can
hand
it
over
to
Dave
to
take
it
away,
I
think
we
have
people
from
805
different
time
zones
and
today's
meeting
so
which
also
goes
on
to
show
you
know
how
global
we
have
become
as
as
an
ecosystem.
So
a
quick
question
to
set
context.
You
know
at
the
bottom,
you
have
chat
functionality.
So
at
any
point
in
time,
if
you
have
any
question,
please
use
the
chat,
functionality
and
ask
those
questions.
C
The
session
is
being
recorded,
the
slides
and
the
recording
will
be
shared
with
everyone
who's
on
the
call
for
sure.
At
the
end
of
the
session,
we'll
also
have
a
small,
quick
poll
and
also
have
time
for
Q&A.
So
please
keep
putting
your
questions
as
they
occurred
to
you
on
the
chat,
so
that
the
not
the
end,
we
don't
forget
any
questions
and
we
kind
of
address
each
one
of
them
as
we
go
along
and
with
that.
Maybe
if
I
can
ask
Dave,
if
you
can
just
quickly
introduce
yourself
and
take
it
away.
B
Our
information
is
based
out
of
India
and
one
key
thing
to
note
about
Ashley
shoes
that
he
was
until
recently
the
head
of
HR
and
talent
acquisition
at
RADA
communications,
which
is
based
out
of
India.
So,
yes,
I
mean
just
to
sort
of
do
to
kind
of
share
with
you
guys
about
the
success
of
eight
factors.
Also
presenting
is
David
Pettis.
You
know
he's
our,
you
know,
had
a
value
consulting
group
and
he
will
talk
about
how
we
deliver
the
best
business
outcomes.
You
know
for
our
customers
very
interesting
stories.
B
He
wants
to
share
with
you
guys
and
he
based
out
of
Judah.
It
is
1:30
in
the
morning
for
him
so
David.
Thank
you
so
much
for
joining
in
so
late
and
then
we
also
have
camellia.
You
know
she's
our
senior
solutions,
engineer
based
out
of
Munich
Germany
and
she
will
be
showing
you
a
live
demo
of
the
platform
and
the
AI
in
action
right
and
also
we
have
onion
that
wall.
He
is
the
head
of
sales.
B
You
know
for
APJ
and
he'll
be
also
be
understand
by
to
answer
a
lot
of
the
questions
that
you
might
have
about,
all
our
initiatives
and
efforts,
as
we
are
kind
of
expanding
into
this.
Only
asia-pacific
region
and,
like
McKay,
said
you
know
very
global
in
nature.
This
whole
team
assembled.
You
know
every
social
for
you
guys,
so
just
some
housekeeping,
like
McKay,
said
you
know,
please
go
ahead
and
put
any
any
questions
on
the
chat
we
do
want
to
make
this
session.
B
Interactive's,
if
you
feel
like
you,
know,
interjecting
at
any
point
of
time,
please
feel
free
to
do
so.
However,
we
will
answer
your
questions
on
the
chat
as
well.
As
you
know,
at
the
end,
like
Mukesh
mentioned,
we'll
also
have
a
Q&A
session
and
one
quick
thing
about
camellias
demo.
It
is
a
live
demo,
you
know
with
with
with
live
data
and
a
live
instance.
So
this
is
not
a
dummy
here.
Platform
that
she'll
be
showing
to
you
see
even
see
really
see
the
AI
at
work.
B
You
know
and,
of
course,
very
very
life
right
and
and
that'll
be
followed
by
Ashish
and
a
little
bit
of
the
gender
to
you.
How
we
link
this
out
so
I
should
really
talk
about
the
real
life
success
story
and
the
use
case.
You
know
how
Eightfold
is
being
used
integrated
with
success
factors
to
get
the
best
business
outcomes
and
then
David.
You
know
who
would
actually
walk
you
to
the
art
and
science
of
how
we
ensure
you
know
best
business
outcomes.
You
know
for
our
customers
right.
B
So
with
that,
let's
get
to
you
know
at
least
the
introduction
part
before
we
get
on
to
the
demo
about
why
Eightfold
and-
and
you
know,
who
is
Eightfold
right
and
and
I-
think
you
to
get
there.
Let's
talk
about,
you
know
at
least
some
of
the
the
various
personas
and
and
the
dynamics
you
know
in
play
in
the
world
for
talent
out
there
right
and
literally
how
really
these
components
you
know
the
they
related
and
then
how
it
Maps.
B
You
know
to
the
Eightfold
solution
and
how
the
AI
you
know
and
the
sophisticated
AI
you
know,
platform
that
we
have
built.
You
know
how
the
real
world
benefits.
You
know
by
this
fully
optimized
in
a
platform.
So
it's
really
important
to
kind
of
close
with
some
of
these
pillars.
You
know
and
some
of
those
elements
to
understand
the
technology
and
the
science
behind
it.
So
if
you
look
at
the
individual,
you
know
in
this
whole
personas
approach
out
here.
So
we
all
live
in
a
very
hyper
personalized
world.
B
Today,
right
I
mean
we
wake
up
in
the
morning
and
we
go
through
the
curated.
You
know,
content
for
news
and
other
social
media
connects
and
a
lot
more
than
that
it
a
we
today
ask
Google
a
question
and-
and
you
know
buddy,
unlike
in
the
beginning
days,
when
you
would
ask
something-
and
it
would
just
you
know-
just
typically
give
you
you
know
one
answer
now.
It
starts
really
giving
a
lot
of
options
makes
a
lot
of
recommendations
and
learns
from
your.
B
You
know,
behavior
to
start,
you
know,
kind
of
giving
you
the
right
and
recommendation
that
makes
more
sense
to
you
right.
So
it's
a
it's
a
very,
very
hyper,
hyper
personalized
world
and
also
you
know
to
to
highlight
you
know
some
of
the
individual
behavior
out
here.
Today's
individuals
don't
really
work
for
the
same
company
on
their
life
right
and
the
research,
or
they
says
that
you
know
they.
They
literally
have
eleven
jobs.
You
know
by
the
time
you
know
they
get
to
50.
That's
a
very
different
world.
B
Individual
lives
in
right
and
again
I'm
not
going
to
go
to
correlate
points,
but
the
key
thing
from
the
individual
persona
is
that
the
expectations
have
changed.
The
demands
have
changed
and
hyper
personalization
and
and
really
the
cell
surface
is
becoming.
You
know
the
the
key
aspects
you
know
of
the
of
the
market
out
there.
Then,
if
you
go
to
be
the
enterprise,
the
organizations
are
reencountering.
A
massive
data
overload
right,
fine
X
data
in
just
last
year
right
and
just
mining
this
data
and
are
slicing
and
dicing
it
getting
meaningful
analysis.
B
You
know
for
for
effective
action
is
becoming
more
and
more
critical
right
and
that's
doesn't
the
key
aspect
of
what
we'll
show
you
of
how
eightfold
really
tackles
that
after
that
fact
that
this
continuous
changes
in
business
and
digital
transformation,
you
know
it
also,
you
know
kind
of
the
skills
acquired.
You
know
by
the
individuals.
You
know
it's
not
really
valid
for
more
than
two
and
a
half
or
three
years,
an
average
as
per
the
research.
B
So
what
they
learned
in
really
the
school
or
college
is
you
know
this
does
not
survive
another
lifetime
anymore,
and
that
requires
a
lot
of
the
risk,
killing
and
upskilling
to
keep
up
with
the
changes
in
the
way
that
employers
really
run
the
business
right.
The
other
key
aspect
of
the
enterprises
that
diversity
is
really
becoming.
You
know
a
very
key.
You
know
aspect
of
all
the
organization
and
especially
the
CEOs
who
are
being
held.
You
know
accountable
and
responsible.
B
You
know
to
really
deliver,
you
know
more
diversity
to
organizations
and
and
also
to
remove
bias.
You
know
in
the
process,
so
all
in
all
be
the
the
data
understanding.
You
know,
because
the
the
the
whole
overload
of
data
is
key
from
enterprise
perspective
and
again
we
will
show
you,
you
know
how
how
hateful
kind
of
really
tackles
with
that
on
the
workforce.
You
know
the
demographics
is
also
changing
very
rapidly.
B
Millennials
have
already
taken
over
I
mean
they're,
a
huge
part
of
the
work
was
out
there
and,
of
course
they
bring
their
own
set
of
expectation,
their
own
set
of
demands
and,
of
course,
they're
also
very
impatient
when
things
don't
happen
at
the
right
time.
At
the
same
time,
Gen
Z
is
also
taking
over
and
as
for
the
research
again
50
percent
of
the
workforce,
you
know
by
2030,
you
know
will
be
you
know
in
the
gen
Z
category
and
and
because
of
you
know
the
changing
business
environment,
a
couple
of
other.
