Customer journey

How can customers set up Roles Design with partial roles or outdated skills?

Follow these steps to define roles in Talent Design:

1. Enable Role Initialization: Auto-create roles using employee or position data to discover and manage roles.
2. Gather customer data (optional): Collect roles data with partial or outdated skills, including job codes. This data will override existing roles when uploaded.

3. Prepare and upload data:

   • Use the id field and job code mapping from the roles export feature.

   • Format the data and upload it via bulk CSV ingestion using the Ingest or Update options. This process replaces all existing data, including skills.

     Note: CSV uploads can't merge skills already in the UI with new skills. Customers may either merge skills in the CSV or retain only customer-provided skills.

4. Validate and finalize roles:

   • Update the skills taxonomy with Eightfold AI recommendations based on your talent pool and market insights.
   • Add missing roles to complete the role architecture.

Output: Dynamic, skills-based roles for all job families, informed by the talent pool and market data.

What are the minimum employee data fields needed for Employee Insights in Roles Design > recommendations?

Market Insights requires the following data to display internal skill trends and recommendations:

• Mandatory fields:
  • job_code
  • job_title
• Employee skills (choose one):
  • Skill tags per employee (at least 3 skills per profile preferred).
  • Skills extracted from resumes, which can include fields like:
    • Courses
    • Certifications
    • Projects
    • Education
    • Work experience
    • Awards, patents, or publications

Note:

• A minimum of five employee profiles per job title is required to generate insights for roles in the recommendation modal.
• This requirement doesn't apply to other features.

Import and Export

Does Talent Design provide sync-back operations of roles?

Talent Design doesn't offer sync-back integration of roles data to any ATS/HRIS. However, customers can download all roles and skills data in CSV format through the UI.

Other FAQs

What is a role vs a job family?

Each role has a job code. It is designed to group jobs that need similar skills, tasks, and responsibilities at the same level. In some organizations, a role may be called a job.

A job family groups roles that share similar skill sets and contribute to similar organizational goals.

Example:

• Job Family: Sales
• Job subfamilies: Account executives, strategic consultants, sales operations, and more.
• Roles: Senior account executive, business analyst, sales manager, senior sales manager.

What’s the difference between a role library and job architecture?

• Role Library:
  • Contains customer-defined roles for creation, calibration, and maintenance, along with associated skills.
  • Doesn't support the creation of job families as independent entities.
  • Skills can't be associated at the job family level or provided to roles.
• Job Architecture:
  • Establishes a parent-child relationship between job families and roles.
  • Allows metadata for job families (e.g., creator, creation date, skill associations).
  • Enables skill propagation from job families to roles in HRIS systems.

Best Practices

What are best practices for defining skill proficiency descriptions?

• Be concise: Use 2–4 sentences, avoiding jargon.
• Be specific: Use clear, action-oriented language with examples.
• Focus on behaviors: Describe measurable, observable actions.
• Provide clear progression: Ensure noticeable differences between levels.
• Align with job needs: Tailor descriptions to the role’s required skills.

How granular should skills be in role calibration?

Skills should match the role's requirements. Eightfold AI accounts for skill adjacencies to optimize talent pools.

• Granular skills:
  • Suitable for roles with specific technical/compliance needs.
  • Example: "Expert Systems Engineer" may require skills like Red Hat Linux or Apache Tomcat.
• Broad skills:
  • Used for generalist roles or organizations with broader workforce needs.
  • Example: "Software Engineer" with skills like software design and development.

How many proficiency levels per skill?

Most customers adopt five proficiency levels to:

• Assess skill performance.
• Improve transparency in hiring and management.
• Align development opportunities with gaps.