April 2024

April 30

Improved: New Filtering Options for Departments and Offices APIs

We're excited to announce that we've updated our Departments and Offices APIs to provide more flexibility and control when fetching data. You can filter results by reference ID, last updated date range, etc. These enhancements will help integrations retrieve only the specific data they need, improving performance and reducing unnecessary data transfer.

By leveraging these new filtering options, integrations can:

1. Fetch specific departments and offices by their IDs or reference IDs
2.  Retrieve only the data updated within a particular date range
3.  Customize the response to include additional information, such as skills and child departments
4. Efficiently paginate through large result sets

These updates will help streamline data retrieval, reduce bandwidth usage, and improve overall performance for integrations using the Departments and Offices APIs.

Improved: LMI City Labels

We've made some enhancements to improve the user experience when selecting cities in the Labor Market Intelligence (LMI) module:

The state/province name is now displayed alongside the city name in the following places:

• City filter on the Labor Market Overview, Position Supply/Demand, and Skill Supply/Demand pages
• Geography widget on the Skill Supply/Demand page (all tabs)
• Geography widget on the Position Supply/Demand page (all tabs)
• Geography widget on the Labor Market Overview page (for both Worker Profiles and Jobs Posted)

The state/province name is shown in square brackets next to the city name, e.g., Ajax [Ontario]. The city name will be displayed as-is if there is no associated state/province for a city. Cities are now ordered alphabetically for more straightforward navigation.

Bug Fixes

• Fixed an issue where British Columbia cities were displayed as Areas instead of city names when the feature flag was ON and Country + State was selected. Now, the City field will correctly show city names in this scenario.

These updates aim to provide more context and clarity when selecting cities, especially in cases where multiple towns share the same name across different states or provinces. Including state/province names will help users choose the correct city on their first attempt.

April 16

Added: Job Architecture | View Recommended Labor Market Suggestions 

This powerful addition allows HR professionals to define more relevant jobs within their organization by utilizing real-time labor market skills trends data.

Key Features:

• Real-time skills match comparison for job definitions

• Insights into trending and disappearing skills

• Seamless integration of new skills into job definitions

• Country-based labor market analysis using our advanced ML API

Enhancements:

1. Visualize the percentage change in your job definition's skill match since the last edit.

2. Access valuable insights with the toggleable "Show Insights" button.

3. Discover trending and disappearing skills tailored to your specific job definition.

4. Quickly add multiple skills to your job definition and easily set their proficiency levels.

5. Edit your job definition directly from the insights view.

Stay ahead of the curve and ensure your organization's job definitions align with current labor market trends. 

Added: New Feature: Auto-Completion of Career Paths

We are excited to introduce a new feature that streamlines the career development experience for our users. With this update, once a user achieves a 100% match to their career path by covering all missing and partial skills, the career path will be automatically marked as completed.

Key Enhancements:

• Seamless transition from ongoing to completed status for fully matched career paths.

• Improved user experience with auto-completion and notifications.

• Enhanced manager view with Completed Career Paths under the Archived tab.

Notifications and Next Steps:

Upon completing a career path, users will receive an in-app notification (if enabled) and an email congratulating them on their achievements. The notifications will prompt users to explore new career opportunities by guiding them to the Career Path Explorer page.

Experience this exciting new feature today and accelerate your journey towards professional growth.

Added: Watchlist Skill Relevance Alert

With the Watchlist Skill Relevance Alert, you will receive email notifications when a job definition in your watchlist falls below a certain relevance threshold.

How It Works

• When a job definition is added to your watchlist, the system will check weekly to see if the skill match falls below 20%.

• If the skill relevance drops below the threshold, an email notification will be sent to the users responsible for that watchlist item.

• The email will include the job definition name and a link to view more details on the SkyHive Enterprise platform.

Customization Options

• Admins can adjust the frequency of the skill relevance checks in the settings.

• Email notifications can be turned off entirely if desired.

• The email subject and content can fit your organization's needs.

This feature will help you maintain up-to-date and relevant job definitions, ensuring your talent architecture remains aligned with the ever-changing labor market. 

Added: Unique Identifiers for Employee and Position in Exported Files

We have introduced unique identifiers (reference IDs) for employees and positions in the exported files of the "Employees" and "Average Skill Match to Position" tabs. This enhancement allows managers to identify employees and positions accurately, ensuring a seamless reporting process even when their names change.