B
You
know
key
aspects
to
for
you
to
look
at
50
percent
the
contingent
workforce
by
2025
right,
that's
another.
You
know
the
key
parameter
out
here
and
the
fact
that
you
know
there's
also
a
talent
shortage
in
the
market.
There
is
the
need
for
really
agile
skills,
right
and
people
with
multiple
role
deployments.
That's
also
becoming
a
need.
You
know
from
the
workforce
perspective.
B
So
essentially
you
know
the
agility
of
the
talent
is
also
key
and
and
and
we'll
show
you
how
we
really
tackle
that
you
know
with
infrared
ages
skills
as
we
look
at
it.
Then,
of
course
we
go
to
the
the
whole
recent
coab
819
crisis,
where
of
course,
we
all
know
that
you
know
there's
a
huge.
You
know
employment
or
unemployment
impact.
Because
of
that
in
the
u.s.
you
know.
Obviously,
it's
already
crossed
I
think
15
percent
at
or
reaching
almost
20
percent
unemployment.
B
People
are
being
laid
off
or
they're
being
furloughed
and
and
that's
definitely
causing
a
lot
of
inner
pain
and
and
and
suffering.
You
know
even
for
the
employers
who
still
need
to
keep
their
business
running
right.
So
the
the
need
for
really
looking
at
the
talent
internally
to
rescale
them
or
upskill
them
is
becoming.
You
know
even
more
primary.
So
that's
some
of
that.
The
pillars
out
here.
You
know
that
we
look
at
when
we
also
look
at
you
know
the
platform.
B
You
will
see
some
of
those
elements
being
addressed
as
we
look
into
into
how
a
I
can
tackle
they're
talking
about
the
explosion
of
data.
You
know
I'm
just
giving
you
a
kind
of
illustration
and
a
landscape
of
what
it
looks
like.
So
there's
not
only
a
lot
of
data
during
each
of
those.
You
know
kind
of
the
the
employee
lifecycle,
but
it
also
leads
to
a
lot
of
point
solutions
or
companies
are
bringing
in
right.
So
you
have
all
kinds
of
job
boards
and
social
media
like
linkedin
or
monster.
B
You
know
you
have
active
sourcing
tools
or
you
have.
You
know
the
that
the
typical
keyboard,
a
boolean
search
screening
tools
or
you
have
chat,
BOTS
and,
of
course,
you're.
Looking
at
you
know,
leaders
like
you
know,
success
factors
with
applicant
tracking
system
or
HR
systems
and
I
think
one
thing
I
would
like
to
point
out
one
key
point:
solution.
That
seems
to
be
a
common
thread
everywhere.
You
know
spreadsheets,
you
know
and
we'll
talk
a
little
bit
more
about
that,
but
this
causes.
You
know
a
lot
of
issues
are
out.
B
You
know
how
do
you
really?
You
know
kind
of
mind
this
data?
How
do
you
really
you
know,
handle
so
many
four
point
solution,
and
is
it
really
possible
to
manage
all
of
that
with
us?
This
is
hole
in
a
plethora
of
tools
out
there
and
how
you
know
a
holistic
platform
can
actually
make
a
better
use
of
this.
You
know
this
whole
mass
of
their
the
mass
solutions
or
than
the
market.
Now
look
at
another
lens
out
here.
B
You
know
which,
which
is
also
going
to
be
equally
critical,
as
we
show
you
how
we
deal
with
this
whole
talent
lifecycle.
So
if
you
look
at
you
know
from
very
inception
when
you're
trying
to
attract
talent,
you
know,
through
your
job
portals,
where
you
see
a
lot
of
the
candidates
dropping
off,
because
they
just
are
not
able
to
find
the
right
job
from
all
the
different
job
descriptions
you
know,
or
they
apply
to
the
wrong
job.
So
you
literally
see
like
a
80%
in
a
drop-off
rate.
B
You
know
going
from
that
to
a
recruiter
persona
when
you're
trying
to
evaluate
candidates
you're,
looking
at
in
a
very,
very
bad
response
rates.
You
know
people
who
are
not
even
the
right
fit
because
they're
the
the
engine
was
not
able
to
screen
and
create
the
right
kind
of
a
pipeline
down
to
the
hiring
stage.
You
know
where
a
lot
of
the
people
you
know
they
they
literally
don't,
are
not
able
to
find
a
job
within
the
company.
They
actually
have
a
better
time
finding
or
it
is
better
luck
finding
job
outside
the
company.
B
So
that's
also
key.
You
know
in
terms
of
really
you
know
kind
of
finding
the
right
solution
for
that
going
to
the
upscale
Andry
skill.
Another
aspect
that
I
just
spoke
about
people
looking
at
internal
mobility,
really
doing
Career
Planning
within
the
organization.
Obviously,
nobody
wants
to
leave
the
organization
if
they
really
have
a
clear
line
of
sight
as
to
what
they're,
really
you
know
kind
of
going
towards.
B
You
know
we
didn't
take
care
if
you've
been
the
career
and
within
the
organization
and
then,
of
course,
trying
to
also
keep
in
touch
with
the
Alumni,
which
is
also
very
important
aspect,
as
you
try
to
build
your
talent
Network,
which
is
going
to
kind
of
help
you
to
do
to
find
the
right
talent
as
your
business
grows
and
you
as
your
business
transforms
now.
There
are
two
other
key
important
things
that
we
want
to
bring
up
here,
which
you
will
see
in
in
action
as
to
how
do
we
solve
it?
B
One
is
incomplete,
resumes
I
mean,
let's
face
it.
Resumes
are
never
complete,
they're,
always
going
to
be
at
a
time
stamp
on
people
applying
for
a
certain
job
and
literally
putting
the
skills
for
that
particular
job.
Nothing,
more,
nothing
less.
If
you
go
to
LinkedIn
people
hardly
put
information
out
there,
so
the
resumes
never
a
complete
view
of
what
the
capability
or
what
the
ability
you
know
for
the
candidate
is
and
through.
Eightfold
will
also
show
you.
You
know
how
we
enrich
this
profiles.
You
know
it
also
could
be
of.
B
If
you
know,
candidates
sitting
in
your
in
your
database
or
people
who
applied.
You
know
a
couple
of
years
back
or
five
years
back
and
it
tracks.
You
know
what
the
candidate
is,
the
chief
since
then,
and
then
try
to
make
it.
You
know
a
completed
resume,
you
know,
so
we
can
start
looking
at
beyond.
Just
a
skills
match.
Also
look
at.
B
You
know
three
years
the
companies
actually
less
than
three
years
old,
almost
reaching
three
years
now,
but
growing,
very,
very
fast,
right
and-
and
one
of
the
key
aspects
to
mention
here-
is
that
our
founders
are
two
founders.
They
were
instrumental
in
building
the
artificial
intelligence,
the
personalization,
the
recommendation
engines
for
the
likes
of
Google
and
YouTube,
and
Facebook
and
bloom
reach
right
and
they're
literally.
You
know
that
the
top
ten
AI
experts
in
the
world,
if
you,
google
them
you'll,
see
more
than
eighty
five
patterns
in
their
name.
B
But
but
more
importantly,
you
know
they.
They
decided
that
after
the
success
you
know
with
this.
With
these
platform,
which
is
used
by
billions
of
people,
they
wanted
to
come,
they
wanted
to
start
a
company
with
a
mission
and
I
think
I
speak
for
myself
and
the
team
today
and
the
call
we
literally
do
feel
that
we
are
part
of
a
mission.
Then
just
really
starting
to
you,
know
kind
of
do
a
job,
day-in
day-out
and
the
mission
for
the
company
is
to
literally
find
the
right
career
for
everyone
in
the
world.
B
That's
what
we
have
set
out
to
do
and
to
do
that.
You
know
our
founders,
but
of
course
you
know
the
best
AI
engineers
you
know
in
the
office
here
in
Mountain
View,
we
have
created
a
talent,
intelligence
platforms
that
little
leverages
the
most
sophisticated
gated
form
of
AI,
which
we
call
the
deep
learning
Network
and
the
neural
networks,
which
is
by
the
way,
the
technologies
that
you
see
on
the
likes
of
Google
and
YouTube.
B
In
order
to
really
help
organizations
to
transform,
you
know
how
they
really
hire,
develop
and
and
retain
a
diverse
workforce
right.
It's
a
very
scalable
platform
and
we'll
talk
about
you
know:
organizations
using
it
globally,
video
offices
all
over
the
world.
So
we
we
have
like
you
saw.
We
have
a
pretty
large
international
team
today
on
the
call-
and
we
are
growing
really
fast
and,
of
course,
we're
very
well
funded,
including
for
the
likes
at
Capital
One,
which
I'm
sure
a
lot
of
you
heard.
B
B
We
have
actually
gone
to
the
through
the
World
Wide
Web,
and
we
have
enriched
those
profiles
to
make
it
up
to
date
and
add
all
the
skills,
all
the
capabilities
that
the
the
system
has
been
able
to
find.
