Overview

Role calibration is essential for refining talent acquisition and management criteria. By defining key attributes such as location, skills, and experience, calibration helps Eightfold surface relevant leads and match applicants to roles with precision. It ensures a streamlined leads pipeline and generates match scores that align with your hiring goals.

Role calibration can be applied at the position level or optimized further using roles, reducing manual effort and enhancing consistency across positions with similar requirements. Leveraging roles for calibration integrates insights from global data and calibration assistants, improving lead quality and match accuracy.

Calibration isn’t a one-time activity—it requires regular adjustments to remain aligned with organizational needs and the evolving talent landscape.

Why Role Calibration matters

Calibration defines key hiring criteria that Eightfold uses to:

• Surface candidate and employee leads.
• Generate match scores for candidates
• Streamline the talent pipeline by focusing on the best-fit candidates.

Mandatory Calibration fields

• Location
• At least three ideal candidates
• Three preferred skills
• Three related job titles
• Range of experience

Optional fields

Additional fields such as company preferences, industries, seniority levels, education levels, and advanced options further refine results. These influence lead counts and match scores.

Understand Auto-Calibration

• If a matching role exists, its calibration criteria are copied to the position.
• If no matching role is found, calibration relies on similar positions or job descriptions.

Note: Auto-calibration enhances efficiency by minimizing manual inputs while leveraging globally observed patterns.

Best practices for Role Calibration

Define ideal candidates

• Select 3-5 ideal candidates who exhibit the skills and experience necessary for the role.
• Prioritize rich profiles, including those from within your organization.
• For new roles, consider external candidates from platforms like LinkedIn.

Refine skills and experience

• Focus on 3-5 preferred skills relevant to the role.
• Avoid excessive required skills, which may exclude otherwise qualified leads.
• Use related skills to identify relevant candidates, ensuring alignment with job requirements.

Specify job titles

• Add at least three alternative titles to account for variations across industries.
• Use the Calibration Assistant for suggestions, and avoid broad titles.

Define experience range

• Set realistic expectations for years of experience.
• Avoid excluding candidates with slightly more or less experience than preferred.

Review and adjust

• Validate calibration results against high- and low-ranked leads.
• Refine criteria if mismatches occur.

Tips for Calibration success

• Copy Calibration: Reuse verified calibrations for similar roles using the "Copy Calibration" feature. Adjust fields like location and years of experience as needed.
• Iterate: Revisit calibrations periodically, especially for long-open roles or evolving requirements.
• Leverage assistance: Use tools like the Calibration Assistant to validate choices and identify trends.

Note:

• Adding too many requirements can reduce ‌pipeline size.
• Ensure selected skills align with the role's actual needs.
• Regularly refresh profiles to reflect updated data and skills.