Updates to Exported Files:

1. Employees Tab:

• Added 'Employee Reference ID' column after 'Employee Name'

• Added 'Position Reference ID' column after 'Position'

2. Average Skill Match to Position Tab:

• Added 'Position Reference ID' column after 'Position Name'

These changes apply to single 'Download to Excel' and group 'Export Positions Data'/'Request Position Export' functions.

Improved: Employee Dashboard Enhancements

We are excited to announce a significant update to the Employee Dashboard, designed to provide all users with a more personalized and dynamic experience. This update introduces a new default page that adapts to users' available information and enabled modules.

Key Features

• Personalized Welcome Message: The dashboard now greets employees by their first name, making the experience more engaging and personalized.

• Employee Information: Users can quickly view their position title and office location, ensuring they have easy access to their key employment details.

• Skills Overview: The Skills Overview section provides employees with valuable insights into their skills, including the count of self-assessed skills, managerially assessed skills, and skills that match their current position.

• Dynamic "What's Next" Section: The "What's Next" section adapts to the user's enabled modules, providing quick links to continue refining their profile, explore career paths (when the Career Path module is enabled), and view internal job opportunities (when the Job Opportunity module is enabled).

• Skill Trends: Users can now view skill trends based on their position and area, with up to five skills displayed per skill type. This information helps employees stay informed about the most relevant skills in their field.

With this update, employees will always have access to a dashboard that caters to their specific needs and preferences. The dynamic nature of the dashboard ensures that users see only the most relevant information and modules, creating a cleaner and more intuitive interface.

Note: A SkyHive Administrator must enable this Employee Dashboard feature.

Improved: New Required Field for Job Creation and Editing

We have made an essential update to the job creation and editing process in our Talent Acquisition Module. The Hiring Manager field is now required when creating a new job or editing an existing one. This change ensures every job has a designated Hiring Manager, streamlining the recruitment process and improving accountability.

Key Changes

• When creating a new job, users must specify a Hiring Manager before the job can be published.

• If no Hiring Manager is specified during job creation, the user who created the job will be automatically designated as the Hiring Manager.

• Users must specify a Hiring Manager before editing an existing job before saving any changes.

• Suppose no Hiring Manager is specified during the editing process. An error message will be displayed in that case, and the user can only save the changes once a Hiring Manager is assigned.

This update aims to enhance the user experience and ensure that all jobs have a clearly defined Hiring Manager, making the recruitment process more efficient and organized.

April 2

Added: Skills | Skills Source Identification

We've added a helpful new feature that lets you easily see how skills were added to a profile. When you view a skill on a profile, you will see an icon indicating if the skill was manually added or automatically extracted by our AI.

Here's how it works:

• For skills automatically extracted by SkyHive's AI, you will see a special "AI-extracted" icon next to the skill the first time it appears on the profile. Hover over the icon to see "SkyHive AI-extracted skill."

• For skills manually added via search, you will see a "manually added" icon next to the skill the first time it appears. Hover over this icon to see "Manually-added skill."

• These source identification icons will only appear when a skill is added to a profile.

• This feature is only available when the Profile V2 Feature is enabled,

We've also ensured our API supports this skill source tagging. So, if you're using an integration to add skills, you can indicate if they were AI-extracted or manually added from another system.

It's now much easier to see where skills on a profile originated from, providing more context and insight as you review employee profiles.

Added: Data Retention Policy Settings for Employees, Positions, Job Requirements, and Candidates

We've introduced a new feature that gives you more control over your company's data retention policies. With this update, you can now set the automatic deletion of old records for Employees, Positions, Job Requirements, and Candidates that have been inactive for a specified period.

Here's what you need to know:

• A new "Data Retention Policy Setting" is available under Advanced Settings > General Settings.

• By default, this setting is disabled upon enterprise creation.

• When enabled, you can specify a retention period in months. After this time, terminated or archived records will be automatically deleted. (up to 99 months)

• Employee records will be deleted once terminated or archived past the retention period.

• Archived Job Definitions/Positions will be deleted once past the retention period.

• Archived or Filled Job Requirements and associated Candidates will be deleted once past the retention period.

• You will receive an email notification with details about the deleted data.

• When the setting is disabled, no automatic data deletion will occur.

With this new setting, you can automate the cleanup of old records based on your company's specific data retention requirements. 

Note: A SkyHive Administrator must enable this since it is an Advanced Setting 

Improved: Increase the Character Limit for Employee Profile Experience Descriptions

We have increased the maximum number of characters allowed in the experience description fields for employee profiles to 10,000 characters. 

These changes were applied to both Profile V1 and Profile V2 to maintain consistency across versions.

Where is this Impacted?