Now,
after
that,
we
have
also,
you
know,
brought
in
millions
of
job
skills,
titles
and
university
school
and
data
to
really
create
our
dynamic
taxonomy
and
the
reason
why
we
say
dynamic
taxonomies,
but
that
when
we
actually
integrate,
you
know
with
with
your
80
years
in
the
backend
HR
is
the
learnings
from
the
80s
that
is
there.
B
You
know
why
way.
People
hide
why
we're
dead,
let
you
know
why
were
there
rejected
all
these
learnings
are
also
brought
into
our
models
and
algorithms,
so
this
taxonomy
is
constantly
evolving
and
learning
more
and
more
and
and
not
starting
in
any
nature,
and
using
these
models
and
algorithms
we
actually
bring
in
the
information
about
the
new
candidate
or
the
new
applicant
or
the
employee
and
plunk
it
down
the
algorithm,
and
even
when
we
actually
integrate
with
the
customer
ID.
B
Yes,
we
again
go
in
and
restore
profiles,
and
now
because
we
are
looking
at
a
lot
of
the
inferred
and
ages
and
skills,
not
just
a
regular
keyword,
search
or
or
a
boolean
search,
we're
looking
at
you
know
the
whole
deep
learning
platform.
It
goes
beyond
the
skills
and
starts
looking
at
the
career
trajectory
you
know
of
this,
of
this
applicants
or
candidate
as
employees,
looks
beyond
the
skills
into
capabilities
and
starts
predicting.
You
know
things
like
the
potential
to
succeed.
B
You
know
or
predict
the
next
two
roles
for
this
individual
or
the
potential
for
this
candidate
to
respond
or
a
potential
for
an
employee
that
who's
likely
to
leave,
and
all
of
that
is
them
at
93%
accuracy,
which
is
only
possible.
You
know
with
a
platform
which
is
built
on
neural
networks
and
and
deep
learning
and
of
course
we
spoke
about
the
whole
aspect
of
our
founders,
having
done
hyper
personalization
for
the
likes
of
Google
and
Facebook
and
YouTube,
and
of
course
you
will
see
in
the
UI.
You
know
that
it's
it's
all
embedded.
B
You
know
within
this
platform
very
quickly
on
the
on
the
architecture
stack,
we
do
have
you
know
six
different
modules,
and
this
is
another
unique
differentiator.
Besides
the
deep
learning
and
neural
network,
is
we
look
at
talent
holistically?
We
are
not
a
point
solution.
We
look
at
talent,
acquisition,
form
external
sources,
you
know
with
our
acquisition
module
and,
of
course,
the
AI.
You
know
Bay
screening
for
stock
matching
rank.
You
know
looking
at
potential,
not
just
giving
you
you
know
a
regular
match.
B
We
look
at
in
our
diversity
and
then
use
a
masking
engine
will
show
that
you
in
action
too,
which
is
a
patented
in
a
masking
Indian
that
we
have,
which
also
helps
you
to
remove
bias
and
an
increase
diversity.
We
have
a
talent,
experience,
module
which
works
with
you
know
the
CSB.
You
know
the
success
factors,
CSB
deliberate
marketing
to
add
the
AI
triggers.
You
know
on
the
job
portals
with
the
ones
with
one-click
application.
Family
will
show
that
to
you
also,
and
then,
of
course,
we
have
internal
mobility,
the
Intel
and
talent
management.
B
You
know
to
help,
you
know
for
all
the
the
internal
you
know
kind
of
transfers,
or
you
know,
people
looking
at
Career,
Planning
and,
more
importantly,
I,
think
in
this
corporate
world.
We're
also
looking
at
the
skills
assessment
and
upscaling
and
rescaling
as
the
employee
start,
you
know
kind
of
investing
more
and
more
in
in
kind
of
growing
their
employees.
We
just
added
a
virtual
recruiting.
You
know,
obviously
that's
becoming
a
huge
you
know
offering
for
us
and
and
for
the
customers
take
advantage
of
because
of
couvade
people
are
looking
at.
B
You
know
social,
distancing
and
and
how
to
have
more
of
the
AI
really
come
in
when
you're
trying
to
do.
You
know
campus,
recruiting
or
or
job
fairs
and
and
whatnot,
and
then
we
have
another
module
called
talent
flex
for
the
contingent
labor.
You
know
which
also
works
for
the
field
class.
So
the
key
thing
out
k2
is
that
we
are
AI
experts.
So
we
are
the
system
of
intelligence.
We
are
dependent
on
on
ASAP.
Do
you
really
provide
the
best
of
class?
B
You
know
and
this
best
system
of
engagement,
you
know
from
an
ATS
perspective
or
the
HR
is
or
field
class
for
contingent
labor
and
we've
also
embedded
Qualtrics
for
the
experience
management.
While
we
take
all
the
data
plunk
it
down
our
models
and
algorithms
really
deliver,
you
know
all
that
potential
and
and
the
capability
said
and
and
that's
how
this
whole
platform
works.
We
do
not
work
a
standalone.
We
have
to
integrate
with
the
customer
back-end
to
really,
you
know,
provide
the
best
business
outcomes,
so
this
works
hand
in
hand
with
eight
years.
B
Hras
VMs,
you
know
an
experience
management
tools
with
with
Qualtrics.
You
know
like
delight
and
said
in
the
beginning,
we
are
a
very
valid
partner.
You
know
with
success.
5
is
equal
system,
we
are
one
of
the
endorser
partner
and
we
had
to
go
through
very
rigorous
premium
certification.
You
know
both
on
the
data
you
know
and
the
grow
flu
integration
and
we
recently
got
the
best
partner.
B
You
know
forty
one
award,
you
know
for
the
number
of
opportunities,
the
number
of
joint
customer
success
that
we
have
done
just
to
give
you
an
idea,
but
also
a
customer
landscape.
In
a
short,
you
know,
three
years
we
have
more
than
hundred
customers
across
four
continents
in
21
countries.
You
can
see
some
of
the
very
well-known
well-done
logos.
You
know
people
like
Anakin,
you
know
our
buyer,
you
know
who
is
a
very
big
former
company,
American,
Express
and
and
so
on
so
forth.
B
Airasia
also,
which
I'm
sure
you
guys
are
already
aware
of,
and
the
ones
that
I
have
put
on
dotted
line
are
all
the
joint
customers
that
we
have
and
they're
using.
You
know
eight
fold,
you
know
with
what
success
factors
very
successfully.
Our
engine
is
natural
language
processing.
So
it
can
process
any
language
resumes.
There
is
no
restriction
on
that;
it
can
even
actually
take
Japanese
and
Chinese,
and
we
have
also
done
on
the
on
the
UI
based
on
customer
request.
B
We
have
done
sixteen
languages,
including
Spanish
and
Portuguese
and
German,
and
now
because
bear
is
going
out
in
order
to
China
and
Greater
China
we're
also
looking
at
you
know,
adding
the
UI
localization
in
Chinese,
right
so
very,
very
diverse.
You
know
kind
of
client
base
and
and
of
course,
lot
of
global
implementation.
Now
here's
one
more
thing:
when
I
spoke
about
the
dynamic
taxonomy,
all
these
customers,
their
information,
we
obviously
do
not
retain
any
resumes
or
any
data.
B
We
will
purge
it
right
away,
but
the
learnings
from
from
the
integration
with
this
customers
comes
into
our
you
know
our
models
and
algorithms.
So
as
we
go
through
more
and
more
customer
implementation,
you
actually
get
the
benefit
of
those
learnings
and
more
powerful
engine
that
that
that
keeps
on
getting
more
and
more
powerful,
as
it
goes
through
some
of
this
implementation
out
here
and
of
course,
you
know
just
to
wrap
up
here.
You
know
we
like
I,
said
we
are
very,
very
integrated.
B
You
know
with
with
success
factors
both
on
the
recruiting,
the
recruitment
marketing
like
CSB
and
also
in
qui
Central
and
various
extension
module
and
I
already
mentioned
the
European
certification
that
we
have
and
and
fully
certified
by
by
success
factors.
So
I
think
I'll
stop
the
introduction
perspective
and
familiar
I'm
sharing
and
while
camellia
brings
up
the
platform
and
her
presentation
any
questions
before
we
go
forward,
I
don't
know
Anil
office.
A
B
D
Perfect,
so
thank
you
so
much
for
having
me
today.
If
you
see
me
fumbling
with
my
hair,
it's
because
I
cut
it
myself,
so
I
hope
it's
not
too
bad,
and
my
goal
today
is
to
take
you
through
the
demo.
I
will
focus
on
two
main
points.
The
first
point
would
be
the
integration
with
SAT
success
factors,
so
I
will
try
to
tell
you
whenever
I
can,
where
that
integration
resides
or
options
that
we
have
around
that,
and
then
I
will
focus
on
three
personas.
D
The
first
persona
will
be
the
candidate
persona
on
how
you
can
enrich.
Let
me
just
go
and
show
you
this,
how
you
can
enrich
your
your
functionality
of
the
career
site
builder,
using
the
eightfold
AI
and
the
three
transactions
that
we
would
will
we
will
be
looking
at
will
be
the
matching
for
a
candidate's,
how
easy
it
is
for
them
to
apply,
and
a
lot
of
my
customers
like
to
use
a
more
conversational
way
to
do
that
using
a
chat
bot.
Well,
why
is
that
important?
And
what
are
the
moments
that
matter
in
this
context?
D
Well,
in
addition
to
intelligence
and
speed
of
the
process
for
the
candidates,
the
hyper
personalization,
so
everything
that
they
will
see
online
is
targeted
to
them
and
their
profile.
So
it's
good
for
the
candidates,
but
you
will
also
make
your
recruiters
happy
because
you
increase
conversion
and
you
increase
relevance
so
candidates
who
are
actually
good
matches
for
the
jobs
will
apply.
We
also
notice
that
diversity
will
increase,
meaning
that
women
particularly
tend
to
qualify
themselves
out
so
by
showing
them
that
there
are
great
matches
for
a
particular
job
will
encourage
them
to
actually
apply.
D
So
that
would
be
the
first
persona.
Then
the
second
persona
will
be
the
recruiter
persona
that
we're
going
to
take
a
look
at,
and
the
third
will
be
an
athlete
persona
from
from
a
talent,
management,
development
and
retention
perspective,
but
let's,
first
of
all
start
with
our
first
persona,
that
of
a
candidate.
D
So
let
me
show
you
all
of
this:
in
action
and
I
am
going
to
go
on
to
my
platform
and
there's
various
options
to
start
this
transaction
and
a
typical
one
would
be
you
as
a
success
factors
as
a
P
customer.
You
might
already
have
a
career
site
that
you
like
and
that
you
have
created
using
CSV,
and
it
has
all
the
functionality
that
you
need
so
far,
and
this
is
a
typical
example
of
how
that
could
look.
This
is
actually
a
demo
career
site.
I
can
search
for
jobs.
D
I
can
you
know,
read
some
content.
I
can
browse
by
business
unit,
but
once
I
find
my
job,
I
am
not
really
sure
you
know.
Am
I
a
good
match
for
this
job
or
not
for
that
we
have
this
candidate
assistant.
So
this
is
the
intelligence
bit
that
we
can
plug
into
your
career
site.
As
I
said,
we
can
use
a
more
conversational
way
to
do
that,
and
that
would
be
our
chocolate
ami
by
the
way
she's
fully
configurable
and
multi-lingual.
D
So
she
can
speak
multiple
languages
and
you
can
use
one
of
these
capabilities
or
both
of
them
in
combination.
Let's
for
today,
showcase
that
using
ami
the
chat,
bot
and
she's
asking
me
and
you'll
see
what
she
can
help
me
with
and
as
I
said,
this
is
also
fully
configurable.
So
for
this
particular
example,
I
will
have
her
help
me
find
a
job
for
myself.
So
here
I
go
I
want
to
find
the
job
for
myself.
D
She
says:
hey
good,
to
hear
she's
looking
for
my
location,
so
as
you
see
I'm
somewhere
in
Germany
and
I,
say:
yes,
look
for
jobs
with
my
location,
she
says:
I,
don't
have
any
jobs
at
your
location
right
now,
but
why
don't
you
upload
your
resume?
So
I
can
match
you
to
jobs.
Let's
do
that
so
here
I
am
I,
can
drag
and
drop
my
resume
into
this
box
or
I
can
select
the
file.
D
So
let
me
go
and
just
do
that
for
a
second,
so
I
have
it
here
on
my
desktop,
I
will
use
Daniela's
resume
by
the
way
we're
fully
gdpr
compliant.
So
we
have
to
agree
to
the
privacy
policy
that
will
be
our
customers,
privacy
policy,
obviously
so
that
in
this
scenario,
the
resume
is
being
parsed
onto
the
platform
and
instantly
matched
to
available
jobs.
As
at
this
point
in
time,
the
experience
is
fully
personalized
to
the
resume
and
to
that
job
the
person
is
seeing
online.
D
So
here
we
go,
the
platform
tells
me
you're
a
great
match
just
draw
match
for
this
particular
job,
and
it
doesn't
only
tell
me
that
I'm
a
great
match.
It
also
tells
me
why
so
here's
the
you
know
the
strong
match
because
of
I'm
the
top
15
of
applicants
for
this
jobs.
For
this
job
I
have
the
relevant
experience.
You
know
fashion
design,
experience
that
is,
that
is
required
for
that
job.
The
matching
skills
for
that
particular
job,
but
also
more
information
about
the
company.
D
So
this
is
a
great
way
for
our
customers
to
showcase
their
come
company
culture,
so
popular
skills
that
they
hire
for,
but
also
you
know,
what's
the
average
experience
of
people
in
that
company,
so
I
have
a
pretty
good
overview
of
how
long
do
people
stay
with
the
company
as
an
average,
then
also
other
roles
that
they're
hiring
floor.
You
know
previous
employers
that
they
have
been
hiring
from
people
that
I
might
work
with.
This
is
a
very
interesting
one.
As
you
know,
people
can
actually
be
ambassadors
for
their
company
and
other
similar
jobs.
D
That
I
might
be
a
good
match
for
as
you
as
you've
seen.
I
looked
for
jobs
at
my
location.
These
are
at
other
locations,
but
I
might
still
be
a
mobile
and
willing
to
relocate.
That
might
be
a
good
option
for
me
any
additional
content
that
is
relevant
for
me
in
this
context,
such
as
blog
posts
and
things
like
perks,
benefits
for
that
particular
location
and
job.
D
Well,
once
I
have
found
the
job
or
the
jobs
and
I'm
saying
the
jobs,
because
we
have
this
job
card
option,
so
you
can
add
the
card
and
apply
to
multiple
jobs
simultaneously,
so
once
I
found
them,
I
can
go
and
apply
for
this
job.
Now,
once
you
have
the
candidate
click
apply,
you
can
determine
to
set
come
back
to
your
80s
platform
SuccessFactors
and
have
them
go
through
the
application
process
there
or.
D
Alternatively,
as
you
see
here,
map
the
screening
questions
that
you
might
have
on
your
80s
platform
to
have
the
candidate
candidate
answer
them
here
and
let
them
do
the
synchronization.
The
goal
is
to
make
it
easy
for
them
to
apply
and
it
can
be
as
easy
as
a
one.
Click
apply.
So
remember
that
the
CD
the
resume
has
already
been
parsed,
with
all
the
information
that
was
on
the
CV
and
I
can
just
go
and
submit
my
application.
I
will
get
an
info
that
says
hey.
Thank
you
for
applying.
D
Here
are
some
other
jobs
that
you're
a
good
match
for
so
I
can
continue
browsing
and
apply
further,
so
very
a
very
easy,
quick
way
to
engage
your
candidate,
personalized
content
for
them.
You
make
sure
that
divers
will
don't
qualify
themselves
out
and
increase
diversity
in
that
process
and
also
make
your
recruiters
happy
as
the
relevance
of
those
candidates
will
be
and
the
quality
will
be
higher
as
their
good
matches.
D
You
so
I'm
going
to
go
to
my
second
persona,
our
recruiter
and
the
recruiter
experience.
So
just
as
I
already
mentioned,
when
candidates
apply,
they
just
don't
randomly
apply
for
anything.
That's
that's
out
there,
so
the
relevance
will
increase
if
you
were
to
plug
in
that
intelligence
to
the
career
site.
But
in
addition
to
that,
dave
has
already
mentioned
that
you
already
might
have
a
Talent
Network.
So
every
candidate
that
has
ever
applied
silver
medalists
internal
employees
alumni.
You
know
any
group
of
candidates
that
you
might
already
have
in
your
talent
pool.
D
So
looking
at
that
talent
pool
every
time
you
have
a
new
job
and
coming
up
with
an
instant
pipeline
resurfacing
and
surfacing
matching
profiles
to
you
know,
use
that
wealth
of
information
and
that
engagement
of
candidates
that
you
might
already
have
so
these
people
have
already
applied
they're
already
interested
in
your
company
and
they
might
already
be
qualified
interviewed.
So
why
not
use
that
as
a
first
step,
so
using
that
AI
powered
matching
and
ranking
and
instant
pipeline
once
you
create
the
job?
D
They've
has
also
mentioned
that
we
remove
bias
from
the
process
by
giving
you
the
ability
to
mask
profiles.