1. • Creating new employee profiles, whether manually or by uploading a resume

   • Editing the Experience section of an existing employee profile

   • Employee resume extraction functionality

   • Updating experiences via integrations

Improved: Profile V2 | Enabling Managers to Modify Their Assessments

We're excited to announce a new feature in Profile V2 that gives managers more control over their assessments. With this update, managers can now edit and update assessments they've previously submitted, making it easier to keep evaluations accurate and up-to-date.

Here's what you need to know:

• Managers can only edit their ratings, indicated by a three-dot icon on assessments they've completed as a manager.

• When an assessment has been modified, a visual indicator icon will appear, showing the date of the last change.

• HR Department Administrators and higher-level roles can override managerial assessments, with an icon indicating who made the override and when.

• HR Department Administrators can modify assessments for their direct reports and override assessments within their department access.

• HR Administrators and higher roles can override assessments for all users except their own.

• SuperAdministrators will see a warning if they try to modify skills for users outside their enterprise.

• All modification histories are recorded, with hover text showing the most recent change.

Advanced Settings now include options to control who can update assessments, defaulting to SuperAdministrator only. Available user types include Manager, HR Department Administrator, HR Administrator, Owner, Group/Multi-administrators, and SuperAdministrator.

With these new permissions active, managers and higher roles can modify their assessments, while HR roles can override managers' assessments within their access. However, no one can alter or override their managerial skill assessments - editing personal skill proficiency must be done from the Worker's view.

Improved: "Source Talent for Job Definition" for Skill-Enabled Job Definitions

We're excited to announce an enhancement to our Job Architecture feature that makes finding the right talent for your open roles easier. Now, when a Job Definition type has skills enabled, you will see a new "Source Talent for Job Definition" option in the three-dot menu, even if "Available as Employee Positions" is disabled.

Here's what's new:

• For Job Definition types with the skill section enabled in the type configuration, the three-dot menu for connected Active Job Definitions will now include the "Source Talent for Job Definition" option.

• Clicking "Source Talent for Job Definition" will initiate the same talent sourcing process as pre-filling a Job Offer from job definition and Workforce Planning, allowing you to find qualified candidates for the role quickly.

• The three-dot menu will continue to include options to Edit, Create Duplicate, Download to Excel, and Archive the Job Definition.

With this update, it's now simpler than ever to leverage the power of skills to identify top talent for your open positions directly from the Job Definition interface.

Whether you're filling an immediate need or planning for future growth, the "Source Talent for Job Definition" feature streamlines the process of finding the right people with the right skills.

Improved: Candidate Management Performance

We're excited to announce several improvements to our candidate management system that will significantly boost performance and user experience:

• Candidate analytics will load via a separate, optimized API, ensuring snappy page loads.

• The Applicants API now supports pagination, efficiently loading large candidate lists.

• Pagination in the Applicants API includes support for sorting and filtering, matching the user interface's capabilities.

• When a candidate's information (such as name or skills) is updated, the system will automatically search for and update any cached references to that candidate within job applications.

With these enhancements, you can look forward to a more responsive and streamlined candidate management experience. Large numbers of candidates will load quickly and efficiently via API and in the user interface. Sorting and filtering will perform seamlessly across paginated results. 

Integration Enhancements:

Updated Date Range

An update to the /api/v1.0/training/getAllTrainees endpoint will enable more efficient and targeted integration with external systems.

This update introduces the ability to fetch trainee records based on an updated date range. By specifying a start and end date, you can retrieve only the trainee records created or updated within that timeframe. This enhancement eliminates the need to fetch all trainee records during each integration run, resulting in improved performance and reduced data transfer.

Job Offer End Point 

A new bulk version of the /api/v1.0/jobOffer/get endpoint that allows you to retrieve multiple job offers based on various search criteria efficiently. This enhancement addresses the limitation of fetching job offers one by one in integrations, providing a more streamlined and efficient process.

Key features of the new endpoint include:

• Ability to fetch job offers in bulk by providing multiple External Reference IDs (referenceCode)

• Control the number of records retrieved using take and skip parameters

• Include job offers across all statuses (draft, published, filled, on hold, archived) with the option to filter for specific statuses

• Fetch job offers by multiple IDs, external IDs, states, or date ranges

• Customize the response data by including or excluding skills to optimize response size

• The response includes associated data such as department, location, hiring manager, recruiters, and their respective external references

This enhancement simplifies the process of retrieving job offer data in bulk, saving time and effort in integration scenarios.  

Updated May 01, 2024 14:04