So
you,
when
you
share
with
a
hiring
manager,
you
might
want
to
mask
the
profile,
so
there's
no
bias
involved,
such
as
names
genders,
but
also
things
like
age
or
schools.
They
have
been
so
you
got
an
honest
feedback.
An
unbiased
feedback
of
you
know
should
should
they
proceed?
D
Should
you
proceed
with
that
candidate
or
not,
and
then
there's
also
little
things
like
scheduling
options,
you
know
giving
or
embedding
that
functionality
within
the
selection
process,
making
it
seamless
for
candidates,
but
also
interviewers
and
providing
various
various
options
to
do
so,
and
these
are
the
transactions
that
I'm
going
to
go
through
and
show
you.
Why
is
it
important?
Why
does
it
matter?
D
Well,
you
know
reusing
your
talent
network
will
be
a
lot
faster
and
easier
to
use
last
time,
but
also
less
money
spent
on-
and
you
know,
I
put
in
on
this
like
LinkedIn,
but
it
can
be
any
platform
where
you
source
from
and
try
to
fill
the
top
of
your
funnel.
So
you
know
it
doesn't
have
to
be
always
external.
Always
not
new,
but
looking
at
the
wealth
of
information
that
you
already
have
then
another
important
factor.
D
Studies
show
that
recruiters
spent
six
seconds
with
candidate
resume
if
there
were
to
do
it
manually
to
decide
whether
to
proceed
and
advance
the
stage
for
them
or
not.
Well,
six
second
is
not
enough,
especially
if
you
read
through
leaf
through
a
resume
and
then
obviously
focusing
on
the
right
profiles
and
making
sure
that
you
not
you,
don't
miss
out
on
great
candidates.
D
So
let
us
again
take
a
look
in
our
application
of
how
that
looks
and
first
of
all,
I
just
want
to
mention
that
we
can
integrate
wherever
in
the
in
their
selection,
recruiting
process.
You
want
us
to
integrate
so
I
I
will,
just
as
a
sample
start
here
on
a
success.
Factors
homepage
and
you'll
see
this
little
icon
here.
That
says,
recruiter
experience,
so
this
starts
from
the
home
page.
However,
it
can
be
within
the
process
wherever
you
need
us
to
make
that
transition.
D
We
have
a
bi-directional
sting
of
data
between
eightfold
and
success
factors,
but
before
I
go
into
the
into
the
transaction.
I
just
quickly
want
to
show
you
how
we
make
that
match
so
you've
seen
that
within
seconds,
the
candidate
profile
was
matched
to
available
jobs
and
we
don't
do
only
a
keyword
match,
but
this
match
is
done
across
various
dimensions.
So
we
don't
look.
D
Only
if
I
were
to
look
here
for
analytics
analytics
skills,
you
will
see
that
not
only
analytics
but
also
neighboring
skills
are
taken
into
consideration
and
that's
that's
looking
at
adjacencies
and
matching
not
only
that
particular
skill
to
the
job
requirement,
but
also
neighboring
skills.
This
allows
us
to
also
hire
for
potential.
So
if
someone
has
five
of
these,
what
we
pretty
sure
can
say
that
they
easily
can
acquire
the
skill
that
I'm
looking
for.
D
So
keep
that
in
mind
when
we
look
at
the
matching
and
the
percentage
match
or
the
level
of
Matt
and
see
that
in
our
instant
pipeline
as
I
described
it.
So,
let's
go
back
and
just
go
to
our
platform.
I
will
close
down
this
for
a
second
and
Here
I
am
logged
in
as
a
recruiter
again
you'll
see.
This
is
myself
sickle
way
of
looking
at
the
information.
These
are
the
jobs
that
I'm,
currently
hiring
or
sourcing
for
before
I,
go
and
show
you
another
way
to
look
at
the
information,
the
job
itself.
D
The
job
per
se
has
been
created
within
success
factors
and
synched
to
our
platform,
and
you
see
here
when
it
was
last
st.
35
minutes
ago.
This
can
be
synchronous
or
asynchronous,
usually
a
sink
and
a
synchronizing
integration
is
used
for
the
job
itself.
For
the
candidate,
we
use
a
synchronous
integration.
So
let
me
go
back
the
job.
The
position
was
created,
approved
in
success
factors
and
then
once
approved
its
synchronized
to
our
platform.
D
So
the
classical
way
to
look
at
information,
then
we
have
a
more
persona,
oriented
applicant
oriented
way
to
look
at
information,
and
this
makes
sure
that
I
am
not
missing
out
on
great
matches.
So
this
is
the
screening
dashboard
and
it
looks
at
a
period
of
time
and
the
number
of
candidates
that
I
have
not
screened
yet
and
then
the
pending
amount
of
days,
which
is
basically
configurable
of
how
many
days
you
you
know
this
is
greater
than
14
days.
It
can
be
three
or
two
or
ten
days.
D
So
what
does
this
actually
help
me
do?
First
of
all,
it
helps
me
focus
on
high
matches
four
and
five
stars,
so
I
make
sure
I
will
focus
on
these
candidates.
First
low
star
matches
I
can
go,
and
you
know
repurpose
a
reject
if
I
needed
to,
but
helps
me
focus
on
people
who
are
actually
great
matches
for
their
jobs.
If
I
have
diversity
goals,
I
might
want
to
go
and
check
out.
D
You
know
verse
talent
pools,
so
here,
I
have
seven
women
that
have
applied
so
I
might
want
to
focus
on
those
first
before
I
go
and
look
at
other
groups
or
if
I
have
internal
employees
or
referrals
I
might
want
to
prioritize
those
when
I
look
at
my
pipelines.
So
this
is
an
additional
way
to
ensure
that
I
am
looking
at
the
right
people
and
I'm
not
missing
out
on
any
great
matches,
but
also
I.
Don't
have
them
wait
too
long
before
I
actually
get
in
contact
with
them.
D
So
let
us
go
back
to
my
positions
and
you
know
like
a
more
classical
view
and
show
you
how
the
match
is
done
and
I'm
just
gonna
go
back
for
a
second
to
my
chief
technology
officer
and
take
a
closer
look
at
this
position.
We
have
actually
looked
at
the
integration,
but
there's
way
more
information
here.
That
is
relevant
and
important
for
me,
starting
with
an
overview
page.
That
will
tell
me
what
happened
so
far.
You
know
the
current
pipeline
that
I
have
and
you'll
see
that
it's.
It
is
diversity
based.
D
So,
just
to
make
sure
my
my
candidate
pool
is
balanced,
then,
on
a
time
axis,
how
did
my
recruiting
activities
progress
the
conversion
rates
since
the
position
was
created,
etc?
So
this
very
first
dashboard
gives
me
a
great
overview
of
my
overall
talent
pool
and
activities
regarding
that
position.
But,
first
of
all,
when
I
create
the
position
and
synchronize
it
over
here,
I
were
to
do
a
basic
calibration.
D
We
call
that
auto
calibration
for
the
position
in
order
to
fire
that
pipeline
of
leads
now
as
a
human
I
can
control
how
the
AI
is
giving
me
these
these
results.
You
have
to
imagine
that,
as
a
you
know,
self-driving
car,
when
you
tell
it,
do
you
want
to
go
by
highway
or
do
you
want
to
go
like
the
panoramic
route
so
basically
telling
the
AI?
What
kind
of
results
do
you
want
to
get?
D
So,
first
of
all,
options
like
you
might
have
an
intake
meeting
with
your
hiring
manager
where
they
say
I
want
a
second
XYZ.
So
that's
the
way
you
can
go
and
assign
these
profiles
as
ideal
candidates
and
by
the
way
these
can
be
internal
profiles
or
they
can
be
external
profiles,
then
various
other
options
to
refine
your
requirements.
D
Things
like
skills
that
the
person
needs
to
have
so
what
exactly
you're
looking
for
and
when
you're,
when
you're,
actually
stating
one
of
these
skills,
you
will
see
that
not
only
the
skill
itself
will
be
considered,
but
also
all
these
adjacent
skills
that
we
have
talked
about.
So
when
the
match
is
done,
all
these
other
criteria
and
dimensions
are
taken
into
consideration.
D
The
AI
will
help
me
do
that
by
using
this
panel
on
the
right
side
of
my
screen.
That
will
will
give
me
sample
of
samples
of
ideal
candidates
of
related
roles
of
top
skills
and
those
positions
etc,
and
we
know
all
of
this,
as
they've
said
by
analyzing
1.5,
so
almost
two
billion
profiles
and
career
trajectory
of
trajectories
of
what's
typical
for
those
particular
job
requirements.
D
D
I
can
use
one
or
multiple
occupations
that
location
only
and
additional
information
will
be
provided
to
me
this
likely
to
respond
so
people
who
have
have
been
interacting
with
me
as
an
organization,
but
we
also
analyze
the
profiles
of
those
people
and
if
they
tend
to
change
jobs,
every
two
to
three
years
and
they're
closed
that
period
of
tenure.
Then
you
know
they
might
positively
react
to
your
contact,
especially
if
you
offer
them
like.
What's
next
for
them,
they
are
next
step
in
their
development.
D
So
once
I
have
done
that,
let's
go
and
take
a
look
at
my
candidates
and
see
what
other
options
do.
I
have
to
make
that
even
more
targeted
and
use
AI
for
that
you'll
see
that
I
have
a
whole
whole
arsenal,
a
whole
list
of
tools
that
I
can
use
at
the
left
of
my
screen.
So
if
I
want
to,
if
I
want
to
focus
on
current
employees
that
have
you
know
our
map,
good
matches
for
the
jobs
to
promote
from
within
I
can
do
so.
D
We
have
that
likely
to
respond
that
we
already
talked
of
talked
about,
but
maybe
I
want
not
only
people
who
are
capable
of
doing
the
job
and
you'll
see
their
capability
of
doing
the
job
is
represented
by
this
stacked
ranked
list
and
match,
and
I'm
also
told
why
they
are
great
matches.
So
you'll
see
that
with
this
particular
example,
the
skill
relevance
is
high
than
the
title
relevant,
similar
candidate
relevance,
the
experience,
etc.
D
So
I
know
exactly
why
this
person
is
a
great
match,
so
their
capability,
but
I
also
want
people
who
have
been
great
performers
in
the
past.
That
being
an
indication
for
great
performance
going
forward
and
you'll,
see
that
the
AI
will
tell
me
that
compared
to
their
peer
group,
they
are
top
I,
don't
know
20
30
whatever.
What
does
that
exactly
mean?
And
let's,
let's
take
a
look
at
so
maybe
I
also
want
to
use
other
factors
here.
D
Things
like
diversity,
I
want
to
focus
on
great
matching
females
with
a
strong
career
growth
in
the
past.
So
you
can
use
all
of
that
in
combination
in
order
to
fulfill
your
goals
that
you
might
have
in
terms
of
diversity,
but
also
in
combination
with
everything
else.
So,
let's
take
a
look
at
this
person,
for
example,
what
does
that
30%
of
whatever
me
so
and
if
was
already
saying,
that
we
provide
the
rich
profiles
for
the
candidate
so
that
the
candidate
profiles
are
never
stale?
D
So
not
what
the
person
has
given
to
you
two
three
four
years
ago
when
they
applied,
but
they
are
enriched
with
currently
available
information
publicly
available
information
for
them.
So
here
we
go.
This
is
an
example
of
a
rich
profile.
First
of
all,
we
will
see
this
top
30.
What
exactly
does
that
mean?
It
means
that
other
people
at
HP
it
took
seven
years
to
move
into
a
senior
role.
It
took
this
person
only
three
point
six
years,
so
she
is.
This
is
an
indication
that
she
is
a
great
performer.
D
She
moved
faster
through
her
career
trajectory
so,
as
I
said,
past
performance
performance
as
a
good
indication
for
performance
going
forward.
I,
see
the
diversity
option
here
and
then
I
ski
I
see
skills
and
we'll
see
this
vector
validated
skills
that
are
required
for
my
position
and
the
person
has
mentioned
in
their
resume.
D
We
validate
those
skills
and
you'll
see
that
we
validate
them
against
her
peer
groups,
so
her
peer
group
is
people
that
have
been
working,
similar,
trajectories
and
similar
jobs
before
a
hundred
plus
people
have
the
same
skill,
so
we're
pretty
sure
and
validate
that
for
the
person
as
well.
We
don't
only
look
at
currently
stated
skills
in
her
CV,
but
we
also
infer
skills
based
on
her
peer
group,
so
you'll
see
that
she
has
worked
at
this
company
and
22
people
have
that
skill,
so
we're
pretty
sure
that
she
has
it
as
well.
D
D
The
recruiting
activity
here
will
show
us
the
integration
to
your
ATS
platform.
So
whatever
happens
here
is
synchronized
or
on
the
recruiting
platform.
Is
cigarettes
back
and
forth,
so
you'll
never
be
over
writing.
Basically,
the
profiles
there's
more
information
around
that
person,
including
previous
employers,
and
if
I,
look
at
the
previous
employers
you'll
see
that
information
publicly
available
information
of
that
employer
is
given
to
me.
You
know
who's
that
employer.
How
big
are
they?
D
Are
they
well-founded
etc,
but
also
regarding
my
recruiting
activities
from
that
previous
employer,
so
you'll
see
I
had
in
the
course
of
time,
200
candidates
from
that
employer,
I
interpret
24
and
I
hired
five
and
those
are
the
five
people
that
I
hired.
So
a
very
good
indication
for
me:
do
I
get
from
that
employer
from
that
school,
so
I
have
a
good
picture
of
you
know.
How
is
this
candidate?
Who
is
this
candidate
and
is
that
career
trajectory
relevant
for
me
or
not?
D
Now,
once
I
have
created
my
lil,
my
leads
my
plant
as
ganda
gone
down
to
43
a
manageable
number
of
people
that
I
want
to
start
interacted
with
interacting
with
and
here
individually
or
in
bulk
I
can
contact
them
and
invite
them
to
apply,
for
example,
or
start.
You
know
interacting,
so
here's
an
outreach
option.
The
communication
is
all
templated.
We
can
denote
able
follow-up,
so
you
don't
miss
out
on
engaging
that
cut
that
dependent
it
also.
D
D
So
once
I
have
you
know,
shared
contacted
and
you'll
see
that
I
have
some
two
candidates
that
have
already
contacted
and
I
have
all
the
options
that
I
need
in
order
to,
for
example,
scheduled
them
in
for
interviews,
and
this
is
a
nice
and
easy
way
to
do
it.
It
can
be
physical
or
virtual
as
you'll
see
that
I
have
conferencing
options
here,
or
you
know
something
that
I
use
internally,
then,
when
I
schedule,
I
can
use
availabilities
of
the
interviewer.
D
If
I
have
agreed
on
a
specific
time
with
them,
I
can
do
that
or
I
can
use
AI
to
have
the
candidate
book
themselves
into
available
interviewing
slots
that
are
synchronized
to
the
interviewers
calendar,
so
nice
and
easy
way
to
book
them
from
within
the
process
into
the
into
my
interviews
and
also,
if
I
wanted
to
advance
the
stage
for
them,
and
these
are
again
synchronized
with
your
ATS
platform
with
success.
Factors
mirror
in
your
selection
funnel
so
once
I
have
where
I
would
bring
them
into
a
recruiting
screen
stage.
D
The
synchronization
would
happen
bi-directionally
with
the
ATS
platform,
so
they
will
be
in
the
same
stage
of
the
process,
so
that
was
a
quick
run-through,
the
recruiter
persona
and
that
instant
pipeline.
How
I
can
you
know
control
what
what
results
the
AI
is
given
to
me,
what
types
of
results
I'm
looking
for,
so
the
AI
can
also
learn
and
how
I
can
focus
but
eliminate
bias
from
the
process
when
I'm
looking
at
my
pipeline
and
determining
how
I
want
to
proceed
with
my
candidates.
I'll
stop
for
a
second
right
here.
A
D
D
So
again
we
have
those
current
and
rich
profiles,
not
only
for
external
candidates,
but
also
for
internal
employees,
and
we
can
use
those
in
a
short
run,
to
promote
internal
mobility,
but
also
in
a
mid-to-long
run,
to
predict
their
potential
and
their
next
one
to
three
roles
and
then
not
only
from
an
from
an
employee
perspective.
This
is
important
because
it
enhances
retention
and
satisfaction,
but
also
from
an
employer
business
perspective.
It
helps
up
skill
and
three
skill:
the
workforce
to
meet
business
transformation
and
digitalization
challenges.
D
So
let's
take
a
look
at
an
example
of
how
that
could
look
from
an
employee
perspective,
and
here
I
am.
This
is
my
this
is
actually
me-
and
this
is
my
profile
that
I
have
created
by
uploading
my
resume.
So
this
is
a
simple
load
action
that
I've
taken.
However,
if
your
employees
do
have
a
profiles
in
SP
successfactors,
think
of
that
bi-directional
synchronization
we
can
take
those
profiles
over
synchronize
to
our
platform
and
emplyees
can
can
opt
in
and
add
to
their
profiles.
D
Typically,
you
know
they
might
not
have
a
photo
that
they
might
want
to
add,
but
also
skills
that
they
can
add
to.
Typically,
they
might
not
have
projects
so
projects
that
might
be
relevant
for
them
or,
if
you
integrate
to
a
learning
platform,
any
learning
history
courses
that
they
have
taken
that
are
relevant
for
their
profiles.
So
just
as
I
said
with
external
candidates,
this
will
be
enriched
with
currently
available
information,
and
actually
the
platform
has
done
that
for
me.
D
So
you
have
the
most
current
info,
not
only
for
external
candidates
but
also
for
your
employees
on
the
platform.
Now,
why
should
they
do
that?
You
might
ask
well
because
at
every
given
point
in
time
we
match
in
employee
profiles
to
available
jobs.
So
if
you
have
an
initiative
to
promote
intone
internal
mobility
here
are
the
jobs
that
I
am
a
great
match
for
and
if
I
look
at
one
of
these
jobs,
oh
by
the
way,
I
forgot
to
say,
there's
preferences
that
I
can
state.
D
You
know
what
jobs
do,
I
prefer
what
skills,
etc,
and
then
there's
also
alerts
that
I
can
set
in
order
to
be
alerted
when
such
a
job
would
be
available.
When
that
is
the
case,
I
can
go
and
view
the
details
of
that
job
and
see
how
I
match
so
I
kept
it
simple
here,
you'll
see
that
the
blue
ones
are
skills
that
I
have
this
one
will
be
a
skill
that
I
would
have
to
acquire
in
order
to
be
a
perfect
match
for
that
job,
and
how
do
I
do
that?
D
There's
prescribed
learning
at
the
bottom
here
that
will
help
me
fulfill
those
gaps
or
fill
those
gaps
by
using
this
learning,
so
you'll
see
that
employees
will
not
only
be
shown
what's
available
for
them
today,
but
also,
how
can
they
up
skill
themselves
to
rescale
themselves
in
order
to
meet
the
requirements
of
those
jobs?
So
this
is
what's
available
today.
D
If
I
look
in
the
future-
and
you
know
what's
next
for
them
what
would
be
potentially
their
next
career
step,
there's
this
career
planner
that
we
make
available
and
on
this
career
planner.
These
are
potential
future
roles
and,
as
I
said,
or
and
they've
said,
we
infer
those
from
the
billions
of
career
trajectories
that
we
are,
we
have
been
using
and
are
using
to
train
the
AI,
so
typical
next
steps
for
me
would
be
account.
Management
and
I
might
be
interested
interested
in
this
global
Account,
Manager
role.
D
A
D
So
that
depends
on
the
types
of
courses
that
you
have
on
your
learning
platform.
So
we
don't
manage
these
courses,
they
come
from
your
learning
platform
and
on
your
learning
platform
you
might
have
educational
courses,
but
you
might
also
have
on
the
job,
training
or
shadowing,
so
that
all
depends
on
the
type
of
learning
that
you're
managing
on
your
learning
platform.
D
B
E
Yes,
so
friends
good
afternoon
to
you
all
and
thank
you
for
making
time
for
this
discussion,
we
really
appreciate
this
and
and
I
also
thank
you
to
those
who
have
already
reached
out
to
us
on
LinkedIn,
while
in
the
course
of
this
discussion
and
I'm
really
thrilled
to
see
the
kind
of
the
Q&A
that's
going
on
and
and
really
appreciate
the
line
of
thought
over.
There
I'll
try
and
make
the
next
ten
minutes
very,
very
practical
for
you
and
I'm,
assuming
that
many
of
us
have
touched
recruitment
in
the
past.
E
You
know
at
some
point
in
our
careers
and
if
not,
we
have
been
involved,
perhaps
as
hiring
managers
or
candidates,
and
we
can
really
relate
to
that
experience.
If
you
can
do
take
the
next
page,
please
Dave!
Thank
you.
So
let's
look
at
the
first
line
itself.
You
know
you
would
hear
people
making
comments
like
our
recruiters
really
using
the
platform
and
I
mean
the
80s.
Now,
let's
take
a
moment
to
think
about
what
does
a
recruiter
do
in
a
day?
E
Now,
especially,
let's
say
in
Kobe
times,
the
number
of
applicants
could
be
there
in
hundreds
on
each
of
the
jobs
that
they
are
managing.
They
are
managing
about
30
35,
40
jobs,
for
let's
say
their
company,
and
on
top
of
it
they
have
to
ensure
screening
of
candidates.
They
have
to
do
scheduling
of
interviews,
rolling
out
offers
negotiations
and
then
chasing
after
candidates
till
the
point
that
they
have
joined
and
in
between
you
have
business
manager,
reviews
and
talent,
acquisition,
head
reviews
and
a
whole
lot
of
stuff.
That's
happening.
E
You
know
within
the
organization
plus,
of
course,
a
small
thing
called
Lesko
bid.
Now,
with
all
this,
that
is
happening
in
our
life.
You
know
there
is
a
poor
thing
called
as
a
talent
acquisition
head,
which
I
was
some
time
back
in
Tata
Communications.
You
know
who
has
to
manage
their
platforms,
manage
efficiencies,
cut
down
cost
and
at
the
same
time,
you
are
looking
at
how
to
you
know,
give
a
great
experience
to
hiring
managers
to
candidates
and
and
and
and
leverage
technology
in
those
platforms.
E
So
here
is
some
of
the
things
that
you
should
be
looking
out
for
and
if
you
can
click
once
please
here
you
go
so
imagine
imagine
the
situation
here
of
a
hiring
manager
who
first
creates
a
requisition
which
is
in
SuccessFactors
that
I
believe
most
of
us
are
using
already
and
having
done
that,
the
integration
that
we
have
between
success
factors
and
Eightfold
days
that
all
requisitions
start
reflecting
in
eightfold
instantaneously.
So
the
integration
is
really
complete
and
thorough.
The
next
thing
that
and
a
note.
E
E
So
while
the
sourcing
pipeline
is
on,
as
you
see
in
the
sourcing
of
profiles
bucket
in
success
factors,
which
means
whether
you
have
RCM,
you
have
rmk,
you
have
various
other
sources,
for
example,
agencies,
your
career
site,
your
job
boards,
referrals
and,
of
course,
internal
applicants.
But
what
happens
is
that
the
moment
a
requisition
is
created?
E
The
algorithm
is
going
to
pull
up
CVS,
which
are
already
sitting
in
your
database
in
your
talent
pool
and
put
them
forward
in
front
of
the
recruiter
and
the
hiring
manager
right,
and
so
you
already
have
maybe
five
ten
thirty
forty
fifty
depending
upon
the
depth
of
the
database
that
you
have
created
and
those
aren't
really
available
to
you
up
front
and
along
with
that
in
the
coming
days.
As
you
add
more
series
from
other
sources,
you
know
they
will
only
make
the
the
calibration
and
the
matching
done
by
the
algorithm.
E
You
know
recommend
those
profiles
to
hiring
managers.
So
this
is
the
second
point
that
we
saw
above
says:
do
we
have
first
of
all
internal
database
having
desired
the
zoo,
maze
and
you'd?
Be
surprised
that
there
is
a
whole
lot
of
wealth
of
information
that's
held
up
over
there,
which,
which
can
be
absolutely
you
know,
unleashed
with
the
help
of
a
I,
especially
eight
folds
AI,
which
at
which,
as
a
matter
of
fact,
doesn't
really.
You
know
care
much
about
a
boolean
string
match.
E
It
is
a
very,
very
highly
advanced
neural
network
based
technology
that
does
a
match
between
skills
of
roles
and
skills
of
candidates
right
and
and
that's
how
we
are
complementing
an
action
between
success
factors
and
eight
volt.
Now
the
recruiter
has
received
the
TVs
and
wants
to
start
really
screening
them
out.
So
already
that
list
has
been
verified
by
eight
fold,
so
you
don't
have
to
look
through
hundreds
and
thousands
right
of
resumes.
E
The
algorithm
is
going
to
like
camellia
showed
a
little
while
back
show
you
the
star
rating,
which
is
our
recommendation,
which
can
actually
help
recruiters
a
great
deal
in
looking
at
quality
resumes.
The
next
step
that
camellia
also
covered
was
that
in
case,
diversity
is,
and
it
is
for
many
organizations
these
days-
a
very
powerful
objective
that
they
are
working
on,
and
it
definitely
was
for
me
when
I
was
a
part
of
the
talent
acquisition
team
at
Tata,
Communications
and
I.
Think
this
the
team
that
I
had
over
there.
E
They
did
an
awesome
job
of
you
know
hugely
improving
the
diversity
metric.
That
was
basically
the
new
hire
women
mix
coming
into
the
organization
which
helped
the
company.
You
know,
get
a
lot
of
awards
like
great
places
to
work,
etcetera,
etcetera.
You
know,
after
and
over
the
past
four
years,
if
I
may
say
consecutively,
so
a
powerful
statement
over
here
that
it's
the
next
click.
Please
now
imagine
at
each
stage.
Whatever
action
is
happening.
E
So
there
is
an
l1
interview,
then
there
is
an
l2
interview
and
then
there
is
an
HR
interview
each
stage
there
is
a
corresponding
bucket
in
success
factor
where
the
data
is
moving
between
Eightfold
and
success
factors
on
a
real-time
basis.
So
if
you
are,
for
example,
having
your
own
dashboards,
which
you
are
taking
from
the
success
factors
system
right
and
from
there
itself,
you
can
start
getting
the
real-time
data
and
at
the
end
of
the
day,
then
the
offer
is
released.
E
Could
you
please
click
Dave?
Thank
you
and
one
more.
So
here
is
what
is
happening.
The
moment
an
offer
is
released.
There
is
an
update
in
happening
with
the
CRM
right
and
and
other
downstream
processes
like
background
check
on
boarding,
induction
can't
start
off
immediately
and
practically.
This
is
the
aha
moment
for
for
any
recruiter
or
a
TA
head.
You
know
who
can
extract
data
real
time
online.
E
Most
importantly,
it
gets
all
recruiters
working
on
a
platform
and
away
from
Excel
sheets,
which
is
actually
a
nightmare
for
for
a
head
of
TA
or
a
head
of
HR,
because
they
just
do
not
know
what's
happening.
You
know
what
is
the
quality
of
my
database,
what
is
being
used
not
used
and
they're
completely
blindsided
and
the
day
a
recruiter
says
that
okay,
thank
you.
So
much
I
want
to
move
on
and
that's
where
the
alarm
bells
go
ringing
in
the
organization
as
they
just
don't
know
what
they
will
do
without
that
resource
right.
E
So
that's
extremely
useful
for
the
heads
of
TA
and
heads
of
HR
now,
what's
happening
really
and
I
mention
about
this
a
little
while
back.
There
is
a
real-time
data
movement
between
80s
and
and
eightfold,
which
allows
you
data
analytics
and
reporting.
Then
you
have
discussions
with
you
know.
Auditors
and
your
leadership
etcetera
happening,
a
very
simple,
intuitive
process
that
allows
for.
It
actually
cares,
for
you
know
the
hiring
manager,
the
employees
who
are
applicants,
let's
say
ijp
applicants
and
candidates
and
even
the
recruiters,
most
importantly,
the
recruiters.
E
You
know
the
ones
who
had
that
ton
of
work
on
their
hands
earlier,
right
and
and
and
making
their
life
simpler
on
and
and
lastly,
this
integration
between
success
factor
and
eight
folders,
really
smoothes
and
complementing
in
nature
and
of
course,
like
I,
mentioned
to
one
of
the
chat
window
discussions.
The
engagement
is
continuously
happening
through
Auto
notifications.
So
if
you
have
candidates
sitting
out
there
that
you
want
to
reach
out
to
through
a
campaign
that
we
can
do
that
for
you
right
so
so
I
again.
Thank
you.
E
F
B
F
Okay,
awesome
hi
everyone.
My
name
is
David
pectus
I'm,
the
valley
consulting
director
here
at
eightfold
I'll,
just
quickly
talk
to
you
about
what
Valley
consulting
is
and
then
go
through
the
typical
engagement
steps
we
go
through
with
our
prospective
customers
and
then
share
with
you
just
a
couple
of
slides
in
terms
of
the
final
deliverable
we
end
up
presenting
to
our
prospects.
Yeah,
so
I'll
probably
take
three
to
four
minutes
just
to
be
respectful
of
your
time.
F
So
in
terms
of
value
consulting
what
we
essentially
do
is
we
provide
complimentary
business,
consulting
services
to
our
existing,
as
well
as
prospective
customers
in
order
to
help
them
identify
and
subsequently
quantify
the
economic
and
strategic
value
of
the
eight
fold
platform,
and
we
do
that
in
a
two
step
process.
The
first
step
is
what
we
call
a
case
for
change.
F
This
is
where
we
would
engage
with
our
prospects
in
understanding
what
their
business
and
talent
related
challenges
are
and
eventually
help
them
quantify
the
value
they
can
get
from
the
platform
in
the
form
of
a
business
case,
and
the
second
step
is
what
we
call
value
realization.
This
happens
with
our
process
with
our
existing
customers
after
they
have
been
alive
on
the
platform
for
about
a
year
and
really
the
only
reason
we
do.
It
is
to
make
sure
that
we
vet
out
the
value.
F
We
say
that
our
customers
will
realize
in
the
business
case
process
and
in
terms
of
how
we
like
to
engage
it's
broken
out
here
in
terms
of
having
four
steps.
We
typically
start
out
with
a
value
outside
and
value
analysis.
This
essentially
is
based
on
publicly
available
information
before
we,
you
know,
get
a
deep
level
of
engagement
to
kind
of
hypothesize.
The
kind
of
value
customers
can
expect
to
see,
and
then
we
hold
a
discovery
workshop
with
them.
F
So,
in
terms
of
the
business
case,
outputs,
so
the
business
cases
are
made
up
of
three
key
sections.
The
situation
or
view
really
is
the
strategic
alignment.
The
Eightfold
value
talks
about
the
value
proposition
at
a
high
level
and
the
appendix
is
where
we
quantify
the
value
in
line
by
line
detail.
So
in
terms
of
the
situation
or
review
right.
This
is
just
a
detail
of
their
challenges.
So,
if
you
look
at
it
right,
one
way
to
identify
is
the
first
one.
F
F
F
The
appendix
section
is
on
this
slide,
so
this
slide
it
looks
a
little
busy,
but
on
the
left
hand,
side
we
quantify
what
the
value
is
and
then
what
does
third-party
research
say
in
terms
of
technology
being
able
to
deliver
this
kind
of
value
and,
on
the
right
hand,
side?
We
share
some
relevant,
like
eight
fold
capabilities
that
will
enable
the
customer
to
get
this
value
alongside
with
relevant
metrics
and
existing
customers
are
already
realizing.
F
One
thing
I
want
to
point
out
here
is
that
on
this
calculation
side
of
the
slide,
all
the
numbers
that
you
see
or
from
the
prospects
own
numbers
that
we
have
validated
with
them.
So
you
know
it's
not
like
it's
based
on
some
hypothetical
numbers.
So
that's
the
level
of
engagement.
We
tend
to
get
with
our
prospects
where
we
collect
both
the
qualitative
and
the
quantitative
information.
So
you
know
with
that:
I
will
stop
sharing
because
we're
coming
towards
the
top
of
the
hour.
B
What
you
just
showed
you
know
in
terms
of
recruiter
efficiency,
a
productivity
against
really
having
control
on
the
cost
right,
I
mean
at
the
end
of
the
day
you
have
to
justify
adding
AI
and
how
AI
can
can
kind
of
contribute
to
that
and
a
lot
of
the
stakeholder
that
we
deal
with
actually
uses
in
order
to
even
go
and
get
the
funding
they
need
to
get
AI
implemented
along
with
success
factors
80s
you
know,
or
when
it's
a
v8
samurai.
If
there
is
and
they're
correct,
you
think
that.
B
C
So
if
you
are
already
not
part
of
that
group,
I
would
strongly
recommend
that
you
join
the
group
same
way.
Please
feel
free
to
share
that
with
with
your
colleagues
whom
you
think
can
benefit
from
being
part
of
that
group
and
yeah.
So
if
there
are
any
questions,
maybe
you
know
we
have
about
a
couple
of
minutes
left.
If
there
are
any
questions
that
you
want,
the
teammate
full
team
to
address,
please
please
ask
them
now
either
on
the
chat
or
maybe
you
can
unmute
yourself
and
ask
the
question
as
well.
C
Please
do
give
your
feedback.
It
helps
us
bring
a
good,
relevant
content
which
which
you
will
find
useful.
That's
where
we
are.
We
are
here
to
serve
you
and
your
needs
so
that
you
get
better
at
doing
what
you
are
doing
in
your
organization's,
so
delighted
Vinod.
Would
you
like
to
add
something
and
conclude.
A
Hey
thanks.
Okay,
so
we
had
a
very
good
turnout.
Today.
I
saw
the
total
count
exceeding
almost
90
at
one
point
of
time,
so
the
format
definitely
seems
to
be
striking
a
chord
with
our
customers.
Look
forward
to
more
of
these
on
a
monthly
basis,
and
thanks
to
the
eight
fold
team
for
taking
out
90
minutes
from
their
schedules
to
talk
about
their
solution
and
the
value
to
our
customer
base.
A
A
So
certainly
I
think
it
was.
It
was
a
very
good
turnout
and
as
well
as
very
informative
for
our
customers,
because
this
is
the
area
where
I
think
most
of
the
customers
are
looking
for.
Some
intervention
from
AI
and
I
think
this
really
complements
with
the
overall
plan
which
we
have
going
together.
So
I
think
I'm
happy
that
we
had
a
very
good
conversation,
so
look
forward
for
other
feedback
from
the
customers
as
well.
I
have
to
drop
by
email
ID.
So
you
can
write
for
non-one
to
me
and
even
request.